Acknowledgements

Any comprehensive work such as this Report must owe credit to a multitude of people. Certainly, we like
to acknowledge the support of our Course Lecturer Mr. Md. Mainul Islam, who has given the guideline.
Over the last few weeks, we tried our level best to make it a successful one. Here is the report you
approved us to prepare on "Bdjobs.com Ltd.". In this report we have tried our best to prepare Human
Resource Policy according to the different information about Bdjobs.com for preparing this report. For
preparing this report we also get the help of Bdjobs.com Managerial body. We are very grateful to them.

We would like to give our gratitude to Mr. Mainul one more time for facilitating in the making of this
report. We hope this report will provide a valuable insight to the Bdjobs.com Ltd. in overall Human
Resource Management scenario.

Sincerely

_______________ _____________________
Md. Imrul Kayesh Md. Kamruzzaman
ID: 167 ID-173

_____________________ _____________________
Farjana Sharmin Easita Islam
ID-157 ID-

_____________________
Fatematoz Aohra
ID-
1. INTRODUCTION
Policy:

A Policy is a pre-determined established guideline towards the attainment of accepted goals and objectives.
In other way policy could be defined as “an explicit written statement approved by the highest levels of
organizational authority which indicates long term direction and the limits within which actions shall be
taken, if the need for action should arise.” Such functional guidelines facilitate properly designed efforts to
accomplish the strategic intent.
Policy can be differentiate from objectives. Policy relates to the fundamental framework of principles and
rules which are used as reference information for decision making and provide a constant pattern of decisions
and structured through process.

HR Policy:

Human resource is one of the greatest resources in this industry. Management recruits right people for right
job. The Management identifies the talents and utilizes it for achieving business excellence. It also helps
them to identify the training needs and provide facilities in developing their knowledge and skills. Strengths
and weaknesses of employees are identified through best performance appraisal systems. The Management is
open for new ideas, systems and procedures.

HR Procedure:

Guideline which is prescribes the details for carrying out policies. They spell out the specific rules and
regulations of the HR function’s steps, time place and personnel responsible for implementing policies.
2. PROFILE OF BDJOBS.COM
Bdjobs.com Limited is the largest Job site in the country. Its’ highly skilled operation team has been
providing Web based Corporate Recruitment Software services to a number of leading local & multinational
companies/organizations operating in the country. The company’s software division, comprising a pool of
skilled & diversified software engineers has been involved in providing customized web based software,
particularly in the area of online recruitment, to a number of its premium corporate clients including,
Grameenphone, CityCell, British American Tobacco Bangladesh Ltd., Nestle, Coats Bangladesh, Chevron,
Square Group, Beximco Group, Rahimafrooz, MGH Group, Concern, ActionAid, Save the Children (UK,
Australia, Sweden-Denmark) etc. The company is also involved in Corporate Training and HR Consultancy
services.

Major Services of Bdjobs.com Limited

 Online Job Advertisement
 Executive Search (Head hunting)
 Corporate Training
 HR Consultancy
 HR Software Development and Maintenance

Fig 1: Home page of www.bdjobs.com

Vision:
The vision of the company is to try bringing Internet technology in the mainstream business and economic
life of the society.

Mission Statement:
The company is promised to provide online, automated recruitment solution to about 95% national and
multinational business organizations of Bangladesh by the end of the year 2012.

Objectives:
To achieve yearly target wealth successfully by support to client’s expected service through the year without
any server or internal misconducts.

Values and Beliefs:

Bdjobs.com Ltd. believes in the enormous capability of its own aspiration. It believes that power of
aspiration is stronger than outside challenges.
 People working with the company are its main asset. So it invests in them and shares ownership.
 Bdjobs.com Ltd. values its clients and users and tries to serve them with the best effort.
 It belongs to this society. They need to serve it with responsibility.
 It believes in the huge potential of our country.
3. FUNCTIONS OF HR POLICY

A. Recruitment & Selection:

Effective and efficient recruitment and selection is central and crucial to the successful functioning of
Company. It depends on finding people with the necessary skills, expertise and qualifications to deliver the
Company’s strategic objectives and the ability to make a positive contribution to the values and aims of the
organization.

