An overview on multimode group

Page 1

Terminology: CEO = Chief Executive officer DCEO = Deputy Chief Executive officer ED GM

=Executive director = General Manager

DGM = Deputy General Manager HRD = Human Resource Department HRIS = Human Resource Information software Scenario regarding the main topic of the report in Bangladesh: Human resources formulate the most important component of the modern organization. The accomplishment of organizational missions and objectives depends, to a large extent, on having right persons in right positions as well as the commitment and contributions of those involved. This is why human resource management has acquired a growing significance in current organization theory and practice. As a matter of fact, a sound and effective human resource management is seen as the most significant variable that determines the performance of an enterprise. The area of Human resource practice is not so develop in the context of Bangladesh .Lack of trained and qualified manpower in various organizations. So

we need to emphasize

moderate Human resource practice to the potential field for achieving organizational success. Bangladesh provides a typical case where the objective of developing a sound and rational system of human resource management remains illusory. A recent World Bank study has focused, inter alias, on human resource management and diagnosed some of its major ailments that require urgent treatment, if the country's administrative system has to be vibrant and effective in order to be able to meet the challenges of the 21st century. The study calls for


improving human resource management especially in areas of recruitment, training, promotion, performance appraisal, and employee compensation. The proposals are hardly revolutionary in that they are fundamentals to a sound human resource management system and earlier studies also underscored the need for such changes. Minimum though, the nation's failure to achieve these represents a formidable challenge. This paper examines and analyzes the current approach. An overview of the organization: Background:

The Multimode Group was founded by two time Federation of Bangladesh Chamber of Commerce and Industries President, Mr. Abdul Awal Mintoo on September 21, 1981. He is the current CEO of the diversified business conglomerate. Because of the hard work of countless creative and dedicated staff members, the tireless efforts of a world-class support team, and for the undying customer loyalty, the company has become one of the most prominent and experienced industrial conglomerates in present Bangladesh. The Group initially started off in the shipping industry, but has since diversified its portfolio to include a host of other business ventures. Multimode's business strategy has always been the continual progress of existing operations and a steady search for new ventures. Today, Multimode Group has presence in: Agriculture, Automobiles, Chemicals, Energy, Entertainment, FMCG, Hospitality, Information Technology, Investments, Real Estate is continuing its diversification and consolidation in different industries. Multimode Group Corporate Profile: Agriculture:

and


Lalteer Seed Ltd. Mr. Abdul Awal Mintoo and Mr. Simon Groot of the Netherlands started Lalteer Seed Ltd in 1995 to pro-duce a small array of seed varieties. Bangladesh, being geographically located at agriculturally fostered basin, still suffers from a large deficit of vegetable prerequisites. Economic and technological constraints continue to play the major determinants in fostering this ongoing problem. Lalteer Seed Ltd was founded with the vision to mitigate this specific point. Keeping the need for research in mind and how it can help Bangladeshis understand more about seed yielding and seed variety, Lalteer Seed Ltd was started. With extensive research and collaboration with local communities across 64 districts of Bangladesh, Lalteer Seed has become the largest biotechnology and seed Production Company in the country. Recently, Lalteer has been expanding its operations to open up new markets internationally in South Asia and beyond. As an extension of its seed distribution efforts, in September, 2008 Lalteer started a joint venture with United Phosphorus Limited, India, and entered into pesticide distribution. North South Seed Limited is Multimode group’s second seed venture. It started as a vegetable seed producing company with production facilities of about 1000 tons of vegetable seeds in four northern districts under close supervision of experienced agriculturists. It has now entered into production and breeding of rice, potato, and maize. Lalteer Livestock Ltd. - was founded with a vision to become the pioneer in the livestock industry by promoting sustainable means of livestock production for the maximum productivity. With a skilled management team with over thirty years of experience, Lalteer Livestock Ltd. was founded in 2009. The company will focus on sustainability as improved productivity through a dedicated research facility. Chens Crop-Science Bangladesh Limited, Tinpata Quality Seeds Limited is also part of Multimode Group engaged in scientific research and distribution of high quality seeds and pesticides to promote in-creased productivity and sustainability.


Automobiles: Multimode Transport Consultants Limited (MTCL). Multimode Transport Consultants Limited (MTCL) was one of the first companies of Multimode Group. The primary business focus of the company was in Shipping. Within a few years it became the leader in the shipping industry in Bangladesh and one of the most prominent shipping companies in Asia.

In 1986, MTCL diversified its operations by becoming the exclusive distributor of Proton cars in Bangladesh. Currently, MTCL markets five brands of proton exclusively in Bangladesh. Proton has recently won several competitive tenders and provided its cars to major Government institutions- including Ministries and the Judiciary. Proton Service Center Limited (PSCL). Proton Service Center Limited (PSCL) provides after sales and maintenance support for automobiles. It provides a range of services for cars of all brands using the latest technological machinery for maintenance, repair and automobile customization services. Chemicals: Joongbo Multimode Chemicals Ltd.

Joongbo Multimode Chemicals Ltd is a market leader in the production of best quality PE Foam products in Bangladesh. The materials are prepared under reliable quality control using international standards. Joongbo is one of the few companies to manufacturing PE Foam in


Bangladesh. Its trademarked brand is JUMBOLENE and started its commercial productions in 2007. Kay & Que.

With nearly 20 years of experience, Kay & Que is a pioneer in manufacturing of carbon rods for dry cell batteries. Recently the company has diversified its business to CNG refueling stations, processing and packaging of chemicals such as sulfur, mencozeb, and metasystrox, alongside the distribution of tar and pitch for the local markets. As a publicly listed company, Kay & Que shares are traded in the Dhaka and Chittagong Stock Exchanges. Energy: NFM Energy Limited. NFM Energy Limited is one of the industry leaders in gas drilling exploration sharing interests and investments in Chevron Bangladesh Ltd. It is engaged in Gas Exploration of blocks 12, 13 and 14. Entertainment BETTS R&H

BETTS R&H expanded into the areas of co-operation and social event management through BETSS R&H. BETSSR&H was established in 2004 as an Event Management and Entertainment company. BETSS organizes all types of events, including fund-raising dinners, product-launch receptions, and private parties. Recently, it has launched a fine-dining Asian-Fusion restaurant called the ‘8’.


Financial Services: National Bank Limited (NBL).

Established as one of the first private sector bank, fully owned by Bangladeshi entrepreneurs, National Bank Limited (NBL) has now become the largest private sector bank in Bangladesh. Mr. Abdul Awal Min-too, CEO Multimode Group is the founding Chairman of NBL. At present, NBL has been carrying on business through its 106 branches spread all over the country. NBL wants to continue its high standard of clientele services and contribution to the national economy and by establishing themselves firmly as the front ranking bank of the country .The bank is publicly listed in the Dhaka and Chittagong Stock Exchanges. Fast Moving Consumer Goods (FMCG): MF Consumers Limited (MFCL) .

MF Consumers Limited (MFCL) has a distribution network of over 200,000 outlets throughout Bangladesh and is the sole distributor of Johnson & Johnson products of USA, And Cavinkare consumer products of India in Bangladesh. The company was founded in 1998 with a focus on distribution of Johnson & Johnson products and Cavinkare products were added to its range in 2006. Hospitality: Jamuna Resort Limited.


Jumuna Resort Limited is an associate of Multimode Group. JRL is situated along the banks of the legendary Jamuna River on the eastern approach of Jamuna Bridge. Traditionally-built and beautifully decorated lodges provide air-conditioned accommodation for the visitors, with a further dining room cottage offering a full range of traditional and continental food items. A swimming pool set in its own walled garden, adds to the pleasures of the Jamuna Resort.

The Resort also has sports equipment, which visitors can rent for to use on the vast playgrounds of the Resort. In addition, visitors can spend time in the local museum, located inside the Resort, which displays local fauna, floral and animal life. Boat tours on the Jamuna River are also offered. In April, 2010 it has opened its amusement park and the expansion continues with the development of Jamuna Water Park, construction of Holiday Homes and a Four Star Hotel. Insurance:

Pragati Insurance Limited. Established in 1986, Pragati Insurance Limited has been in the financial sector operating services such as underwriting, trusteeship to the debenture issues, trading of shares and other securities at both primary and secondary markets. The shares of the Company are listed in the Dhaka and Chittagong stock exchanges. It is one of the leading General Insurance companies in Bangladesh. Multimode Group, CEO, Mr. Abdul Awal Mintoo, currently is the chairmen of Pragati Insurance Limited.


