AMERICAN INTERNATIONAL UNIVERSITY – BANGLADESH

Projjal Kanti Singha

CONTENT OF THE TERM PAPER

No: Topic Page
1 Introduction 7–8

2 Background of the report 9 – 12

3 Profile of the company 13

4 Organizational flow chart 14

5 Steps of job analysis 16 - 17

6 Data Collection 18

7 Process of job analysis 19 – 20

8 Job Analysis 21
9 Job Description 22

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10 Job Description Formet 23 – 25
11 Recruiting 26
12 Compensation plan 27
13 Health & safety 28
14 HR Planning Strategy 29
15 HRIS 30
16 Training & Development 31
17 Salary 32
18 Orientation 33
19 Rewards & Benefits 34
20 Recommendation 35
21 Conclusion 36
22 Appendix & Reference 37

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 Introduction

Company Overview

GMG Airlines is a private airline of Bangladesh whose corporate office is based near Dhaka airport. GMG Airlines is Bangladesh’s largest
and oldest private carrier operating domestic, and international services, upholding the image of Bangladesh to the world. Its main bases are
Hazrat Shahjalal International Airport, Dhaka and Shah Amanat International are Hazrat Shahjalal International Airport, Dhaka and Shah
Amanat International Airport, Chittagong. In June 2009, the Beximco Group, Bangladesh’s largest conglomerate (www.beximco.com),
bought a majority stake in GMG Airlines and invested substantially in the airline to improve financial strength and performance with a view

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to make GMG Airlines the major player in the region. GMG Airline was established in 1997 and started operations on 6 April 1998. It is
owned/managed by the industrial conglomerates, GMG Group and Beximco. It began with domestic operations and launched international
services on 8 September 2004, with a service from Chittagong to Kolkata. It was the first private Bangladeshi airline to launch international
services. stake in GMG Airlines and invested substantially in the airline to improve financial strength and performance with a view to make
GMG Airlines the major player in the region. GMG Airline was established in 1997 and started operations on 6 April 1998. It is
owned/managed by the industrial conglomerates, GMG Group and Beximco. It began with domestic operations and launched international
services on 8 September 2004, with a service from Chittagong to Kolkata. It was the first private Bangladeshi airline to launch international
services GMG began regular flights to Bangkok, Delhi, and Kathmandu on 20 October 2006. It started services to Kuala Lumpur on 24
January 2007. The airline started its operation to the Middle East with daily flights to Dubai on 1 February 2008. In April 2010 GMG
acquired its first wide bodied aircraft B 767-300ER and started operations to the Kingdom of Saudi Arabia. On 1 May 2010, GMG Airlines
initiated their new logo and livery with their newly acquired Boeing 767-300ER. After the rebranding, the
main body of the planes is white. A small part of the engine is imprinted with colorful butterfly wings. The tail is also partially embedded
with the colorful wings of a butterfly. On the nose, behind the cockpit the new logo of GMG airlines appears.

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Background of the report:
GMG Airlines is a popular airline in Bangladesh. They have a huge customer base that is ever growing. GMG Airlines caters services to
many destinations.The major destinations of GMG Airlines are: Cox's Bazar ,Jessore , Barisal , Dhaka ,Chittagong , Sylhet ,New Delhi ,
Kolkata ,Nepal , Karachi , Katmandu , Pakistan , Malaysia ,Kuala –Lumpur, Thailand , Singapore ,China , United Arab Emirates ,Kuwait
,Muscat , Dubai ,Oman.They are providing best services in Bangladesh.they are equipped with best aircraft and also provide: Complimentary
meals and drink ,Fantastic in-flight entertainment , Special facilities for senior passengers ,High standard comfort.GMG Airlines also perform
various types of HRM practice.We will discuss the HRM practice Of GMG Airlinesin the following of the report.
.
Origin of the report:

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Human Resource Management is a mandatory course for the students who are under graduating of the BBA program from AIUB. As the
course curriculum it is essential to make report related to the HRM practice of any company. To make the report we select GMG Airlines. We
have gathered information from the head office of this Airline about the HRM practice to complete our assigned task.

Objective of the report

The objective of this study is to have a clear concept and some practical experience about HRM practice of an organization. However, we had
some textbook knowledge but had little in real life.

In addition, the study seeks to achieve the following objectives:

 To have practical idea about HRM practices on Airlines system.

 To know the types of HRM practices of GMG Airlines.

 To know how GMG Airlines perform on their practices.

 To know the process of HR planning and recruiting.

 To know how GMG Airlines making jod description.

 To know the factor that is considered by the eastern bank limited to design the job.

