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Report

ON

HR Activities in Nitol Motors Ltd.

HRM 301

Prepared For

Mohammed Kmruzzaman

CBA, Senior Lecturar

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Prepared By

Name ID
MahsubaBadrunnesa 16102016
AsrafulAlamnaim 16102181
Mst.MasumaKhatun 16102233
MinhajulAbedin 17102251
Md.Mosaddek Hossain 17102015

Program: BBA

Fall, 2018

Submission Date: 24th October, 2018

IUBAT—International University of Business Agriculture and Technology

Acknowledgement

We are highly grateful and we would like to express our sincere thanks to Mohammed
Kmruzzaman Senior Lecturer, IUBAT University, who has helped me in preparing the activities
on the basis of such a unique topic. we also thank our friend and other members for their help,
support and faith during the exasperating period of collecting resources and analyzing data for
the paper.

All though this procedure, our instructor offered understanding and support for accomplishing
our objectives without scrutinizing. Consistently, he has invested energy examining and
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controlling us through the substance of our proposition as well as the exploration techniques,
which upgraded our work significantly. He was constantly accessible to answer my inquiries in
regards to my research, offer trust, and give a point of view. Working with Mohammed
Kmruzzaman Sir from the proposition direction helped Us defeat a ton of the tensionsWe had
about our work, and helped us make significant strides forward.

we might likewise to thank for giving our numerous splendid thoughts and important learning in
our exploration. his help, learning and support enormously added to our prosperity. he played a
role in providing us with the tools and the inspiration to follow through and complete the study.
Furthermore, we might likewise want to thank sir for his consolation and counsel preceding
setting out on this excursion. We are hugely appreciative for the greater part of those person who
helped us and support us to do this study.we have dependably felt encompassed by your affection
and graciousness.

To wrap things up,we might want to recognize the academicals and specialized support of the
Department of College of Business Administrative at the International University of Business
Agriculture and Technology.

Student Declaration

We are the student of Bachelor of Business Administration (BBA), under the College of
Business Administration (CBA) at IUBAT—International University of Business Agriculture
and Technology declaring that this business research report on the topic of “HR Activities in
NitolMotorsLtd”.
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have only been prepared for the fulfillment of the course of HRM-301 Human resource
management.

as the partial requirement of the Bachelor of Business Administration (BBA).

Name ID
MahsubaBadrunnesa 16102016
AsrafulAlamnaim 16102181
Mst.MasumaKhatun 16102233
MinhajulAbedin 17102251
Md.Mosaddek Hossain 17102015

Letter of Transmittal
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24 October,2018

Mohammed Kmruzzaman

Senior Lecturer,

IUBAT- International University of Business Agriculture and technology.

Subject: Submission of completed HRM Report on HR Activities in Nitol Motors Ltd.

we have completed the assigned HRM Report on HR Activities in Nitol Motors Ltd. In
completion of the report. we tried to make it more informative so that the actual HRM policy
scenario can be drawn from the report. As well as tried to keep it much simple so that it becomes
easily understandable to you and to others.

Moreover, we will be glad to answer any questions that arise to its readers regarding any
discrepancies or inconsistencies.

Sincerely,

On behalf of the student

Table of Contents

1. Introduction Part
1.1 Company Profile 5
1.2 Mission and Vision 5
1.4 Organizational Structure 6
2. Body Part
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2.1 HR policy and types and 9-10

2.2 Job descriptions
2.3 Recruitment System 10
Internal recruitment
2.4 11
system
2.5 Selection process 12
performance and
2.6 13
evaluation system
2.7 Incentives and Benefits 13
3. Conclusion Part
3.1 Problem with HRD 15
3.2 Solution 16
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1
Introduction Part

1.1 Company Profile

Tata Group – a global enterprise founded by Jamsetji Tata in 1868, in India comprising over
100 independent operating companies. The group operates more than 100 countries in the
world. Nitol-TATA group is a company which is the largest distributor of Tata motors in
Bangladesh. Tata motors entered Bangladesh with commercial vehicles in 1972. Nitol-Tata
has been a partner of Tata motors since 1988.

