Internship Report on Produce Quality Product For Customers Of Elite Iron And Steel Limited

Prepared for

HASSAN SIRAZI Lecturer in HRM Faculty of Business Studies University Of Liberal Arts Bangladesh (ULAB)

University Of Liberal Arts Bangladesh

Logo

Prepared by
ZINAT PARVIN ID No. 081011005 BBA Program University Of Liberal Arts Bangladesh

LETTER OF TRANSMITTAL

Date: 23.04.2011

Ms. Hassan Sirazi Lecturer Faculty of Business Administration University Of Liberal Arts Bangladesh

Subject: Submission of the internship Report.

Dear Sir, I am delighted to submit my internship report titled Produce Quality Product For Customer of Elite Iron And Steel Limited as a part of my BBA degree requirement. I have completed a 3 (three) months internship at Elite Iron And Steel Limited, which was a worthwhile experience for me. I tried my best to work sincerely to cover all aspects regarding the matter. I believe that this internship program has enriched both my knowledge and experience.

I hope you will assess my report considering the limitations of the study. I shall be highly greatly if you kindly accept my report. Your kind approval is solicited.

Sincerely yours, Name : Zinat Parvin ID: 081011005 Major in HRM Department of Business Administration University Of Liberal Arts Bangladesh

Acknowledgement

All praises are due to almighty Allah who enabled me to complete this report. This report entitled Produce Quality Product For Customers grew out from my Internship experience at Gulshan 2 of Elite Iron And Steel Limited.

I would like to express my sincere gratitude and appreciation to my supervisor, Hassan Sirazi. It would not have been possible for me to complete this report without his help, advice and overall supervision. His constant encouragement and supervision throughout the period of this study have been greatest inducement for me and directly contributed to the accomplishment of the task.

I am greatly indebted to Mr Rofik, Mr. Kamrul Islam, Mr. Razib Hassan, Mr. Khaled Uddin and all executives and officers of Elite Iron And Steel Limited, who kindly spared for me much of their precious time in giving me support and priceless information.

Last of all grateful acknowledgement is due to the authority of Elite Iron And Steel Limited for giving me the opportunity to complete my Internship in their reputed organization. Equally I would also like to record my sincere gratitude and indebtedness to the authority of University of Liberal Arts Bangladesh for their kind cooperation.

Finally, I would like to thank my supervisor Hassan Sirazi, Faculty of Business Administration, University of Liberal Arts Bangladesh, who read, reviewed and provided moral support and encouragement throughout my work on making this report.

Table of contents
Chapter1
Page

Introduction

1.01

Executive Summary .......ok

1.02

Back Ground Of The Report....ok

1.03

Origin Of The Report ...ok

1.04

Scope Of The Study..ok

1.05

Methodology Of The Study...ok

1.06

Limitations Of The Study..ok

Chapter 2

2. Description 2.01 Company Introduction ............................ok

2.02

Management of The EIS Limited...................ok

2.03

Human Resource Management..............ok

2.04

Human Resource Planning.................ok

2.05

Recruiting and Selection Policies ..............ok

2.06

Training and Development.............ok

2.07

Promotion Policies of EIS Limited............ok

2.08

Pay Policies of EIS Limited...............ok

2.09

TYPES OF PRODUCT . ...............ok

2.10

QUALITY OF PRODUCT...ok

2.11

COMMUNICATE WITH CUSTOMERS .... ok

2.12

ADVERTISING NEED TO RISE ......ok

2.13

TO GET CUSTOMERS CONCENTRATION ..ok

2.14

SWOT Analysis For EIS Limited ..ok

Chapter 3

3.0

Findings and Analysis .....ok

Chapter 4

4.01

Recommedation ........ok

4.02

Conclusion.....ok

4.03

Bibliography .....ok

4.04

Appendix ..................ok

EXECUTIVE SUMMARY
This report analyzes Elite Iron And Steel Company Ltd.s HRD design, product quality, customer and recommends for making good relationship with customers. EIS Limited is one of the leading reputed well-established large company that handle the company operation in effective way. Its Human Resource Department and Marketing Department are strong and support and coordinate other department. The HRD handle the 536 employees who work at head office and different branches in the country. The HRD design and focus on human resource planning in an appropriate way so that the EIS Limited get the best and most talent employees and keep them for long time. The job description and job specific is done in a effective way so that the job applicant and the employees understand their job criteria and career opportunity. HRD recruit employees from a diverse population. The employee of EIS Limited gets a handsome salary and economic benefit as well as benefits and services, which is provided by HRD. Besides attractive remuneration EIS Limited always encourages excellence in performance by rewards and recognition. HRD of EIS Limited conscious and give ample opportunity to the career development as well employee welfare. So the executive of the EIS Limited always enjoy social status. The overall HRM of EIS Limited is supportive and contribute to the employee welfare as well as coordinate to the other department to the reach the organization goals. Now come to Marketing Department they concentrated to the product quality and relationship with customers. customer relationship can lead to efficiencies in marketing, operations, collaboration, and so forth. In our companys Annual Report, claims that having a concentrated customer base is beneficial because it lowers the costs of sales and distribution and their production pipeline is more efficient. To establish that high customer concentration

is actually beneficial, the author looks at changes in customer-concentration and subsequent firm operational performance.

INTRODUCTION

BACK GROUND O F THE REPORT

Internship program is a pre-requisite for acquiring BBA degree in Ulab. Before completion of the program, every student must undergo the internship program or a research work. It is mandatory because classroom discussion alone can not make a student outstanding in handling the real business scenario. This is an opportunity for a student to learn about the real life situation and how to act accordingly. Another purpose is to know about the rules, regulation and environment of an organization before getting a job or starting a business. Such experience may facilitate a student to have a better job or get success quickly in a business. A report is to be prepared to summarize the findings through observation and practical work after the internship period. The report titled Produce Quality Product For Customers: Case of Elite Iron & Steel Limited is based on the learning from the internship period in, Elite Iron & Steel Limited. It contains a concrete idea about the marketing pattern of the company mainly with the help of observational study from the perspective of customers services. I will also discuss the other activities of the company.

ORIGIN OF THE REPORT

This report titled Produce Quality Product For Customers is prepared fully on academic basis. It is a mandatory requirement as a part of internship for BBA program completion under the school of business of Ulab. This topic has been allocated and supervised by my supervision Hassan Shirazi Senior Lecturer of Business Administration, Ulab. I have tried my level best to demonstrate my experience, observation and understanding out of the practical orientation of a real workplace (Elite Iron & Steel Limited) in this report.

SCOPE OF THE STUDY

The study would focus on the following areas of Elite Iron & Steel Limited. Highly focuses on Products and Customers in Elite Iron & Steel Limited of Elite group of company . Different service offerings of Elite Iron and Steel Limited. Performance analysis in different sectors of Elite Iron & Steel Limited .

METHODOLOGY OF THE STUDY To conduct a smooth and accurate study there should be some rules and regulations. For this report I have use both primary and secondary data. i) The primary sources of data are as follows: Face to face conversation with the companys officers and staffs. Direct conversation with the customers. Practical deskwork. Observation of different marketing approaches. ii) The secondary sources of data are as follows: Website of the ELS. Annual report of the company. Different manuals and publications of the company. Unpublished data received from the company. Different text books.