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Scope of the study

The report will be limited to the HRM practice of GMG Airlines . The focus of this report will be only on HRM practice of different areas of
GMG Airlines. In spite of limitation we also got some facility to complete our report. The employee who’s held a responsible post in the
entire department helped our lot. They gave us all essential data and. our course teacher also helped us a lot. He gave us a guideline to make
my report viable and perfect. This Organization has given us the opportunity to observe the internal environment for the first time indeed. We
got an opportunity to gather experience by observing and by conversation with the different departments of GMG Airlines under the
supervision of different departmental heads.

1.7 Benefits of the report:

As a student, we have learned about Airlines; we also have learned the report writing, a great deal of theories are included in this report. It
will be also benefited for the people who are interested to know about GMG airlines. We also know about the HRM practice of GMG
Airlines. We got practical experience about the course.

1.8 Limitations of the study:

The main limitation for conducting this report is time limitation and resources. 20 Days is not enough to understand all the activities of an
airlines company and how they handle their clients. Lack of experience has also acted a constraint for the exploration of the topic.
Following are the Limitations:
1. Limitation of time was one of the most important factors to collect data. A longer time period would have ensured a much better result for
the study findings.
2. Every organization has its own secrecy that is not revealed to others. While collecting data i.e. interviewing the officials they did not
discuss much information for the sake of confidentiality of the Airlines.

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3. Due to lack of experience, there is a chance of having some mistake in the report though best effort has been applied to avoid any kind of
mistake.
4. I did not have access to their IT system that has been a big limitation in grabbing ideas.
5. Important data availability was not possible due to their privacy policy.

Methodology of the study

We have got all the relevant information from our observation and discussion with the employees of GMG airlines, their Annual report, some
circular, web site of GMG airlines and such.

Primary data:
The primary data of this report is the information, which is gathered from GMG airlines by the following ways -
• Face to face conversation with the officer
• Direct observations
• Face to face conversation with the client

Secondary data:
The secondary data of this report are collected from GMG airlines Annual report and also of some reports from which we got
idea about the way of writing a report.

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Secondary Sources:
Secondary data are collected by the following ways:
• Data gathered within the organization itself.
• Internet sources.
• General reports.
• Publications of GMG airlines.
• Annual reports
• Official documents

Profile of the organization

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Mission Statement

To be the most preferred airlines of Bangladesh.

History of the Airlines:

GMG Airlines Commenced life in 1997, the idea behind its creation was to take advantage of a specific gap that existed in the Bangladesh Air
Transport industry for quality oriented local airline but with a global reach. The repeated failures of the national carrier and the even
enhancing shares of foreign air carriers in Bangladesh market only made the country, its intelligentsia and its business community more
determined than even before to have an air carrier of Bangladeshi origin, free of state interference that could challenge the hegemony of
foreign airlines and help the country to gain its rightful place on the global air transport map.

The economic crisis of 2008-2009 resulted in severe losses for the global airlines industry and Bangladesh was no exception. GMG Airlines
however used the opportunity to reinvent itself and learn from the experience. Despite the trail of failed private airlines ventures in
Bangladesh, the BEXIMCO Group identified the existence of a gap for a cost rationalized, service oriented airline and decided to financially
back GMG Airlines by picking up a majority stake in the carrier.

With the entry of the BEXIMCO Group as strategic investors in June 2009, GMG Airlines’ vision of expanding its horizons to become a
global player with a distinctly regional touch started becoming a reality.

ORGANIZATIONAL CHART OF GMG DHAKA OFFICE

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Job analysis of GMG airlines:

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Job analysis is a process to establish and document the job relatedness of employment procedures such as training, selection, compensation,
and performance appraisal.
Job analysis involves the identification and description of what is happening on the job. This process uses a number of methods and
instruments for collection and defining the job date into job facts that will be used for a variety of useful organizational purpose.

Types of job analysis information of GMG airlines :

A number of job analysis information is required to be collected. For the sake of effective job analysis these information need to be collected
and analysed. The types information to be collected by a job analysis are shown below:
1. work activities
2. machines, tools equipment and work aids used
3. job related tangible and intangible
4. job context
5. work oriented activities
6. work performance
7. personal requirements

Steps of job analysis of GMG airlines:

Determine the purpose

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 Identify the jobs

Process the information

Explain the process to

employees

Determine the data

collection method

Review and update

frequency

Steps of job analysis:

Steps 1: determine the purpose for conducting a job analysis.

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The first decision human resource managers of GMG typically made is the purpose for conducting a job analysis.

Steps 2: identify the jobs to be analysis

The second task managers undertake is deciding which jobs need to be analyzed. if a formal job analysis has never been performed, then this
task is easy analyze all of the jobs.