1.2Mission and Vision

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Mission:
Be the most admired multi-national Indian car company producing vehicles that people love to
buy. Create an organization that people enjoy for working, doing business with and inventing it.

Vision:

To be a world class corporate constantly furthering the interest of all its stakeholders.

1.4 Organizational Structure

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2
Body Part

Human resource management

HRM is the process of accomplishing organizational objectives by acquiring, retaining,

terminating, developing and properly using the human resources
in an organization.
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2.1 HR Policy and types of Recruitment done

HR department absolutely equipped with all necessary policies, guidelines, Standard

Operating Procedures (SOPs), Job Descriptions, training materials, Code of Conducts (COC)
that the continuous development of human resources is also taking place simultaneously
throughout each and every section of the company. The company, as invests for recruiting
and retaining the qualified human resources, similarly spends a considerable amount of
money and efforts after developing the skill levels and efficiencies of the human resources by
arranging regular training courses and programs for the employees. A separate training
section is also working with necessary logistics and accommodation for providing necessary
training for both the workers and officers, which has already earned an envious reputation
among the competitors and made us a different among others in regard to the methods and
techniques of developing the human resources which contributes in achieving the market
share and leadership in the industry. The tangible and intangible benefits and facilities
provided to the employees of TATA including the working conditions, physical
infrastructures, accommodations and dormitories, arrangements for leisure and amusements
etc. The transparency of management and the broad and openaccessibility of employees enable
both the parties to maintain a harmonious relationship andto reciprocally remain besides and
make them feel a part of the team for the improvements ofproduction in quality and quantity for
the ultimate development of the company as well as thedivision which also increases the aptness
of the employee in their work.

Example of HR Policy for recruitment

1. Designation: You will be designated as Jr. Executive, Design (Yellow).

2. Salary: He / she will be paid a consolidated salary of Tk.18, 000 only per month. A
detailed break up of your gross salary will be given to him / her by the accounts department
after your joining.
10
3. Income Tax: Tax due on your salary will be payable by he / she and will be deducted at
source by the company at the time of disbursement.
4. Probation Period: He / she will be on probation for a period of 06 (six) months from the
date of joining. Based on your performance, your appointment may either be confirmed or the
probation period may be extended at the discretion of the company and depending on
verification of their reference or any other inquiries which the management may decide to
make. During the probation period their service may be terminated at any time without any
notice whatsoever.
5. Group Term Life Insurance: He / she will be covered on confirmation under the Group
Term Life Insurance as per the company rules and the company will directly pay the
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premium to the insurance company for the risk under the scheme.
6. Termination: After confirmation their employment may be terminated by the company or
by yourself at any time upon giving one month’s notice in writing or one month’s salary in
lieu thereof.
7. Provident Fund: He / she will be enrolled as a member of the Employees Provident Fund
as per company’s existing rules, after confirmation of your service with the company.
8. Medical Benefits: He / she will be entitled to medical benefits in accordance with the
medical rules of the company.
9. Leave: After confirmation of your employment with the company, he / she will be entities
to leave in accordance with company rules.
10. Transfer: Your service may be transferred to any of the companies in the BEXIMCO
Group, at the company’s discretion.
11. Interest of the company: He / she will be expected to use your best endeavors to promote
the interest of the company and to carry out all reasonable orders and instructions made by or
on behalf of the company.
12. Restriction: During your employment with the company you will not be engaged in any
trade or business other than that of the company not without written consent be directly or
indirectly interested in the business of other companies engaged in the
yarn/textile/knitting/denim/garments or related business.

