Report On

‘HR operations of bkash Limited’

Course Name: Human Resources Management
Course Code: MGT 351

Submitted to
Rumana Huq Luva
Lecturer
Department of Management
North South University
Submitted by
Name ID
Angel Ahasan Shawon 1530524030
Surja Saha 1711885630
Minhaz Ahmed 1712800030
Shanto Saha 1721078630
Efat Tanzim Ishita 1721179630
Section: 11
Date of Submission: 10th April, 2019
 Acknowledgement

I would like to thank almighty Allah who has helped me to complete our report and gave me ability
to finish this internship report. I would like to thank my respected faculty Rumana Huq Luva,
Lecturer, North South University. I would like to thank her for inspiring and gifting me knowledge
that I shall forever treasure. I also thank her for providing us with detailed instructions on how to
proceed with our report and also supporting and helping us when we faced difficulties through the
period. Moreover, I would like to appreciate our organizational supervisor, Mr. Abu Usuf Md.
Rashedul Amin (Manager, Talent Acquisition, and Human Resource Division) of bKash limited
who helped us.
During this report. He has put tremendous efforts in turning our report into process of enthusiasm
and new experience and learning. He has showed his support and encouraged us every time.
Furthermore, we would not forget to thank our members in the group who were always there to
show their support which helped us to ease our report.

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 Executive Summary
bKash Limited is a subsidiary of BRAC Bank. It was first originated in 2010 as a joint venture
between BRAC Bank Limited, Bangladesh and Money in Motion LLC, USA. Mainly it is a private
limited company which is created especially to provide mobile financial services in Bangladesh.
Its mission is to provide affordable, suitable, convenient and consistent financial service towards
the consumers. More than 70 people among each 100 of the population of the country live in rural
areas where access of the formal financial services is difficult. But these are the people mostly in
need of such services. And that is why bKash’s main focus is to serve the deep rural people.
Every organization built a strong image through the other organization just because of the strong
HRM team. The report is mainly focus the issues of Bkash HRM where the report illustrates the
culture of the interpersonal relation in the organization. A report mainly focusing on the internal
HR systems, the recruitment and selection process, training, appraising, and benefit offered etc.
HRM describes the rules and regulation of the organization and how to improve its system. So the
whole report is all about the HRM Bkash and in this report clearly describes about the process
what Bkash follows internal and external communication and also in business.

Human resource management is the strategic approach to the effective management of

organization workers so that they help the business gain a competitive advantage. The HR
department is designed to help the employees with their work and make as efficient as possible
with the required training. The goal is to achieve the firm strategic goals through this processes.

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 Table of Contents
Acknowledgement…………………………………………………………………..................... (I)
Executive Summary………………………………………………………………...................... (ii)
Introduction ………………………………………………...................................................... (1-2)
Methodology……………………………………………………………………………………. (2)
Background Information about the company………………………………………………..... (3-4)
Strategic Human Resource Department…………...………………………………………….. (4-5)
Recruitment and Selection Process…………………………………………………………… (6-9)
Training & Development…………………………………………………............................. (9-10)
Performance Appraisal Details…………………………………………………………….. (11-15)
Compensation……………………………………………………………………………… (16-21)
Benefits & Services………………………………………………………………………... (20-24)
Employee Relation………………………………………………………………………… (24-26)
Recommendations…………………………………………………………………………. (26-27)

Conclusion…………………………………………………………………………………….. (27)

References……………………………………………………………………………………. (28)
 Introduction

Human resource management is the process of recruiting, hiring, developing and managing of an
organization’s employees. The term human resource management describes the activities of the
people who work for an organization and the organization’s department which is responsible for
managing resources and employees. In 1960 when in an organization realize the importance of the
labor relation and managing their work or service’s value then the human resource management
department create for selecting, hiring, managing and developing of the company or organization.
The process of HRM includes,

1. Appraisal
2. Compensation
3. Training and development
4. Labor relation
5. acquisition
6. Fairness
7. Health and safety

Human resource management also have some areas to build up relation and hiring season between
employers and employees, which is managing by HR department.