Steps 3: Explain the process to employees and determine their level of involvement.
The purpose of conducting a job analysis should not be kept from the employees and managers. They should be informed of who will be
conducting the analysis, why the job analysis is needed and their role in the job analysis.

Steps 4: determine the data collection method and collect job analysis information
There is several data collection method. These are;
1. Observation of task and behavior of the job holder
2. Interview
3. Questionnaires checklists

Data Collection

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Interviews Observation Questionnaires and
(knowledgeable (Job holders are checklists (Knowledgeable
employees are interviewed observed performing employees are complete
about specific work their work) paper and pencil forms
activities) regarding work activities)

Popular analysis data collection method

Steps5: proess the job analysis information.
Once the job analyzed information has been collected, it is important to place if into a form that be useful to managers and human resources
department. The purpose expert may be consulted.

Steps 6: review and update frequency.

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The final step is actually an ongoing phenomenon. Given that organization is dynamic, jobs seldom go unchanged for very long. Managers
and personnel specialist need to review job description and specification frequently. The job analysis process can be time consuming and
costly.

The process of job analysis

The process of job analysis is explained in the paragraphs as follows:

1. Strategic choices:
Organization is required fo make at least four choices
1. The extent of employee involvement in the job analysis.
2. The level of details of the analysis.
3. Timing and frequency of analysis.
4. Past oriented verses future oriented job analysis.

2. Information gathering;
This steps involves decision on three issues,
1. What type of data is to be collected?
2. What methods are to be employed for data collection?
3. Who should collect the data?

3. Information processing:

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Job related data should be useful to prepare job the description and job the specification.

4. Job description
Job description implies objective of the job titles, task, duties and responsibilities involved in a job.

5. Job specification
Job specification involves listing of employee qualification, skills and abilities required for performing jobs. Specifications are needed to do
the job satisfactorily. Often practitioners make no distinction between job description and job specification.

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 Strategic choices

Gather information

Uses the job description

and specification:
Process information • personnel
planning
• performance
appraisal
• hiring
Job description
• training and
development
• job evaluation
Job specification • health and safety
• employee
discipline
• work scheduling
• careers planning

Process of job analysis

Job Description

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 Job description depends on company’s role or policies which carry on employee’s job necessity. Job description can be allocated by
concern departments head or ordered by zonal in charge who responding the divisional branch. Job Description will ensure that
recruitment, selection and hiring process run more smoothly, and that employees know what is expected of them in their jobs from the
very first day. Job descriptions must be based on a thorough position analysis involving those who are most familiar with the position. It is
advisable that job descriptions be reviewed and updated on a regular basis by the Line Manager and the employee to ensure that they are
current and accurate (possibly at the time of the annual performance review).For all jobs, this review is probably not necessary more than
once every 1 year. However, where new functions have been created it is recommended that the job be reviewed one year after creation
and possibly the next year as well. At the time of termination of service from GMG, all employees should fill up exit interview form and
also a Job description form to mention the individual’s job responsibility that he/she performed during that tenure for that position. This
will help the HRD to update the position description. The Managing Director or the MANCON will approve all the job descriptions
according to their respective areas of Functions.

Format of job Description

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The below standard format of the Job description to be followed:

JOB DESCRIPTION

IDENTIFICATION

Position Holder : Sheikh Kaiser Ahad

Job Title : Manager, Human Resource
Grade : A4
Department : Human Resource Department
Company : GMG Airlines Ltd.
Location : Dhaka

MAIN PURPOSE

To ensure that all HR practice of the organization are being adhered to; maintenance of HRMIS software, policy update, recruitment of
Mangers & below, Labor Matters, etc.

RESPONSIBILITIES & OBJECTIVES

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SI.NO Key Tasks Responsibilities in Brief
1. Recruitment 1. Maintain very resourceful CV bank ,collect CVs of fresh
&Selection graduate from well reputed Universities at regular interval.
2.Oversee & participate (occasionally)in all recruitment &
selection procedures and ensure that these are done timely and
accurately according to the demand of the company.
3.This also includes keeping liaison with different advertising
agencies,
Newspapers, job placement centres of various universities.
2. Appointment, 1. Prepare Appointment, Transfer, Resignation, Acceptance,
Transfers, Retirement& Termination letters.
Resignation, 2. Prepare letters relating to disciplinary matters.
Retirement, 3. keep Liaison with all the departments heads and provide full
Termination support as and when required.
3. A sop, policies& 1. Continuously monitor the latest changes taken place outside and
Objectives put forward the suggestion to Director –HR accordingly.
B. Manuals& 2. Time to time specify and assign the tasks to the concerned
policies persons and set the objectives for your members.
3. Responsible for reviewing and updating manuals.
4. Update and review all the policies and keep the compliances
aligned with other well reputed organizations.

