The theoretical knowledge becomes fulfilled when it is applied in practical fields. As, such to apply the theoretical knowledge in practical field, faculty of business ASA University has introduced an internship program as part of its BBA. Academic curriculums for its concerned students. Under this program each student has to take particular training in a specific organization of a few days so that they can know the theoretical knowledge can be applied in practical field. After taking practical training he or she has to prepare a report and also it should be submit to the honorable selected supervisor.
HIGHLIGHT’S OF INTERNSHIP Introduction The theoretical knowledge becomes fulfilled when it is applied in practical fields. As, such to apply the theoretical knowledge in practical field, faculty of business ASA University has introduced an internship program as part of its BBA. Academic curriculums for its concerned students. Under this program each student has to take particular training in a specific organization of a few days so that they can know the theoretical knowledge can be applied in practical field. After taking practical training he or she has to prepare a report and also it should be submit to the honorable selected supervisor. Definition of Internship Report The word internship indicates practical training in any area. Stated other word internship is practical training in any real field where theoretical concepts is practically applied. In academic study, students become aware of common rules and principles that should be followed in the real life situation in job sectors. But these typical principles should not be followed in the practical situation due to the various reasons. The participants of the practical training become acquainted with practical rules that are followed in practical situation. There fore internship is a process by which the acquired knowledge and experiences of the participants become expanded by the application of academic knowledge in practical field. Objectives of Internship Report The internship program comprises a number of objectives. In brief these are given below with highlights: To gather practical knowledge along with the academic knowledge. To identify the problems that an organization actually faced in its operation. To identify the strategic advantages of the Organization. To find out the environmental threats and opportunities. 1 To explore measure of solving ship condition that is maintained in the organization. To identify the growth of the company according to other close competitors. To identify the management and administrative techniques followed in the organization. To find out the managerial and administrative strength and weakness also. Emergence of Internship Report Modern age is the era of global economy, heavy production and also industrialization. The business in this era has been emerged as globalize business. Due to the rapid changes of the technological, the academicals as well as globalize business condition is volatile in nature. Under this volatile situation, only the theoretical knowledge can not be helpful because it is quite traditional in nature that can not be able to adapt with the changing situation, since each organization always try to maximize its profit earnings, to enhance the concerned strategic advantages. Each academic institution should also introduce more and more internship program as a part of its academic curriculum so that it can teach its students perfectly. Practically the emergence of the internship and program can be outline through the following points: To improve the quality of the academic knowledge. To identify the problems of the organization. To find out the techniques and methods for the problems faces by the organization. To implement the effective controlling systems in an organization. To use valuable time of both workers and executives effectively. Thus it is organized that internship program is very essential for the students to combine theoretical knowledge with the realistic knowledge. 2 REPORTS SUMMARY Human Resource Management involves all management decision and practices that directly affect or influence the people or human resources, who work for the organization. Human Resource Management is a field of Management that involves planning, directing, & controlling the functions of procuring, developing, maintaining and motivating the human resources in an organization. Human resource management is comprised of the staffing, development, motivation, and maintenance functions. Human resource management is responsible for the people dimension of the organization. it is responsible for getting competent people, training them, getting them to perform at high effort levels, and providing mechanisms to ensure that these employees maintain their productive affiliation with the organization. More than half of all HR departments also offer some type of administrative service to the organization. These might include operating the company s credit union, making childcare arrangements, providing security, or operating in-house medical or food services. This paper comprises of 6 chapters. The HRM chapter is introduction. In it I have defined HRM, its importance, the role played by HRM in an organization. Brief descriptions of the HR practices are presented in this chapter. Statement of the problem and the objective of the study are also furnished in this chapter. Chapter-I includes methodology of the study. This study has explored primary as well as secondary sources of information. Chapter-II Describes the profile of the organization. Chapter-III Presents the Conceptual Framework of the study. In this chapter the theoretical and conceptual description of HRM, Objectives of HRM and core functions of HRM etc. I have analysis of HRM activities. Chapter-IV Presents the Training & Development procedure of UABDL, Compensation & Benefits of UABDL elaborately and this is actually the main objectives of internship. I have tried to explain about Training & Development procedure of UABDL, Compensation & Benefits of UABDL elaborately because this is actually main part of the report. If the authority of United Airways (BD) Ltd. follows and implements some of the recommendations, the organization will become more effective & efficient by adopting appropriate HRM practices in improving employees‘ morale & productivity. 3 INTRODUCTION 4 (1.1) ORIGIN OF THE STUDY As a part of the Internship Report of Business Administration course requirement, I was assigned to do my internship in a Airlines Company named ―United Airways (BD) Ltd.‖ which is popularly known as a leading airlines in Bangladesh from the period of its operation in our country. My Internship started from March 01, 2011 up to submission date as an Internship Report work of the course Human Resource Management Department of Business Administration, ASA University Bangladesh. Here at United Airways (BD) Ltd., I was involved to identify their Training and Development Procedures and Compensation Model, Packages side by side operational areas, at Head Office, Executive Officer & Manager‘ was the person belongs to whom I done my project. The title of the report is ―Training and Development Procedures and Compensation Model of United Airways (BD) Ltd.‖ which was I assigned with the help of my respective supervisor Ferdous Ara Tuli, Supervisor, Course, Internship and Project report instructor, Faculty of Business, ASA University Bangladesh. The main purpose of the ―Internship Report‖ is to expose the students to the real HR practice of UABDL by generating information and analyzing, evaluating and understanding the data. 5 (1.2) OBJECTIVE OF THE STUDY The objectives of the study are stated below: Part A: Organization Part Exploring various features of United Airways (BD) Ltd. Analyzing the performance of United Airways (BD) Ltd. Understanding credit management system of United Airways (BD) Ltd. Part B: Project Part Acquiring a practical knowledge and personal observation about the overall HR procedure, functions, principles and its nature. Find out the activities and implication of HR department to the organization. Analyzing the HR planning, training, performance appraisal, compensation and pay plan, benefits and service. Supervision whether the organization follows the HR procedures, functions or not. Gathering the experience about the total HR application, activities, and its importance through the visit the organization. . 6 (1.3) METHODOLOGY OF THE STUDY The study requires a systematic procedure from selection of the topic to final report preparation. To perform the study data sources are to be identified and collected, they are to be classified, analyzed, interpreted and presented in a systematic manner and key points are to be found out. This overall process of methodology is given in the following page in the form of flowchart that has been followed in the study. Selection of the Topic: The topic selected for the study was assigned by me with the help of my supervisor. Then I communicated with UABDL‘s officials about the topic and the way they can help me by providing the related information. Identifying Data Sources: Essential data sources both primary and secondary are identified which will be needed to complete and workout the study. To meet up the need of data, primary data are used and the study also requires interviewing the officials and staffs where necessary. Collection of data: Primary data are collected through 100% physical inspection as there is no provision and scope for using sampling technique. Interviewing is predominantly required to collect the primary data. Classification, analysis, interpretation and presentation of data: To classify, analyze, interpret and presentation of data I used some arithmetic and graphical tools to understand them clearly. Findings of the study: After scrutinizing the data problems of the study are pointed out and they are shown under concerned heads. Recommendations are suggested thereafter to overcome the problems. Final report preparation: On the basis of the suggestions of our honorable course instructor some deductions and additions are made and final report is prepared thereafter. 7 (1.4) SCOPE OF THE STUDY The study would focus on the following areas: Almost every formal organization is now developing their HR department to support the total management system. So there is a scope for gather experience and work in HR field. In the age of globalization, the business communities are rapidly expanding. So the HRD have to be developed. There fore there is a scope to analysis the HR department to get knowledge and practical experience through visiting the organization. Each of the above areas would be critically analyzed in order to determine the efficiency of UABDL. (1.5) LIMITION OF THE STUDY This study report is based upon secondary source of information from the documents and databases of the company. Though I tried my level best to produce a comprehensive and well-organized report on the ―Operation Evaluation of United Airways (BD) Ltd.‖, some limitations were yet present there: A period of two months was not sufficient to collect and understand the actual scenario of the organization on Training and Development on the other hand Compensation packages and systems also. A period of two months was not sufficient to collect and understand the actual scenario of the organization. Company‘s policy did not permit to disclose various data and information. The one of the main limitations of the internship report was to conduct a small scale survey. 8 ORGANIZATIONAL PART 9 1. Organization 1.1 Introduction United Airways (BD) Ltd is a private sector airline designed to operate passengers/cargo air service in domestic, regional and international routes. It is founded by an expatriate airline pilot, Capt. Tasbirul Ahrned Choudhury along with a group of professionals, both from home and abroad in order to provide better service to the air travelers. 