Pragati Life Insurance Limited

A public limited company registered with the Registrar of Joint Stock Company and licensed by the Controller of Insurance, Government of Bangladesh to transact life insurance business in Bangladesh was founded in 2000. The Multimode Group has four Sponsor Directors in Pragati Life Insurance Ltd. In addition, Mr. Abdul Awal Mintoo is the Advisor of Pragati Life Insurance Ltd. The shares of the Company are listed in the Dhaka and Chittagong stock exchanges. Information Technology: MultiSourcingLtd.

MultiSourcing Ltd. was founded in 2007 with a vision to become a leader in providing turn key information technology solutions to its clients. It is engaged in business process outsourcing, software development, and marketing of its range of proprietary software including complex ERP solutions for different verticals including banking, insurance, nonfinancial institutions and manufacturing. Communication-2 (C-2).Communication-2 is the second oldest value added telecom service provider in Bangladesh. Its commercial operations started in the first quarter of 2004. Currently C-2 is providing various SMS and IVR based applications to different segments of telecom subscribers ranging from corporate to individual subscribers. The company hopes to introduce new and innovative solutions to its subscribers as the industry gets ready to Introduce 3G.


Multimode Ltd.

Multimode Ltd is credited for bringing western union to Bangladesh, which has become one of the leaders in remittance into Bangladesh. Through its association with different banks Multimode Ltd has provided western union services to end clients in Bangladesh. Additionally, in 2004 Multimode Ltd. started distribution of software by becoming distributors of Microsoft products. Since then, it has expanded its distribution portfolio to Include Red Hat/Linux and G-Data Antivirus software. Real Estate: A & A Investment Ltd. A & A Investment Ltd. was established in 1986 as a holding company. A & A holds prime residential and commercial properties throughout Bangladesh. Its most notable venture was establishment of the first glass commercial complex in Bangladesh, Anchor Tower in 1995. It currently serves as the head quarters for HSBC as well as other prominent international institutions such as Marubeni Corporation. Additionally, A & A Investment Ltd has shares in different publicly listed companies NFM Ltd. is another real estate company of Multimode group. NFM owns prime residential cum commer-cial areas in the most prestigious and lucrative areas of Dhaka including Gulshan, Banani, Baridhara, Ut-tara, and Savar. Additionally, it has holdings in Block-7 of Chevron Bangladesh Ltd. Textiles: Dulamia Cotton Spinning Mills Ltd (DCSML). Dulamia Cotton Spinning Mills Ltd. (DCSML), located in Feni, has more than 30 years of experience in the textile business, is one of the pioneer spinning mills in the private sector of Bangladesh. DCSML produces yarn which can be directly used in garmenting. Although DMCSML produces solely for the domestic markets currently, its raw materials come from


Sudan, Tanzania, USA, Cameroon, Uzbekistan, Kazakhstan, India, and Pakistan. As part of its Social responsibilities, DCSML has pioneered in providing employment opportunity to women workers. Its also participates in Social activities in community. As a publicly listed company, DCSML shares are traded on the Dhaka and Chittagong stock exchanges. Corporate management: Abdul Awal Mintoo Abdul Awal Mintoo was born in 1949 in Aleyarpur, a small and remote village in the Feni district of Bangladesh. He belongs to a family of landowners who initiated his primary education in the village school. Abdul Awal Mintoo began his career aspiring to be a ship captain. However, in the 1980s, after completing his bachelors and masters degrees he turned to business. Since the very start, he has achieved outstanding success as a leading entrepreneur of Bangladesh Education Mr. Mintoo completed his BSc in 1973 with a degree in Marine Transportation Science from the State University of New York. He followed that with a Master's degree in Transportation Management and Advance Chartering Problems and Arbitration. He returned to Bangladesh in 1981, and since then has involved himself with various businesses and industrial establishments. Career Mr. Abdul Awal Mintoo is involved in various businesses including manufacturing, information technology, energy, agriculture and biotechnology, finance, insurance, FMCG, hotel/resorts and various other enterprises Mr. Abdul Awal Mintoo is the CEO of Multimode Group and also sits on the board of various enterprises, social associations and institutions. Below is a table of some of the positions he holds.

Name of Organization

Nature of Business

Position

Multimode Limited

Distribution of Microsoft, Red Hat/Linux Products. Involved in remittance via Western Union.

Chairman

A & A Investment Limited

Investment in real estate, land development, shares.

Managing Director

NFM Limited

Investment in mineral resources, power generation, land

Managing


procurement and development.

Director

Multimode Transport Consultants Limited

Automobiles Distributorship / Shipping /Chartering

Managing Director

M F Consumers Limited

Marketing and sole distribution of (i) Johnson & Johnson Products in Bangladesh (ii) CavinKare Bangladesh Pvt. Ltd.

Chairman

Heidelberg Cement Bangladesh Ltd.

Cement clinker grinding and quality cement manufacturing Director

Dulamia Cotton Spinning Manufacturing of quality yarn Mills Ltd.

Advisor

Kay & Que (Bangladesh) Manufacturing of carbon rods for drycell battery, CNG Ltd. Station, chemicals

Advisor

East West Seed (Bangladesh) Limited

OP and Hybrid Vegetable seeds production, processing and Chairman research

North South Seed Ltd.

OP and Hybrid seed production, processing and marketing Director

Pragati Insurance Ltd.

General Insurance (one of the largest private general insurance company in the Bangladesh)

Chairman

Pragati Life Insurance Ltd.

Life Insurance

Director

National Bank Ltd.

One of the largest private banks in Bangladesh.

Past Chairman

Jamuna Resort Limited

An unique and modern resort and recreation facility

Chairman

In addition to his business ventures and positions, Mr. Mintoo, has been active in the following organizations: •

The Confederation of Asia-Pacific Chambers of Commerce and Industry (CACCI)Vice President (2005-2006).

SAARC Chamber of Commerce and Industry.

European Economic Chamber of Trade, Commerce and Industry (EEIG).

The Federation of Bangladesh Chamber of Commerce and Industry (FBCCI)President (2003-2005) (1998-2000).

Bangladesh Association of Banks (BAB) –Chairman (1997-1999).

Bangladesh Ocean Going Ship Owners Association- Chairman (1988-2000).

Bangladesh India Chamber of Commerce & Industry (BICCI) Chairman.

Bangladesh Seed Merchants Association Adviser

Bangladesh Marine Fisheries Association EC Member (1992-1995).


Major business achievement: Mintoo has been credited for playing a significant role in the development of Bangladesh. Starting with encouraging remittances through formal channels, which contributes significantly to the development of the country by bringing Western Union to Bangladesh, to promoting agricultural sustainability and increased productivity through Lal Teer Seeds Ltd. and its pioneering efforts and development of seeds that now are the chosen product of majority of farmers throughout the country. Additionally, he helped introduce one of the first privately held banks, National Bank Ltd. in Bangladesh which encouraged private sector investments and helped meet the daily needs of people. His career and activities, each step of the way, is exemplified as one that has and continues to help towards the greater growth and development of the nation. For his leadership, he was elected twice as the President of Federation of Bangladesh Chamber of Commerce and Industry and has been recognized through numerous awards. Nasreen Fatema Awal Mrs. Nasreen Fatema Awal, wife of Mr. Abdul Awal Mintoo, is a Director of Multimode Group. Among various other achievements, she is the Founding President of the Women Entrepreneurs Association of Bangladesh (WEAB) for which she was recognized as a CIP. Education Mrs. Awal graduated from Herbert Lehman High School, Bronx, New York in 1976. She completed an Associate course under Manhattan University, New York. Later in 2003, she attended a program in ‘Strategic Perspectives in Non-Profit Management’ at Harvard Business School. Career Ms. Nasreen Awal has been associated with business and entrepreneurship for over 12 years. The positions she has held have been listed in the table below. Name of Organization

Nature of Business

Position

Multimode Limited

Information Technology, Remittance.

Director

M F Consumers Ltd.

Distribution of Johnson & Johnson, Cavinkare products.

Managing Director

Joongbo Multimode Chemicals Ltd.

Manufacturers of P.E. Foam

Managing Director


East West Seed (BD) Ltd.

OP and Hybrid Seed production, processing and research

Director

Kay & Que (BD) Ltd.

Manufacturers of Carbon Rods for Dry cells, Tar, CNG Station, Chemical distribution

Director

A & A Investment Ltd.

Investment in Real Estate and shares

Director

NFM Limited

Real Estate, investment in the energy sector

Director

Pragati Insurance Ltd.

General Insurance

Sponsor

She has also been active in the following organizaitons: • Women Entrepreneurs Association of Bangladesh (WEAB)- President (Founder President). •

Federation of Bangladesh Chambers of Commerce & Industry.

SAARC Chamber Women Entrepreneurs Council.

Mintoo Nasreen Trust.