LIMITATIONS OF THE STUDY Like any other study this study also includes some limitations. Elite Iron & Steel Limited is not a very big company but it is a very busy company indeed. The employees of the company were very busy to carry out their daily responsibilities as a result it was really very tough for them to give me time for in depth understanding. They were eager enough to help me but it was really not feasible to give us that much time because duties come first. This was the main limitation of the study. So, what I did is I took a brief idea about the thing and then analyze it logically and if there were any deviation I asked them again. Another common constraint for me was the time. As I gave so much time (9.00am-5.00pm) for practical learning as an intern to the company, and after my personal routine work time leftover time were very little for preparing my report base on my study. I really cant manage enough time to prepare a complete report. Major limitation was to find out the real marketing data from such a small company, where only few divisions exist. So, I had to rely on the data received from the books of statistics, manifesto and the annual report of Elite Iron & Steel Limited, and observation.

But the following factors appear to me as main points of weakness of this study, despite the co-ordination from the company: Lack of access to some information. Due to time limitations and not enough idea about some of the aspects of EIS Limited marketing effort I did not covered them in the report. Lack of experience was a key constraint of the study.

Description

COMPANY INTRODUCTION Elite Iron & Steel Industries Ltd. Is a company having steel Plant which Consists of Eclectic induction Furnace and Re- Rolling Mills containing automated re- rolling facilities, located at Joydebpur, Gazipur on a vast area of land. The Company has earned name and fame in the field of Steel production all over Bangladesh. All the furnace equipment were procured from RADYNE U.K. and re- rolling Mill machinery from SSS engineering Co, a well known quality machinery supplier from India. The plant has facilities to produce Billets and Deformed Bars of different Sizes.

Elite iron & Steel Ind. is very much conscious about the quality of the products and as such quality control practices is followed at all stages of operation, i.e. from selection of raw materials to making Billets and from Billets to Rolling products .A number of Metallurgical Engineers, Chemists are heartily engaged to maintain the quality of steel products for the valued and dear customers required sizes and quality. The company is well equipped with spectrometer to analyze the various chemicals present in the steel bar.

Elite steel products are produced from the most modern and sophisticated Rolling Mill under guidance of foreign technicians suitable for the construction of Roads Bridges Culverts, High-rise& Multi-storied Buildings etc.

From the very beginning Elite is Sincere in maintaining better quality and stander up to the mark of the mark of their product which helps them to get highest International standard in respect of quality and services and for which ultimately Elite has obtained ISO-9001:2000 certificate from an internationally renowned company named SWISO INDIA (PVT) LTD.

Elite Iron & Steel Ind. Ltd. (A unite of Elite Group of Industries)

Steel Mill & Steel Re-Rolling Mill

Sales Office: Elite House, 54 Motijheel C/A Dhaka-1000, Bangladesh phone : 9561376, Fax:88 02 9561375 Gazipur,Bangladesh Mobile: 01711 695058, 01713426569, 01711688083 88029291465 E-mail: elite@citechco.net

Factory Board Bazar Near National University Joydebpur,

Phone: 9291472,Fax:

Back Ground of the Company

Elite Iron & steel Ind. a unit of Elite Group of Industries, is a large Automatic Steel ReRolling Mill in the county which is run and managed by a group of dedicated professionals the company has installed Electric induction Furnace in 1987 and Re-Rolling Mills in 1996.

Earlier the production of these Bars was performed manually but lately the business has progressed so fast that it is felt that the time has come to switch over to automatic Re- Rolling technology and increase capacity to cater to the growing demand of the country and also to keep pace with the fast developing modern technology throughout the world. Keeping this object in view, Elite has imported and set up the presently running most modern Roller Bearing Automatic Re-Rolling Mills in 1996.

In the high technology world of today there cant be any compromise with quality .At Elite this realization has led to ensuring that each and every product measures up to the Highest international Standards. And this is the basic reason for which most of the quality conscious local buyers and foreign construction firms working in Bangladesh buy Elite Steel What makers Elite distinguished and recognized by characteristic qualities is that the mill

uses M.S Billets of regular shape and proper size only, which means Elite is a 100% billet based mill and the billets are produced from its own induction Furnace. No scrap or ingot is rolled-and hence no possibility of using any sub- standard raw material, which by itself is a guarantee of the mills product quality.

A visit to the mill is sure enough to make good impression to any visitor about the giant activities going on there and the immense opportunities the mill possesses.

MANAGEMENT Management: The entire management process comprises the following units:

Executive Management: The managing director, the CEO is the head of the executive management team which comprises senior members of the management apparatus. Within the limits of delegated authority and responsibility by the board of directors, executive management operates through further delegation of authority at every echelon of the line management. The executive management operates within the framework of policy & planning strategies set by the top management with periodic performance reporting for guidance. The executive management is responsible for preparation of segment plans / sub segment plans for every profit centers with budgetary targets for every items of goods & services and are held accountable for deficiencies, with appreciation for outstanding and exceptional performances. These operations are continuously carried out by the executive management through series of committees, sub Committees & standing Committees assisting the line management.

Management Committee: Comprising top executives, deal with entire organizational matters.

Standing Committee: Standing Committee comprises the following committee:

Audit Committee: Internal Audit Committee ISO Audit Committee Social / Environment Committee Performance Evaluation Audit Committee Employment Relations Committee: Remuneration Committee Work Environment Committee Performance Evaluation Audit Committee Management Committee: Product Planning & Development Committee Quality Control & Research Committee Production & Inventory Management Committee Export Promotion Committee

Human Resource Management The term human resource refers to the people in an organization. Human resource management is concerned with people dimensions in management. When managers engaged in human resource activities as a part of their job, they seek to facilitate the contribution; people make to achieve an organizations strategies and plans. Human resource management encompasses those activities designed to provide for and co-ordinate the Human efforts, so that they can contribute to achieve the goals of the organizations.

Human resource department of Elite Iron And Steel Limited follows the following steps for managing the human resource.

1. Human Resource Planning Policies of Elite Iron And Steel Limited

Human resource planning is the process of estimating human resource needs for achieving human resource and organizational goals. It is the process through which organizational goals are translated into objective. At Elite Iron And Steel Limited, they believe that their Human Resources give the company a significant competitive edge in terms of knowledge and experiences. Along the line up adopting new innovative and advanced technologies for its high-tech manufacturing plant, the company continued to draw talented and dynamic professionals of the industry, as well as, taking constructive steps in developing the skills of the human resource pool.

The effective working days of this organization is 6 days per week and each employee will work 8 hours per day.

If it is required to slot in them for overtime duties then the duty time will be utmost 60 hours/ weeks.

For festival leave, usually they will get the vacation of 13 days.

Elite Iron And Steel Limited usually paid their salaries to employees within 10 days of the next month.

They try maintaining to continuous development of the human resource through appropriate training and motivation.