1. Recruiting and staffing

2. Compensation and benefit
3. Training and developing
4. Personnel analysts etc.

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Human resource management is equally important for employers, employees and managers as
well. HRM department planning all the process of selecting or hiring an employee, manage and
organize their interview, recruiting process, trained new employees, staffing the organization’s
goal. Overall it can be say that now a days without HRM an organization cannot achieve their
goal.

Methodology

To obtain and collect data we have mainly used two basic sources of data. We have interviewed
personnel form the HR department of the ‘bKash Limited’ as a primary data. He has helped us by
providing some very important and valuable information about the HR system of the company.
As a secondary data we have searched internet and read different online reports and journal articles.

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 Background Information about the bkash
bKash Limited (bKash) is a Bank-led Mobile Financial Service Provider in Bangladesh operating
under the license and approval of the Central Bank (Bangladesh Bank) as a subsidiary of BRAC
Bank Limited. BKash provides safe, convenient and easy ways to make payments and money
transfer services via mobile phones to both the unbanked and the banked people of Bangladesh.
At present, bKash is one of the leading Mobile Financial Services Provider in the world. BKash
started as a joint venture between BRAC Bank Limited, Bangladesh and Money in Motion LLC,
USA in 2010. In April 2013, International Finance Corporation (IFC), a member of the World
Bank Group, became an equity partner and in March 2014, Bill & Melinda Gates Foundation
became the investor of the company. In April 2018, Ant Financial (Ali Pay), an affiliate of globally
reputed Alibaba Group, became an investor in bKash. The ultimate objective of bKash is to ensure
access to a broader range of financial services for the people of Bangladesh. It has a special focus
to serve the low income masses of the country to achieve broader financial inclusion by providing
services that are convenient, affordable and reliable.

More than 70% of the population of Bangladesh lives in rural areas where access to formal
financial services is difficult. Yet these are the people who are in most need of such services, either
for receiving funds from loved ones in distant locations, or to access financial tools to improve
their economic condition. Less than 15% of Bangladeshis are connected to the formal banking
system whereas over 68% have mobile phones. These phones are not merely devices for talking,
but can be used for more useful and sophisticated processing tasks. BKash was conceived primarily
to utilize these mobile devices and the omnipresent telecom networks to extend financial services
in a secure manner to the under-served remote population of Bangladesh. BKash can be accessed
via all the mobile networks operating in Bangladesh.

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Currently, bKash is running a network of more than 180,000 agents throughout urban and rural
areas of Bangladesh with over 30 million registered accounts.In 2017, bKash was ranked as the
23rd company in the annual list of Fortune Magazine's 'Change the World in 2017' among the top
50 companies to make changes based on social issues.

Strategic Human Resource Department

Strategic Human Resource Management (SHRM) is defined as alignment of strategic business
goals of the organization with human resources, so as to foster innovation and improve motivation,
satisfaction, productivity, and eventually overall performance.

Bkash practice of attracting, developing, rewarding, and retaining employees for the benefit of
both the employees as individuals and the organization as a whole which is Strategic Human
Resource Management. SHRM involves formulating and executing HR systems like HR policies
and activities that provides the competencies and behaviors that the company needs to achieve its
strategic aims. The organization’s strategic plan guides much of what is done by all to accomplish
organization goals.HR departments set decision depends on the goals set at each level in support
of higher level.

Benefits of Strategic Human Resource Management are:-

 Increased job satisfaction.

 Better work culture.

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  Improved rates of customer satisfaction.
 Efficient resource management.
 A proactive approach to managing employees.
 Boost productivity.

Here are the steps of Strategic Human Resource Management of Bkash are given below:

 SHRM of Bkash develop a thorough understanding of its company objects.