Dhaka American Women's Club.

National Association for Resource Improvement (NARI).

Dagonbhuiyan Girls High School.

Shahjahan Bhuiyan Memorial School – Chairman.

United Nations Women’s Club.

Tabith Mohammed Awal\ Tabith Mohammed Awal currently serves as the Deputy Chief Executive Officer (DCEO) of Multimode Group. The eldest son of Mr. Abdul Awal Mintoo, he holds a Bachelor of Business Administration and Masters of Science from George Washington University, USA. It is under his active leadership that Multimode Group has achieved a 100% increase in profitability over the past three years alone. He sits on the board of all Multimode Group and associate concerns.

Tafsir Mohammed Awal Tafsir Mohammed Awal currently serves as the Director of Multimode Group, and is actively involved in operational aspects of the Groups concerns. He has a Bachelor of Science in Telecommunications and a Master of Science in Entrepreneurial Management from the European School of Business, London, UK. He sits on the board of majority of


Multimode Group concerns, and under his leadership the Automobile and IT division have experienced a 200% growth in the last three years alone. For his achievement, he has won the Young Entrepreneurs Award of Bangladesh in 2006. Tajwer Mohammed Awal Tajwer Mohammed Awal is the youngest son of Mr. Abdul Awal Mintoo and is a Director of Multimode Group. Currently, he is completing his Bachelor’s degree at Suffolk University, USA. Having completed his Masters degree, he will join the corporate management team of Multimode Group in an active manner and plans to be involved in various business development and expansion aspects of the Group’s operations.

Organization Structure: Organogram of Human Resource Department (HRD): CEO Multimode Group

Junior Officer (Admn)

Manager (Admn)

Asstt. Manager DCEO

(Recruitment & Dev., Multimode Group Director, GM, HRD HRD DGM/AGM, HRD Transport)

Multimode Group

Executive Officer Office Asstt. (Development) (Casual) (Vacant)


Number of companies: • • • • • •

A & A Investment Ltd. BETTS R & H . Dulamia Cotton Spinning Mills Ltd Joongbo Multimode Chemicals Ltd Kay & Que (Bangladesh) Ltd . Lal Teer .

ASSOCIATES • Jamuna Resort Limited . • National Bank Limited .

• • • • •

M F Consumers Ltd . Multimode Ltd . Multimode Transport Consultants Ltd . NFM Ltd . NFM Energy Ltd .

• •

Pragati Insurance Ltd . Pragati Life Insurance Ltd .

Vision statement: The world is changing all around them. They must look ahead, understand the trends and forces that they will shape business in the future and move swiftly to prepare for what's to


come. Their vision serves as the framework for our Roadmap and guides every aspect of their business by describing what they need to accomplish in order to continue achieving sustainable, quality growth. The gist of the vision is multimode group believes in togetherness with its customer, in its march on the road to growth and progress with services. To achieve the desired goal, there will be pursuit of excellent all stages with a climate of continuous improvement, because in multimode group they believe, the line of excellent is never ending. multimode group strategic plans and networking will strengthen competitive edge over others in rapidly changing competitive environments. Its personalized quality services to the customer with the trend of constant improvement will be corners tone to achieve their operational success Mission statement: The mission is started the following bullets: Their Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which they consider their actions and decisions. •

To become a trusted responsibility of customer money & their financial advisor.

To make them stock superior & rewording to the customers / share holders.

To display team sprit & professionalism

To have a sound capital base.

To gather high quality personnel to achieve organizational success

To provide excellent quality customer service.

To create value and make a difference.

To inspire. Moments of optimism and happiness

To achieve profit maximization.

Service Scheme or Service rules of Multimode Group: Session - II Rules & Regulations of Company (2 hours) 11:30 – 12:30 Office Time-Table Service Rules Leave Application Employee Benefits Local/International Tour Proposal Traveling Expenses Bill/Tour Report


Orientation on writing Memo/Note/Office Order/Office Circular etc. Various Reporting Disciplinary Action Office Time-Table The following office timings shall be observed in all offices of Multimode Group and its associates with effect from 18th October 2009. a)

From Saturday to Thursday

-

From 10:00 hrs to 18:00 hrs. with

1(one) hour break for lunch and Zahr prayer from 14:00 hrs. to 15:00 hrs. b)

Friday

-

Closed

c)

*2nd and 4th Saturday in every month -

Closed

(Office Circular No. Multimode/HRD/Sl-611/09 dated 17th October 2009) Service Rules The Service Rules of Multimode Group contains 37 contents. 1. Preliminary

14. Classification of post and pay scale

2. Introduction

15. Record of service

3. Preamble

16. Seniority

4. General Rules of Conduct

17. Discipline and general conduct

5. Definitions

18. Punishment and Appeals

6. Creation of Post

19. Application and Appeals

7. Recruitment

20. Pay and Allowance

8. Condition of Appointment

21. Pay Scale

9. Probation period & Confirmation

22. Increment

in the Service 10. Promotion and enhancement of salary & yearly increments 11. Resignation

23. Special Increment 24. Gratuity 25. Bonus 26. Benefits under the Group terms

12. Termination

insurance, telephone and transport

13. Retirement/Superannuation

facilities


27. Contributory Provident Fund

33. Entitlement to Leave facilities

28. Travelling Allowance

34. Availing of Leave and

29. Efficiency Bar

unauthorized absence

30. Charge Allowance

35. Leave Salary

31. Advance to Officer

36. Orientation and Job Training

32. Leave 37. Appendix -

1)

Recruitment Procedures

2)

Retirement Procedures

3)

Gratuity

4)

Travelling Allowance

5)

Employee Welfare & Benevolent Fund

Principle Activities of HR Department of Multimode group: •

Training and Development

General rues of conduct.

Leave rules and Regulation

Recruitment Procedure.

Late Attendants.

Pay & Allowances

Provident Fund rules

Job Fir Procedure

Transport Policy.

Retirement policy

Employee Welfare and Benevolent

Diplomacy Action

Fund.

A) GENERAL RULES OF CONDUCT It is mandatory of every employee of Multimode Group Executives/Officer/Staff, to obey and abide by the following general rules of conduct and observe and also comply with any other order or direction which may be given by the management from time to time :i)

Every employee shall continue to remain in service as full-time staff of the Group and shall not remain absent or leave office without prior permission of the competent authority.

ii)

Every employee shall serve the Group honestly, sincerely diligently and with utmost dedication and he/she must sub-ordinate all personal interest to the interest of the Group. He/She shall serve the Group to the best of his/her skill and ability and in all respect confirm to the rules and regulations of the Group.


iii)

Every employee shall maintain strictest secrecy of the affairs of the Group and shall not communicate directly or indirectly to press, public or any other agencies any information or document which will come to his/her knowledge and possession in the ordinary course of his/her official duty or assignment unless otherwise directed. Every employee shall have to sign a Declaration of Secrecy as per Annexure – D.

iv)

No employee of the Group shall – (a)

Enter into any speculative transactions of dealings in shares, securities or otherwise whatsoever.

(b)

Engage him/her in gambling, racing, betting or wagering contracts.

(c)

Engage him/her in any kind of business whatsoever.

(d)

Participate in any political and subversive activities.

(e)

Accept any gifts or presents from any customers or prospective customers of the Group or their relatives.

(f)

Remain absent from duty without obtaining sanction of leave.

(g)

Engage him/her in any kind of office of profit and business.

(h)

Participate in any political activities directly or indirectly which may prejudice the interest of the Group.

(i)

Leave office even after usual office hour without completing daily balancing of account of specified work for the day.

(j)

Do any activity which may undermine the prestige or image of the Group or making/joining any organization which is not permitted by law.

(k)

Every employee of the Group shall behave with decorum and decency with other employees and customers of the Group during office hours and at other times.

(l)

Every employee shall faithfully and duly carry out all proper orders and instructions of the Group and obey and observe all regulations applicable to employees and prescribed by competent authority.

(m)

Every employee shall abide by leave rules, traveling rules and other orders and rules prescribed by the competent authority.

(n)

Violation or acting adversely to any of the above shall be punishable upto dismissal and as permissible under existing law of the country. Every employee shall sign the form of Declaration of Secrecy.


(o)

An employee, other than an employee under a contract of service with the Group, shall be bound to give 6 weeks notice in writing to the General Manager, HRD or surrender 6 weeks pay in lieu thereof for tendering his/her resignation from the service of the Group.