2. Recruiting and Selection Policies of Elite Iron And Steel Limited

Recruiting is the process of searching the potential job candidates in order to fill up the vacant position of the organization and selection is the process of choosing the best candidate among the available candidates. The candidates who are successfully perform the job. Purposes and Importance of Recruitment The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Begin identifying and preparing potential job applicants who will be appropriate candidates.

Induct outsiders with a new perspective to lead the company. Infuse fresh blood at all levels of the organization. Develop an organizational culture that attracts competent people to the company. Search or head hunt/head pouch people whose skills fit the companys values. Devise methodologies for assessing psychological traits. Search for talent globally and not just within the company. Design entry pay that competes on quality but not on quantum. Anticipate and find people for positions that do not exist yet. Increase organizational and individual effectiveness in the short term and long term.

Effective Recruiting: Effective recruiting is increasingly important today, for several reason : The ease of recruiting tends to ebb and flow with economic and unemployment levels. High average turnover rates for some occupations are another problem, the average annual turnover rate for high tech employees was recently 14.5% according to one study. The increased emphasis on technology and therefore on skilled human capital also demands more selective hiring and thus a bigger applicant pool. Finding the right inducements for attracting and hiring employees can be a problem. Aggressive recruiting is therefore often the name of the game. Poaching workers is fair game, reads one HR newsletter headline. Some recruiters even have their own jar go.

Elite Iron And Steel Limited follows both the internal and external sources of recruitment. In case of internal source they mainly follow promotion, transfer and job rotation and in case of external source they follow advertisement, employment agency. In case of recruitment and selection Iron And Steel Limited considers the following process:

Need assessment Elite Iron And Steel Limited take need assessment to identify in which sector, it is needed to recruit the employee for achieving their target and goals. In their assessment they have to realize that they need human resource (HR) in the following situation- vacancy in existing post(s), market expansion, increase in production capacity, launching new product, introducing new system.

Checking the recruiting options

Internal Factors Affecting Recruitment:

Current employees are a major source of recruits the employees but entry-level position. Internal source are included- promotion, transfer, job rotation, friends and relatives of existing employees. In Elite Iron And Steel Limited promotion and transfer are typically directed by operating manager with little involvement by the HRD. The internal factors or forces which affecting recruitment and can be controlled by the organization.

Recruitment policy: The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programme and procedures by filling up vacancies with best qualified people. Human resource planning: Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

Size of the firm: The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

Cost of the firm: Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. Growth and Expansion: Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors Affecting Recruitment:-

When job opening cannot be filled internally, the HRD must look outside organization for expert employees. External source included- advertisement, employment agencies, and campus recruiting. Usually Elite Iron And Steel Limited considers the advertisement for their external recruiting. They mainly provide the notice of available job in both Bangla and English dailies. Some external sources of recruitment are given below Press advertisement: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. Educational institutes: Various management institutes, engineering colleges, medical Colleges etc. Are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

Placement agencies: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing).

The external factors which affecting recruitment are forces which cannot be controlled by the organization. The major external forces are:

Supply & demand: The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

Labor market: Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

 Image/goodwill: Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry.

Political, social & legal environment: Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

Unemployment rate: One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment.

Competitors: The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

Fig: Recruitment- Relationship with other activities

SELECTION: According to Dale Yodar and Paul D. Standohar, the process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firms hiring and the positions.

It is the process of choosing individual who have relevant qualifications to fill existing or projected job opening. While the overall selection program is often the formal responsibility of the HR department, line manager typically make the final decision about hiring people in their unit. It is important therefore that manager understand the objectives, policies and practices used for selection. In that way, they can be highly involved in the process from the very beginning. Those responsible for making selection decisions should have adequate information upon which to base their decisions. Information about the jobs to be filled, knowledge of the ratio of job openings to the number of applicants, and as much relevant information as possible about the applicants themselves are essential for making sound decisions.

Person-job Fit: Beginning with job analysis: The process of analyzing jobs to develop job descriptions and specification. job specification in particular help identify the individual competencies employees need for sources-the knowledge, skill, abilities and other factors (KSAOs) that lead to superior performance. By identifying competencies through job analysis, manager can then use selection methods such as interviews, references, phychological tests, the like to measure applicants KSAO against the competencies required for the job.

Person-organization Fit: The requirements of the job, many organization also place a priority on finding individual that meet broader organizational recruitments companies such as Texas instruments, Merck, Southwest airelines, and Starbucks place a high priority on selecting individual who match the values and culture of the organization. Althrough there are at times potential concerns that this may create an overly uniform workforce (and raises diversity concerns) the need for team work and flexibility has created a keen interest in this type of person organization fit.

The selection procedure cannot be effective until and unless: 1. Recruitments of the job to be filled, have been clearly specified (Job analysis, etc.) 2. Employee specifications (physical, mental, social, behavioral, etc.) have been clearly specified. 3. Candidates for screening have been attracted. Objective of selection: The objective is to pick up the right candidate who would meet the requirements of the job and the organization best. To meet this goal the company obtains and assesses information about the applicants in terms of qualifications, skills, experience etc.

Selection Procedure There is no standard selection process that can be followed by all companies in all the areas. Companies may follow different selection techniques or methods depending upon the size of the company, nature of the business, kind and number of persons to be employed, govt. regulations to be followed etc.

Application Form

Written Examination

Preliminary Interview

Group Discussion

Tests

Final Interview

Medical Examination

Reference Checks

Line Managers Decisions

Fig: Selection process

Application Form: Also known as application blank. This technique is widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary stage. Information is generally required on the following items in the application forms:

a) b) c)

Personal background information; Educational attainments; Work experiences;

d) e) f)

Salary; Personal details; References.

Written Examination: The organizations have to conduct examination for the qualified candidates after they are screened on the basis of the application blanks so as to measures the candidates ability in arithmetical calculations, to know the candidates attitude towards the job, to measure the candidates aptitude, reasoning, knowledge in various disciplines, general knowledge and English language.

Preliminary Interview: The Preliminary interview is to solicit necessary information from the prospective applicants and to assess the applicants suitability to the job. This step is useful as a process of eliminating the undesirable and unsuitable candidates.

Group Discussions: The technique of group discussion is used in order to secure further information regarding the suitability of the candidates for the job. Group discussion is a method where groups of the successful applicants are brought around a conference table and are asked to discuss either a case study or a subject matter.

Tests: In next stage of the selection process, Elite Iron And Steel Limited conducts different tests. Their objective behind the tests is to solicit further information to assess the employee suitability to the job. The important tests are:

 Aptitude Test:
a) Intelligence test b) Mechanical Test c) Psychomotor Test d) Clerical Test

Achievement Test:
a) Job Knowledge Test b) Work Sample Test

Situational Test:
a) Group Discussion b) In Basket

Interest Test: Personality Test:

a) Objective Test b) Projective Test

Aptitude Tests:
These tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. Aptitudes can be divided in to general and mental ability or intelligence or specific aptitudes such as mechanical, clerical, manipulative capacity etc. These are: a) Intelligence Tests: These tests in general measure intelligence quotient of a candidate. In detail these tests measures capacity for comprehension, reasoning, word fluency, verbal comprehension, numbers, memory and space. b) Mechanical Tests:

These tests measure the capacities of spatial visualization, perceptual speed and knowledge of mechanical matter. c) Psycho meter Tests: These tests measure abilities like manual dexterity, motor ability and eye hand coordination of candidates. d) Clerical Aptitude: Measure specific capacities involved in office work, items of this test include spelling, computation, comprehension, copying, word measuring etc.