Sources of Recruitment:-

Though Bdjobs.com limited itself a recruitment consultant they also use many sources for recruitments of
suitable candidates.

 Circulate to Bdjobs.com home page and collect CVs by email or apply online or currier.
 Use own CV bank access.
 Campus Recruitment.
 Reference of existing employees.
 Client reference.

Selection Process:-

After collecting the CVs there is a screening process based on several criteria.

 Screening the resume based on experience, educational background, and personal attitude.
 Group discussing within line manager and HR Manager
 First interview taken by line and HR Manager.
 Identified candidates have to face second interview with the CEO.

B. Training & Development:

Induction Training:-

Bdjobs.com limited believes that all new employees must be given timely induction training. This training is
regarded as a vital part of staff recruitment and integration into the working environment. This policy,
associated procedures and guidelines define the Company’s commitment to ensure that all staffs are
supported during the period of induction, to the benefit of the employee and Company alike.

Professional Training & Development:-

Bdjobs.com limited has their own training & development institute for corporate business and also train
bdjobs.com own employees. Bdjobs.com training division has been organizing workshops/ training programs
on different subjects under executive training program. It has organized a number of training programs on
Marketing, Management, IT, HRM, as well as is willing to arrange workshop and/or training programs on
important recent issues.
To improve the confidence in the initial stages and make them able to know how to do the task properly.
Basically it is short duration training for all kinds of department.
C. Performance Appraisal:
Bdjobs.com Limited is committed to supporting every employee to reach their potential and achieve their
personal goals, which in turn will assist the organization to achieve its objectives.

The performance appraisal policy supports the performance appraisal scheme. The scheme is a formal
process centered on an annual meeting of each employee and their line manager to discuss his/her work. The
purpose of the meeting is to review the previous year’s achievements and to set objectives for the following
year. These should align individual employees’ goals and objectives with organizational goals and objectives.

Managing Performance:

Following are the key elements in managing performance of Bdjobs.com Limited:

Share Responsibility- Supervisor and employee share the responsibility for

Regular feedback-
Employee Development-
improving job performance and formulating plans for employees future
development
Supervisor is to provide regular counseling/coaching to
his/her employee on ways to improve performance
Employee’s performance is interpreted in terms of
strengths and areas of improvement
It is to assist in the employee’s development plans to capitalize his/her
strength and work towards helping areas needing improvement.

What does the rating scale mean?

The performance ratings used in Bdjobs.com Limited for each objective and each personal core
competencies are as follows:

5 = Excellent Consistently exceeds expectations in this area. Clearly outstanding

4 = Very Good Exceeds expectations in this area.

3 = Good fully meets expectations in this area. Solid performer

2 = Average Meets most expectations. Needs improvement in identified areas.

1 = Bellow Average Does not meet expectations. Immediate and continuous
improvement is needed in this specific area.

The overall performance rating will be calculated according the weights, the achievements and the specific
ratings of objectives and competencies. It will be considered in the salary review process.

Overall Performance Rating

The overall performance rating is a combination of work results (SMART goals or objectives) and Personal
Core Competencies. The weight between them may be variable depending on the nature of the job.
D. Disciplinary Approach:

The Company Disciplinary Procedure will be used only when necessary and as a last resort. Where possible,
informal and/or formal counseling or other good management practice will be used to resolve matters prior to
any disciplinary action being taken. The procedure is intended to be positive rather than punitive but takes
cognizance of the fact that sanctions may have to be applied in some circumstances. An employee can
discuss any part of this policy with their Line Manager. They can help clarify an employees rights as well as
give guidance and support where it may be needed. Every individual has the right to representation at any
point during the disciplinary process.