1.2 About United Airways (BD) Ltd United Airways (BD) Ltd, a public limited company by shares, is founded by an expatriate airline pilot, Capt. Tasbirul Ahmed Choudhury along with a group of professionals, business people, entrepreneurs united together for a shared vision to develop a world class airline in Bangladesh. The company formed in early 2005 is issued with Air Transport Operating License (ATOL) No. 35 from Civil Aviation Authority of Bangladesh to Operate Passenger and Cargo service in the international and domestic sectors. United Airways' started its operations on 10th July, 2007 and today has geared up the concept of domestic and international air travel in Bangladesh by providing exceptional service which is valued & cherished by all travelers. United Airways name is written in golden letters in the aviation history of Bangladesh when it became the only private airline of Bangladesh to generate 95% foreign investment from expatriate Bangladeshis creating hundreds of employment opportunity and contributing directly to the National Exchequer. Since its inception, United Airways received positive market response and presently holds a good market share of the domestic market. In a span of just 5 months since inception, United Airways has established its brand reputation for its employment of latest technologies that meet international safety standards, friendly customer service, and disciplined flight schedule, reliable & safe aircraft. On the 10 July 2007, United Airways first took to the skies with a slogan "Fly Your Own Airline" and has been providing committed services ever since. The UNITED fleet is equipped with 2 modern state of the art Dash 8 aircraft manufactured by Bombardier of Canada to operate within the country and regional routs. The company plans to induct 2 more aircraft of the same type and 2 long haul aircraft by end of 2008 to start operating to 10 regional and international destinations like KOLKATA, KATHMANDU, BANGKOK, KUALA LUMPUR, DUBAI & LONDON. United Airways is now offering Bangladeshis and Expatriates the opportunity to be proud owners in this new venture. Providing professional and quality service is an integral part of our vision and business. We aim to raise TK 2,000 Crore over next five years to develop the airline in a way which every Bangladeshi can feel proud of being associated with. Investors will not only be part of a profitable business but will also be investing for the economic growth of Bangladesh itself. The development of this new airline will help move Bangladesh further into 21st century. Bangladesh provides a unique opportunity for a viable domestic and international airline operation as it has a population over 140 million people. The opportunity is even greater at this time when the industrialization as well as the economic expansion of the country is at all time high. United Airways comprises a team of dynamic talented Bangladeshis who are fully committed to make the vision successful. Involvement in this airline is an opportunity to be a part of a unique venture that will have a significant impact on national economy. "Fly your own Airline" United Airways will truly be 'your airline'. 1.3. Mission Statement United Airways (BD) Ltd intends to become the best private airlines in the region through its quality service. The mission statement has been formulated as below: Believe that first responsibility is to fly passengers with their highest satisfaction and comfort. Believe in service with a slogan ―Meet and go beyond expectation‖. This concept will be followed from the point of ticket sales to the point of disembarkation. Dedicated for the total service satisfaction to the customer Guarantee our passengers a safe and comfortable and timely flight. Provide on time flights. Ensure the best serviceability state and flight safety. Target is to attain the No.-l position in the customers‘ satisfaction point of view. Intend to expand our service from domestic to regionally and the internationally. Believe in equal opportunity for all. 11 2. Organization Structure & Management 2. 1 United Airways (BD) Ltd shall maintain a complete and up to date Organogram showing a distinct Grade Structure of staff. The staff of United Airways (BD) Ltd has been classified as under- Senior Management Period for Next Promotion Grade- 14 Managing Director Grade- 13 Director Grade- 12 General Manager Discretion of the Management Mid Management Grade- 11 Deputy General Manager 3 years Grade- 10 Assistant General Manager 3 years Grade- 09 Manager 2 years Grade- 08 Deputy Manager 2 years Grade- 07 Assistant Manager 3 years Junior Management Grade- 06 Senior Executive 3 years Grade- 05 Executive 2 years Grade- 04 Junior Executive 1 year Others Grade- 03 Assistant Executive Grade- 02 Office Assistant Grade- 01 Peon/Office Boy/Security Discretion of the Management Guard/Loader/Cleaner. Note: 1. Probation Period……………………….. 06 months 2. Confirmation/Promotion shall be deferred as follows: Verbal warning…………………….. 03 months Written warning……………………. 03 months Severe warning/censure……………. 06 months 3. Promotions are subject to satisfactory completion of specified period. However, for extra ordinary performance, one may be awarded accelerated awarded. 12 2.2 The Company’s Management Guide Line All the senior staff of United Airways (Bangladesh) Ltd is expected to be familiar with the company‘s values, vision, mission, goals, program, and principles and with all its strategic plans as far as admissible. The senior staff that has the line management responsibilities is expected to be familiar with the company‘s Human Resources management guidelines and they should strive to put these into practice in their daily work Human Resource management guidelines of United Airways (Bangladesh) Ltd consist of the following principles: - A common framework is desirable to provide consistency throughout different unit and departments of United Airways (BD) Ltd Given the same values, mission and goal of United Airways (BD) Ltd the importance of common management framework is self-evident. United Airways (BD) Ltd believes the participatory approaches to management on a day-to day basis. The decisions are made by the Line Manager after consulting his/her team, where deemed appropriate. The managers of United Airways (BD) Ltd are required to be skilled in managing people: 13 Activities of HR Department 14 3. Employment Policy The goal of the 1-lurnan Resource Policies of United Airways (Bangladesh) Ltd is to have the best possible staff and to retain them through continuous development. The organization recognizes the policy of equal employment opportunity for its employee who has the potential to enhance and utilize their skills and knowledge. The company fully supports the Philosophy and belief of non-discrimination in employment. 3.1 Principles of Employment Policy Employment Policies of United Airways (Bangladesh) Ltd are as follows: The organization recognizes that each employee irrespective of gender is entitled to be treated with courtesy and dignity. Each employee is entitled to fair wages, job opportunities, in return for good job skills, co-operation, loyalty and best efforts. The organization will demonstrate its commitment to protect the employee‘s organizational rights so as to improve and increase employee‘s motivation. The organization is committed to develop its Human Resource to achieve the organization‘s mission and goals. The employees and Line Managers of the company shall abide by the policies, rules and regulations of the organization, which are currently in force and those that may come into force in future. 3.2 The Company’s Human Resource Principles United Airways (BD) Ltd would like to manage its Human Resources to support the achievement of its mission with integrity and with quality through the following guiding principles: The company‘s recruitment, promotion, development and retention practices are based primarily on merit, potentiality and performance. The company‘s policies and practices foster a learning environment. The company‘s policies and practices foster a workplace where employees and stakeholders are treated with respect. The company‘s rules, regulations and practices shall be implemented so that the workforce perceives them to be applied fairly. To this end, o Policies and practices are stated clearly and in writing and make available to all employees 15 o For each employee, is an accurate, confidential and up to date employee file is maintained which may be accessible to the employee if applied through proper channel. 3.3 Employment Status Classification of Employees Regular: A regular employee is defined as who had been employed against a permanent position in the Company for open-ended period. All regular employees will be appointed with probationary period of 6 months after which the employee may be confirmed in his/her employment. Contract: A contract person is defined as who has been granted a contract to render service against a specific job assigned to him/her for a specific period. Unless otherwise stated in the contract, the contractual payment shall be a consolidated amount per month. Casual Status: Persons who are hired only daily basis for particular assignment and the daily wage amount is fixed based on the person‘s skills and abilities to perform the duties and the payment will be made as per his/her request on daily, weekly or monthly basis. i‘he terms and conditions will be fixed which should be agreed earlier with the concerned person. The casual persons will not be eligible for any standard benefits of the company. Depending on the availability of the position a person of casual! short term contract may be offered regular or contract employment, if his/her performance on the job was found satisfactory, after following the recruitment procedures as per the company‘s HR policy manual. 3.4 Appointing Authority Appointing authority is defined as the Authority having the right and responsibility to make decisions with respect to hiring, placement, salaries, evaluation, transfer, training, promotion, discipline and separation of the staff according to the Human Resources policy manual of United Airways (Bangladesh) Ltd. The Authority includes the responsibility to issue and sign all relevant important correspondences with employees. For all these 16 actions respective Line Managers and / or HR in charge will put their recommendation but Managing Director is the final authority. On his behalf Director Administration will issue the appointment letters. Hiring of close relatives of employees is not encouraged. However, in exceptional cases, with prior approval of Managing Director, the company may appoint a relative of its employee only if the person is better qualified and competent than other candidates and can add extra value/ expertise to United Airways (Bangladesh) Ltd. A close relative is defined as any one of the parents, spouse, children, brother, sister and in- laws. 3.5 Re-employment of Former Staff Employees, who earlier left United Airways (Bangladesh) Ltd voluntarily or was retrenched, may be considered for re-employment provided her/his previous performance had been satisfactory and his/her present qualifications and skills meet the current requirements for the position he/she has applied. Such appointment will follow the policy of recruitment procedures as stated in the employees dismissed, terminated, or separated due to poor performance will not be rehired. 17 4. Recruitment and Hiring 4.1 General Policy United Airways (Bangladesh) Ltd is committed to selecting and employing the most suitable person(s) for the available position(s) by the way of- Effective and appropriate screening and selection; Selection standards are relevant to skills, training, experience, education and knowledge necessary for successful job performance; The hiring procedures conform to the organization‘s requirements and organization‘s policies and procedures. Under no circumstances a person employed with any other organization is appointed as full time regular or on contract in the company. All regular appointments in the company shall conform to its existing positions and salary structures. No one who is below 18 years of age can be hired as an employee for United Airways (BD) Ltd. either on regular, contract, temporary or casual status. 4.2 Job Descriptions Job descriptions are the basis of recruitment placement, training, assignment, performance management system, performance appraisal, salaries, promotion and other HR actions for the employee of United Airways (Bangladesh) Ltd. A job description must state the functions, duties, responsibilities of employees, reporting line and relationship with others in the organization. It shall be prepared based on the job‘s key result area and include specific tasks. Job description including personal profile is a pie-condition for approval of a new position, irrespective of regular or contract. The job description should be prepared in collaboration with FIRD (or reviewed by HRD) and approved by Managing Director. Job description will be provided to the employees when s/he is appointed, transferred, promoted or newly assigned. The Line Manager(s) shall ensure that their employees have the appropriate and updated job description. 4.3 Short List of Applications The concerned department and HR In-charge or a committee (as deemed appropriate) will short list the CVs. Applications shall be short listed upon a careful review based on the 18 organizational need, applicants‘ qualifications, experience and their suitability for the position. In the case of in house candidates, the employees‘ personal file, performance record and Line Manager‘s comment / recommendation should be taken into consideration. 