Achievement Tests:
These tests are conducted when applicants claim to know something as these tests are concerned with what one has accomplished. These tests are more useful to measure the value of specific achievement when an Organization wishes to employ experienced candidates. These are: a) Job Knowledge Test: Under this test a candidate is tested in the knowledge of a particular job. b) Work Sample Test: Under this test a portion of the actual work is given to the candidate as a test and the candidate asked to do it.

Situational Test:
This test evaluates a candidate in a similar real life situation. In this test the candidate is asked either to cope with the situation or solve critical situation of the job. a) Group Discussion: This test is administered through group discussion approach to solve a problem under which candidates are observed in the areas initiating, leading, proposing valuable ideas, conciliating skills, oral communicating skills, co-ordination and concluding skills. b) In Basket Test: The candidate in this test is supplied with actual letters, telephone and telegraphic message, reports and requirements by various officers of the Organization, adequate information about the job and Organization. The candidate is asked to take

decisions on various items based on the in basket information regarding requirements in the memoranda.

Interest Tests:
These tests are inventories of the likes and dislikes of candidates in relation to work, job, occupations, hobbies and recreational activities.

Personality Tests:
These tests prove deeply to discover clues to an individuals value system, his emotional reactions, and maturity and characteristic mood. a) Objective Test: Most personality tests are objective tests as they are suitable for group testing and can be scored objectively. b) Projective tests: Candidates are asked to project their own interpretation of certain standard situations basing on ambiguous pictures, figures etc., under these tests.

Final Interview: Final Interview is usually followed by testing. This is the most essential step in the process of selection in Elite Iron And Steel Limited. In this step they matches the information abstained about the candidate through various means to the job requirements and to the information obtained through his own observation during interview.

 Types Of Interview

Type Structured

Type of questions A predetermined checklist if questions, usually asked of all applicants.

Usual applications Useful for valid results, especially when dealing with large number of applicants.

Unstructured

Few,

if

any,

planned Useful when the interviewer tries to are probe personal details of the

questions. made up

Questions during

the candidate to analyze why they are not right for the job.

interview. Mixed

A combination of structured A realistic approach that yields and unstructured questions, comparable answers plus in depth which resembles what, is insights. usually done in practice.

Behavioral

Questions hypothetical

limited

to Useful to understand applicants

situations. reasoning and analytical abilities

Evaluation is based on the under modest stress. solution and approach of the applicant. Stress A series of harsh, rapid-fire Useful for stressful jobs, such as questions intended to upset handling complaints. the applicant.

Medical Examination: Certain jobs require certain physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone etc. Medical examination reveals whether or not a candidate possesses these qualities. Reference Checks: After completion of the final interview and medical examination, the personnel department of Elite Iron And Steel Limited will engage in checking references. Candidates are required to give the names of reference in their application forms. In case

the reference check is from the previous employer, information for the following areas may be obtained. They are: job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of the previous employer to employ the candidate again etc. Final decision by the line manager concerned: The line manager concerned has to make the final decision whether to select or reject the candidate after soliciting the required information through different techniques. A true understanding between the line managers and personnel managers should be established to take proper decisions. Employment: Thus, after taking the final decision the Organization has to intimate the decision to the successful as well as unsuccessful candidates. The Organization sends the appointment orders to the successful candidates either immediately or after sometime depending upon the time schedule. Training Policies of EIS Limited Training: Training thus takes place in the following ways: On the job oriented training methods. As the name itself denotes, methods include in this cluster are those whose main objectives are centered on the job, i.e., learning on the job itself by a variety of methods. Identification of Training Needs: It involves a study of entire organization in terms of analysis of objectives, utilization of resource, environmental scanning and organizational climate analysis. It also involves a careful study of jobs within in an organization in a further effort to define specific content of training. It requires systematic collection of data about the job, role or position and what type of behavior, skill, and knowledge the jobholder must have to perform certain specified tasks. It is conducted through appropriate observation, supervisory evaluation. This analysis is undertaken to know about the specific areas in which training is needed.

4.4.1 Training Method:

A wide variety of methods are available for training employees at all levels. Some methods have a long history of usage. Newer methods have emerged over the years out of a greater understanding of human behavior, particular in the areas of learning, motivation and interpersonal relationships. More recently, technological advances, especially computer hardware and software, have resulted in training devices that in many instance are more effective and economical than the training methods.

On-the job-training (OJT):- It means having a person learn a job by actually doing it. Every employee, from mailroom clerk to company president, gets on- the job training when he or she joins a firm. OJT is the only training available. OJT has the advantages of providing hands-on-experience under normal working condition and an opportunity for the trainer-a manager or senior employee to build good relationships with new employees. Although it is used by all types of organizations, OJT is often one of the most poorly implemented training methods. Three common drawbacks are1. The lack of a well-structured training environment. 2. Poor training skills of managers. And 3. The absence of ell defined job performance criteria. Cooperative training: Training program that combines practical on-the job experience with formal educational classes. Internship Program : Program jointly sponsored by, colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organization. Classroom instruction: When most people think about training, they think about classroom. There is good reason for this, beyond its pervasiveness in education; classroom training enables the maximum number of trainees to be handled by the minimum number of instructor. Training is a learning process that involves the acquisition of skills, concepts, rules, and attitudes to increases the performances of the employees in the organizations. On the other hand development is more future oriented, and more concerned with education, than is employees training or assisting a person to become a better performer. EIS Limited gives emphasis both for internal and external training. Any new operations or product is marketed, they gives training to the employees attached to the operations. Development helps the individuals handle future responsibilities, with little concern for current job duties. In order to excel in a competitive marketing environment there is no alternative to development knowledge and skilled level of people through training. Training and development program of EIS Limited include orientation activities that Inform employees of policies and procedure of EIS Limited Educate them in job skills Develop them for future advancement

Program content Training & development objectives Actual program Learning Principles

Needs assessment

Skills, knowledge, ability of workers

Evaluation criteria

Evaluation

Figure: Preliminary steps involve in preparing a training and development program The above figure shows the sequences that should be followed by EIS Limited before any training and development begin. Need assessment identify the current problems and future challenges to be met through training and development. Then they set different training and development objectives for the new comers/ employees. Actual training program are set from the available program according to the performance of the employee. After the end of training period their skills, knowledge, and ability of working are evaluated. The following training programs were conducted: Team building and leadership Development of team building and leadership Development of managerial skills

Promotion Policies of EIS Limited The movement of personnel within an organization- their promotion, transfer, demotion, and separation is a major aspect of human resource management. The actual decision about whom to promote, and whom to fire can also be among the most difficult, and important, a manager has to make. For every organization promotion is extremely important, when the process based on merits and skills of the employee. The employee of EIS Limited are gets both rewards and punishment from their employer based on their performance. Usually money transfer or other benefits are provided as rewards. On the other hand a major problem of promotion is discrimination and favoritism.

