A Case study on Partex Group

Prepared For:

MD Abu Jafar

Assistant Professor

Business Department

Anwer Khan Modern University

Prepared By:

Nasrin Akther Suzana

ID; 11-182-0015

Business Department

Anwer Khan Modern University

Submission Date:10/08/2022

History of Partex Group:

Partex Group is among the large Bangladesh private sector manufacturing and service based
enterprises, owning and operating over twenty units giving value for money to all customers.

The group started modestly in 1959 in tobacco trading and with prudent entrepreneurship of our
Founder Chairman Mr. M.A. Hashem today we have a stake in tobacco, food, water, soft drinks,
steel container, edible oil, wooden board, furniture, cotton yarn and the IT sector. After
Bangladesh was established our Chairman set up M/S Hashem Corporation (Pvt) Ltd. in
Chittagong city meeting the large demand of food and materials needed for sustaining the needs
of a new nation through imports. From importing to import substitution was the next logical step
and the stepping stone into the manufacturing sector, which has matured to the multi million
dollar diverse investment of the Partex Group today.

A dedicated work force and committed board members led by our Chairman and backed by a
market oriented corporate strategy has been the cornerstone of our success. Today the group has
over twenty family owned private limited companies with a sizable turnover. Ours is a dynamic
organization always exploring new ideas and avenues to expand and grow further.

Long before environment came to dominate the development agenda. Star Particle Board Mills
in the sixties pioneered an eco-friendly industry to reduce pressure on our scarce forest
recourses. It is a unique combination of environmental protection and commerce; belaying most
doomsayers who claim the two to be at odds. The one score and ten year successful perpetuation
of our timber substitute products not only speak volumes of the foresight of Partex’s founders
but also their vision of the future.

They make particle board from agro-waste, mostly jute stalks, and ensure greater value to the
jute growers of Bangladesh. Products are processed using modern technology to produce
homogenous and strong particle board that can withstand seasonal change and are free from
termite and fungal attack. These particle boards go on to produce veneered boards of various
design and texture. Also door panels both plains and decorative in various finishes and sizes. In
addition their produce special furniture boards, stylish furniture and even various plywood on our
range of products.
Beside, in house and outside training, recruits business graduates from reputed universities as
management training for mainstream banking to enrich quality of human resources contributing
towards operations effective and long-term sustainable results.

Human resources planning:

They need for human resource planning may not be readily apparent .However an organization
that does not do planning for human resources may find that it is not meeting either its personal
requirements or its overall goals effectively .For example ,a manufacturing company may hope
to increase productivity .With new automated equipment ,but if the company does not start to
hire and train to people to aspirate the equipment before installation ,the equipment may retain
idle for ,weeks or ever months .Similarly an-all male ,all-white organization that does not plan to
add women and minority group member to its staff may well have travel maintaining high
performance and its also likely to become the in a civil rights lawsuit .Planning for human
resources is a challenging task today ,given the increasingly competitive environment ,projected
labor shortages ,changing demographics and pressure from government to protect both
employees and the environment .The HRM can have a significant effect on an organization in a
number of ways ,depending on what goals a company choose to focus.

Objectives of Human Resource Planning:

Human resource planning has some objectives .For the fulfillment of these objectives human
resources management undertake some activities and program .If all these activities are properly
done and programs are undertake ,that can determined the efficiency of HRM .However the
object of HRM can be mentioned in the following paragraphs:

1 .To Use Human Resources: The first objective of HR is to ensure optimum use of human
resources .It means proper distribution of functions among the employees.

2 .To Forecast Future Skills: Second objectives of HR planning are to forecast whether

required skills may be available or not .If it is seen that HR will not be available in future as per
desire necessary steps can be taken just in the planning.
3 .TO Asses HR Requirements: Reasonable number of human resources is required for
efficient and timely performance or organization activities .HR planning can help the
management to ass’s future HR requirements properly.

 4 .To Provide Control Measures: Proper control measure can help in ensuring discipline in the
organization .HR planning determines the accurate number of human resources and satisfies its
demand.

5 .To Determine Recruitment Level: HR planner must determine an established recruitment

level .If not well-conceived and well accepted recruitment level or policy can be determined, he
will not be able to recruit right people.