 Evaluate organization’s HR capabilities.
 Analyze organization’s Current HR capacity in light of its goals.
 Estimate company’s future HR requirements.
 Determine the tools required for employees so that the job must done.
 Implement SHRM.

Finally, evaluation and take corrective actions if necessary.

SHRM Tool

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 Recruitment and Selection Process
Basically, HR department takes the responsibility for the recruitment. This department helps to
find and attract capable applicants. Job description and specification provide the needed
information upon which the recruitment process starts. Here are some functions of the recruitment
office of Bkash:-

 Need Assessment.
 Requisition collection.
 Defining the position description.
 Checking the recruiting options.
 Advertisement.
 Screening and short-listing applications.

Selection interview (tier-2):-

 Employment decision.
 Offer letter.
 Orientation.
 Placement.
 Follow –up.

Source of Recruitment:

The Company follows three ways recruitment. It’s depend on the job category of the vacant
position. The recruitment process of this organization is classified into three types, which are done
based on the job grade/ group.

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These are as follows:

1. Entry-level Management.

2. Mid or senior level Management.

3. Graded staff / Non- Management staff.

Internal Source:

The organization look for the employer inside the company. There could be a person in the
organization who competent for the required position. Assume there is, the existing manpower is
then shuffled to place the selected person for new post. If there is no such person inside the
company, then the management look for the second step.

Employee referrals:

This is another source for recruiting employee in Bkash. Employee referral means using personal
contacts to locate job opportunities. Actually, it is a recommendation form of a current employee
regarding a job applicant. The logic behind the employee referral is “it takes one to know one”.
Employees working in the organization are encouraged to recommend the names of their friends
working in other organization for a possible vacancy in the near future.

External Source:

The company looks for external recruiting if needed. Those candidates who best meet the skills,
qualifications, experience and competencies required for the position should fill vacancies.
Therefore, if there is no candidate within Bkash, then the organization find out who is suitable for
the role through external advertisement which should be placed to attract the potential candidates
followed by the selection procedures.

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Advertisement:

The Company gives advertisement in national dailies (both Bangla and English) & online to attract
the talents from the market. Besides, Bdjobs website is one of the main source of Bkash to collect
resumes of potential candidates. They also collect information from linked-in.

Selection Process: Every company has a significant selection process. In large company selection
process is very well mannered. Bkash use to follow different selection process for fresh graduate
and experienced workers. Experienced employees for higher positions are normally selected by
CEO by conducting an interview. BKash use to follow some important step in terms of selecting
their fresh employee which is given below.

 Screening of candidates: At the very first step they make a short screening of the
employee. The HR department of bKash takes a short list of candidate from CV whom is
qualified. If the HR
Manager of bKash finds potential candidates; they are contacted and called for interview.
 Interview: An interview is very important for a selection process. For fresh graduates there
are two interviews in the selection process. First interview is a normal interview where the
HR managers of bKash try to relate if they are worth working for bKash. Only selected
candidates goes to the next round.
 Technical test: Technical test is the third step of their selection process. In this step
candidate gives different kind of technical test based on their applied position. For example,
they take Microsoft office test for business graduates, for IT position they take different
kind of operational test.

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  Final Interview: Final interview is the most important part of the selection process. In
final interview a group of 4 to 5 people takes the interview and the HR head leads the
interview. In this step bKash almost finalize whom they are going to take as their employee.
 Salary Negotiation: In this step employees’ salaries are negotiated. Normally fresher’s
salary is pre-determined. In this step they basically discuss salary for experienced workers
 Police Verification: The last step of selection process is police verification. In this bKash
check if the person has any criminal record. If the candidate is cleared by police is ready
to join bKash.

Training and Development

Training programs are different through different work positions. Fresh graduates they have well-
mannered training system. Bkash has its own training center. When fresh graduates join the
company they have been taken through a 5 days introduction program. There is also some Different
training program for the employees. There basic training programs are given below.