Pay Policies of EIS Limited

Once the job evaluation is complete, the data generated become the nuclease for the development of the organizations pay structure. This means pay rates or range will be established that are compactable with the ranges, classifications, or point arrived at through job evaluation. Pay structure No information is given, as this is considered highly restricted information.

Provident Fund In EIS Limited 12% of the basic salary goes to the provident fund and the employee pays the same amount of their basic salary.

Medical Facilities Doctors are arranged to visit each location of numbers of times a week to provide necessary medical support to the employees. Moreover, the non-management staffs enjoy medical treatment at Holy Family Hospital at company arrangement. Health Insurance Policy No information is given by the authority of EIS Limited.

Production Process in Brief

1) Electric Induction Furnace

Electric Induction Furnace is charged with the Raw material of known compositions and produces steel of desired chemical compositions, through proper supervision form charging to teeming during steel products.

The mill has Induction Furnace, Ladle Refiner to produce Billets.

2) Re-Rolling Process Rolling involves the passing of a Red Hot Square steel Billet between Successive pair of driven Rolls which are shaped in such a manner as to progressively change the cross sectional from of the steel to that determined by the last in the series.

Billets are cut to Lengths Suitable for a particular product to be rolled and are charged into a Rc-Heating Furnace, which then reaches up to correct Rolling Temperature. Each Piece of billet is charged in to roughing Mill from the reheating furnace . here the Rolls reduce the cross- sectional area and increase the length of Billets and produce different Sizes of Bars.

chemical composition Controlled Billets are used to roll the end products and so that the desired chemical and mechanical properties are achieved.

3) Cooling bed and Shearing Facilities:

The Rolling Mill is equipped with proper cooling bed to ensure homogeneous physical properties. During a slow .Regulated movement across a controlled cooling bed containing rake type walking beam device, Temperature of the product is uniformly re2duced until it is ready for shearing to desired length.

The product is thus made ready for stock or dispatch to the customers Facilities also exist to shear the product into desired length

Product :

Product

Nearest Equivalent International & National Standers ASTM-A-615-82 BS-4449:1988

Intended use

Deformed Bars (Hot rolled) Grade - 60

JISG-3112 BA-1968 DIN-488 & 1045 BDS-1313:1990 IS1786

Ideally suitable for all kinds of reinforced concrete where high strength is desired

ISO 1035 & 4951

QUALITY OF PRODUCT

Quality Control

Quality control is regularly followed at all stages of production i.e. selection of raw materials to finished products under strict supervision of engineers and Chemists. The Laboratory is well equipped with most modern testing devices to carry out chemical analysis of steel. it has SPECTROMETER, imported from SPECTRO A.I. GmbH & Co. Germany to analyze the various chemicals present in the steel Bar- quickly , Simply, precisely and reliably.

Physical Test : Physical test is being carried out in the factory with the following Machine :

3.5

Type of machine Capacity Types of tests possible

: : :

ETS universal Testing Machine 60 Tones (a) Yield strength (b) Ultimate strength (c) Elongation (d) Bend test

(e) Re-Bend test

Standards Conform to

British German Indian French

BS 4461:1978, BS4449:1988 DIN 488:DIN 1045 IS 1788:1985 , IS 456 BA 1968

Russian Japanese Bangladeshi

GOST 25 G 2 C JIS G3112 (1961) BDS 1313:1990

Deformed Bar-ASTM A 615 82 Mechanical Properties

Tensile Requirements

Yield Strength (Min) 60.000 Psi 4,225 kg/cm2 415 N/mm2

Ultimate Tensile Strength (Min) 90000 Psi 6330 kg/cm2 624 N/mm2

Chemical Composition / Analysis

Chemical composition of this steel is a proprietary item . In any case for the sake of weldability, we try to restrict the chemical composition as follow .

Carbon 0.30 % Max

Sulphur 0.06 % Max

Phosphorus 0.06 % Max

S+P 0.11 % Max

Elongation in 8 inch Gauge Length (Min.)

Bar Size (m.m.) 12, 16, 20 22, 25 28, 32

Approx. Elongation ( % ) 12 % - 20 % 9 % - 18 % 9 % - 18 %

Bend Test Requirements

Bar Size (m.m.) 12, 16 20 22, 25 28, 32

Pin Dia 4D 5D 6D 8D

Note : Pin dia for Bend Test , d = nominal dia of specimen . Test Bands 1800 unless noted otherwise

Deformed Bar ASTM A - 615 Bar size, Nominal weights, Dimension etc.

Bar nominal dia

Nominal Weight

Cross sectional area m.m. 2

Appx. Length per M. Ton

m.m.

Kg / m

Metre

Feet

12 16 20 22 25 28 32

0.888 1.579 2.466 2.985 3.854 4.836 6.313

113.10 201.10 314.20 380.30 490.90 616.00 804.20

1126 633 405 335 259 207 158

3694 2077 1330 1100 850 680 518

Sources of Raw Materials

1. 2. 3. 4.

Meltable Scrap Steel Grade Pig Iron Hot briquette Sponge Iron Ferro Alloys

Local and imported Local and imported Imported Imported

Major advantages of EIS Deformed Bar Grade-60 compared to Mild Steel Round Bar

1. 2. 3. 4. 5.

60 % higher yield strength . 100 % higher bond strength . Satisfactory weldability due to limited carbon content . End hooks not required due to 100 % higher bond capacity . Saves labour, transportation, supervision cost due to reduction in steel

consumption .

Additional merits of EIS Steel

Deformed Bars of International Standard quality, made using the best quality of raw materials. EIS steel undergoes extensive physical and chemical composition testing to give 100 % guarantee of quality .

The corss sectional area is consistent along entire length of the bar. EIS steel reinforcement is processed at our roller bearing rolling mill, which ensures dimensional accuracy .

We produce deformed bars to all the ASTM-A 615-82 and BDS 1313 standard . Bars can be supplied CUT to LENGTH to our valued customers specific orders .

Qualities of 60 Grade Deformed Bar

1)

High Tensile Strength : 60 Grade Deformed Bars possess Natural Inherent High Strength as the bars are chemically developed. Hence these are better than that of artificially developed TMT & TOR Steel Bars .

2)

High Yield Strength & High Ultimate Strength : 60 Grade Deformed Bars possess High Degree of Yield and Ultimate Strength which giving better protection to the structure against earthquakes and wind movement .

3)

High Bonding Strength : Amongst all types of available 60 Grade Deformed Bars in the wider market, (manufactured as per ASTM A 615) these Bars are proven to provide the Highest Bonding Strength in concrete .

4)

Flexible : 60 Grade Deformed Bars have ductility, because of special chemical addition which makes them highly Flexible .

5)

Naturally Straight : After rolling production, 60 Grade Deformed Bars are kept to cool in modern cooling bed and hence the bars become naturally straight .

6)

Fireproof : 60 Grade Deformed Bars do not loss strength in high temperature as they possess high percentage of graded Alloying elements and therefore they are able to withstand fire .