Job analysis methods:

The basic methods that HRM can use to determine job elements and the essential knowledge,
skills, and abilities for successful performance include the following:

Observation method: A job analysis technique in which data are gathered by watching
employees work.

Technical conference method: A job analysis technique that involves extensive input from the
employees’ supervisor.

Diary method: A job analysis method requiring job incumbents to record their daily activities.

Individual interview method: Method meeting with an employee to determine what his or her
job entails.

Group interview method: Meeting with a number of employees to collectively determine what
their jobs entail.

Method of recruitment:

The historical arithmetic relationship between recruitment leads and invitees, invitees and
interview, interviews and offers made and offers made and offers accepted. Some employers use
 a recruiting yield pyramid to calculate the number of applicants they must generate to hire the
required number of new employees. The company knows it needs 50 new entry level accountants
next year. From experience the firm also knows the ratio of offer made to actual new hires is 2 1
about half the people to whom its make offer accept them. Similarly the firm those that the ratio
of candidates interviewed to offer made is 3 to 2 while the ratio of candidates invented for
interviews to candidates actually interviewed to be about 4 to 3. Finally the firm knows that of
six leads that come in from all its recruiting efforts only one applicant typically get an
interviews- a 6 to 1 ratio

 Are the goals clearly communicated so employees can understand them at

Goals: corporate, departmental and individual level?
 Do employees agree and support the goals and believe in their achievability?

 Is the structure appropriate to achieving the goals and are the negatives inherent in
Structure: the structure minimized, and the strengths maximized?

 To what extent do relationships contribute to the achievement of the business

Relationships: goals?
 What barriers have to be removed to ensure that the interpersonal, inter-unit and
technology relationships operate effectively when people need to work together to
deliver the goals?

 Is there sufficient morale and recognition to sustain the motivation of employees?

Climate:  Are the differences between good average and poor performance levels recognized
and dealt with effectively?

 Do leaders at all levels define goals and empower employees to deliver them?
Leadership:  Do leaders deal with the conflict and barriers that inhibit individual and team
performance?
  Are there sufficient coordination and integration processes for the delivery of the
Process: goals?
 Is there sufficient management information for the performance of work and
sufficient process innovation to meet changing requirements?

Method of selection:

As a culmination of our recruiting efforts, we should be prepare to initiate a primarily review of

potentially accepted candidates. This initial increasing is in effect a two step procedure:

1) the screening of inquires and 2) the provision of screening interviews.

Performance Appraisal management:

policies and practices in Partex Group I interned in marketing at Partex Group, but I also
maintained a positive working relationship with the human resource department. I completed my
internship report based on this company and industry as per my internship requirement and
supervisor's instructions. At my report, I've concentrated on the knowledge I've gained by doing
my job in this company and observing and sharing about company culture. During my learning
period, I visited the majority of the company's departments, and based on that, I focused on
recognizing employee performance management, its challenges, and attempting to clarify the
disadvantages.

Goals and Objectives:

• Explicitly state the employees' training requirements

• Review and analyze the current performance evaluation process in order to determine the
strengths and weaknesses of the current performance.

• To evaluate the compensation management practice.

Training And Development:

Partex Group assignments in Development will offer learning in a variety of areas. These include
training needs assessment, performance consulting and improvement, classroom presentation and
facilitation skills, supervisory and management training, and technical training methods. Other
HRM they development will encompass procedures for contracting for training, conference
planning and management techniques, and the providing of outside training seminars to Partex
Group staff.

The training of the HRM of Partex Group does not rest solely on the supervisor, mentor, and
rotational assignments. They reunite regularly for formal training classes from the Governor’s
Office of Administration. The formal training consists of lectures by Commonwealth
professionals, tours of Partex Group facilities, and group learning activities. The core training
focuses on traditional Human Resource areas, including labor relations, job classification,
training and development, benefits, EEO, pay, recruitment, HR systems and computer
applications, research and evaluation, and safety and health.

Partex Group also may participate in formal training that is offered through their rotational
agencies. Agency-offered training allows the Trainee to develop specific technical skills that will
benefit their work in their rotational agencies.