(p)

Multimode Group shall be entitled to terminate service of an employee, other than an employee under a contract, on giving him/her 6 weeks notice in writing expiring with the last day of the following calendar month without assigning any reason for termination of his/her services provided always if an employee shall be guilty of any personal misconduct or of any willful breach or continued neglect of the terms of his/her service or the rules or the duties which may from time to time be assigned to him or if he is found guilty of any act of dishonesty, insubordination, indiscipline, subversion of which neglect, breach, misconduct or act of indiscipline. The Group may in writing forthwith and without any previous notice or payment in lieu of notice period, terminate the employment of the employees and in such case, the employee shall be paid the amount of his/her salary which may be due to him/her drawn to the date of termination of his/her service by writing as aforesaid and such amount shall be received by him in full satisfaction and discharge of all claims and demands whatsoever against the Group in respect of his/her service with the Group. Nothing contained in this rule shall prejudice the right of the Group by reason of any act or omission on the part of an employee resulting in loss or damage to the Group. I, ___________________________________________________, an employee of the MULTIMODE GROUP have accepted to abide by the above service rules of the Group and such other rules and regulations as the Group may frame time to time or lay down by way of additions to or alternations of the above rules. Signature of the employee: _______________________________

B) Pay & Allowances


The success of Multimode Group will depend on efficient and effective service rendered by its Officers/Staff. Hence the Pay and the Salary structure have to be fairly and equitably fixed and to be revised from time to time with the economic situation in the country and with the business developed and growth of the Group. SALARY OF SENIOR EXECUTIVE LEVEL – The appointment of Managing Director, Additional Managing Director, Deputy Managing Director and Director may be made on contract for regular basis and their Salary and other emoluments will be determined in the contracted/agreement or in the appointment letter. 1)

Normal Annual Increment a)

Normal Annual Increment in the existing Scale of Pay of the respective employee may be granted by Director, HRD as per ACR ended on 31 st December of each year submitted by the Head of Dept./Offices on the basis of the individual performance.

b)

The employee get his normal annual increment if otherwise found suitable with effect from the 1st day of January every year.

2)

Special Increment All Special Increment beyond one increment may be approved by a Committee consisting of DCEO, Multimode Group as Chairman and Director-HRD, Adviser, Multimode Group and GM, HRD as member on the basis of recommendation made on the ACR. The benefit of such Special Increment will be effective from 1 st day of January every year and duly approved by CEO, Multimode Group.

3) Bonus Bonus is an extra payment in addition to fair and reasonable normal salary. It is an incentive payment not a routine salary. Only regular officer/staff and person appointed on contractual basis that have completed one year service will be entitled to get Bonus. a)

Two festival Bonus every year, one will be paid in Eid-ul-Fitr and another in Eidul-Azha.


b)

Bonus always on the basic salary. However, if any incumbent is fixed salary or consolidated pay will be paid 40% of fixed or consolidated pay.

c)

If any employee does not complete one year service he may be paid Bonus on the following way :i)

More than 6 months

- 30%

ii)

Less than 6 months

- 20%

iii)

Up to 3 months Minimum

4)

- 10% – Tk.500/-

Benefits under the Group term Insurance Scheme, Telephone and Transport facilities The Group will make rules/guidelines from time to time on the entitlement and ceiling etc. of the officers/staff in respect of Group Insurance, Transport including Petrol consumption and Telephone facilities.

5)

Efficiency Bar Where an efficiency bar is prescribed in a scale, the next increment above the bar shall not be allowed without the specific recommendation of the controlling officer or Head of the Dept./Offices and sanction of the authority empowered to withheld increment. Such sanction shall be based not on mere absence of unsatisfactory report but on positive statement of the Reporting Officer, that the services of the Officer concerned has been satisfactory justifying the crossing of bar.

6)

Charge Allowance When an officer/staff holds charge of another post higher or equivalent to that of his/her own, in addition to his/her own duties, under order of the competent authority, he/she will be entitled to draw charge allowance at the rate of a sum as fixed by Management.

C) SCALE OF PAY Multimode Group introduced Revised Pay Scale of Pay in 2007 and which are follows :01.

PAY-SCALE FOR GROUP HEAD OFFICE INCLUDING LTSL, JMCL & MFCL


Sl. #

Designation

1 EXECUTIVE DIRECTOR 2 GENERAL MANAGER 3 DEPUTY GENERAL MANAGER 4 ASSISTANT GENERAL MANAGER 5 SR. MANAGER 6 MANAGER 7

8

ASSISTANT MANAGER/PROBATIONARY OFFICER/MANAGEMENT TRAINEE/ ACCOUNTS OFFICER A. EXECUTIVE OFFICER B. EXECUTIVE OFFICER (SECURITY)

9 10

11

JUNIOR OFFICER – Grade –I JUNIOR OFFICER - Grade – II (COMPUTER OPERATOR/TELEPHONE OPERATOR/I.T./P.A./P.S.) LEAD MECHANIC/LATHE MECHANIC/ HEAD MECHANIC/SR. SECURITY SUPERVISER/SECURITY SUPERVISER/MECHANIC OFFICE ASSISTANT/ DESPATCHER/ ACCOUNTS ASSTT./SALES /PROMOTION ASSTT./ A.C. OPERATOR/SR. OPERATOR(TECH.)/STORE ASSTT(CENTRAL)/PRODUCTION

Proposed Pay-Scale 21000-1300X6=28800-EB1500X6= 37800-EB1700X6=48000 15000-1100X6=21600-EB1200X6= 28800-EB1300X6=36600 13500-900X6=18900-EB1000X6= 24900-EB1100X6=31500 11500-700X6=15700-EB800X6= 20500-EB900X6=25900 9500-650X6=13400-EB750X6=17900-EB-850X6EB=23000 7500-600X6=11100-EB700X6=15300-EB800X6=20100

Other Allow. (%) 120% 120% 120% 125% 125% 130%

6500-500X6=9500-EB600X6=13100-EB700X6=17300

130%

4800-400X6=7200-EB450X6=9900-EB550X6=13200

130%

3300-300X6=5100-EB350X6=7200-EB400X6=9600

140%

2600-200X6=3800-EB250X6=5300-EB300X6=7100

2300-150X6=3200-EB200X6=4400-EB250X6=5900

140%

140%


/BREEDER ASSTT./RECEPTIONIST/COOK

12

13

02.

JUNIOT OFFICER (DRIVER ) SR. SECURITY GUARD A. OFFICE ASSISTANT (PEON)/ LIFTMAN/LIFT MACHINE ROOM OPERATOR)/OPERATOR (TECH)/ SECURITY GUARD/LABOUR SUPERVISER/MAINTENANCE SUPERVISER/ELECTRICIAN/STOR E ASSTT.(FIELD)/FIELD ASSTT./QUALITY CONTROL ASSTT./PROCESSING ASSTT. B. ASSTT. MECHANIC/JUNIOR MECHANIC A. MALI/SWEEPER/CLEANER/TEA BOY/MESSENGER (H.O.)

1900-100X6=2500-EB140% 150x6=3400-EB-200X6=4600

1800-75X6=2250-EB100X6=2850-EB125X6=3600

140%

B. CLEANER/GARDENER/TEA BOY/MESSENGER (FOR LALTEER SEEDS LTD.)

1500-50X6=1800-EB75X6=2250-EB-100X6=2850

140%

PAY-SCALE FOR PSCL

Sl. Designation #

Pay-Scale

Other Allow. (%)

1

ASSISTANT GENERAL MANAGER (CONSULTANT)

11500-700X6=15700-EB800X6=20500-EB-900X6=25900

125%

2

ASSISTANT MANAGER

5500-450X6=8200-EB550X6=11500-EB-650X6=15400

130%

3

EXECUTIVE OFFICER

4500-400X6=6900-EB450X6=9600-EB-550X6=12900

130%

4

JUNIOR OFFICER

3300-300X6=5100-EB350X6=7200-EB-400X6=9600

140%

5

HEAD MECHANIC/LEAD MECHANIC

4200-350X6=6000-EB400X6=8400-EB-450X6=11000

140%

6

MECHANIC G-I

3300-300X6=5100-EB350X6=7200-EB-400X6=9600

140%


MECHANIC G-II

2800–250X6=4300–EB– 300X6=6100–EB–350X6=8200

140%

ASSTT. MECHANIC/OFFICE ASSTT.(PEON)

1900-100X6=2500-EB150x6=3400-EB-200X6=4600

140%

8

JUNIOR MECHANIC

1200-50X6=1500-EB-75X6=1950EB-100X6=2550

9

HELPER/APPRENTICE/TRAINEE Tk.1,000 (Consolidated)

7

03.

PAY-SCALE FOR DMCSML (FACTORY)

Sl No.