Application of 60 Grade Deformed Bars

60 Grade Deformed Bars are ideally suitable for all kinds of reinforced concrete where high bond value with concrete and high strength is desired , such for , as follow

a) b) c) d) e) f)

Highway Road Culverts, Bridges and flyover High rise and Multi-Storied Building . Pile Works Heavy load bearing machinery foundation Industrial Building . RCC Electrical Poles .

COMMUNICATE WITH CUSTOMERS :-

Customer care and Services:

Sales and delivery

Our sales Formality is done at our head office at 54, Motijheel C/A, Dhaka and delivery of the product is performed from our factory which is Located at Board bazer, Gazipur(Near National University, Tongi Gazipur).

We provide optimum customer services for our valued customers. Prompt delivery, correct weighment and swift transportation of goods are some of the key points of our customer services.

Prompt delivery

We effect delivery within the shortest possible time against receipt of orders form customers. our marketing and sales division responds properly to the customers, them instantly process the work order and also maintain liaison to them to ensure prompt delivery.

Correct Weighment

Our factory is equipped with the most modern and accurate bridge scale setup in ore factory premises. Our technicians constantly check up and monitor the workers of scale to ensure the highest degree of accuracy in weighment of goods for the entire satisfaction of our clients.

Quick transportation

Our company has arrangement of trucks to transport and shift the goods to the desired delivery points of our valued customers. Within Dhaka Metropoliton Area, we carry goods by tucks at our own arrangement. In Dhaka city we provide delivery sites. To carry straight Length Bars, We also have arrangement for Trailer to shift the goods of our valued clients. We also have provision to unload the goods from the trucks/Trailer at the delivery points located within Dhaka Metropoliton Area.

People want to be acknowledged. People want to be heard. They want to believe our understand them and our situation. Customer services are the connection between us and our customer. Its the emotional engagement. Check lists cant create emotion. Training our employees to say thank you, have a nice day, or how can I help you, is customer service. Creating automatic return policies or having a good refund process is good customer service. Taking back a broken toy with a bad attitude only makes the problem worse. Getting a customer who didnt like their food a different meal with a sarcastic attitude just makes the customer more angry. The problem is no response will solve the problem without genuine acknowledgment and a positive attitude. The problem created a negative emotional response. To fix our need to create a positive emotional response. A smile, acknowledgment, and a genuine connection to our customers is where our customer service starts. Customer service is like any type of relationship. People want to be heard, they want to be validated. To provide good customer service dont create checklists. Dont teach our employees what to say. Get them to emotionally connect and that starts with a genuine smile and acknowledgment of their feelings. The success and goodwill of any business or service depends on effective customer service we provide to their customers. The customers/clients and buyers are the backbone of any business/company or trading house. If they are not satisfied by the service of the company or if the products supplied by them are not working properly, they complain to the company responsible for such defects. The prompt and effective handling of customer complaints shows the efficiency of the company and its personnel. The delayed response or mishandling of complaints from the dis-satisfied customers may turn them to other business entities, for their future business and also damage the goodwill of the company. These reasons makes it necessary that, the customer complaints should be given due importance and must be handled in priority basis. If the customer or any personnel is not satisfied by the service of the organization, they complain to specific personnel of the organization or to their customer service cell. Once complaints of the customers are received, these personnel should respond or acknowledge the receipt of complaints and look at the grievances of the customers or other persons. The acknowledgment of complaint and response can be in the following order:

If the service of the company is failing to the customer then, an apology and corrective measure taken for complain must be informed. If the complaint is due to higher expectations then, the response with the explanation should be provided. If it is inter departmental complaint then, concerned authorities must be intimated and the dissatisfied personnel should be allowed to put up his reasons for complain. The person can be informed accordingly. You can even respond seeking the advice of the concerned person; how his complains can be assuaged or redressed. Customer Complaint Form Thank you for shopping at __________ Brand Name. We sincerely apologize for any problems that you encountered during your visit. Please fill in the information below to help us understand what went wrong so that we can make things right. First Name Last Name

Address 1

Address 2

City

Postal Code

Phone

Email Address

Store Location

Date of Visit ______mm/_____dd/_______year

Please describe what happened. Be as detailed as possible and write as much as you would like.

What do you feel would be a fair resolution to the situation? that occurred?

ADVERTISING NEED TO RISE

:-

We are in the middle of a content revolution, a revolution like none we've ever seen before. It is simply the greatest opportunity businesses have ever had to communicate directly with their customers. The barriers, that for years have separated businesses from talking one-onone with their customers, have fallen. No longer is it necessary to buy ads to get our message out. Today, marketers can be the media. Businesses, both large and small, have the opportunity to create our own valuable, relevant and compelling content that turns prospects into buyers of our products and services. This strategy, called content marketing, creates marketing messages that our customers request, instead of interruptive messages they ignore. Get Content. Get Customers. show us step-by-step how to create and execute a content marketing strategy that works regardless of the size of our company or the type of business you are in.. All the rules have changed. we need to relearn the marketing game with a brand new marketing mindset. Those who can adapt will flourish.

Customer concentration is a key characteristic to consider when thinking about market segmentation, it is important to understand the number of potential customers but also what percentage of our business is made up of our top 3-5 customers. With a highly concentrated customer base our strategy is often dictated by the key customer needs and preferences. our ability to gain or lose market share is often dictated by how fast we are able to meet the changes required by these top customers. Be sure that we get impartial feedback from our customers. This feedback is important to spotting changing trends before our competition. Selling an existing product/service to a new market be creative! If this new market is viable, be sure that our team analyzes the distribution required and investigates any market requirements that would not be met by the existing product. Sometimes minor modifications are necessary to prevent a black eye when the product is launched into this new market. One of the most common method of attracting customers is through advertisements while newspaper and trade journals are the media used most often, radio, television, billboards, posters, and electronics mail are also utilized. Advertising has the advantages of reaching a large audience of possible applicants. Some degree of selectively can be achieved by using newspaper and journals, trade journals, and publications of unions and various fraternal or nonprofit organization fall into this category. The preparation of recruiting advertisements is not only time consuming; it also requires creativity in developing design and message content. Well-written advertisement Highlights the major assets of the position while showing the responsiveness of the organization to the job and career needs of the applicants.

TO GET CUSTOMERS CONCENTRATION

:-

The Customer Strategy Assessment audits the entire spectrum of an organization's internal practices and policies to assess our organizational readiness for customer strategy implementation. Gaps are identified and recommendations for adaptation and improvement are provided. The CSA utilizes a ranking-based methodology to examine 25 different dimensions in the organization (e.g. hiring criteria, incentives, customer qualifications, strategy etc.) and the manner in which they fit within the deployment of the customer experience strategy. Following strategy implementation, we utilize voice of the customer results to design a set of cross-functional and single-function measurements that will ultimately be used to track the progress of the customer strategy. Each function will have a dedicated scorecard to measure its individual performance and its position relative to the total organization-wide customer experience. These measurements are integrated into management and reporting tools to track overall strategy success. I decided to visit various building and plumbing supply houses that sold the company's products to see if there were any unmet needs or ways that our company could differentiate itself.