13. Secrecy: Please note that individual salary should be treated as strictly confidential.
Disclosure of salary or other benefits will result in terminated of service.
14. Company properties: Any property of the company, including memoranda, notes,
records, sketches, plans, seal, stamps or other documents which may be in your profession or
under control at the time of termination of your employment shall be delivered by you to the
company or otherwise as the company may direct. You will not be entitled to the copyright
in any documents and will not retain copies of any of them.
15. Joining: He / she date of joining will be considered effective from January 01, 2017. Your
joining in the company is subject to be effective upon submission of the following
documents:

All educational Certificates

All experience Certificate
Release/ Clearance Letter (from last employer)
National ID Card
All training related certificates (if any)
Any kind of professional Certificates (if any)
Certificates of Extra Curricular Activities (if any)
Any other Certificate’s applicable for you
Visiting Card (if any which is used in previous company )
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Reference (both from previous employer and from relative)

All other terms and conditions of your appointment will be governed by the standing rules
of the company

2.2 Job descriptions and process:

 Mechanic
- Skill basis and selection process is only interview
 Peon
- SSC pass and selection process is only interview
 Staff managers
- Diploma and BSc

Normally top level officers recruitment is done by internally

Internal reference is preferable for recruitment

2.3Recruitment Systems

There are two types of recruitment systems in Nitol motors.

 Internal recruitment system

 External recruitment system

2.4 Internal recruitment system

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2.5 Selection process

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Written test

IT- word,excell

VIVA

Final viva with CEO

MEDICAL TEST

2.6 Performance Evaluation System

In Nitol motorsLtd. it evaluates their workers performance by using different types of

operation of the machine based on the production target. There are lot of operations target of
machine such as normal operation and critical operation. If a worker under critical operation
to fulfill the production target within given time, he/she must be eligible for promotion or
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increment according to the salary. Performance evaluation for normal operation is also same
as of critical operation.

In Nitolmotors Ltd., there is no formal method to evaluate the performance of the

staffs. For staffs, their performance is evaluated by the reporting boss based on the efficiency
of the work.

2.7Incentives and Benefits

Breakfast for all employees

Lunch for all officers
Transportation for all employees.
Provident fund for permanent employee
Accommodation with night meal
Health Insurance for staffs
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3
Concluding Part

3.1 Problems with HRD

The actual scenario of Human Resource Management (HRM) of The Motors

Industry particularlyIn Nitol motors Ltd. is described below.
Lack of Formal HR planning in Nitol motors Ltd.
For staffs both internal and external sources of recruitment are used.
For workers external source is used.
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The turnover of workers is very high especially at the time of vacation of

festival.
In maximum cases, viva is used as selection device for workers.
For trainee officers, series of viva with IQ are held.
On the job training is provided with the guidance of skilled workers.
Work study team evaluates the performance of the workers on the basis of
production target.
Reporting boss evaluate the performance of the staffs on the basis of their
work performance.
Promotions of workers are given based on the performance report.
Promotion of staffs are very slow and evaluation methods are absent to the
employees.
Employee recognition is absent.
Provident fund and gratuity are given as benefits for the staffs and workers.
Human Resource Management (HRM) like other garment and does not follow
up date Human Resource Management practices

3.2 Solution

Need more formal HR activities

Increase salary relating with market price.
Provide employment and recognition letter to all workers.
Reduce discrimination in case of salary payment. According to CPD Report
industry owner have earned 8.5% profit but paid workers only 1.5% which is
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beyond discrimination.
Company should pay salary to all employees within the first week of the next
month.
Company should provide training facilities for all employees.
Employ worker according to Bangladesh Labor Law 2006 (Amendment 2013).
Ensure weekly holiday and other leave according to Bangladesh Labor Law
2006.
No obligation in case of trade union and collective bargaining.
Ensure minimum wages that must be adjusted with inflation, and increasing
economic condition. Minimum wages should be taka at least taka 8000.
Ensure more safety and security of workplace.
Reduce labor dissatisfaction and job stress through good behave and incentives.
Must follow Idustrial& Government rules and regulation that is updated time to
time.