Designation

1

DEPURTY GENERAL MANAGER

2

ASSTT. GENERAL MANAGER

3

SR. MANAGER

4

MANAGER

5

6

7

8

140%

ASSTT. MANAGER (ADMN/SR. PRODUCTION OFFICER/SR. MAINTENANCE OFFICER / ENGINEER ELECTRICAL / GENERATOR) EXECUTIVE OFFICER – (PRODUCTION OFFICER/ ACCOUNTS OFFICER / COMMERCIAL OFFICER / SECURITY OFFICER) JUNIOR OFFICER - (COMPUTER / ASSTT. PRODUCTION OFFICER/ASSTT. ACCOUNTS OFFICER / ASSTT. QUALITY CONTROL OFFICER / JR. OFFICER (A & CASH)/JR. OFFICER CANTEEN/ ASSTT. LABOUR WELFARE OFFICER / ASSTT. STORE OFFICER / SUB-ASSTT. ENGINEER (GENERATOR )/ SUBASSTT. MEDICAL OFFICER) (a) OFFICE ASSTT. – (SUPERVISOR / LAB ASSTT. / WORK ASSTT.

Proposed Pay-Scale 11000-700X6=15200-EB800X6=20000 9600-600X6=13200-EB700X6=17400 7900-500X6=10900-EB600X6=14500 6200-450X6=8900-EB500X6=11900

Other Allowance s 110% 110% 110% 110%

4500-400X6=6900-EB450X6=9600

120%

3300-300X6=5100-EB350X6=7200

120%

2700-250X6=4200-EB300X6=6000

130%

2300-150X6=3200-EB200X6=4400

130%


9 10 11 04.

(b) PHARMACIST TIME KEEPER/PRODUCTION CLERK/JR. CLERK/DRIVER SECURITY GUARD / PEON / MESSENGER/MEDICAL ATTENDENT SWEEPER / CLEANER / GARDENER

Designation

1

DEPURTY GENERAL MANAGER ASSTT. GENERAL MANAGER

3

SR. MANAGER

4

MANAGER ASSTT. MANAGER (ACCOUNTS/MAINTENANCE/ PRODUCTION/TECHNICAL) EXECUTIVE OFFICER – (CHEMIST/SHIFTINCHARGE/LABOUR WELFARE FFICER/PRODUCTION OFFICER) JUNIOR OFFICER - (ASSTT. ENGINEER) OFFICE ASSTT. – (LAB. ASSTT/ACCOUNTS ASSTT. /OFFICE ASSTT./STORE ASSTT./MECHANICAL ASSTT.) SECURITY GUARD / PEON / MESSENGER

5

6 7 8 9 10

05.

130%

1550-125X6=2300-EB150X6=3200

130%

1500-100X6=2100-EB150X6=3000

130%

PAY-SCALE OF OFFICERS & STAFF OF KAY & QUE(FACTORY)

Sl No. 2

1850-150X6=2750-EB200X6=3950

CLEANER / GARDENER

Proposed Pay-Scale 11000-700X6=15200-EB800X6=20000 9600-600X6=13200-EB700X6=17400 7900-500X6=10900-EB600X6=14500 6200-450X6=8900-EB500X6=11900

Other Allowances 110% 110% 110% 110%

4500-400X6=6900-EB450X6=9600

120%

3300-300X6=5100-EB350X6=7200

120%

2700-250X6=4200-EB300X6=6000

130%

2300-150X6=3200-EB200X6=4400

130%

1550-125X6=2300-EB150X6=3200 1500-100X6=2100-EB150X6=3000

130% 130%

Fixation of Pay on Promotion/introduction of New Pay Scale The following principle will be followed in case of Promotion or introduction of new Pay Scale in the Group:a)

If the present pay is less than minimum of the relevant existing Scale or New Pay Scale the pay shall be fixed at the minimum of existing Scale/New Pay Scale.


b)

If the present pay exceeds the maximum of the relevant existing Scale of pay his/her pay shall be fixed at the maximum of the existing Scale of Pay. The excess amount between present pay and the maximum of the existing Scale of Pay shall be allowed to him/her as personal allowance.

c)

Where the amount arrived at is equal to or more than the minimum of the existing Scale of Pay his/her pay shall be fixed at the next higher stage in the existing Scale of Pay.

D) RETIREMENT POLICY Policy on retirement, Re-Employment & Retirement Benefit A)

Introduction Irrespective of skill and experience an officer acquire during the working life there a time comes when ability to perform reduce quite substantially. Also as the elder officers retire new officers shall replace them and shall work with more vigor and extra enthusiasm to improve the quality of management of the company.

B)

Rules & Regulations of the Retirement 1)

The rules may be called the “Multimode Group� (Employees) retirement and Retirement benefit Rules, 2011.

2)

It shall come into force at once and shall be deemed to have taken effect from the date of inception of the Group.

C)

Kinds of Retirement 1)

The Retirement may be categorized in the following ways : (a)Voluntary Retirement

D)

(b)

Normal Retirement

(c)

Forced Retirement

(d)

Early Retirement

Age for Retirement 1)

Voluntary Retirement : Any employee of the Group may opt to retire from the service of the Group at any time after he/she has completed minimum 10 (ten) years of service in Group giving notice in writing to the General Manager, HRD at least 60 (sixty) days prior to the date of his/her intended retirement. Provided that such option once exercised shall be final and shall not be permitted to be


modified or withdrawn by him/her. Provided further that the Management shall have the discretionary power to accept or reject prayer for such optional retirement. In case of its rejection the concerned employee shall be informed of the rejection before expiry of the notice for Voluntary Retirement. 2)

Normal Retirement: An employee of the Group shall retire on attainment of the age of 59 (fifty nine) years.

3)

Forced Retirement: Forced Retirement is not a matter of Age. An employee may be dismissed from the service of the Group for his/her committing any misconduct after conforming to rules and procedures provided in law. But as a measure of lesser punishment in that case, the Management may, for reasons to be recorded in writing, put such an employee to Forced Retirement.

4)

Early Retirement : An employee of the Group may opt for early retirement in writing to the General Manager, HRD with or without showing any ground thereof at any time during his/her service in the Group. There is no bar of prior notice or length of service for it. However, option for early retirement, once exercised shall be final and irrevocable. The Management of the Group shall have always the discretionary power to accept or reject any prayer for early retirement without assigning any reasons whatsoever. However, while examining any prayer of an employee for his/her early retirement, if the competent authority is satisfied that the concerned employee has lost his/her effectiveness, efficiency and utility in the Group commensurate with his/her rank and position, it may accept his/her prayer. No employee who has retired from service shall be re-employed in the regular service of the Group in any capacity. However, he/she may be re-employed on contract basis as per

E)

Retirement Benefits: Voluntary Retirement 1)

An employee whose voluntary retirement has been accepted by the Group shall be entitled to the following retirement benefits:


(a)

Encashment of unavailed Earned leave payable to the official

(b)

Gratuity as per Gratuity Rules shall be paid calculated at 1 (one) month’s basic pay (immediate last month’s basic pay) for each completed year.

(c)

Provident Fund both own and Company’s contribution payable as per Provident Fund Rules of the Group.

Normal Retirement 1)

An employee who has retired at the age of 59 (fifty nine) years in usual course shall be entitled to the following retirement benefits: (a)

Encashment of unavailed Earned leave payable to the official

(b)

Gratuity as per Gratuity Rules shall be paid calculated at 1 (one) month’s basic pay (immediate last month’s basic pay) for each completed year.

(c)

Provident Fund both own and Company’s contribution payable as per Provident Fund Rules of the Group.

Forced Retirement 1)

An employee who has been put to forced retirement as a measure of lesser punishment for committing any misconduct shall be entitled to the following benefits : (a)

Company’s and own contribution to the Provident Fund if he/she is otherwise entitled to them as per existing Provident Fund Rules.

(b)

Pay in lieu of unavailed earned leave available to his/her credit at the time of his/her forced retirement to be calculated on the basic pay drawn by him/her for the immediate last month before his/her retirement.

(c)

Gratuity benefit if admissible as per existing Employees Gratuity Rules of the Group.

Early Retirement


1)

An employee of the Group who applied for Early Retirement and accepted by the Management shall be entitled to the following retirement benefits :(a)

Encashment of unavailed Earned Leave shall be allowed to the official to be calculated on the basic pay drawn for the immediate last month before his/her retirement.

(b)

Company’s and own contribution to the Provident Fund if he/she is otherwise entitled to them as per existing Provident Fund Rules.

(c)

Gratuity benefit if admissible as per existing Employees Gratuity Rules of the Group.