I observed the contractors buying their supplies; I asked if there were any changes that could be made to improve the product. The contractors were satisfied with the basic product functionality, but they were very frustrated by the buying process. I saw that many contractors had to return to the supply house to exchange products from incorrectly filled orders. This caused down time on the job site. I also noticed that the building supply houses did not know how much inventory they had on hand, often causing builders to walk away empty-handed when items were out of stock.I realized the supply houses were employing the cheapest labor possible to fill orders. The people in order fulfillment were not trained in construction and often had poor math and reading skills. It was this low skill level that caused both problems:

1. Fulfilling orders with incorrect products 2. Inadequate inventory

In the last few years, customer behavior has changed dramatically. Our customers are now increasingly knowledgeable about what they want to buy. They arent surfing aimlessly, hoping to be influenced by marketing messages that arrive out of the blue. They want to make up their own minds based on their own information-gathering. Therefore, customers need content that makes them smarter and more knowledgeable. All the rules have changed. we need to approach the marketing game with a brand new marketing mindset. Those that can adapt will flourish.

Technology, it works for our organization :we should stay touch with technology as a possible source of innovation. Why not adopt a technology currently in use in another industry? With the bugs already out of the new technology, we can focus on its application to our process, products and markets. RFID Technology RFID, radio frequency identification, recognizes consumers by their unique identification tag and is able to automatically debit a specific consumer's account for a specific transaction. The transaction convenience increased sales significantly. Spreading the use of RFID technology to new applications shows how technology developed for use in one industry is used to speed transactions in other industries. The challenge for a company's strategic planning team is to search for technology applications in other industries and look for ways that technology can be applied to the business.

Use Internet :

We began offering consumers 'comparison rates.' Available over the phone and on its Web site, Progressive offers their quote and, right alongside, competitors' rates for comparable coverage. The service is designed to help consumers understand that prices vary and to help them find the lowest cost alternative for themeven if it's not with Progressive. The innovative use of their Web site drove customers to try calling or going online to see where they could get the best price, giving Progressive "mindshare". Our representatives use wireless communications to handle the claims process. Claims reps prepare the repair estimateeither at the customers' home, office, or even at the accident site, and transmit it to the company's mainframe. When the information is verified, the claim rep is able to print out a check to settle the claim right there on site. No waiting. This way, the customer can get their product in the shop faster and get back on the job faster. When our team looks for innovation, seek new ways to use our competencies, ways to solve unmet or emerging needs and preferences, and ways to use technologies proven in other industries to gain advantage in our industry. A sharp lookout for shifts in productivity, customer service, and product/service enhancements can be a key factor in developing a "first mover" advantage for our company. As I think about innovation for our company, look around and analyze how other industries are using technology and ask myself the questions: 1. How would this technology enhance my service or product? 2. How would this technology enhance our processes? 3. How would this technology enhance the overall customer experience? Be sure that we get impartial feedback from our customers. This feedback is important to spotting changing trends before our competition. In a world of increasing commoditization and focus on cost, it becomes more difficult to manage this customer concentration risk as customers are forced to change suppliers to remain competitive. There are many reasons that a key customer changes suppliers. Some common examples include: 1.Lower pricing from domestic competition 2.Corporate directive 3.Imports from low cost countries 4.Acquisition (acquirer of your customer has another preferred supplier) The key to a success is that it be structured as a win-win arrangement between we and our customer, and that the agreement be flexible enough to withstand the test of time through both long and short markets. If these parameters do not exist, then the chance of the agreement being in place for the long term is low. A successful strategy, and one that significantly improves our chances of selling the concept to our customer. Selling the concept of our customer can be delicate. The key is to educate them on the win-win and flexibility elements of the agreement and begin this introduction with a straight. There are many ways to structure the terms of the agreement to eliminate both of these concerns. Each agreement will be different based on the individual company circumstances, but below are a few concepts to consider:

1. Volume or service: provide flexibility to accommodate for changes in customers demand. Fixed volume . 2. Pricing: include a competitive price clause, but make it precise or it can work against us. Developing a competency that met an emerging need and then using that competency to develop a new product for a category. As we develop our market segments, be cognizant of the number of potential customers and any concentration of our companys business in a particular customer. If we find we have high concentration then we must make sure our understand the customers changing needs and preferences and be sure we take these into account as we develop our strategy. If we market does not have high concentration we will want to identify bellwether clients to ensure our are able to spot industry trends early.

SWOT ANALYSIS FOR EIS Limited

SWOT is a short form that is used to describe the particular strengths, weakness, opportunities and threats that are strategies factors for a specific company. For the EIS Limited I found it as follows:

Table 1.1: SWOT analysis for EIS Limited.

Strengths: i. Efficient management. ii. Better employee relations. iii. Better location of the branch.

Opportunities: i. Market leadership. ii. Difficult consumer service scheme of the EIS Limited. iii. Make the goodwill.

iv. Better financial standing. iv. Perform more quickly services. v. Interesting consumers schemes. v. Go beyond the national boundaries. vi. Quick delivery of Product. vii. On line Marketing.

Weakness: i. Inadequate work force. ii. Conservative product facility. iii. Profit rate is less than others.

Threats: i. Political instability. ii. Intense competition. iii. Government rules and regulation.

iv. Lack of sufficient own branch.

iv. Economical variation. v. Policy of competitive Company.

Finding In Elite Iron And Steel Limited the total recruitment and selection processes mainly maintained by head office and organized by Human Resource Department of MBL.. As For external recruitment the authorities of EIS Limited attract not only experience candidate but also fresh graduate.

Most of them are from different reputed universities with BBA, MBA and other degrees. The employees of this Branch are taken several training based on Company related activities which are mostly arranged by the EIS Limited training institution. The employees who are newly appointed take on the job training for a period of 45 working days. In Elite Iron And Steel Limited, they have a strong Human Resource Department and they have Human Resource Policy which is very effective for them. The Organization uses both external and internal sources for recruitment. Using external sources for hiring from outside the Company and is carried out at all levels; top-level, middle - level, and at entry level. Elite Iron And Steel Limited uses internal sources within organizational pursuits for suitable candidates. Recruiting from inside through

message/notice boards encourage current employees to continue outstanding performances.

For promotion they consider the past performance record and some cases they follow the seniority rule. Sometimes supervisor or top level management recommend for promotion of an employee because of biasness. Elite Iron And Steel Limited provides equal employment opportunities to all applicants on the basis of qualification, demonstrated ability, experience and learning to attract, train and retain people, to build a strong, mutually beneficial and lasting relationship with the Company. For the advertisement of recruitment they use both online advertisement and press media including three Bengali newspapers and one English newspaper. They analyze the job based on both job oriented and competency oriented job analysis. First they analyze the jobs based on the task and activities of specific job, responsibilities and duties etc. Then they analyze the qualifications, skill, knowledge, abilities and experiences those are requested for that specific job.

The written test is very effective because they use both aptitude test and intelligence test. Through this type of written test they measure the candidates ability, intelligence, ability to handle the tough situation, ability to take decision etc. The interview process of Elite Iron And Steel Limited is well-organized. They combine the panel and non directive interview method which is very effective for choosing the best applicants and their panel members and others top level management permitted by Managing Director. They do not have their own medical team but they send selected applicants to their recommended medical institutions.