The Human capital Integrity

 Every employee is required to make a personal commitment to comply with the Company’s Code of
Conduct.
 Obey the applicable law / regulations governing our business conduct.
 Be honest, fair and trustworthy in all activities and relationships.
 Avoid all conflicts of interest between work and personal affairs.
 Foster an environment in which equal opportunity extends to every member of the Bdjobs.com Limited
community.
 Strive to create a safe workplace and to protect the environment.
 Through leadership at all levels, sustain a culture where ethical conduct is recognized, valued and
exemplified by all employees.

Employee Conduct – Discipline

I. The employee shall serve the Company honestly, faithfully and diligently, always act in the best interest
of the Company, abide strictly by the rules and regulations in force from time to time, maintain good
conduct and discipline and generally conduct himself / herself in line with the Integrity policy.

II. Misconduct: Acts of Misconduct that are breaches of discipline are given below. This is an indicative list
and should not be treated exhaustive.
 Smoking in ‘No Smoking’ zones.
 Theft, fraud or dishonesty in connection with the Company.
 Taking or giving of bribes or an illegal gratification whatsoever in connection with the Company or
in the employee’s own interest.
 Willful insubordination or disobedience of any reasonable order of a superior.
 Drunkenness, fighting or riotous, disorderly or indecent behavior while on duty or at the place of
work.
 Habitual neglect of work.
 Use of indecent language & gestures.
 Sleeping on duty.
 Disrespectful behavior towards fellow employees and customers/ suppliers/ business partners.
 Misuse of Company property.
 Intentionally causing damage of Company property.
 Public conduct detrimental to the Company image.
 Continuous absence without permission and without satisfactory cause for more than ten days.
  Giving false information regarding one’s name, age, father’s name, qualification or previous
service at the time of the employment.
 Leaving work without permission or sufficient reason.
 Threatening, abusing or assaulting any superior or co-associate.
 Disclosure to any unauthorized person of any confidential information in regard to the working or
process of the Company.
 Failure to adhere to the Information Security Policy of the Company.

Restricted access to certain floors and Departments

For the sake of preservation of confidentiality, all employees of one Department is expected to keep their
visits to other Departments and specially to the IT and Training floor ( the 14 th and 19th floor ) on a “need to
only” basis, and should visit after taking permission of entry from the person he/she wants to meet. Needless
waiting or loitering is strongly discouraged.

Dress Code
Except Saturday every employee has to wear formal dresses. There is no specific official dress identified or
distributed by the authority. So male or female can use any formal dresses they like to wear.

Verbal Warning

A Verbal Warning is appropriate when it is necessary for the manager in charge to take action against an
employee for any minor failing or minor misconduct.

First Written Warning

A First Written Warning is appropriate when:

 a verbal warning has not been heeded and the misconduct is either repeated or performance has not
improved as previously agreed.
 an offence is of a more serious nature for which a written warning is more appropriate.
 the recurrence or accumulation of an offence/offences, if left, will lead to more severe disciplinary
action.

Final Written Warning

A Final Written Warning is appropriate when:

 an employee's offence is of a serious nature falling just short of one justifying dismissal.
 an employee persists in the misconduct which previously warranted a lesser warning.

Dismissal

Dismissal is appropriate when

 an employee's behavior is considered to be Gross Misconduct.

 an employee’s misconduct has persisted, exhausting all other lines of disciplinary procedure
E. Controlling Absence:
It is recognized by the Company that from time to time staff and other employees may require to be absent
from their place of work due to illness. The length of time lost by employees through illness must however
be monitored to ensure that each members is able to do their job, effectively and without putting themselves
or others at risk. It is not the intention of the Company to penalize the genuinely sick, however it must be
recognized that an employee who is medically unfit to carry out his/her duties may not be able continue in
that employment.

Managers will consider cases of sickness absence on an individual basis and ensure the provision of
appropriate support, advice and Occupational Health where appropriate. However, it is recognized that in
some cases, patterns/levels of absence will be unacceptable and formal management action will be required.