D) DISCIPLINARY ACTION Introduction: An employee displaying negligence or indolence in the discharge of his duties will be subject to disciplinary action. Any one doing anything detrimental to the interest of Group will be penalized. This should be the case if instructions issued in connection with Official work are disobeyed. Disciplinary action will be taken also if any one commits breach of discipline of if found guilty of misconduct or insubordination. An employee of Group whether executive, officer or staff is subject to disciplinary action if there is sufficient evidence that he/she has outlived his/her utility to Group by reason of inefficiency, mental inability, physical infirmity or any other reason like conviction by a Court. Corruption like fraud, forgery, commercial bribery etc. and misuse of official power will be another ground for penal measure. 02.

Kinds of Disciplinary Action: The measure of punishment should be proportionate to the offense committed. Penalty may be minor or major – (a)

Minor penalty will include censure, withholding of increment or promotion for specified period and recovery of pecuniary loss caused to the Company.


(b)

Major penalty will include reduction to a lower stage in a Scale of Pay, demotion to a lower post, compulsory retirement, removal from service, dismissal from service.

03.

Suspension The Company/Group may suspend an employee if deemed necessary or expedient for facilitating investigation. During the suspension period, the Company/Group may consider giving the suspended employee subsistence allowance. If he/she is honorably acquitted he/she should be given full pay.

04.

Enquiry Procedure In imposing any punishment to an employee/officer/executive NBL should ensure that principle of natural justice is not violated. The concerned employee should be given an opportunity to explain his conduct and his explanation should be examined and evaluated objectively without any bias. In case the competent authority is not satisfied with his written explanation, arrangement should be made for holding an enquiry into the merit of the case and he should be charge sheeted with reasonable opportunity to the concerned employee to defend his innocence. If charges are proved, the competent authority will impose the punishment.

05.

Review And Appeal An executive/officer/staff on which penalty has been imposed shall have the right to submit an application to the punishment awarding authority to review his punishment. He may also make an appeal to the next higher authority for reconsideration of his punishment order.

E) TRAINING AND DEVELOPMENT POLICY a)

Introduction In a progressive firm, it is a common practice to place new recruits into managerial responsibilities after conditioning him/her through a process of training and development. Training means familiarizing the individual with the technical aspect of the job so that his/her technical skills are upgraded.


b)

Orientation Training Orientation is the process of welcoming new employees, bringing them into the organization and familiarizing them with its operations and culture. A formal orientation program is sponsored and developed by the organization. Its primary purpose is to welcome new employees and acquaint them with the rules, policies and procedures of the organization. Informal orientation occurs when new hires receive information about the organization and how to perform their jobs from current employees. Informal orientation is the orientation that an employee receives from other employees.

c)

Job Training In progressive organization no one is placed in a managerial position without prior job related training. The object of such training is skill formation. An executive/officer requires three distinct type of skills; 1.

Technical skill needed for handling the job entrusted

2.

Social skill needed for handling people and getting along with people so that the job can be done easily.

3.

Conceptual skill needed for broad based and analytical outlook so that the functional areas of the organization can work in a co-ordinate fashion with team spirit.

4.

Any employee who wishes to improve his/her skill through further education or Vocational training shall be given all the opportunities including payment for such education.

d)

Computer Training All concerned employees will give training on the operating system of the Company’s Software immediately upon introduction of the same. IT Department in consultation with Training Dept. will take crash program to make Software training successful. If necessary, external resource persons/expert on this particular Software can be hired. In addition some selected employees (existing) can be given training on MS Office to make them computer literate.


F) LEAVE RULES & REGULATIONS The following leave Rules and Regulations shall be followed by Multimode Group. These rules shall be followed strictly without any exceptions and any deviation shall be reported to Competent Authority promptly for necessary information and consideration, as the case may be. A)

Important Issues Relating to Leave 1.

Leave cannot be claimed as a matter of right. Leave has to be earned by duty only.

2.

The period spent on deputation and on tour shall be counted as duty.

3.

Leave application shall be addressed to the competent authority and it must be submitted through proper channel and must reach HRD at least 3 (three) days before. No employee shall be allowed any leave unless the leave application is forwarded timely by the Head of the Dept/Offices.

4.

The competent authority shall have the right to refuse leave/grant leave for a shorter period than applied for and revoke leave and recall the employee before the expiry of his/her leave.

5.

All employees must resume duties on the expiry of leave initially granted or as subsequently curtailed or extended. Overstay may entail punishment including dismissal from service.

6.

Employees on leave shall not accept any employment or any office of profit.

7.

Before proceeding on leave, charges shall be made over to another employee as directed by competent authority.

8.

An employee who was granted leave on medical ground exceeding 7 (seven) days must accompany a fitness certificate from a registered Medical Practitioner on return to his/her duty.

9.

Frequent leave on piece meal basis shall be discouraged.

10.

If any employee in violation of the condition laid down in Rule 3 above simply files the leave application and proceeds on leave he/she shall remain absent and the period of such absence shall be treated as unauthorized absence and he/she shall remain liable to disciplinary action for that absence.

11.

Leave may be taken on Medical ground in combination with other leave granted earlier.


B)

Earned Leave With Full Pay & Allowance 1.

3 (three) types of Leave i.e. Earned Leave, Sick Leave and Casual Leave availed of by the officials of the Group now merged into a single one named as “EARNED LEAVE WITH FULL PAY AND ALLOWANCES”.

2.

All the regular employees of the Group including employees appointed a Contractual basis will be entitled to 31 days Earned Leave with full pay and allowance. Out of which 17 days will be allowed on normal way and 14 days on medical ground.

3.

Out of 17 days leave 10 days must be availed of at a time during a calendar year. Otherwise the same will be lapsed or will not carry forward.

4.

The Officers/Staff may avail of 14 days leave during a calendar year on medical ground subject to on production of Medical & Fitness Certificate from a Registered Medical Practitioner provided that no Medical Certificate will be required if the leave on medical ground is less than 3 days.

5.

7 days leave can be accumulated in a calendar year maximum 30 days. Benefit of accumulation of 90 days, 60 days and 28 days of Sick Leave already allowed will continue but no accumulation of leave will be added to their account, this will be gradually reduced. No leave can be accumulated to an employee appointed on Contractual basis.

6.

The provision for prefix/suffix will not be applicable with Govt. holiday only.

7.

Probationary Officers/Staff will be entitled to only 10 days leave with full pay during his/her probation period.

C)

Maternity Leave A female employee who has completed one year’s service in the Group may be entitled to – 1.

Maternity Leave on full pay for a period of 12 (twelve) weeks. 3 weeks before confinement and 9 weeks after confinement on the recommendation of a


Registered Medical Practitioner. However, pre & post confinement leave can be adjusted but under no circumstances this should exceed 12 weeks. 2.

The leave will not be debited or adjusted to incumbent’s leave account.

3.

The leave before confinement should not exceed 3 (three) weeks. Any extra leave enjoyed before and after confinement should be treated as leave without pay and allowances.

4.

An application in this regard must be submitted to HRD before 4 (four) weeks for proceeding to Maternity Leave along with Certificate/ Recommendation of Attending Physician for grant of Maternity Leave.

5.

Maternity Leave will only be granted to a female employee twice during the tenure of her service.

6. D)

But this leave without pay may be extended for 8 (eight) weeks at most.

Paternal Leave A married male employee who has completed 2 (two) years service in the Group may be entitled to Paternal Leave for a period of 7 (seven) days excluding holiday/weekly holiday from the date of the birth of the child subject to production of Medical Certificate. The leave will not be debited to his leave account. Paternal Leave should be granted to a married male employee twice during the tenure of his service.

OTHER IMPORTANT ISSUES RELATED TO LEAVE 1.

Period of leave during Training/Visit will be treated as duty leave.

2.

An employee may be granted leave without pay during the period of suspension. But it will be treated as leave with full pay (subsistence allowance (half pay & allowances) will be adjusted) if he/she is honorably acquitted. However, during the suspension period he/she will get subsistence allowance (half pay) to be decided by the Management.

3.

Accident If an employee while on duty sustains injury by an accident and becomes temporarily disabled to discharge his/her normal duty, he/she can claim extra-ordinary leave with full pay. In case of disability for more than one month, HRD may place the matter the Management for a decision.


4.

Advance Leave Maximum 10 (ten) days leave may be allowed to an employee as Advance Leave which will be adjusted from future earned leave as special case.