4.4 Test and Interview Process Short listed applicant may be called for interviews and suitable testing. No candidate, in house or external, is guaranteed an interview. United Airways (BD) Ltd may undertake some or all of the following tests and adapt any other appropriate devices in selection process. Written test Interview Practical operational technical test The HR Department will contact the candidates by letter/telephone for appearing in the test interview. All travel expanses or losses due to appearing in the test Interview is the responsibility of the applicant. The Chairman of UNITED AIRWAYS (BANGLADESH) LTD at his own discretion may make exception to this rule for the cases of extended interview or second time travel by the external candidates. The company‘s in house applicant, when applicable, will be entitled to normal food, accommodation and travel expenses according to organizations travel policy. The interview panel or selection committee will be comprised usually of three or four members, which will include the Line Manager. For the selection of the senior positions the Managing Director will also be in the panel in the final interview. If deemed necessary an external person may be included in the panel. During the final interview, panel members will make an assessment/rating for each candidate. 4.5 Selection Upon completion of the test and interview the selection committee will discuss about candidates among themselves and make recommendations about the selection with signature. 19 4.6 Approval for Appointment The selection and appointment of the Company‘s employees must be endorsed] approved by the Managing Director. 4.7 Appointment Contract Before issuing the appointment letter contract, HR Department, where necessary, will check the candidate‘s references (two) of which, at least one is official (present) last employer). Any employment will be contingent upon the reference check with personal referee (s) and the present or last employer. The selected candidate (s) for regular positions will be offered employment with United Airways (Bangladesh) Ltd under the signature of Director Admin on probationary status. The job description must be attached with the appointment letter contract. When appointed, a new employee on regular status will usually be placed at the 1St step of the respective Grade of the salary chart. In exceptional cases a person having higher education, skills and experience, may be appointed at the higher step of that Grade at the discretion of the Managing Director. The remuneration of a person on contract will be determined based on the job, and the level of his/ her education, skills, knowledge and experience. The selected candidates, after employment, may be requested for clearance certificates from his/ her former employer, if applicable. 4.8 Identify Card United Airways (Bangladesh) Ltd shall issue identity card to all its regular staff and contractual persons. The 11) card will be issued (signed by Director Administration) and controlled by FIR Department. The employees will provide a receipt for the same. Identity card is the company‘s property, and is not transferable to others. Loss of ID card must immediately be reported to nearby Police station in writing; a copy of which having necessary signature and seal of the Police station must be provided to United Airways (Bangladesh) Ltd for record and issuance of duplicate one. ID card and D—pass issued by CAAB must be protected with utmost care. Loss of this Govt. property shall be viewed very seriously. Making GD entry with Police Station and intimation to HR Dept immediately in case of loss of any such documents is mandatory for the concerned employee. 20 4.9 Probationary Period and Confirmation All regular employees nuist satisfactorily complete 6 months‘ probationary period from the date of hen his appointment. During this period, the Line Manager will coach and observe performance of the employee and his/her suitability for the position. At the end of the probationary period the Line Manager will prepare performance appraisal with regard to the employee‘s performance and suitability for the position and send it to HR Department for next course of action. If the performance of the employee has been found satisfactory the HR Department will issue a confirmation letter to the employee at the end of probationary period. In the event an employee‘s performance level conduct is found not up to the expected! required standard for the position or unsatisfactory, the probationary period may be extended one time for further period of three months or the employment may be terminated with 24 hours notice. For both cases the concerned Manager will be required to send the recommendation at least one Week before end of probationary period to Managing Director through HR department for approval. HR Department will inform the employee on probation, in writing, so as to his/her confirmation, termination or extension of probationary period before ending the probationary period. An employee will not be eligible for any salary increases as a result of confirmation of his/ her employment unless otherwise specified at the time of appointment. Effective from the date of confirmation, the employee will be entitled to all admissible benefits as per HR policy manual of United Airways (BD) Ltd Note: Probation Period 06 Months Confirmation/Promotion shall be deferred as follows: Verbal warning 01 month Written warning 03 months Severe warning 06 months Promotions are subject to satisfactory completion of specified period. However, for extra ordinary performance, one may be awarded accelerated promotion 21 5. Personal Files and Records HR Department shall maintain an up-to-date personal file of all the employees starting from the date of their appointment. The personnel file shall contain appropriate information and documents with regard to the employee. A personal file will contain photograph, job application, CV, copies of certificates and licenses, interview and test related papers, reference letter, appointment letter, job description, code of conduct, employee‘s personal information, nominee form, ID card receipt, Police verification report, confirmation letter, medical records, performance appraisal, employee‘s status change such as transfer, increment, promotion, salary status, disciplinary actions and any communications with regard to him? her. It is the responsibility of employee to inform the office in writing of any changes in personal status such as marital status, number of dependants, nominee (s) etc. The personal file is treated as a ―confidential‖ document. The designated staffs will maintain/update the personal files of the employees. Access to employee‘s personal file is restricted to all other staff except for the employee‘s Line Manager(s) and designated manager. On request of an employee, the Managing Director may allow an employee to see his? her personal documents (with the exception of any document or communication which are confidential for him/her). Personal file of ex- employees, provided that final payment is made, will be destroyed after two years from the date employee left, keeping in HR Department one page note on employee‘s important information, such as; last employment status, performance records, mode of separation, final payment information and whether re-employment can be considered or not. File of an employee cannot be destroyed if any dispute continues between the employee and the company. 22 6. Working Conditions United Airways (Bangladesh) Ltd has set policies on working place and working conditions for its employees. Employees will encourage each other a positive attitude towards work and to create an enabling working atmosphere in the organization. 6.1 Official Working Hours United Airways (BD) Ltd employees (Except support staff) are required to work a minimum 48 hours a week unless the employment conditions or job description states otherwise. (Office hours of United Airways (BD) Ltd) Saturday to Thursday: 09:00 to 17:00 hrs Office Timings of employees performing shift duties shall be in accordance with the Duty Roster Office hours during Ramadan will be reduced for all staff and notified accordingly. 6.2 Staff Attendance It is the duty of all employees to report in time for work on every official working day unless they are on leave, on tour or ill. The Attendance Register must be signed by all the Staff. The attendance record is used to keep records of employees, arrival, leave, absence and official travel. Failing to sign the attendance sheet will be treated as absence from duty unless appropriately informed, e.g. leaves, tour and illness. Employees when unable to report to work due to unavoidable circumstances should inform their Line Managers as quickly as possible on the same day. Habitual absence and unauthorized absence will not be permitted and therefore, appropriate disciplinary action for such practice shall be taken against those employees. 23 7. Miscellaneous Rules & Regulations 7.1 Health and Safety All employees will abide by the established safety policies and immediately report any unsafe conditions or injuries during working time to their Line Manager! FIRD so that arrangement can be done immediately for necessary actions. Line Managers shall motivate their employees to observe and obey organization safety rules and common safety practices. Staff making schedule to travel shall inform the HRD section with the details of travel schedules and contact person and phone numbers in case of emergency to be contacted by the office. 7.2 Vehicle Use The Company vehicles shall be used for official purposes only unless otherwise authorized by the Managing Director or its designated persons. Only the authorized employees who are assigned, the vehicles and who have valid driving licenses shall be allowed to drive the company vehicles. However, in exceptional cases due to emergency and if situation compels, the company officials with valid driving license may be authorized to drive vehicles. All drivers shall drive in a responsible, defensive manner and at reasonable and safe speeds. Drivers shall obey all traffic laws and rules. Any violation of traffic laws by a driver is the responsibility of drivers. Driving under the influence of alcoholic drinks or drugs is considered as major infraction and will be subject to disciplinary actions. All drivers and the motorcycle drivers shall strictly maintain Logbooks of the company vehicles. 8. Accidents Any accidents or traffic violation by official vehicles must be reported to the office immediately by the driver and the passengers. If the driver is found guilty of violation of traffic rules and company policy, disciplinary action will be taken against him/her. 24 9. Remuneration and Benefit Package 9.1 Salary and Allowances All regular employees will be compensated monthly for their services rendered to United Airways (Bangladesh) Ltd corresponding to the Grade! Step and/or position s/he holds as per the following pay scale: Proposed Pay scale PG.l2 GM 26250-1200*5-32250-1400*5-39250-1700*5-47750 :GS42000 PG.11 DGM 18750-750*5-22500-930*5-27115-I150*10-38650 :GS30000 PG.10 AGM 17187.50-680*5-20587.5-850*5-24837.5-1050*10-35337.5 :GS27500 PG.9 Manager 14062.50-560*5- 16862.5-700*5-20362.5-870*10-29062.5 :GS22500 PG.8 Deputy Manager 10937.50-460x5-13237.5-580*5-16137.5.890* 10-25037.5 :GS17500 PG.7 Assistant Manager 8750-390*5-12655-500*5-15155-780*10- 22955 :GSI4000 PG. 6 Sr. Executive 6875-350x5-8625.470*5-10975-770*10-18675 :GS11000 PG.5 Executive 5625-300*5-7125-400*5-9125-680*10-15925 :GS 9000 PG.4 Jr. Executive 5OOO-27O*5635O-36O*5-8150-600* 10-14150 :GS8000 PG.3 Jr. Executive II 3438-190*54388.260*5.5688-440*10-10080 :GS5500 25 PG.2 Driver/Security in Charge/Tele operator 3125-160*5-3925-220*5-5025-38O*15-1O725 :GS5000 PG.1 Peon/Mali/Office boy/Security Guards etc 1875-125*5-2500-1750*53375-320*15-8175 :GS3000 Other allowances: 60% of the basic pay Contract persons are paid as per contract. An employee shall be paid his/her salary for any fractional period of the month of joining and ending employment of a month on pro-rata basis. Deductions from employees‘ salary shall be made automatically for the following reasons: Employees‘ contribution to Provident Fund (applicable only for confirmed regular employee) Income tax payable by employees. Unauthorized absence, leave without pay, as per HR policy. Damage to, or loss of, goods expressly entrusted to the employee for custody, or for loss of money for which s/he is accountable, when such damage or loss is directly attributable to his/ her negligence or default. Recovery of over payment of salary, allowance or benefit. 10. Income Tax Income Tax of employees, whose salary falls within the taxation limit according to the existing income tax rules by the Government, shall be borne by all individuals. United Airways (Bangladesh) Ltd will submit full particulars in support of income tax payment to GOB and copy of all relevant documents to the concerned employees. 