Compensation:

The basic salary is specified in the offer letter and is payable in euros, as are all other allowances
(family allowances, expatriation and installation). Emoluments (basic salary and allowances) are
payable in arrears, with the exception of the installation allowance which is payable on taking up
duty.

Family Allowances: Family allowances comprise a head of household allowance paid under
certain conditions, an allowance for each dependent person other than the spouse, as recognized
by the Organization.
Annual leave and holidays: Annual leave amounts to two and a half working days for each
month of service. Working days (8 hours per day) are Monday to Friday inclusive, and French
public holidays are observed.

The Medical and Social System: The Medical and Social System of the Organization has an
excellent and comprehensive medical and social scheme. This includes paid sick leave and paid
maternity leave. The healthcare insurance covers staff members and their families.

Pension Scheme: All staff members are required to subscribe to the Pension Scheme at the rate
of 9.2 per cent of their basic salary. The maximum age for retirement is 65, but staff members
are entitled from the age of 63, and after at least 10 years of service, to a pension amounting to 2
per cent of the final basic salary per year of service up to a maximum of 70 per cent for 35 years
of service. A reduced pension can be paid to retiring staff members from the age of 51.The
regulations provide for other benefits in the case of disablement and death.

Traveling and removal expenses : On the same occasion, and under certain conditions, the cost
of removal of furniture and other personal effects is paid by the Organization.

Currency transfer : Staff members receiving an expatriation allowance may transfer through
the Organization up to 50 per cent of their total emoluments to the country of which they are
nationals or to country of residence at the time of appointment.

Findings:

Partex Group put together an experienced staff to design and merchandise, source and buys raw
materials, develop product and components, and coordinate multi process embellishment and
technical cut and sew operations. They ship finished product to either distribution or retail from
their based distribution center. Partex Group does it fast and do it right!

Today, supervisors and managers are urged to follow a new model, a more compassionate,
collaborative approach to leadership and Human Resources Management based on a philosophy
of individual empowerment and team effort – much different than the model of cold authority
figures. This modern approach to supervision and HR Management engages more workers’
intelligence, creativity, motivation and loyalty. It tends to reduce absenteeism and turnover,
while increasing productivity and problem solving ability.

For my point of view the company should keep its young employees. Every potential junior
auditor one day because a senior sufficient facilities and careful observation can brings success
of these prospective trainee officers. After get appropriate training, they develop the many skill
necessary to become good auditor. Conducted by research basic work and investigation my point
of view the company should do to keep its young employees.
 
We find out some point which is as below:
1.      Lack of experience of junior member which covered by the senior member of the Partex
Group.
2.      More productivity, Partex Group attention is usually focused on the work being produced.
This is helpful to achieve the organization goal.
3.      Junior auditors can learn many things about senior auditors working activity and others
which is help to build their career as a “the next supervisor”
4.      Less careful about junior officer.
5.      Always try to measure quantity not quality.
6.      Less careful about their further career development.
Different type’s organization follow different types of philosophy for my point of view in this
case working combination way such as team work or friendly manner as a result it reduce the
turnover rate and enhance the satisfactory land which is helpful to organization goal.

In addition to Investigator Training, Graphite provides an Investigation Service which has two
types of service offering. The investigation support service is designed to ensure that best
practice in undertaking investigations is attained.

Recommendation:

A simple strategic model is comprised of four key components via; Mission, Objectives,
Strategy, Implementation and Review. The term ‘strategic management’ defines the process by
which these long term aims, the strategy and implementation are managed. ‘Strategic HRM’
deals with the longer-term people issues, as part of the strategic management of human
resources, in accordance with its Partex Group’s strategy and mission statement.

It may please be noted that Partex Group Government regulations do not permit employment of
non-Bangladeshis. These however are only allowed on the request of the employer for highly
technical nature of work not normally available in Bangladesh, because they follow a bookish
selection methods but it is not to a perfect way in the current suction.

In addition to Partex Group vast sales and distribution network of dealers, they have 6 sales
depots located at strategic points, but it is not possible way of the business. If they increase their
distribution network then it is easy to establish the business position.