Employees who become aware that they have an illness problem are encouraged to inform their manager at
the earliest opportunity. All such requests will be dealt with as speedily and compassionately as possible.

Return to Work Interview

This is an informal part of the Procedure, however in order to give the process credibility the
following rules should be followed:-
 Every employee should complete a 'Return to work interview' form with their immediate line
manager.
 Interviews should be carried out in an area where there will be no interruptions and where
both parties may feel at ease.
 The employee should always be informed of the reason for the meeting.
 The meeting should be prefaced by an indication of concern for the employee as well as the
need for the Manager to be aware of the health of his/her employees.
 The employee should be encouraged to discuss any problems they may be having with their
health and to actively contribute to the solution to the problem.
 Any apparent problem or patterns of absence should be brought to the employees attention.
 All relevant absence documentation must be recorded on the employees personnel file.

Counselling
 As the first step in procedure it is vital that the message conveyed is clear and unambiguous.
 Prior to counselling, full details of the employee’s absence record along with reasons should
be made available to both participants.
 The employee should be made aware of the date and location of the Meeting and the reasons
for it.
 The employee should be given the opportunity to explain absence records and present any
evidence required.
 If there are medical problems it may be necessary to adjourn the Meeting for medical advice.
The Manager/Supervisor will advise the employee of the outcome of the meeting and where
appropriate of the need for improvement of their current absence level. Written confirmation of the
outcome of the meeting will be given to the employee and a copy recorded on their personnel files.
F. Equity Policy:
 Bdjobs.com recognizes that discrimination and victimization is unacceptable and that it is in the
interests of the Company and its employees to utilize the skills of the total workforce. It is the aim of
the Company to ensure that no employee or job applicant receives less favorable facilities or
treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability,
gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or
belief, sex, or sexual orientation

 Our aim is that our workforce will be truly representative of all sections of society and each
employee feels respected and able to give of their best.

 We oppose all forms of unlawful and unfair discrimination or victimization. To that end the purpose
of this policy is to provide equality and fairness for all in our employment.

 All employees, whether part-time, full-time or temporary, will be treated fairly and with respect.
Selection for employment, promotion, training or any other benefit will be on the basis of aptitude
and ability. All employees will be helped and encouraged to develop their full potential and the
talents and resources of the workforce will be fully utilized to maximize the efficiency of the
organization.

 Our staff will not discriminate directly or indirectly, or harass customers or clients because of age,
disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual
orientation in the provision of the Company’s goods and services.

 This policy and the associated arrangements shall operate in accordance with statutory requirements.
In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality
and Human Rights Commission, any Government Departments, and any other statutory bodies.

G. Leave Policy:

There are generally following categories of leave are sanctioned to employees:

 Casual leave
 Sick leave

Casual Leave:

 Total 10 days C.L. will be credited for one year after confirmation of the services.
 No encashment/carry forward is allowed.
 Employee can avail all together or as per their required.
Sick Leave:

 Total 14 days S.L. will be credited for one year after confirmation of the service.

 If an employee avails of Sick Leave for more than 2 days, he must produce medical certificate as
well as medical fitness certificate immediately and on the day of resuming duty, he must produce
medical fitness certificate.

 No carry forward or encashment is allowed.

 In the event of validation of medical certificate produced by the employee, Company may ask Him
to report to a medical practitioner nominated by the Company for validation.

Procedure for applying leave:

Step 1: Employee fills up blank leave application with clear reasons and leave Address and type of
leave required. Excepting unavoidable or emergent Situations, all leave must have prior
sanction.

Step 2: He must get the ‘leave position’ portion filled from the Personnel Dept. before he submit it to
his GM, Sales.

Step 3: GM, Sales will discuss with Shift Head and make necessary Alternate arrangement before
leave is recommended.