26 11. Provident Fund Provident fund is a separate entity under a separate body called Board of Trustees. The board of trustees is the sole authority to maintain Provident Fund. They are liable to the members for any matters related to Provident fund. Provident Fund Management Board of Trustee will maintain a separate provident fund account to which payment will be made every month. The Trustee Board will be formed comprising 4 (four) members; among them 2 (two) will be selected by Managing Directors from the members of the Board of Directors whereas other two by the PF members. This Trustee board is responsible to manage the fund. The company will be fully responsible and liable for the management and operation of PF. Each confirmed regular employee applied for and accepted as member of the Provident fund will have 10% of his / her monthly basic salary deducted before salary is paid. The company makes an equal amount of contribution in the employee‘s name. A regular employee will be eligible for the organization‘s PF contribution provided that s/he has worked with United Airways (Bangladesh) Ltd continuously for at least one year. The employee, being a member of Provident Fund will become entitled to the United Airways (BD) Ltd‘s contribution after a minimum of 3-year continuous service with the organization. If an employee leaves the organization before completing his/her 3-year service with the company or become not eligible for any reason, organization‘s contribution will be refunded to forfeited contribution account and the amount will be disposed off at the appropriate time for which the trustee board will have the absolute authority. 12. Overtime and Compensatory Time-off Overtime should be exceptional occurrence and shall be approved in advance by the supervisors. Only support staff (Drivers, peon and workers) will be entitled to overtime ifs! he works beyond his / her normal duty hour in a working day or at any time on the weekly/public holidays. Provided that s/he work for more than one hour extra in a working day or when s/he works on his flier holidays. Request and claims for overtime payment shall be made through the existing form. All request and claims shall be authorized by the officer for whom it was necessary and the claim shall be submitted to the Accounts section, which shall make payment with the next salary payment. 27 13. Rules for Traveling Allowances and Daily Allowance within Bangladesh The T. A and D. A. Will be payable in case of journey for official work authorized by the competent authority. The Rules related to traveling and daily allowance for the Members of the Management, Executives are as follows: - GRADE -12 to 14(both inclusive) They will travel by air or Bus/Train/Steamer (AC Class) subject to availability of seat. They will stay in first class hotel in the City. They will get hotel rent, telephone bill and food charges, official entertainment, traveling on actual basis. However, Tk. 2000/day is payable to them as daily allowance if they manage at their own arrangement. In addition to the above, Tk.500/- is payable per day to meet incidental expenses. GRADE -11 to 7 (both inclusive) They will travel by Air or Bus/Train/Steamer (First Class). They will get other allowance as follows: Accommodation : Tk. 1200/- per day Food : Tk. 400/- per day Incidental : Tk. 200/- per day Telephone & Transport : Actual If one stays at his/her own arrangement, he/she will get a consolidated allowance of Tk. 1,700 per day. GRADE -6 to 4 They will travel by United Airways, if air service is not available they will travel by Bus/Train/Steamer (Second Class Standard). They will get consolidated D.A. Tk. 1000/- day (including food, accommodation & local conveyance). GRADE -3 to 1 They will travel by United Airways; if not available they will travel by Bus/Train/Steamer (3rd class standard). They will be entitled to a daily allowance of Tk.700/- per day (including food, and accommodation & local conveyance). Note: Where company‘s routes are available, all are to travel by company‘s aircraft. 28 Journey on Transfer On transfer the concerned official will get one way confirmed tickets (FOC) for one self, spouse and up to 2 children. If air service is not available he will be entitled to get T.A. & D.A. according to chapter 13 and he will get maximum of Tk. 2,500/- for carrying of house keeping materials. Submission of T.A. & D.A. Bill Within 10 days of the completion of the journey the officials concerned would submit their traveling allowance bill duly countersigned by the officers concerned as per the performance for reimbursement of expenses. Advance may be paid with the recommendation of the directorate concerned and approval or permission of the Management through Admin/Finance. T.A. / D.A. bills must be submitted along with proper vouchers/documentary evidence in support of expenses involved. Bill to be countersigned and recommended by tour sanctioning authority. A report on the tour must be submitted to the concerned authority. 29 13. T.A/D.A in Respect of Foreign Tour Clarification of Area For the purpose of D.A. abroad, countries of the World will be divided into Following Groups on the basis of cost of living etc. GROUP – 1 : Saudi Arabia, Iran, U.A.E., Bahrain, Kuwait, Qatar. GROUP -2 : North & South America, Canada, Europe, Australia and New Zeeland. GROUP -3 : Africa & other Middle East Countries. GROUP -4 : Asian Countries (Except India, Srilanka, Nepal, Afghanistan, Bhutan & Pakistan). GROUP-5 : India, Pakistan, Srilanka, Nepal, Bhutan and Afghanistan. D.A. FOR GRADE -Senior Management (PG.14 to 12) GROUP- 1 : SAUDI ARABIA, IRAN, UAE, BAHARAIN, KUWAIT, QATAR: Hotel accommodation, telephone & Transport If HOTAC not availed $ 75 allowances per day US$ 60 and incidental (Consolidated) per day. Expenses including food money US$ 40, total US$ 100 per day. Group -2: NORTH & SOUTH AMERICA, CANADA, EUROPE, AUSTRALIA & NEWIELAND: Hotel & accommodation, telephone, Transport If HOTAC not availed $ 100 allowances per day US$ 80 and incidental per (Consolidated) per day Expense including food money US$ 60 per day; Total US $140 per day. Group -3: AFRICA & OTHER MIDDLE EAST COUNTRIES: Hotel & accommodation, telephone, If HOTAC not availed $ 75 Transport allowances per day per day (Consolidated) US$ 60 and incidentalExpenses per day including food money US $ 40 per day: total US $100 per day. 30 GROUP-4: ASIAN COUNTRIES (EXCEPT INDIA, SRI LANKA, NEPAL, AFGANISTAN, BHUTAN & PAKISTAN) Hotel & accommodation, telephone, Transport If HOTAC not availed $ 110 allowances per day US$ 60 and incidental per day (Consolidated) Expenses Including food money US $ 40 per day: total US $100 per day. GROUP-5: INDIA, PAKISTAN SRI LANKA, NEPAL, BHUTAN and AFGHANISTAN. Hold & accommodation, telephone, If HOTAC not availed $ 75 Transport allowances per day per day (Consolidated) US$ 40 incidental Expenses Including food money US $ 25 per day: total US $65 per day. D. A. FOR Mid Management (PG.11 to 7) (Hotel entitlement including Cash Allowance at the following Rate HOTEL ENCASHMENT CASH ALLOWANCE IF THEY STAY ON THE OWN Group-1 $55.00 $30.00 $60.00 per day Group-2 $50.00 $30.00 $55.00 per day Group-3 $45.00 $25.00 $50.00 per day Group-4 $40.00 $25.00 $45.00 per day Group-5 $50.00 $20.00 $80.00 per day D. A. for junior management (PG. 6 TO 4) HOTEL ENCASHMENT CASH ALLOWANCE IF THEY STAY ON THEY OWN Group-I $50.00 $25.00 $55.00 per day Group-2 $45:00 $25.00 $50.OOper day Group-3 $ 40.00 $ 25.00 $50.00 per day Group-4 $40.00 $25.00 $45.Ooperday Group-5 $40.00 $ 20.00 $40.00 per day 31 After 28 days, the D.A. will be reduced by 10%. T.A. bill has to be adjusted within 15 days on completion of the journey. Along with the bill, actual vouchers (where necessary) also have to be submitted in support of the expenses. 15. Signification of Bonds for Training An employee who is given specialist training at the Company‘s expenses will be required to sign a bond undertaking to serve the company for a period of five years from the date of training or as may be decided by the management. An employee will undertake to reimburse the company all the money spent to his training should he desire to leave the service of the company before completion of the period of five years or as mentioned in the bond. The company shall determine the cost of training. An employee who has once signed a bond undertaking to serve the company for a period of five years or as decided in lieu of training given to him will not be required to sign a further bond within the first year from the date of completion of his training if he is nominated for a second training. Should an employee be detailed for second training in the second or any subsequent year of the bond period, he will be required to sign a fresh bond for a period of five years or as decided from the date of completion of his second training. An employee proceeding on training abroad at his own expenses if provided transportation facilities by the Company will be required to sign a similar bond. 32 16. Confidentially of Information No employee shall by writing to any person (including a co-employee not directly connected with the work) or by communication with public papers, journals, books, pamphlets or leaflets or by speech or discussion at any place, disclose or cause to be disclosed any documents, official or otherwise, relating to the Company except with the approval of the Competent Authority. No ‗Employee shall otherwise than in the normal course of his work engage in giving information or advice on any matter relating to the activities of the Company. Except in the ordinary course of duties, no employee shall disclose, either during service or after leaving the service of the Company, any secrets, secret information or any other information or matter concerning the operations of the Company. Contravention of the provisions of regulation shall be treated as an act subversive of discipline and the employee concerned shall be liable to disciplinary action under these regulations. All Stenographers, Steno-Typist, Computer Operator, personal Assistants, Secretaries, Telephone Switch Board Operator, Tele printer Operators, Security staff of other departments who handle or are likely to handle secret or confidential matters shall sign the prescribed declaration form before entering the service of the Company, undertaking thereby to maintain secrecy of confidential and secret information and matters of all kinds and not to divulge any such information or to misuse it. 17. Assistance to any other Business Every employee shall be bound, when required by the Company to work and assist in any other business, Company or concern but the wages and other terms of employment shall not be less favorable to the employee than those already allowed to him. 18. Certificate of Service No service certificate will ordinarily be issued to any employee or his nominee by an Officer of any Department of the Company other than the HR Dept. 33 19. Change of Address Every employee shall notify immediately the Head of HR dept of all Changes of his residence and permanent address. 20. Exclusive Service Every employee shall devote his whole-time and energy to the business and interest of the Company and shall not directly change in any other active profession and business or enter the service of, or be employed by, any other person or firm nor shall possess substantially big holding in a firm or company which has business relations with tl Company. Every employee shall hold himself in readiness to perform any duties required of him by his superiors to the best of his ability. Contravention of the provisions of this regulation shall be considered as an act subversive of discipline and shall be punishable under this regulation. 21. Employment Elsewhere An employee seeking employment elsewhere shall forward his application through the proper channel. The Management reserves the right to dispose of such application in a manner it thinks fit. Contravention of the provisions of this regulation shall be treated as an act- subversive of discipline and the employee concerned shall be liable to punishment in accordance with these regulations 22. Knowledge of languages Personal are required to acquire knowledge of the language of the country/Zone where they are posted in accordance with the rules on the subject issued from time to time. 23. Change of family Status Any change in the family status of any employee shall be notified to the Head of personnel section immediately. 34 24. Non-admissibility of Benefits to Temporary Employees Unless otherwise specifically provided, employees engaged on temporary jobs or as leave substitutes or as a casual worker shall not be entitled to any privilege extended to regular employees. 25. Formation of Social Cultural and Welfare Bodies and Association No body, society, union or association of the employees shall use the term, ‗Company‘ as part of its name without the prior approval of the Company and no employee or group of employees shall communicate in any manner to any person, authority or organization in a manner, which may create an impersonal that the employee or the group of employee does so on behalf of the Company. 