 Introduction Program: introduction program is basically a 5 days program where they try
to introduce the employee with the organization. Where employees are deputed under their
working area. A supervisor always tracks their work. A new employee gets maximum
amount of help in this stage. The supervisor acts as the trainer and helps the employee in
every way it is possible.

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  Foreign Training: In some department selected employees are sent in different organization
outside the country for training purpose.
 Cultural Training: A cultural training is held in every year. Where every new member needs
to attend this training program.
 Special Training: Special training is held every year based on different purpose. When
Bkash introduces new security system for their service they conduct a training for their IT
team.

Other than that they also follow some training and development method given below,

 On the job training.

 Formal learning.
 Program learning.
 Seminar.
 Workshop.
 Online training (Processing)

Some Development method they follow,

 Managerial on the job training.

 Job rotation (in few cases)
 In house development center.

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 Performance Appraisal Details

Performance appraisal means evaluating an employee’s current and past performance relative to
his and her performance standers. Performance appraisal is a ceremonial system that evaluates the
superiority of a worker’s performance. An appraisal should not be viewed as an end in itself, but
relatively as a key process within a broader performance administration system that associates,
Organizational objectives, everyday performance, Professional improvement, Rewards and
incentives.

Bkash company are uses many process about performance appraisal for the employee.

The Appraisal Process of the Bkash limited that are given bellow:

• Self-Appraisal
• Manager Appraisal
• Department Committee Session
• MD Committee Session
• Feedback Session

Responsibility of manager: This includes keeping records of employees, coach employees,

giving employees’ feedback and suggestion, update goals and objectives if needed.

Responsibility of employees: Employees need to understand the purpose of performance

objectives, give hundred percent of their concentration and effort to achieve objectives, and share
information with supervisor.

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Employee Self-appraisal: Employees appraise their own performance based on values, skillsets
and goal performance.

Manager’s appraisal: Team managers appraise the performance of their employees based on the
self-appraisal (values, skillsets, and goal performance).

Department Committee: Department managers review & discuss the appraisal outcomes based
on scores, identify the low, medium and high performers across the department and new employee
goals.

MD Committee: Final review of appraisal outcomes at department level and for department level
managers.

Feedback Session: Team Managers have session with Employees with final outcome.

Reviewed & Renewed Bkash values:

Customer Commitment: We believe in giving the best to our customers, sellers and society.

Employee Teamwork: We think as a team, work as a team and grow as a team. The power of our
team allows ordinary people to achieve extra-ordinary things.

Embrace Change: We embrace change and anticipate fast. Change is growth, and growth is what
drives us every day.

Integrity: We treat our partners and each other with mutual respect and work for mutual benefit.
We expect the highest standards of honesty and deliver our commitments.

Company Ownership: We know our priorities, and when we do something, we do it with focus
and perseverance.

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The process starts with a clear self-appraisal, which requires all employees to score themselves
and motivate their performance score:

This is step is the reflection of collaboration approach of management and employees of the
company employee. The planning is formed in the basis of employee’s competencies, behavior,
result, and developmental plan. This is acting as a base of performance appraisal. To carry out a
proper range of ditties by employees it is supervisor job to set a realistic, relevant and achievable
performance objective.

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Step 1: Evaluate employee self-appraisal:

• Read the self-appraisal comments

• Determine whether you can identify yourself with these comments
• Determine whether you agree with self-appraisal score

Step 2: Fill the appraisal form:

• Assign a score of 1: very poor- 5: outstanding performance for each of the three parameters
values, skill set and goals.
• Give specific examples, scenarios, and incidents.
• The scores should reflect the examples.

Step 3: Assign new goals:

• Assign at least 2 new goals for your employees for the next 6 months.
• The goals should follow the SMART principle – Specific, Measurable, Assignable,
Realistic, and Time-bound
• Step 4: Overall comments:
• Give comments for the overall performance of the company employs for one business the
period.

The scores will guide managers for the appraisal outcome. However, the final outcome will not be
dependent on absolute scores.