Step 4: GM, Sales will forward the leave applications to HRD with recommendations for
Sanctioning leave or comments for rejection of applied leave with reasons.

Step 5: HRD forward the applications to CEO for sanction the leave only after Group
Head/Shift Head/Supervisor Has recommended the leave.

Step 6: If leave is sanctioned, the application will be forwarded to Personnel Department for up-
dating employee leave records. If leave is not sanctioned, the employee concerned may be
advised/counselled accordingly.

Prior approval:

No leave is sanctioned, if an employee avails of leave without getting it sanctioned and also he is not allowed
to regularize it on the date of resuming duty excepting reasons which are of emergency or unavoidable
nature. This will be decided by CEO concerned.

If this attitude is repeated, GM may discuss with Personnel /HR Manager to take appropriate Action against
erring employees. Just applying leave does not mean that he got the sanction. He must get the leave
sanctioned and only then, he may proceed on leave.

If any employees avail the allocation leave C.L/S.L and need more leave any emergency situation with the
duration they have to follow the procedure the applying leave. Management may or may not approve his or
her application but if approved it will be consider as leave without pay.
H. Compensation and Benefits:
List of compensation breakups which the Bdjobs.com Limited has, listed below.
 Basic-Lump sum rate policy
 House Rent
 Medical Support
Allowances
Conveyance Allowances
Mobile Allowances
Food Allowances
Transport Allowances

Benefits apart from salary

 Bonus-Yearly
 Incentive bonus
 Profit Sharing- 5% of total yearly income
 Motivational Incentives

I. Increment Policy:
Bdjobs.com has half yearly compensation increment policy which is based on the following
performance dimensions. These Performance Dimension consists of-

 Target Achievement.
 Quality of Work.
 Ethics used in target achievement.
 Attendance.
 Discipline & code of conduct.
4. STRENGTH & WEAKNESS

Based on Bdjobs.com Limited HR Policy, we are proposing the following strength and weakness of
bdjobs.com:

Strength

 Specific Vision, Mission & Objective and have been doing the best from the very beginning of the
bdjobs.com.
 On the support of HRD successfully achieve the objective each year.
 Skilled Human Resource and all the staff, which are related to Bdjobs.com, are skilled and effective
in their own job responsibility
 Human Resource department of Bdjobs.com follows ethical strategy to recruit new employees.
 Bdjobs.com limited itself a recruiting consulting firm.
 Proper training and development system due to Bdjobs.com has their own training centre.
 Maintaining proper performance from entry level to top level in all the departments.
 No barriers between superior and subordinate because the sitting arrangement in an open space and
close to each other.

Weakness

 Job description and job analysis is not clear.

 Types of interview are they taken aren’t clear.

 List and discuss the principles of learning and describe. How they facilitate training.

 No provident fund for employees

 There is no specific circumstances and written statement about Grievance Handling.

 Leave facilities are very limited for the total year even no Earn Leave available for the employees.
5. RECOMENDATION

 Bdjobs.com should establish a written HR constitution

Bdjobs.com HR constitution should share with the entire department for be aware about the
organizations rules and regulations in advance.

 HR Manager Vs Line Manager

Bdjobs.com has emphasized on the relationship between the HR Department with the rest of the
organization department head.

 Monitoring Departmental Subordinate & Superior

Bdjobs has the opportunity to move the organization effectively and efficiently to monitor overall
scenario based on the consequences of top to bottom observation.

 Value Added Service

Bdjobs can bring a revolution by introducing very in user friendly services related to Human
Resource Development of corporate. Performing complete HR consultancy that may include
accessing HR needs, recruitment, interview, selection, placement, orientation, training, creating
complete database, and finally performance appraisal). This may be mentioned here that most of the
firms in Bangladesh do not have a organized HR activities due to low professionalism.

 Enhance Promotional Mix

Bdjobs has the necessary financial resources that can support HRD to announce several financial and
non financial promotional activities to the employees for greater branding of the company and the
products/services.