26. Increment Increment is awarded once a year for regular staff by moving him / her to the next step of his I her grade, effective from 1 July of each year. One-step increment is subject to satisfactory performance of the employee throughout the year, and is not automatic. Probationary employee (i.e. if the employee is still not confirmed before July) will not be eligible for Annual Increment. 27. No Increment An employee will not be eligible for annual increment if his / her performance is found unsatisfactory in the appraisal. In such case the concerned manager must state the reason for not approving the increment and the action is consented by the Managing Director. The receipt of a warning letter usually results in the loss of annual increment depending on the reason for the letter and level of improvement in the employee is observed after issuance of the letter. 35 28. Merit Performance Increment As a very special case United Airways (BD) Ltd may award a merit performance increment to a staff by awarding more than one step increment for his / her outstanding performance provided that the Line Manager recommends so through the performance appraisal and the following criteria are met: Employee has demonstrated outstanding performance throughout the year; Appraisal reflects quality performance of the employee; Employee possesses strong personal attributes for successful performance. Employee has provided exemplary inputs and contributes to achieve unit/department/program objective Rationale for merit increment is submitted for approval of Managing Director. Probationary staff will not be eligible for this increment. However if a staff is confirmed within August of the given year and his! her performance is rated such outstanding the management may consider the merit performance increment or him/her effective from the date of confirmation. 29. Festival Bonus All confirmed regular employees of United Airways (Bangladesh) Ltd are entitled to Festival Bonus at the rate of 2 months basic salary per year. Persons who have year round contract will have their bonus already included in the consolidated amount. A regular employee, for a fractional period of his / her work, will be eligible for Festival bonus as below; Festival Bonus for Regular staff on probationary status may be considered by the management on pro rata basis up to the date of m& or festival. Calculation for such bonus will be as under: One month’s basic salary X No. of Days completed with the company (365) (Calculation will be for the period from the employee‘s joining date through the date of major festival) The bonus is preferred to be paid to the regular staff 15 calendar days prior to their major festival. The major festivals and time for payment are below: For Muslim community : Prior to Eid-Ul-Fitre & Eid-ul Azha (one basic at each festival) For Hindu community : Prior to Durga Puja For Christian community : Prior to Christmas For Buddhist community : Prior to Buddha Pumima 36 30. Gratuity All regular employees are entitled to gratuity benefit from the date of regular employment with United Airways (BD) Ltd. When s/he resigns or is released, retrenched, or on his/her retirement or death after a minimum of 5 year‘s continuous service (without any break) with the company. Gratuity will be calculated at the rate of one month basic salary based on the employee‘s last drawn salary for number of completed year of service, and pro-rata for any part thereof. Calculation of gratuity for fractional period of the year: No of Months employed X Last Monthly basic salary (12) Gratuity will be calculated and remitted to the concerned persons after receipt of notice of separation, clearance certificate and advice for final payment. 31. Remuneration for Unused Earned Leave Remuneration for unused Earned Leave shall be paid to the outgoing employees after his/her resignation, retrenchment, termination, dismissal, retirement or death. The leave shall be accrued and calculated as of the employee‘s last days of work.. A maximum of 07 days earned leave can be carried forward and accumulated for claiming remuneration. Formula for the calculation is: Monthly Basic Salary X Days of unused Earned Leave (26) The employees who receive uniform are themselves responsible for keeping the 32. Dress, Uniforms and Kits United Airways (BD) Ltd will provide 02 (two) sets of uniform once a year to the following staff: Aircrew Airport Maintenance staff Traffic, Sales & Catering personnel Drivers, Loaders/Cleaners its support staff (Drivers, peons, Guards, Cleaners) who are confirmed in their employment and also who are on contract working continuously more than 6 uniforms clean and pressed. They must wear the uniform at all times during their official duty. 37 33. Holidays and Leave Leave is a privilege, not an entitlement and cannot be claimed as a matter of right. 33.1 All full-time employees arc privileged to avail the gazetted public holidays with full pay unless the conditions of work or field assignment are set otherwise. All full-time employees are privileged to avail the gazetted public holidays with full pay unless the conditions of work or field assignment are set otherwise. Friday shall be treated as weekly holiday. Gazetted public holidays will be observed by all officials of the company except those whose duties are controlled by roster/shift. Respective departments shall evolve some mechanism to compensate for the employees performing duties on holidays. 33.2 Leave General Policy All regular and contracted employees of United Airways (Bangladesh) Ltd may go on casual/sick leave up to 03 days with full pay with the approval of his Departmental Head . The leave shall be granted in the form of full or half days. Earned leave, special leave, leave without pay, maternity leave and casual/sick leave more than 03 days shall be approved by the Head Office. Application for Sick Leave for more than 03 days shall be supported by proper medical documentations. In case an employee requires extending the leave the employee shall request his / her Departmental Head through his/her Line Manager at the earliest and in so far as is possible the concerned Line Manager, after getting clearance from Departmental Head, will communicate the employee either accepting or refusing the requested extension of leave. The employee after joining from the leave shall apply in the prescribed form and get his/her extended leave approved through proper channel for regularization. If the employee remains absent without authorization he/ she shall be asked to explain in writing to the company management the reasons for the unauthorized absence. Failure to explain to the satisfaction of the management, the employee, followed by disciplinary proceedings, may face suspension as a measure of punishment. The employee shall not be entitled to any financial benefits for such period of unauthorized absence and suspension. Absence from duties (leave without approval) is an offence; therefore, such case should be taken into the notice of HR Department for necessary action at the earliest possible time. 38 33.3. Earned Leave All permanent employees on completion of 1 year service with United Airways (Bangladesh) Ltd shall be entitled to get earned leave with full pay at the rate of I (one) day per 18 (eighteen) working days. In calculating the working days the weekly holidays and other approved holidays will not be taken into account. On an average the earned leave will be 18 days per year. The Line Managers are responsible to ensure that all employees take their Earned Leave each year. Earned Leave cannot be taken in excess of the days earned. A maximum of 7 days unused Earned Leave may be carried forward to the succeeding year and added to the leave earned in that year. All confirmed regular employees would be credited for Earned Leave on January of each calendar year in addition to that carried over from the previous year. Employees shall apply for Earned Leave at least 7 days in advance. Earned Leave may be deducted for excess sick leave or lieu of special leave at the discretion of the management as the case may be. 33.4. Sick Leave An employee may apply for Sick leave only when s/he is sick and unable to continue work or even unable to report for work. The company has the provision of 14 days‘ Sick Leave in a year. The employee shall inform his! her Line Manager as soon as possible on the 1 ‗ day of absence. The management shall not accept any abuse of sick leave by employee and warning may be issued for such abuse, and copy of which shall be retained in the employee‘s personal file. Sick Leave more than 3 days should be supported by certificate issued by a Registered Medical Practitioner. For prolonged illness, an employee, after availing of due sick leave can avail Earned Leave if due to him! her, and thereafter with the approval of the management , leave without pay up to 30 days. In exceptional cases (depending on the nature of illness) if the employee has already availed his! her due sick and Earned Leave, sick leave for extra days up to a maximum of 3 months may be granted by the Managing Director. 39 33.5. Maternity Leave A confirmed regular female employee is entitled to a total of 84-calendar day‘s maternity leave (before birth 42 days after birth 42 days). This duration is subject to change to conform to the country‘s laws and regulations, if applicable for the organization. A female employee who is pregnant shall notify the office of her expected delivery date together with medical certificate at least four months prior to the expected delivery date. A female employee shall be eligible for two maternity leave during her employment in United Airways (Bangladesh) Ltd. 33.6. Casual Leave A permanent employee of the company will be entitled 10 days casual leave in a year. The employee may avail casual leave up to 03 days with the approval of his? Departmental Head, when the reason of leave of absence is temporary in nature and for personal emergency. Casual leave shall not be accumulated and carried forward to the succeeding year. Casual leave more than 03 days at a time is discouraged and it cannot be taken together with any other type of leave. 33.7 Leave for Employees on Probation Leave in respect of an employee on probation is generally discouraged. However, in case of unavoidable situations, casual / sick leave may be granted to an employee. Limit of such leave should not cross the quota calculated on the basis of number of days served by the individual. In case, such limits are required to be crossed due to extreme situations, the leave shall be treated as Leave without pay. 33.8. Leave without Pay/Special Leave Leave without pay may be granted to an employee in special circumstances and when no other leave is available or admissible as entitlement. Leave without pay may be granted if the employee requests such leave or management grants so. All leave without pay must be approved by the Managing Director. Unauthorized absence from duty shall be treated as leave without pay for all employees followed by other disciplinary actions. 40 34. Personal Loan 34.1 Introduction The Company is planning to introduce Personal loan to comfort the employee who may face sudden economic hardship and needs pecuniary help to fight of personal odds. The following specific unforeseen reasons of a sudden and unexpected nature only shall be considered for financial help: Medical treatment of self, wife, children and parents. Religious rites due to death of first dependant member of the family. Higher education of the children. Wedding ceremony of self, daughter and son. Any other reason of emergent nature that necessitates financial assistance. 34.2 Eligibility Any employee irrespective of rank or position may be eligible for ‗Personal Loan‘ if s/he works, apart from being confirmed in his/her job, for at least two years to the satisfaction of the management. A maximum of a sum equivalent to 2.5 times of his/ her monthly gross salary may be approved as personal loan. 34.3 Re-Payment Repayment of personal loan must be made in 12 monthly equal installments, the first installment being deductible from salary one month after receipt of the loan. However the repayments installments must not exceed 25% of his/her monthly 34.4 Other Conditions Personal loan cannot be re-availed within one year from the date of payment of the last monthly installment of the previous personal loan, if any. Request for any deferred payment of loan will not be entertained. Use of personal loan for any other purpose other than the stated reasons in application will not be allowed. The specific purpose for which the loan is sought must be mentioned clearly and with supporting papers as applicable. Employees may apply for loan from the Provident Fund account in case the purpose of the application of the loan is other than the reasons mentioned above. 