SWOT Analysis of the Organization: SWOT analysis is a basic, straightforward model that provides direction and serves as a basis for the development of marketing plans. It accomplishes this by assessing an organizations strengths (what an organization can do) and weaknesses (what an organization cannot do) in addition to opportunities (potential favorable conditions for an organization) and threats (potential unfavorable conditions for an organization). SWOT analysis is an important step in planning and its value is often underestimated despite the simplicity in creation. The role of SWOT analysis is to take the information from the environmental analysis and separate it into internal issues (strengths and weaknesses) and external issues (opportunities and threats). SWOT provides an opinion and judgment whether an organization’s business condition is healthy or unhealthy. Identification of Strengths, Weaknesses, Opportunities and Threats of the organization: Strength: This is the study of company’s internal strength and causes to achieve the goal of the company .every individual business has some internal strength to run successfully. Strength of Multimode group: •

CEO of the multimode group is a famous & successful entrepreneur of Bangladesh who was selected two times Federation of Bangladesh Chamber of Commerce and Industries (FBCCI) President.

Business strategy has always been the continual progress of existing operations and a steady search for new ventures.

Hard working of countless creative and dedicated staff members.


The tireless efforts of a world-class support team, and for the undying customer loyalty.

The company has become one of the most prominent and experienced industrial conglomerates in present Bangladesh.

Multimode Group has presence in: Agriculture, Automobiles, Chemicals, Energy, Entertainment, FMCG, Hospitality, Information Technology, Investments, and Real Estate and is continuing its diversification and consolidation in different industries.

Provide high quality product to the customer (such as: Johnson & Johnson products of USA).

Adequate financial resource.

Well-defined strategic planning.

Competitive edge

High qualified professional service in the organization

Weakness: Companies internal weakness can bring any harm in any moment; in fact it is a big obstacle in the way of goal .The Company should concern weakness .Other wise it ruins the company. Weakness of multimode group: •

Missing some key skills.

No specific policy following by the employees.

Product price is high.

Lack of MIS software in the human resource department.

HRD personnel were less evaluated/ neglected by the corporate management.

Lack of initiative for product development.


Lack of employment in the HR department of Multimode group.

There is no post of computer operator or Data entry operator in the HR department of Multimode group.

Opportunities: It is the way of obtaining to get competitive advantage from market place. Those competitive can utility these option; they can successfully operate the business. Opportunities of Multimode group: •

The company has huge lot of capital fund so the company should invest or introduce new product line or services.

Ability to serve additional customer groups or expand into new markets or segments.

The company has some trusted and corporate buyers.

HRIS Software for computerized information.

HRD cell established.

Multimode group is well known to the corporate business house.

Assistance from local business chamber to get information about different potential buyers

Threat: Every company face some external threat which affect the business ,and these are very much uncontrollable .the various identified threats should be assessed according to their seriousness and probability occurrence . Threat of multimode group: •

Not stable in political environment.

Huge numbers of competitors.

Changes in the Sociocultural Environment

Changes in the Internal Organizational Environment

Competitor price is low

Draw conclusion:


It is not basically enough to identify the strengths, weaknesses, opportunities, and threats of the company. In applying the SWOT analysis it is necessary to minimize or avoid both weaknesses and threats. Weaknesses should be looked at in order to convert them into strengths. Similarly, threats should be converted into opportunities. Finally, strengths and opportunities should be matched to optimize the potential of a firm. Applying SWOT in this trend can obtain leverage for the company. Prepare action plan: The effectiveness of SWOT analysis is not limited to profit-seeking organizations. SWOT analysis may be used in any decision-making situation when a desired end-state (objective) has been defined. Examples include: non-profit organizations, governmental units, and individuals. SWOT analysis may also be used in pre-crisis planning and preventive crisis management. •

Company may improve some policy which will be favorable for employee of the organization.

Company should have to maintain positive relation with the ruling government.

Company should provide sufficient HRIS software to the HR department.

Company should be considered placement of right person to the right place .

Company should create data entry operator or computer operator post to facilitate the HR department.

The corporate management should be looked at to remove the weakness of the company.

The company should take competitive advantage to market.

Company should take adequate steps how to face the external threat.

Practical experience gathered through doing internship or doing job and /or doing research works in an organization: I have followed various activities of the HR department of the Multimode Group, which are described in briefly. HR department implement various policy provided by the corporate management of the Multimode Group. The main functions of the HRD are of human Resource planning and Development, Recruitment of qualified and experienced Human Resource for the organization. HRD also facilitate to provide various information to the


corporate Management. HRD implement the corporate Rules and Regulation to overall organizations. I have followed How to evaluate is the performance of existing employees of the organization. I have followed in writing showcase letter, Explanation letter, Deduction salary, promotion letter, Additional increment letter & Confirmation letter. I also have learned some rules and regulation of the HR Department organization which are mainly related to: •

File management

Advertising procedure

CV sorting and CV analysis.

Recruitment of human resource procedure.

Leave rules and regulations.

How to write office circular & order

How to write joining letter.

RECRUITMENT PROCEDURE a)

Introduction The success of Multimode Group and its Associates depends largely on the quality of services rendered to the Officers & Staff of the Group. Quality depends on the competence and the resourcefulness of the officers and staff. Multimode Group believes in paying higher salary and emoluments to its staff and to get maximum services out of them. Therefore, the authority of the Group has to be careful in recruiting the right person for the right job.

b)

No Appointment and Recruitment without prior sanction of Post 1) The power to create posts of all grades of the Group’s service lies with the CEO of Multimode Group. The Officer-in-Charge of sections or Department or Division or Company may in the interest of work initiate proposal for creation of posts as and when required for Group’s work subject to the availability of resource for employment. Creation of a post implies commitment of fund. Therefore, it is the


responsibility of the each Company will examine their work load and do the job analysis work to look into the real requirement of officers and staff under various categories and to see whether additional hand is really necessary or not. Each Company will submit their proposal of creation of posts to HRD duly approved by CEO of Multimode Group for recruitment. Therefore, no recruitment/appointment in any capacity and category whatsoever shall be made without the prior sanction of such post, subject to the review from time to time. The appointments will be given by the authority as delegated in the annexure – “C” attached herewith on abiding by all rules, regulations and formalities as laid herein-before and hereinafter. 2) All recruitments for Junior Officer to above will be made by HRD of Head Office. The staff (C&D category) will be made by respective Company/ Offices in consultation with Head Office, HRD. No recruitments will be made without prior approval of CEO, Multimode Group.

c)

Recruitment through Advertisement Recruitment means giving publicity to the availability of the post in the Group and inviting application from prospective candidates. Recruitment covers talent hunting by advertising the same by BDJOBS and other advertising firms. Therefore recruitment policy should aim at right kind of talents. Multimode Group shall go unless otherwise decided by the competent authority on special occasion for press advertisement by using post box number, or induce competent persons to submit bio-data through private contact. The HRD of Head Office will handle all matters relating to recruitment and selection of staff. The following steps may be followed for systematizing the selection procedure:

Flow Chart of Selection Procedures 1.

Receipt of Applications

2.

Sorting out of Applications

3.

Preparation of preliminary selected list

4. 5. 6. 7. 8.

Holding Written Test Conducting List Final Appointment ofapproval desirable interview &byPlacement candidates competent authority


d)

Selection of Officers at Entry Level A candidate shall apply in the prescribed form to be furnished by Multimode Group or submit CV.

e)

Minimum requirements for Officers other than Staff (C&D category) 1)

He/She must be a citizen of Bangladesh

2)

He/She must be a Master degree holder from a recognized University

3)

Preference will be given to those having exposure to Economics, Business Administration, Accounting, Finance, Management, Marketing, Banking management and other business oriented subjects.

4)

He/She must be computer literate and capable of using MS Office, Excel, Internet and e-mail.

5)

His/Her age must be between 21 to 30. These conditions may be relaxable in especial cases to be recorded in writing.

6) f)

He/She must be physically fit and mentally sound.

Selection Committee Management of Multimode Group will select the Committee for selection of the following 4 segments of employee position. 1.

Senior Management Level - Executive Director, General Manager,


Deputy General Manager, Asstt. General Manager. 2.

Mid Level Management

- Senior Manager, Manager, Asstt. Manager.

3.

Junior Level Management - Executive Officer, Junior Officer

4.

Other Category

- (a) Stenographer/Typist/Computer Operator/ Telephone Operator/ Production Clerk/Jr. Clerk/Time Keeper (b) Godown Keeper/Office Assistant/ Despatcher/Accounts Asstt./Sales Promotion Asstt. /Store Asstt. (Central)/ Store Asstt. (Field)/Field Asstt. /Labor Supervisor/Maintenance Supervisor. (c) Production/Breeder Asstt./Quality Control Asstt. /Processing Asstt. (d) Lab. Asstt. / Pharmacist (e) Lead Mechanic/Lathe Mechanic/Head Mechanic/Mechanic G-I & G-II/Asstt. Mechanic/Junior Mechanic/AC Operator/ Electrician/ Plumber/Liftman/Lift Machine Room (Operator) (f) Office Assistant (Peon)/Messenger/ Medical Attendant (g) Driver (h) Security Guard


(i) Mali/Sweeper/Cleaner/Tea Boy/Helper/ Apprentice/Trainee To fill up positions of the above levels, the Group will give preference firstly to the inhouse employees; if not available from in-house then the Group will find talents from other organization in the country. g)

Grading/Marking The Selection Committee will follow a grading system as follows :

h)

1.