We identified the following six factors as accounting for the increasing interest in and resort to
HRM practices of Partex Group:

1. Public sector and institutional reform: A coherent sector strategy is a prerequisite for
sustainable HR strategy and supporting structures. Partex Group need to develop
improved in-house training management practices and utilization of training resources
especially training centers and, effectively utilize their own resource persons to improve
and update the skills of junior staff and new entrants thus, preventing knowledge erosion.

2. Strategic groups: The formation of a high-level strategic HRM policy group, and a
lower level working group, to support the change process. The strategy group would be
led by the Partex Group contain highly influential in HR management. In addition, there
would be private sector representation to expand the knowledge base of HRM and share
good practice.

3. Institutional Analysis: Linking the Local Consultative Groups (LCG) to the Partex
Group is an opportunity to develop an institutional analysis study funded by the set in
motion a programmed to address HRM/D and could develop better performing
Departments working in accordance with the reformation process. This provides donors
with an opportunity to support skill development once again but this time as part of a
public sector reform initiative.
 4. Support for in-country HRM development: If the Partex Group were well developed,
it could become the professional body for HRM in the country. Support could include a
small scoping study to examine how the Society could be developed, where and how the
public sector would fit, timescale for any support and long-term sustainability.

5. Co-coordinated support for MIS Development: There is currently duplication of

Partex Group’s development for HRM systems. This could be established as a
standardized system to meet all HRM needs. Support could include an initial review of
current systems and an agreed plan on an integrated approach to MIS development.

6. Developing a Code of Conduct: The purpose of a code of conduct is to provide a

framework for Partex Group’s accountability; maintaining safeguards and outlining clear
statements of expected behavior. All interested parties can use it as a point of reference.

They should not be static but reflect the changing organization and engender a sense of integrity
offering assurance to the public (customers etc). It is a proven effective human resource
management tool creating a sense of discipline and responsibility.

They always says they are the leading of manufacturer, seller and distributor in Bangladesh
achieving their business vision through growth in market reach, increasing operation size,
international distribution, total service and consistent branding activities by the being most
customer focused & Innovative, cost effective & efficient, environmentally responsible & quality
concerned company in the business. It is not easy process, but they are trying to make a
successful business.

Conclusion:

Partex Group focuses on building high quality human resources with expertise and professional
skills adopting the human resources re-engineering and development plant was a view to creating
and excellent clientele service environment for ultimate achieving of sustain profit growth
making no comprising with the quality assets creation . The company human resources
development strategy is too built up quality manpower with conceptual managerial knowledge
skills through designing of continuous in house and outside training program. The arrange in
house, customized special training at for fresh entrained to build up quality manpower and
suitable placing them in productive channel. It also arrange training program, workshop etc.
Under executive development program for increasing quantum of quality manpower at higher
management level.

Partex Group offer challenging professional opportunities to young persons who can give
sustained and focused hands on performance in the field of marketing, accounts, finance,
production, MIS / IT and engineering. Vacancies arise from time to time to fulfill requirements
of the Group. Partex Group offer attractive salaries and benefits in line with top industrial
employers in Bangladesh. Scope of advancement is strictly performance based. They have
mobilized adequate distributors to serve all parts of the regions; they are one of the largest
distribution organizations in Bangladesh. This network makes possible the flow of goods from
the producer through intermediaries to the buyer

The region’s proximity to the market, favorable duty and quota treatment, low cost environment
and strong work ethic make it the ideal place for apparel production. Partex Group opened their
state of the art manufacturing facility. One of the most modern facilities in their 57,000 square
foot facility contains a one shop of capabilities for the most efficient means of apparel
manufacturing available. Danish Condensed Milk Bd. ltd. is the one of the largest distribution
network in Bangladesh of Partex Group. Hundreds of eager energetic and effective sales
representatives are working supported by our dedicated sales and marketing division. We are
marketing many products namely Ovaltine, RC cola, MUM-natural drinking water in PET
bottles, Danish Condensed Milk, Danish Milk Powder, Danish Fruit Juice and Distributor of
Aktel Scratch Card & E-fill. All the process is achieved only use the proper method of Human
Resource Management.