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Once the appraisal outcome is decided, managers will have an appraisal meeting with all
employees to discuss the feedback and performance of employees.

Overview Objectives:

Provide guidance to employees which in turns leads to more employee confidence &
competence.

Ensure that performance is aligned with company values, skillsets & goals assigned, and
discuss ways to improve performance.Discuss new goals for the coming 6 months Process
the correct salary increments which is in line with employee performance.

TIPS: Let employees know your observations about specific behavior without judging the intent
of the person.Let employees know the impact of the behavior – how it is affecting the team and
business.Discuss constructive feedback while taking the employee’s suggestions into
consideration.

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 Compensation
Employee compensation includes all forms of pay going to employees and arising from their
employment. It has two main component Direct Financial payment and Indirect Financial
payment. Into the direct financial payments are wages, salaries, incentives, commissions, and
bonuses. Also indirect payments are mainly financial benefits like employer- paid insurance and
vacation.

Bkash limited are so much aware about their employee compensation. They provided employ
compensation in this way that are given bellow.

Direct Compensation is remuneration provided to employ in exchange for their labor and services.
What makes it direct is that it is given to the employee without an intermediary. Under direct
compensation.

Pay: It consists of wages and salaries received for performance work. It can be base pay
and merit pay based on job performance.

Incentives: They are provided for the employee’s benefit, but is not given directly to the
employee. Under indirect compensation there are two performing work. It can be piece wage,
commission, bonus, profit sharing, stock option etc.

Indirect compensations are provided for the employees benefit but is not given directly to the
employee. Under direct compensation there are two types of compensation:

Benefits are the payments addition to pay. They can be

Pay for time not worked: paid vacation, holidays, leaves.

Protection Programs: Pension, Gratuity, Insurance etc.

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Executives Benefit: Free Newspapers, telephone etc.

Service and Perquisites: They increase employee’s wellbeing at on cost or significantly reduced
cost to employees. They can be

Housing, transport, food

Loans Children’s, education expenses

Discount on purchases on bkash account.

Social-culture recreational activities like Boishak, Falgun, Eid and a lots of program.

Performance Based Evaluation Measure:

Bkash always tries to give the better service to their customers. As for this they tries to find out
the best employees compare with their rival companies. The HRD of Bkash not only provide
training to the employees but also goes for measurement of the performance before and after
training. HRD goes for two types of methods:

a) Post-training performance method

b) Pre-post training performance method

According to the post-training performance method HRD evaluate the training programs based on
how well employees can perform their job in the position Singer provides to after training. Under
pre-post training performance method HRD of Singer evaluate the training programs based on the
difference in performance before and after training

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Compensation Systems

It is a big issue to compensate the employees because each and every employee has some extra
capabilities which make him/her different from the other employees as well as reducing the lacking
that make him/her away from the race of reward system. For making a fair compensation system,
HRD of Singer follows some factors of the employees. Those are:

Mental efforts: intelligence, memory, verbal expression, specialized Knowledge,

communications.

Physical efforts: height, weight, strength, working hours

Skills : experience, training, education, ability to perform the given task

Responsibilities: how much the employee responsible to perform the job, how willful he/she is?

All this above factors are considered while the HRD are going to compensate any employees. His
past (if has) and present records of the works are evaluated for making a fair
compensation packages.

Types of Compensation provided by Bkash Ltd:

HRD of Bkash provides both direct and indirect compensation to their employees. HRD tries to
match with the environment of the current situation and the needs of the employees. Cluster with
all that HRD gets the decision whether they give direct or indirect compensation benefit.