Elite Iron And Steel Limited has a training academy where they train their employees. That is why they do not need to go anywhere to arrange the training programs. Elite Iron And Steel Limited conducts on-the job training to introduce employees with their organization, culture, work environment and the duties.

Recommendation Elite Iron And Steel Limited assigned different weights when they scrutinize the selection form. They give high preference to the candidates who are from IBA, BUET and the foreign universities. Elite Iron And Steel Limited should give equal preference for scrutinizing application form, then they can attract and get more eligible candidates for their organization. Elite Iron And Steel Limited panel interview board consists of the members from BIBM, IBA. But they should arrange an effective interview board consists of Managing Director of the company, Head of Human Resource Department, Departmental Head and other related personnel. They should take some situational and behavioral interview for identifying the intelligence level and managing power of the candidates. They also should take the tests like personality test, interest test in order to measure personality characteristics as emotional stability, tolerance capacity psychoneurotic and psychotic tendencies.

When Human Resource Department publishes advertisement on newspaper they should add more information, such as: - Key responsibilities of the job - Location of job

In the time of recruitment and selection of applicants, reference and biasness of the top-management should be avoided. Elite Iron And Steel Limited has to give a clear idea about Human Resource Policy to their employees. So, they should give every employee a HR policy manual of their company to let them know about the overall company policy.

Elite Iron And Steel Limited should review periodically their Human Resource policies and make changes if it is required .They should record all necessary changes in the policies and communicate to it their employees.

Elite Iron And Steel Limited should practice a bias free promotion policy for the employees.

Conclusion I completed my internship program from the Elite Iron And Steel Limited. As part of the EIS Limited this branch is also developed an image of goodwill among its customers by offering its excellent services. As my main objective is to concentrate on the activities related with HRM Practices in the Elite Iron And Steel Limited and Customer Concentration and quality product from my practical experience, observation and discussing with the employees I learn about the HRM Practice, customer concentration and use of these in the organization.

My Internship Experience In university, students are normally gathering hermitical knowledge. Which is the base of doing task, in practical field? But, if a student acquires only theoretical knowledge it will not

be enough to start practical job. For that reason he has to gather practical experience from any institution. Therefore, in that case internship program with any organization is essential to understand the practical task. Internship is not only essential for practical experience, but also necessary for the understanding of corporate culture and also to cope with the daylong working environment. Since I have a keen interest in this organization, so I prefer Elite Iron And Steel Limited for internship program. Where I have learned how the company personnel maintain their daily operation in proper way. I have worked with all the officers and the entire department with sincerely. They have shown their sincerity in teaching. But everybody is not with the same family background, and it is not expectable to get sincere help from every officers. This is also a part of learning in work place. All the officers are responsible for their tasks. I was in human resource department only for twenty working days. So it is quite difficult to know about Human resource functions. In Human Resource Department I just open the different file, punch and put different documents in the file etc.

In lastly I would like to thank all of the well wisher and the employees of Elite Iron And Steel Ltd. If any kinds of mistake are occurred, take it easy and pardon for that.

Bibliography

Annual Report of Elite Iron And Steel Limited.

Ref: Robert O. Snelling, Founder, Snelling Personnel Services [Recruiting employees thousand Oaks, CA-: Sage, 1998] Ref: Evolving face of recruitment. [Recruitment: Science and Practice, Boston: PWS Kent, 1992 (SOURCE FROM: PAGE 97,CAP-4,HRMGRAY DESSLER)

(Ref: from http://recruitment.naukrihab.com 7 October, 2010)

(Ref: fromG.J. Myszkowski & S. Sloan HR Magazine May 1991 Pg: 55)

Cengage Ref:Snell Scott & Bohlander George (Edition 2008 Human Resource Management Learning) (Ref: from Snell Scott & Bohlander George, Edition 2008 (Ref: from Human Resource Policy Analysis: Organizational Application by Richard J. Niehaus.) Source from (page:246,chap:6,training and development ,HRM-george bohlander) Source from (page:246,chap:6,training bohlander.gray dessler.) and development ,HRM-george

(Ref:fromhttp://en.wikipedia.org/wiki/Training_and_development#cite_note3Training Methods)

(Ref: from Dr. Khan Abdul Awal & Dr. Taher M.A. (3rd Edition, 2009), Human Resource Management and Industrial Relation)

Kent, 1992 Internal & External sources of recruitment

SURVEY QUESTIONNAIRE (SAMPLE)................................................

Date of interview:

Dear Sir : I am a student of BBA program of University Of Liberal Arts Bangladesh doing my internship in Elite Iron And Steel Limited and presently having a research titled Produce Quality Product For Customers . Elite Iron And Steel Limited considers you as one of the most valuable customer. As you are a valuable customer I think that you can help me in my research. I hope that you will spend some of your valuable time to give me some information about your satisfaction over General Banking Activities of Elite Iron And Steel Limited. Your information will be treated confidentially and used particularly for academic purpose.

[Please write your personal details below] Name Address : :

Age Sex Occupation Account no

: : : : [Please answer the following questions]

RATINGS

1 = Excellent

1. When did you first buy your product in Elite Iron And Steel Limited?
2 = Good 3 = Fair 4 = Average 5 = Poor

 (Please specify the year)

2. How was the performance of Elite Iron And Steel Limited when you first buoght your product ? Rate. 1 2 3 4 5

3. Do you think that Elite Iron And Steel Limited is experiencing the same performance today that it was used to have then? Yes No 4. Do you buy any types of product in any other company in Bangladesh other than Elite Iron And Steel Limited ? Yes No 5. Do you think that you had to buy the product in other company(s) because of the service you expected was not fulfilled by Elite Iron And Steel Limited ? Yes No

6. What is your outlook towards this type product give among the buyers? Positive Negative 7. The officials and executives of Elite Iron And Steel Limited are very helpful and friendly, thus their attitude and communication approach towards customer is quite positive and therefore encourages customers to do regular purchese over this company and intend

customers to be loyal to the company. How you would like to be agreed with this opinion? Rate. 1 2 3 4 5

8. How often do you buy product from this company ? Weekly Monthly Semi-annually Annually One time 9. Are you satisfied with the service that you are getting while buying over this company ? Rate your satisfaction level. 1 2 3 4 5

10. Elite Iron And Steel Limited is presently using the latest and faster technology to fulfill its customer demand. What is your outlook towards this opinion? Rate. 1 2 3 4 5

11. If you are ever said to invite your relatives to buy product from this company, will you do it? Yes No 12. Do you think that Elite Iron And Steel Limited is performing its commitment towards the society that a corporate should do according to Corporate Social Responsibility (CSR)? Rate according to your choice. 1 2 3 4 5

13. Do you think that Elite Iron And Steel Limited is one of those company which are most popular in Bangladesh for their performance? Yes No

14. Elite Iron And Steel Limited is playing a vital role in employment of young generation of Bangladesh. In what extent do you agree with this statement? Rate. 1 2 3 4 5

15. Elite Iron And Steel Limited offers such unique products and services that are rarely available in any other copmany in Bangladesh. What is your opinion? Agree Disagree

........ .........Thank You