41 16. Performance Appraisal Management System The contents of this paragraph will take some time to be practiced & complied with. However, the system is presented below in details: The UNITED AIRWAYS (BD) LTD Performance Management System (PMS) is a participatory system and used as a framework in which an employee‘s performance can be broadly and objectively planned, monitored coached and evaluated. PMS is designed to focus on supporting and developing the Human Resources in a more effective way. The overall objective of PMS is communication, not filling out forms, more specifically the objectives are: To establish clear expectations consistent with both the company‘s mission and with personal and professional objectives. To provide a tool for managing employee performance. To provide coaching and feedback necessary for high performance of all employees; and To have specific information necessary for strategic decisions. 35.1 Procedures and Time Frame of PMS The system is a year-round process for one Fiscal Year having several interrelated and integrated components in it. The three phases of the system are objective setting, performance monitoring & coaching, and performance evaluation. The first phase (objective setting) is to achieve mutual agreement between employee and Line Manager about issues like job responsibilities and performance standards. This is completed in June for the next Fiscal Year starting from July for each regular employee by using the Annual Performance Planning & Evaluation (PP&E) Form through arranging a formal meeting. The second phase supports employees in achieving expectations defined in phase I, which is a year-round process. This is done through on-going monitoring, coaching (at least 2 formal), providing feedback and regular review discussions. One Mid- term performance review is done in December using the Mid-Term Review Form. The third phase is the year-end assessment phase, which is done in December to assess employee accomplishments in relation to defined objectives and to provide information necessary for developing a set of objectives for the next year. Performance summary for each section is determined both by the employee and the Line Manager and rating is provided on mutual understanding. Employee records comments or observations regarding the content, process of the entire system 42 during the performance period. The Employee and the Line Manager sign the Form. In this meeting both of them mutually agree on the Action Plan for next fiscal year. 35.2. Supervisor’s Responsibilities on PMS Ensure the most recent Job Description available for each employee Inform employee(s) of the performance planning, review and final assessment meetings well ahead of time. Communicate expectations clearly. Permit latitude and freedom in PMS methods. Encourage employees to request for help. Encourage discussion of disagreements. Plan, supervise, coach, monitor and assess each individual employee‘s performance. Follow the procedures and time frame of PMS properly. Ensure individual employees development needs are assessed and addressed properly. All plans and assessment are made on mutual agreement with the employee. Complete the performance summary on PP & E Form and the Annual Performance appraisal Form. 35.3. Employee’s Responsibilities Always get well prepared for each meeting. Review expectations and ask questions if they are not clear in planning and Mid- Term review sessions. Raise questions and discuss problems. Review performance summary on PP & E Form and complete Employee Comments Section Follow through on decisions in the Performance Appraisal Form. 35A. PP &E Form Contents Annual Performance Planning and Evaluation (PP & E) Form Mid- Term Review Form PP Form Contents: The Annual PP & E Form consists of four (4) sections, which are Performance Planning and Evaluation, Performance Rating, Employee Comments and Signature, 43 The Performance Planning and Evaluation Section has four (4) parts, which are job Responsibilities and Performance Standards, Organization success factors, Special Objectives and Personal Development Objectives (Training Needs) The Job Description is the basis of defining Job Responsibilities and standards are set which describes end result, which is expected to achieve by an employee performing a major responsibility considering quantity, quality, time and process. The Organization Success Factors are values shared by all employees and personal competencies needed for one position The Special Objectives are usually high-priority, one time projects, completed by a specified date. Special objectives are above and beyond one‘s primary responsibilities. The target completion date and the performance standards are included in this section The Personal Development objectives are developed on mutual agreement on an employee‘s annual development plan or required skill, knowledge or experience supportive to present or long-term needs. 35.5. Performance Rating Definition Outstanding: The employee consistently exceeds job performance requirements. Initiative and outputs are over and above the stated requirements. This rating should be reserved for truly outstanding and exemplary performance, which results in exceptional contribution to organizational growth and/or effectiveness. Very Good: The employee consistently meets job performance requirements and times exceed job requirements. Satisfactory: The employee meets Job requirements. The employee has a well- balanced performance to an expected level and able to handle all aspects for job satisfactorily. Unsatisfactory: The‖ employee does not meet job requirements. Initiative, output, and work quality do not always meet requirements. Employee needs improvement in one or more aspects, which are critical to the position. 44 35.6. Performance Appraisal Performance appraisal system of UNITED AIRWAYS (BD) LTD is a participatory process and used as a framework in which an employee‘s performance is broadly and objectively assessed. A performance appraisal of the company is an integral part of the performance management process and serves to: Review of job description: whether it is helping in the process of meeting the organization‘s objectives. Help to clarify‘ mutual expectations Recognize accomplishments and encourage self development Identify weakness / deficiencies in employee and suggest / guide for improvement Identify employee development and training needs Provide a basis of determining individual increments, promotion or other actions. Provide input for management planning. Annual appraisals are formally being held once a year. The discussions at the performance appraisal meeting does not come a surprise to any of the parties given that the Line Managers are encouraged and expected to have had regular ―one - to - one‖ meetings with their staff over the period. 35.7. Unsatisfactory Performance Unsatisfactory performance by any staff member of United Airways (Bangladesh) Ltd is indicative of the following: Wrong person in job. Lack of interest in job (seen only as a regular source of income). Lack of motivational inspiration by the superiors. Lack of clarity of organization‘s aims and objectives. Therefore staff appraisals should also reflect the following: How a person can improve performance in their present job? The potential of staff and possible post in future where his/ her skills could be put to more effective use How the recommendation expects to develop existing skills and potential of staffs towards the development of a healthy organization? 45 35.8. Procedures of Recommendation and Approval The concerned Line Manager (s) makes recommendation in the Performance Appraisal form consistent to the year-end assessment through PMS. The appraisal form is properly filled in and completed. The Mid Term Review form and any document on Formal Coaching sessions must be attached with the Annual PP & E and Appraisal forms. Upon making recommendations the performance appraisal is submitted to HR department for review and approval of the management. HR department issues increment, promotion, or any other letter as the outcome of the performance appraisal, to its employees. Based on the performance appraisal, if recommended by the Line Manager, United Airways (Bangladesh) Ltd makes effect of the recommendations as deemed appropriate by the management. All exceptional action or award e.g. merit increment, promotion etc is always within the provision of the respective policies and subject to the approved of the management. 35.9 Performance Appraisal Form is attached to this Manual as Annex-A. 16. Promotion United Airways (BD) Ltd may award a promotion to a deserving staff on the basis of recommendation of Line Manager (s) through performance appraisal provided that the following criteria are met: Employee is rated outstanding in all areas of assessment Employee has demonstrated capabilities to perform additional responsibilities Employee has provided/contributed substantially to achieve organizational objectives in the preceding years. Employee possesses academic qualification, knowledge and skills required for proposed position of promotion. Vacancy is available in the Company Organization Structure. An interview or examination may also be arranged for a promotion, if deemed necessary. Upon promotion, a new job description is provided to the employee if deemed necessary. 46 37. Under Observation In the event an employee‘s performance level or behavioral skill has been found poor or deteriorating, s/he is placed under observation for a period of three to six months. During this observation period the Line Manager shall closely guide, coach, counsel the employee, and observe whether the performance is improved or not. In the event the management does not see any improvement in the performance at the end of observation period, the employee subjects to appropriate action. 38. Transfer The employees may be reassigned, transferred and / or relocated to anywhere within United Airways (BD) Ltd offices in Bangladesh/overseas for any of the following reasons: To fill in a vacant position Need of qualified or experienced staff For career development To avoid redundancy For benefit of the organization When a need arises, the initiating office proposes to HR department for transfer of an employee to or from another office / unit / department with details of the reasons. The HR department makes all transfers with prior coordination between the incoming and outgoing offices and with approval of the management. The copy of the transfer letter is given to both incoming and outgoing office, for personal file of the employee, Accounts section and any other relevant sections. When an employee is transferred to other location, he ! she is entitled to reimbursement of the following costs upon submission of bills supported by vouchers as deemed necessary. Travel expenses for the employee and immediate family members (spouse and children) if they stay with him / her, transportation cost of shifting personal effects will be paid. The employee is eligible for the most appropriate mode of transportation, taking into account the time lost etc. for travel of the staff during transfer. An employee transferred to a different location is allowed to receive an amount equivalent to his /her 7-day‘s gross salary as relocation allowance. This allowance is not applicable when the employee is transferred on his I her own request. 47 39. Disciplinary Procedures By accepting an appointment with United Airways (BD) Ltd an employee agrees to work in a responsible, disciplined, harmonious and productive manner, to be loyal to the organizational objectives. Any act of misconduct or violation of organizational Code of Conduct is dealt with the disciplinary guidelines. Head of HR or Managing Director depending on their jurisdiction, responsibility and authority decides course of disciplinary action depending upon the gravity of offence. 40. Code of Conduct All employees of the company are required to follow the code of Conduct. They sign the code in the space provided to show that the code has been read and its contents are understood. The signed document is kept in the personnel file of each employee. The contents of the code of contact are stated bellow: 40.1 Laws and Regulations Employees must at all time observe the laws, Rules and Regulations of the territorial jurisdiction of the country to which they are assigned. 40.2. Minor Offence For minor offence, a meeting is held between the concerned employee and her / his Line Manager to resolve the problem as soon as possible after it occurs. In some cases proper documentation is required and the Line Manager in consultation with his Divisional Head and Head of HR issues a letter of caution to concerned employee for her / his minor offence. 40.3. Misconduct An employee may be dismissed if s/he is found guilty of misconduct; list of misconduct is given below: Willful insubordination or disobedience to any lawful or reasonable order of a supervisor. Theft, fraud or dishonesty with the employer‘s property. 