Education

2.

Written Test

3.

Viva

: :

20 marks

50 marks :

50 marks

Interview Performance The members of the Section Committee will consider the candidate’s appearance, personality, communicating ability, presence of mind, manners, general and common sense and award marks individually which will be totaled and averaged for determining interview performance score. The following criterion for interview may be followed : 1.

Appearance & Personality

:

5

2.

Expression & Presentation Capacity & manners

:

5

3.

General knowledge

:

5

4.

General & common Sense

:

3

5.

Assessment

:

2 -------20

i)

Written Test Every candidate will appear for a written test for 50 marks. The subject matter of test should be general knowledge with subject related.

j)

Recruitment of Staff (C&D Category) Recruitment of Staff for the Company/Offices may be made by the Managing Director/Officer-in-Charge of the respective Company/Offices in consultation with


HRD of Head Office. Participation of HRD for recruitment of such staff must. Final appointment should be made by HRD of Head Office subject to approval of CEO. k)

Category of Staff (C)

(a) Stenographer/Typist/Computer Operator/Telephone Operator/Production Clerk/ Jr. Clerk/Time Keeper (b) Godown Keeper/Office Assistant/Despatcher/Accounts Asstt./Sales Promotion Asstt./Store Asstt.(Central)/Store Asstt.(Field)/Field Asstt./Labour Supervisor/ Maintenance Supervisor. (c) Production/Breeder Asstt./Quality Control Asstt./Processing Asstt. (d) Lab. Asstt./ Pharmacist (e) Lead Mechanic/Lathe Mechanic/Head Mechanic/Mechanic G-I & G-II/Asstt. Mechanic/Junior Mechanic/AC Operator/Electrician/Plumber/Liftman/Lift Machine Room (Operator) (f) Office Assistant (Peon)/Messenger/Medical Attendant (g) Driver (h) Security Guard (i) Mali/Sweeper/Cleaner/Tea Boy/Helper/Apprentice/Trainee l)

Formation of the Recruitment Committee (Management) CEO/DCEO of Multimode Group is empowered approve the selection. All the above appointments, will be recommended by a Committee which will be constituted by CEO/DCEO in the following manner :i)

For AGM to ED

-

1) DCEO, Chairman 2) Director, HRD – Member 3) Adviser, Member 4) MD, LTSL – Member 5) ED, F&A – Member 6) G.M., HRD – Member 7) DGM, HRD - Member Secretary


1 (one) member to represent in the Committee from the Department for which the recruitment is to be made and to be nominated by the Head of the Department. ii)

For JO to Sr.Manager 1) Director, HRD – Chairman 2) Adviser, Member 3) ED, F&A – Member 4) GM, HRD – Member 5) DGM, HRD – Member Secretary

1 (one) member to represent in the Committee from the Department for which the recruitment is to be made and to be nominated by the Head of the Department. iii)

For other Staff

1) G.M., HRD – Chairman

(C&D category)

2) DGM, F&A – Member 3) DGM, HRD – Member Secretary

2 (two) members to represent in the Committee from the Department for which the recruitment is to be made and to be nominated by the Head of the Department. m)

Criteria/Requirements The criteria to be followed by HRD of Head Office for recruitment of non-officers/ Staff in Multimode Group shall be as follows :

Sl.

Name of the Post

Requirements Professional Fitness

Minimum

Age 01. (a) Stenographer/Typist/ : H.S.C./S.S.C. with 5 years Computer Operator/

working experience in

Telephone Operator/

relevant field.

22 – 30 years

Production Clerk/ Jr. Clerk/Time Keeper (b) Godown Keeper/Office

:

Graduate with 3 years

Assistant/Despatcher/

working experience in

Accounts Asstt./Sales

relevant field.

Promotion Asstt./Store Asstt.(Central)/Store

22 – 30 years


Asstt.(Field)/Field Asstt./ Labour Supervisor/ Maintenance Supervisor. (c) Production/Breeder Asstt./ :

H.S.C./S.S.C. with Diploma

Quality Control Asstt./

in Agriculture with 3 years

Processing Asstt.

Working experience.

(d) Lab. Asstt. / Pharmacist

:

H.S.C./B.Sc. with 3 years

22 – 30 years

22 – 30 years

Working experience in relevant Field. (e) Lead Mechanic/Lathe

:

Passed Trade Course Certificate

Mechanic/Head Mechanic/

from recognized Institution with

Mechanic G-I & G-II/

5 years experience in relevant

Asstt. Mechanic/Junior

field.

20 – 30 years

Mechanic/AC Operator/ Electrician/Plumber/ Liftman/Lift Machine Room (Operator)/ (f) Office Assistant (Peon)/ Messenger/Medical

: Minimum educational qualification

20 – 30 years

S.S.C.

Attendant (g) Driver

: Minimum educational qualification

22 – 30 years

Class-VIII and at least 5 years Driving experience. (h) Security Guard

: Ex-Army/BGB/Ansar/Police or

22 – 30 years

persons with Ansar Training having minimum educational qualification of Class-VIII. (i) Mali/Sweeper/Cleaner/ Tea Boy/Helper/ Apprentice/Trainee

: Minimum education qualification Class-V with experience.

20 – 25 years


Findings and analysis regarding the objectives of the study including problem identified: a) Human resource department of multimode group follows the proper rules and regulations guided by corporate management or as per organization's own policy. b) Multimode group beliefs, in present competitive and dynamic environment Human resource department are the most valuable department than the others. c) They consider their skilled people as asserts for their organization. d)

Multimode Group committed to draw the most talented and dynamic professionals from the available candidates.

e) HR department of multimode Group follows both the internal (Reference) and external sources of recruitment. f) HR department of multimode Group ensure Training and development programs include orientations, and socializations activities to inform employees about company policies and procedures. g) Multimode Group try to develop their employee with future advancement and educate them in job skills. h) For job analysis Multimode Group consider several common uses such as- job definition, job re-design, orientation, socialization, carrier counseling, employee safety, performance appraisal and compensation. i) HR department of Multimode Group design their job in such way, which is the right person at the right place at the right time to achieve their objectives and goals. j) HR department of Multimode Group follows the Ranking and the Classification method for evaluating the job and performance appraisal k) For evaluating the performance appraisal HR department mostly follows the rating scale method. l)

Taking constructive steps they are trying to develop the skills of Human resource pool.


m) Their HR department (HRD) trusts in team work and respect each other. n) High educated personnel are in the management. o) As per policy, bonus, house rent, medical and launch are the additional offerings except salary. p) Lack of updated and accurate information from the HRM. q) Lack of MIS. r) Lack of co-ordination in exchange of transferring HRM information among various companies of the multimode Group. s)

HRD personnel were less evaluated/ neglected by the corporate management.

t) Lack of employment in the HR department of Multimode group. u) Lack of computer operator or Data entry operator in the HR department of Multimode group. v) Lack of HRIS software in the HR Department. Conclusion and recommendations: Conclusion: In present competitive and dynamic environment human resource are now being viewed as the most valuable mean for gaining advantages over other. Competitive advantages can only be achieved by building up highly motivated and skilled employees. To fulfill the vision, mission, and core objective of a company the management has needed to established a effective and efficient human resource department and hired the confident and most promising professionals. Human resources constitute the most important component of modern organizations. The accomplishment of organizational missions and objectives depends, to a large extent, on having right persons in right positions as well as the commitment and contributions of those involved. Recommendations and / or Suggestions for further researchers:


Multimode Group should provide adequate employ for the HR department.

They should supply sufficient computer to the HR department.

They should update their HR Department office infrastructure

They should collect human resources from the proper sources.

HR department should follow the effective steps of recruitment.

HR Department should follow the proper rules and regulations guided by organization's own policy.

HR department should take proper steps in exchange of transferring HRM information among various companies of the multimode Group.

They should use updated and accurate information from the HRM.

Experience and interview should be considered as the main importance in selecting a people.

Multimode Group should be considered use of latest HRIS software to their HR department.

They should create sufficient computer operator or Data entry operator in the HR department.

They should completely obey the national law and order of the Government. Bibliography

1.

www.multimode.com

2.

Different books.

3.

google.com

4.

Multimode office document.

5.

Master file and MS file of Multimode group.



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