Direct compensation:

Direct compensation that Bkash usually provide to their employees consist of:

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A) Merit pay: If sometimes any employee did any unexpected work which cannot be possible for
other employees and to did that should have some additional knowledge on that cases HRD of
Singer give direct financial support to that employee to motivate both that employees and all others
of the company.

b) Spouse income continuation: If any uncertainties arise that a employee of Bkash cannot able
to work due to his disable situation most of the cases Bkash tries to stand beside the family of that
employee’s

C) Gain sharing: When a group of people did anything extremely well and make a huge financial
profit sometimes Singer gives some percentage from that profit equally to each and every members
of the group. By doing this employees are being motivated to work as a team to gain the
competitive advantage

d) Profit sharing: Basically it is not happen regularly and if it so than only the percentage of the
profit is distributed to the top level management Officers.

Rewards System:

Bkash is very much concern about the reward system of the employees. Because all the time Bkash
believes that no more Bkash in the world would exist if each and every single employee are not
satisfied while doing their job in the company. Bkash always try to give some rewards which will
cheer up the employees and makes them more attract on their own field. Basically Bkash gives
two types of rewards towards the employees.

1. Intrinsic reward
2. Extrinsic reward

Under intrinsic reward employees are not allowed to enjoy financial benefits from the company.
For top level or upper mid-level employees can go for

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 a. decision making while unexpected situation arises
b. personal development by getting training without any expense
c. Job freedom. Under extrinsic reward employees get financial rewards. But sometimes they
have the chance to get some additional benefits by the company.

Provident Fund
Provident fund is determined by 5% of the basic salary of the employees and equal contribution
from the company. An example of the provident fund calculation is provided below for a top
level manager of Bkash:-

Year Basic Salary Employee’s Employee’s Employer’s Employer’s

Contribution Contribution Contribution Contribution
(8%) Total (8%) Total

1st TK 90000 TK 7200 7200*12= TK 7200 7200*12=

86400 86400

2nd (9% TK 98100 TK 7848 7848*12= TK 7848 7848*12=

increase) 94176 94176

3rd (9% increase) TK 106929 TK 8554 8554*12= TK 8554 8554*12=

102651 102651

TOTAL (after TK 283228 TOTAL (after TK 283228

3 years) 3 years)

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 GRATUITY
Gratuity is a one-time lump-sum payment given to the employees on the last day of their
employment as a gift for their valuable service to the organization. Usually an employee
becomes eligible between 5-10 years of continuous employment. It is one of the retirement
benefits offered by the employer to the employee upon leaving his/her job. But if an employee
quits before 5 years of service, then he or she is not entitled for gratuity. An example of the
gratuity calculation is provided below for a top level manager of Bkash:-

Year Basic Salary

1st TK 90000
2nd TK 98100 (9% increase)
3rd TK 106929 (9% increase)
5th TK 127043 (9% increase)
8th TK 161345 (9% increase)
10th TK 184213 (9% increase)

 If an employee quits after 10 years:

Gratuity amount = {5*5th year’s basic salary} + {5*10th years basic salary}
= {5*127043} + {5*184213}
= 1556280 TK
 If an employee quits after 8 years:

Gratuity amount = {5*5th year’s basic salary} + {3* 8th year’s basic salary}

= {5*127043} + {3*161345}

= 1119250 TK

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 Benefits and Services

Bkash introduces a balanced benefit package for motivating the employees and employee
retention.

1. Leave Fare Assistance (LFA): Leave fare assistance is a non-recurring benefit for all the
permanent employees of Bkash who have completed at least one year service. Bkash
provides Leave Fare Assistance to its Employees to ensure that the employees enjoy a
sound mandatory leave of 5 days in one go. This will definitely enhance the employees‟
satisfaction and it will enhance competitiveness with peer organization in the industry.
Every Confirmed Employee is entitled to receive LFA only once in a year. If any staff fails
to go to mandatory leave his/her LFA will not be carried forward. That means in a calendar
year only one LFA will be given to the staff.

2. Medical Benefits: Bkash provides some medical benefits of its permanent employees.
Bkash gives up to taka 6lac per person for the employee, employee’s spouse and kids. After
6 months of treatment (if necessary) Bkash provides up to 12lac per person for the
employee, employee’s spouse and kids.