48 Taking or giving bribes or any illegal gratification in connection with her / his employment under the employer. Habitual absence without leave or absence without authorized leave for more that 10 days. Habitual late attendance. Habitual breach of office rules & regulations Riotous or disorderly behavior or any act subversive of discipline Falsifying or tampering with, damaging or causing loss of employer‘s official records Order for Dismissal is issued unless: Allegation against the person is recorded in writing The person is given a copy thereof and not less than 10 days time for submitting her / his written explanation The person is given a personal hearing if such prayer is made The management approves of such order. 40.4. Minor Misconduct After found guilty of minor misconduct but not deemed fit for dismissal, the employee is subject to following actions: In first offence, a warning letter is issued describing the offence and / or that performance should improve over a specified period; On any further offence, or in the lack of improvement over specified period of time, employee is issued a final warning letter; Any occurrence of offence after final warning letter results in the dismissal of the employee after the disciplinary procedures is followed. Usually the respective Manager issues the warning letter to their staff in consultation with the HR Head. The word termination is not incorporated or written in the warning letter. 40.5. Investigation Any allegation against an employee is informed in writing to the HR Department. The Head of HR if deemed necessary designates a person to investigate into the matter and to submit a written report on his / her findings When reports are logged, an internal investigation will immediately be conducted with full confidentially. The management will take appropriate action based on the findings of the investigation. lii cases where the lodged complaint is found to be correct, strong disciplinary action will be taken against that employee. 49 40.6. Show Cause/Explanation If an employee is convicted for an offence or is considered guilty of misconduct, the Head of HR issues a show cause notice to the concerned employee mentioning the charge and giving seven days time for submission of written explanation to the authority as to why disciplinary action should not be taken against her / him for misconduct. 40.7. Suspension Pending Inquiry An employee charged for misconduct shall be suspended pendirg inquiry into the charge against her / him and unless the matter is pending before any court, the period of such suspension is not more than 60 days. Employees who are suspended is paid subsistence allowances equivalent to half of her / his basic salary. The order of such suspension shall be issued in writing and comes into effect immediately on delivery to the concerned employee. Employee suspended shall not be allowed to leave her! his station of posting without authorization of the Line Department as well as HR Department. 40.8. Hearing/Board of Inquiry Upon receipt of written explanation from the concerned employee, if explanation is not found satisfactory, the authority forms an enquiry committee to make formal enquiry into the matter, the enquiry committee consists of at least 3 senior staff members of the company. Any management staffs that issues / signs the charge sheet, show cause, notice of enquiry, suspension order or dismissal letter or who makes the final decision of the matter, cannot be a member of the enquiry committee. HR Department issues the notice of enquiry to the employee to hold a hearing of the case which specifically states the place, name of committee members, date and time for the hearing / enquiry and the employee‘s right to ask and say anything related to the charges and enquiry. The enquiry committee calls on the accused employee, reads the charges against him/her show cause/Explanation letter, and states the employee‘s explanation. The accused employee replies to the questions and makes additional remarks, which are recorded in writing, by the enquiry committee. The accused employee has the right to say and ask anything else or to produce any witness. The witness either from the employee or from the employer‘s side any, is examined or cross-examined by the enquiry committee and by the employee. The statement of the witness(s) is recorded in writing and signed by the witness(s) as well as the members of the Enquiry Committee the accused employee on the paper on which the witness‘s statement evidence in support of the show cause letter and 50 employee and also from the accused employee. Upon completion of the hearing, the unequal hearing in presence of the accused employs. Committee members‘ signs on every page of committee submit their full report on inquiry within and of HR or his/her designate along with their comments whether the accused is guilty or not guilty. 40.9. Action Upon receipt of the report from the enquiry committee, the management in consultation with the HR In-charge awards punishment to the employee or makes him/her release from the charge depending on the gravity of the misconduct, previous records etc. The nature of the punishment (any of the following): Verbal Warning. Written Warning. Suspension as a measure of lesser punishment, when though the employee was found guilty of misconduct, but not dismissed, and such suspension without wages do not exceed 7 days. Dismissal from service. On establishing the fact that an employee has committed a gross misconduct s/he is issued a notice of dismissal from the organization provided the Managing Director approves it. If an employee, who has been on suspension pending enquiry, is found guilty of any charges brought against him and punished to dismissal the employee is not entitled to any wages except the subsistence allowance. If the employee is found not guilty, s/he is allowed to resume his 1 her duties with full honor and deemed to have been on duty during the period of suspension pending enquiry, if any and entitled to his / her full wages for such period of suspension and the subsistence allowance is adjusted accordingly. No dismissal or suspension order shall be issued retroactively. 51 41. Grievance Procedure ―Grievance‖ is a state of dissatisfaction, expressed or unexpressed, written or unwritten, justified or unjustified having connection with employment situation. United Airways (BD) Ltd ensures that: Employees understand the company‘s grievance procedure Employees are aware that no reprisals are taken against them for using the procedure. The employee, in the event s/he has any grievance, shall observe the following procedures: All complaints are to be always in writing signed and dated by the concerned employee. Employees will first bring any grievance(s) to the notice of their Line Manager in most of the cases. The Line Manager shall exercises best efforts to reach a fair and reasonable solution. However, the aggrieved person may bring his/her grievance directly to the Head of his/her Dept or to Head of HR directly, if s/he feels it appropriate & necessary. At the last stage if the grievance is not settled, the employees may approach to the HR Head. The Managing Director based on the recommendation of the HR Head is the final authority to make a final decision, which becomes binding on all parties. 42. Staff Resignation/Separations 42.1. Resignation An employee may resign from the services of United Airways (BD) Ltd as below: Confirmed regular staff may resign from services by giving three - month‘s notice or pay in lieu of notice thereof. Probationary staff resigns from service with one months notice or pay in lieu of notice thereof. Persons on year round contract resign from service with the notice period in accordance with the terms of his / her employment. All resignation letters are to be forwarded to the Head of HRD. The Head of HR with the approval of MD shall issue the acceptance of resignation at an appropriate time unless there is any major problem with the employee. A confirmed regular employee when resigns is entitled to following benefits: 52 Basic salary, House rent allowance, Medical Allowance and Conveyance allowance up to the last day of work. (A pro rata deduction of basic salary is made if the employee does not give the required notice). Gratuity shall only be paid to an employee who will complete minimum three years of service with the company of Companies Remuneration of any unavailed Earned Leave as per the company‘s Leave policy. 42.2. Retrenchment! Redundancy A confirmed regular employee of the company may be retrenched with one months notice or payment of one month‘s salary (basic salary) in lieu of such notice, along with compensations at the rate of thirty days salary (basic) for every completed year of service or any part thereof in excess of six months or gratuity, if any, whichever is higher, when his / her position no longer exists and there is no suitable alternative employment in the organization. All redundancy or retrenchment is subject to the approval of the Managing Director. In case of retrenchment, procedures as laid down in the Employment of Labor (Standing Orders) Act are followed. The regular employee who is retrenched is entitled for: Basic salary, House rent allowance, Medical allowance and Conveyance allowance up to the last day of work. Having completed not less than one year of continuous service the employee is paid at the rate of 30 days salary (basic) for every completed year of service or for any part thereof in excess of six months, or gratuity, if any, whichever is higher. Earned Leave as per the company policy Remuneration of any unavailed Earned Leave as per the company policy. 42.3. Termination Termination is used when removal of a staff member by other means is not deemed appropriate. Termination is the prerogative of the employer and this action is taken without assigning any reason. A confirmed regular employee‘s service is terminated with 01 month‘s notice or 01 month‘s basic salary in lieu of notice. A probationary employee is terminated without giving any notice or pay in lieu Thereof A contractual service is terminated by serving notice or by making payment of any notice pay as per the provision of the Contract. 53 A terminated employee, subject to his I her employment status is entitled to the following benefits: Confirmed regular employee: Basic Salary, House rent allowance, Medical allowance and Conveyance allowanceup to the last day of work. Having completed not less than one year of continuous service the employee is paid at the rate of 30 days‘ salary (basic) for every completed year of service or for any part thereof in excess of six months, or gratuity, if any, whichever is higher. Remuneration for any unavailed Earned Leave as per the company policy Employee n Probation: Basic salary, House rent allowance, Medical allowance and Conveyance allowance up to the last day of work. All terminations must be always authorized by Managing Director based on the recommendation from HR Head with involvement of Line Manager. 42.4. Discharge A regular employee may be discharged from service for reasons of physical or mental incapacity or for continued ill health or such other reasons not amounting to misconduct. A medical certificate from a Registered Medical Practitioners is required to make recommendations for discharge decision of any employee. Probationary employees are terminated, not discharged. The Managing Director always authorizes all discharges The regular employee who is discharged on Medical grounds is entitled for: Basic salary, House rent allowance, Medical allowance and Conveyance allowance up to the last day of work. Employee‘s own contribution to Provident Fund. Organization‘s contribution to Provident Fund if the employee worked at least one year. Having completed not less than one year of continuous service the employee is paid at the rate of 30 days salary (basic) for every completed year of service or for any part thereof in excess of six months, or gratuity, if any, whichever is higher? Remuneration for any unavailed Earned Leave as per the company policy Additional benefit of 3 month‘s basic salary as notice pay in lieu of notice. 54 42.5. Dismissal An employee is dismissed without prior notice, after following the procedures of disciplinary actions as stated in the company HR policy manual - If s/he is convicted for an offence involving moral turpitude. If s/he is found guilty of misconduct. When an employee is dismissed s/he is entitled to the following benefits: Basic Salary, House allowance, Medical allowance and Conveyance allowance up to the last day of work. Employee‘s own contribution to Provident Fund Organization‘s contribution to Provident Fund if the employee worked at least one year. Remuneration for any unavailed Earned Leave as per the company. policy An employee who is dismissed, if his / her service continues for not less than one year gets compensation (basic salary) at the rate of fourteen days for every completed year of service, or for any part thereof in excess of six months. 