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 3. Termination Benefit: In case a confirmed employee is asked to resign from his/her
services by the relevant authority without stating any reason, he/she is eligible to receive
one month’s notice in writing or one month’s gross salary as payment. If the employee is
duly notified with one month’s notice, he/she will not be entitled to receive any form of
compensation for the termination of services.

4. Festival Bonuses: Bkash gives two festival bonuses in a year (Eid-Ul-Fitre & Eid-Ul-
Azha). All the employees are entitled to get festival bonuses. They get bonus equal to one
month’s basic salary in both festivals.

5. Performance Bonus: The employees who are rated excellent will receive performance
bonus at the end of the year after performance evaluation. Those who are rated very good
and good are also entitled to the performance bonus. But the average and poorly - rated
employees are not worthy of a performance bonus.

6. Promotion: Promotion is an employee's vertical movement within the organization. In

other words, promotion refers to an employee's upward movement from one job to another
higher one, with wage, status, and responsibilities being increased. Depending on Bkash
needs, promotion may be temporary or permanent. A Bkash employee needs to serve in
the current position for two years in order to be promoted to a higher position.
Bkash provide services to their employees.

1. Educational services: Bkash arrange an educational service for the employees. Business
Partner of Bkash lead a group of 20 members. He discuss about the progress of employees
work. A lunch party is organized for the employees.

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 2. Cultural programs: Bkash celebrate the Pohela Baishakh, the Falgun in every year. All
employees of Bkash celebrated the Valentine’s Day in the last year.

3. Picnic Program: Bkash organize a picnic in every year. CEO, Chairman, Director,
Managing Director, Business Partners and employees attend in the picnic. Employees
arrange a cricket tournament for male employees. Female employees are also playing
games with their colleagues.

4. Dining room facility: Employees of Bkash can eat their breakfast, lunch in the dining
room.

5. Medical Services: Bkash provides medical services to the employees. They have also a
doctor who is a full time employee of Bkash.

Employee Relation
Employee relationship means a company’s efforts to manage relationship between employers and
employee. Employee relation is the most important part of any type of business. No business can
get proper success and the goals of organization without strong employee relationship. Employee
relationship program is the term of human resource management strategy designed to ensure the
most feasible use of people to perpetrate the organizations mission. It focus on issues affecting
employees as pay and benefits supporting work life balance and safe working conditions.

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Here we choose the company is named Bkash. So we will discuss some important issues
about employee relationship of Bkash.
1. Bkash have so many activities and program for building employee relationship in
employees with each other and also between the employers and employees. Such as New
year fest, Pohela Falgun, Pohela Boisakh, Women day program, Iftar party ,family fest and
game facilities to give entertainment to the employees of the company. All of this program
and fest organized for build up an effective connection between employees and employers.
In this programs they organized some traditional and informal activities and facilities. As
they organized traditional Bengali food item in pohela boisakh such as ‘panta elish’.
2. Bkash have a benefit for subsidiary lunch, provident fund, house rent, medical service,
mobile and internet service, performance bonus, maternity leave service etc.
3. This company have mainly sales needs employee recognition policy. But all group have
a trip budget to discuss their ideas with each other’s.
4. Bkash have a very low turnover rate. Employees shifting their job very rarely and its
happened when they faces any serious issues but it’s happen very rarely.
5. This company have no record for dismissing any employ but have some rules for this
issue. If any for any bad performance or for any case an employee is called culprit, then
firstly the HR manager take the culprit and the victim’s statement and justify the actual
truth. Then he have to give a warning to the culprit and take written statement as a promise
letter for his/her solvency. But if the issue is harassment or any female content with prove
then he will dismiss from the job directly.
6. Bkash takes some psychological test for give a job to any employee in oral interview.
They have a counseling department to counsel the employee’s psychological problem.
7. The company have an opportunity to discuss their problems and share their ideas with
the managers by having subsidiary breakfast and open discussion.

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 Here is the content of a good employee relationship. I think this company follow the content
of employee relationship properly.

Recommendation
1) Bkash should provide training exclusive training to entry level workers. Since international
training is costly, Bkash should try offering local, in-house training to its employees. As
always said, any effective training program can be beneficial for an organization.
2) Bkash should increase the number of candidates hired from external recruitment. This will
bring diversity in its workplace and might cause in the generation of new ideas in the
company. More external candidates indicate more skills, more variety and more ideas and
these will eventually lead to the growth of this telecommunication company.
3) Bkash should set higher but achievable goals especially its HR department. However, if
the goals are too tough or complicated, the employees might feel demotivated. Hence,
Bkash should be very careful in setting its operational and strategic goals.

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 4) Bkash should increasing salaries by the increasing national inflation rate of our country to
all its employees to elevate their motivational level. There should not be any sort of
differentiation across various departments. By offering same salaries to the workers
working at the same level, Bkash might achieve a motivated and loyal workforce in a long
run.
5) Bkash should provide more training opportunities for its entry level workers. It might
assign mentors to the employees working at the entry level who will guide them to make
their work more efficient and error free.
6) Bkash should introduce in its employee exit process. If it successfully implements
automation, the whole process will not take more than a day. Hence, the employees who
might resign will be satisfied to complete their exit formalities within a short time.

Conclusion
Bkash is a BRAC bank company which is bank-led mobile financial service provider in
Bangladesh. It’s operating under the license and approval of the Central Bank (Bangladesh Bank)
as a subsidiary of BRAC Bank Limited. Bkash have the unlimited resource which they provide for
mobile transaction service of people of Bangladesh. The company basically focus on rural areas
people’s financial transaction. Bkash Company is very successful to maintain the employee
relation. The HR department of Bkash provided satisfied benefit to employees. Maintain an
organized interview policy to hiring people and try to minimize any type of discrimination. They
provided many things that can be pleasure for any employee in mentally and physically. Overall
the HR department managing the company very successfully.

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 References

 McNamara, C., Baxter, J. and Chua, W.F. (2004), “Making and managing

organizational knowledge(s)”, Management Accounting Research, Vol. 15, pp.

53-76.
 Mouritsen, J. (2006), “Problematising intellectual capital research: ostensive
versus performative
IC”, Accounting, Auditing & Accountability, Vol. 19, pp. 820-41.
 Nelson, L.J. and B. L. Nelson. 2006. Discrete optimization via simulation using
COMPASS. Operations Research, 54:115-129.

 Sullivan, P.H. Jr and Sullivan, P.H. Sr (2000), “Valuing intangibles companies:

an intellectual Capital approach”, Journal of Intellectual capital, Vol. 1, pp.
328-40.
 www.wikipedia.com
 https://www.humanresourcesedu.org
 www.hrmpractice.com
 www.businessdictionary.com
 https://www.bkash.com/about/company-profile
 https://en.wikipedia.org/wiki/BKash
 http://dspace.bracu.ac.bd:8080/xmlui/bitstream/handle/10361/8766/13104215_BBA.pdf?seq
uence=1&isAllowed=y
 http://dspace.bracu.ac.bd/xmlui/bitstream/handle/10361/10877/14104149_BBA.pdf?sequenc
e=1&isAllowed=y
 https://www.bkash.com/career
 https://www.bangladeshpost.net/bkash-hunts-talents-thru-spot-recruitment-
at-diu/

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 Contribution

1. Angel Ahasan Shawon- He did selection process, training and development,

Methodology, Background Information about the company, part. He also made power
point slide.

2. Surjo Saha- He did Performance Appraisal Details, Compensation, Recommendations

part.

3. Minhaz Ahmed- He did Executive Summary, Strategic Human Resource Department,

Recruitment and Selection Process

4. Efat Tanzim Ishita- She did Introduction, Employee Relation, Conclusion

5. Shanto Saha- He done acknowledgement, benefit and services part. He also compiled the
full report. He also designed the full report.