42.6. Retirement Retirement from service is mandatory upon an employee attaining his / her 66th birthday. A letter of retirement is issued to a retiring regular confirmed employee with three months‘ notice in advance or three months‘ basic salary is paid in lieu thereof. The HR Department of United Airways (Bangladesh) Ltd is responsible for taking action about the retirement of any employee(s) at the appropriate time. Retirement of an employee is always consented by the Managing Director. The retired regular employee is entitled to: Basic salary, House rent allowance, Medial allowance and Conveyance allowance up to the last day of work Having completed not less than one year of continuous service the employee is paid at the rate of 30 days‘ salary (basic) for every completed year of service or for any part thereof in excess of six months, or gratuity, if any, whichever is higher? Employee‘s own contribution to Provident Fund Organization‘s contribution to Provident Fund if the employee worked at least one year. Remuneration for any unavailed Earned Leave as per the company policy 55 42.7. Death Upon the death of an employee the date of death is deemed the date of which the employee‘s service with United Airways (Bangladesh) Ltd cases. Information of such occurrence is sent to the Managing Director and copy to HR department along with necessary documents. All expenses relating to the burial of the person are borne by the company. The designated nominee(s) of the deceased is entitled to the following benefits due to employee‘s regular employment: Basic salary, House rent allowances, Medical allowance and Conveyance allowance up to the last day of work. Employee‘s own contribution to Provident Fund Organization‘s contribution to Provident Fund if the employee worked at least one year. Having completed not less than one year of continuous service the employee is paid at the rate of 30 days salary (basic) for every completed year of service or for any part thereof in excess of six months, or gratuity, if any, whichever is higher. Remuneration for any unavailed Earned Leave as per the company policy. Twelve months gross salary as an ex-gratia payment (if the employees are not covered under any group insurance policy). If the deceased employee was on year round contract or on probationary period the provident fund and gratuity payment are not applicable. Other benefits are as per his/her entitlement. The final payment is made after adjustments of any outstanding dues of the employee and it is the responsibility of concerned department/supervisor to ensure that the adjustments (if any) are made. All the relevant papers/documents with regard to the deceased employee, designated nominee(s) and payment, are kept in Personal file of the deceased employee. 56 43. Clearance Certificate and Final Settlement 43.1. Clearance Certificate and Final Settlement An employee, prior to his / her release from the organization on resignation or separation s/he hands over his / her responsibilities to his/her successor or to a staff nominated by the management. An employee who resigns, or is terminated, discharged, retrenched, dismissed or retired shall collect a clearance certificate from all the Sections of the company and produce the copy of the same to HR Department before final payment of the employee. The payment shall remain withheld until the clearance certificate is arranged. When an employee leaves or is separated form United Airways (BD) Ltd s/he re1wi to office his /her identity card, official property and assets issued to her I filing which, the final payment of the employee is held up or adjusted with the final payment The concerned department‘s supervisors are held responsible for advising or making final payment without receiving the clearance certificates. The clearance certificates along with separation letter and advice for payments are kept in the office file. The final payment for an employee (all the salaries and benefits) is calculated up to the last workday of the employee. The final settlement statement is always approved by Managing Director in advance and is signed by the outgoing employee (nominees, in case of deceased employee) indicating that s/he agrees with settlement and nothing is due to him / her from United Airways (Bangladesh) Ltd and the final settlement statement is kept in the office file thereafter. 43.2. Service Certificate United Airways (BD) Ltd employee who resigns or is terminated, discharged, retired, dismissed or made redundant, are entitled to a service Certificate signed by the Managing Director or his designated officers. 57 My Position and Duties I was assigned for my doing Internship in United Airways (BD) Ltd. for the period of 60 days starting from March 01, 2011 to April 30, 2011, Head Office. In internship period I had a specific place. But I had no fixed duties in the organization. I worked under an Executive and I observed her different types of activities. The working environment place of United Airways (BD) Ltd. is very much friendly. Every personnel of the office were very much busy but they always tried to help me from their experience. In this organization there are three HRD functions. Those are Acquisition function of HRD, Motivation Function of HRD, and Maintenance function of HRD. Human Resource Planning is the process by which an organization ensures that it has the right number and kinds of people, at right place, at right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. United Airways (BD) Ltd. works for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions of management. 58 SOWT Analysis 59 SOWT Analysis of Human Resource Division of UABDL 5.1 Strengths Open HR Manual: The Human Resource Manual of UABDL is open for its entire employees giving total understanding of the terms and condition of the organization to its entire employees to assists the benefits and growth they can ever achieve and the role of Human Resource Department with all other divisions of the organization. Empowered Work Force: The Human Resource of UABDL is exactly well thought and perfectly managed. As from the very first, top management believed in empowered employees, where they refused to put their finger in every part of the pie. These employees are not suffocated with authority but are able to grow as the organization matures. Strong Bonding and Belongingness: UABDL employees are one of the major assets. The employees of UABDL have a strong sense of commitment toward organization and also feel proud and a sense of belonging towards UABDL. This strong organizational culture of UABDL is a main strength of the organization. Information Technology: Online work, e-mail and personal computer for all employees enabled the employees work easier and faster with full of professionalism. Employee Evaluation: Employee evaluation process by Human Resource Division became strength for its fair judgment and put trust among the employees of other department on HR Department. 5.2 Weaknesses Job Description: Job Description is a necessary accomplishment should have for each position for recruiting the most suitable candidate on the basis of skill and experience required. Still hundred percent job descriptions are not prepared by the HR Division. HR Accounting: Human Resources accounting is a strong tool for matching the benefits of each new recruitment done in the organization, calculation, turnover etc. HR Division of UABDL has not yet established this practice. Compensation and Benefits: Compensation and Benefits of UABDL‘s employees are provided by the HR Division through Accounts Division. 60 5.3 Opportunities Management Information System: In recent business practices the importance of MIS is unavoidable. Human Resources Department is not out of it. HRD of UABDL has a every potential capability to establish new MIS and use it in various manpower reporting Human Resources Information System: Human Resources Information System is a must for a corporate environment like UABDL. UABDL is going to establish a new HRIS very soon. Research and Development: Though UABDL has almost all due capabilities to command extensive research and development activities, yet UABDL has done a little in this area. Salary Survey: UABDL is going to start its salary survey with the most reputed consultant of Bangladesh for its salary survey. Training and Learning: Training and learning is the core function for making the executives cope with the new scenario and make them update and knowledgeable. UABDL is going to utilize its fullest capacity and enthusiasm in this regard by publishing a library, arranging extensive element etc. very soon. 5.4 Threats Competitive Salary and Turnover: The salary package of UABDL is not as competitive as the market demands, so the turnover of manpower is increasing day by day. New/Multinational Companies/Airlines Policy: New multinational company and Airlines policy is a threat to UABDL in respect of increasing the salary expectation of the employees and new HR practices that turning the existing employees dissatisfied. 61 Findings of The Study UABDL mainly concentrated on Airlines business. This Company helps that customer who wants to fly in air. It follows the Islamic rules in every part of general banking. The HRD system of UABDL is not skilled enough and does not follow latest technology. In HR Division, there is the huge lack of development activity. The employee joining UABDL should be taken under a cordial orientation program that is absent. Proper training is very important issue for the employees of organization. In UABDL proper training need requirement is not justified rather done by the employee‘s personal interest. Employee‘s code of conduct or service manual is governed solely by the service quality unit. However, there should be a coordination of HRD to measure the perfect evaluation of the employees‘ performance. 62 Conclusion & Recommendation 63 Conclusion Lot of new airlines has been established in last few years and this company has made this sector very competitive. So new company have to organize their operations according to the need of the market. Airlines sectors no more depend on a traditional method of business. In this competitive world, this sector has trenched its wings wide enough to cover any kind of service anywhere in this world. The major task for company to survive in this competitive environment is by managing its assets and liabilities in an efficient way. This report has tried to present the HR practices in UABDL in comparison to its closet competitor in the same industry. From the analysis we found the HRD system is a very satisfactory one. There is something problem with Human Resources Department. If the entire HRD system is not fully computerized then they cannot easily complete their recruitment process by short span of time. Due to lack of established networking system with their branches, then it can not easily transfer data within short time. So the HR department should be given the proper training to the employees by regular basis. Performance evaluation of employees is not done properly. Top management handles the recruitment process and they have the power to fire anybody in anytime. 64 Recommendation As I have gone through all the departments under Human Resources Management, I have come up with some points, which can improve the efficiency as well as quality of the work. Though the company was found as a productive concern, the study reveals that the company could do much more if it was handled more efficiently. However, some steps may be taken to improve the efficiency and to increase the performance of the company in future which are given below- Setting proper planning for each and every work as well as for the whole department Designing jobs on priority basis. Assigning necessary manpower for every job. The company should develop their communication process between branches. Proper managerial observation and cooperation is required. Improve the knowledge of the system through training. Avoiding duplication of work through better communication. Developing motivational program. And most all change of managerial attitude and view point. The company should increase the total number of trained employee year by year. The company should also introduce gain-sharing approaches to motivate its employees. Non-monetary incentives might be a great motivation for the officers and service workers. The company does not have any practice of ―Human Resource Survey‖, which is a negative point for the company‘s Administrative Department. Therefore, this practice should be introduced to the company‘s HRM policies. The company may provide insurance benefits (especially health-related and life insurance) to the employees as an additional motivating factor. At present, the company does not have any systematic practice of employee counseling. Such a practice might be beneficial to the employees. 65 References Books 1. Decenzo A david & Robbin P. Stephen & Sons Wiley Johe, Human Resource management, Inc, Singapur, Copyright 2003. 2. Khan Gary Abdul, Human Resource management & Industrial Relations, Abir Publication, 1st edition. Others HR Manual of United Airways (BD) Ltd. Prospectus of United Airways (BD) Ltd. Website www.humanresourcesmanagement.com www.uabdl.com 66
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