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4. Employee File 1. Maintain & update employee file of your group in case of
Mgt(HRD Record changes.
Room)&System 2. Ensure proper arrangement of personal files in HRD record
Improvement room.
3.plan and execute better file management systems for maintaining
personnel files
5. HRMIS Maintenance 1. Enter, maintain &update all employees data in Human Resource
Management Information software (HRMIS).
6. Misc HR Works 1. Monitor the activities of other department and report to
Director-HR Accordingly.
2.Issuing ID cards to the new employee and replacements

Sign of the job holder Sign of the HR manager

Date……………….. Date………………..

Recruiting policy of GMG

As per govt. role and newspaper advertisement and on line e-recruitment system without any persuasion .They are recruiting employee on
the basis of:-
• Talent

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 • Exceptionality
• Good result
• Politeness
• Exam (Written + Viva )

And Top level management can be recruit any kinds of departments employees. But the top level employees are recruited by -
• the skills
• motivational power
• experiences
• performances
• References etc.
and so on company’s managing director, CEO, head of HR, Head of CFO, head of Sales and marketing.

Compensation plan of GMG

In GMG they are categories their employee in terms of compensation plan:-

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 B1 C1
A1
B2 C2
A2

C3
A3 B3

Actually Air/Aviation companies always provide the attractive compensation, so GMG also provide some attractive benefits:
• insurance,
• annual festival bonuses,
• launch,
• outdoor claims
• Additional facilities which regards on employees jobs status like contract basis or permanent basis.

Health and safety policy

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Obviously and honestly is speaking that not only the GMG airlines, but also every air/aviation companies provide health and safety policies
for the employees satisfaction and the security support.
• After every three months all the employees have to meet with doctor.
• They have enough bacillus office places for the office employees.
• They provide transport service to the employees.
• The employees also have health insurance.
• They provide healthy foods to the employees as well as the traveler.

Human resource planning strategy of GMG

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 Strategic Planning

Human Resource Planning

Forecasting Forecasting Forecasting

Human Human Human
Resource Resource Resource
Requirements Availability Availability

Demand = Surplus of Shortage of

Supply Workers Workers

No Action Restricted Hiring, Recruitment

Reduced Hours,
Early Retirement,
Selection
Layoff, Downsizing

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The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, is
available when they are needed. To ensure high quality and dedicated customer service and providing special offers to influence customer.

HRP strategy of GMG

• To make appropriate personnel are available to meet the requirements set during the strategic planning process

• To make prosperous planning effort to determine what HRM requirements exist for current and supplies and demand for action
• Determining the human resource needs.

Human Resource Information System of GMG

Human resource information system is an unique process of a company. The procedures of HRIS are given below:-

a) Customer service dept.

b) IT and management

c) Employees competencies

d) Regulatory and legal affairs Ground service dept.

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Training and development of GMG

In GMG airlines Training is specifically depend on new employees department or division which belongs to-
• employees performance
• experience
• motivational role
• working criteria
• as well as his/her strengths or weakness

Development is specifically depend on old employees department or division which belongs to-
• Increasing wage or salary on the basis of merit /talent .
• Motivating
• Team basis orientation

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Salary structure of GMG

The salary Structure of Air/Aviation companies are attractive. The Structures are given below:

S tru c tu re s
Sl No D e p t. H o u s e M e d ic a l F e s t iv a l
B a s ic T A / D AI n s u r a n cI ne c e n t i v e s E n t e r t a i n mG er on st s
r e n t A llo w a n c e s Bonus
1 G r o u n d S e r c ic e6 2D 0e 0p3t 1. 0 0 1550 279 1364 0 6200 1860 20553
2 C u s t o m e r S e r v ic4 0e 0 D0 2e 0p 0t 0 1000 180 880 0 4000 1200 13260
Customer M anagement
3 1 2 3 0 06 1 5 0 3075 5 5 3 .5 2 7 0 6 0 12300 3690 40775
Dept.
4 P ilo t s 1 5 0 0 07 5 0 0 3750 675 3300 0 15000 4500 49725
C a b in c r e w s / A ir
5 1 6 7 0 08 3 5 0 4175 7 5 1 .5 3 6 7 4 0 16700 5010 55361
hostess
6 S a le s 2 4 3 5 10 2 1 7 5 6 0 8 7 . 5 1 0 9 5 . 8 5 3 5 7 0 24350 7305 80720
M a r k e r t in g &
7 2 2 7 0 10 1 3 5 0 5 6 7 5 1 0 2 1 .5 4 9 9 4 0 22700 6810 75251
M e r c h a n d is in g s
8 H R a n d A d m in 1 1. 9 0 05 9 5 0 2975 5 3 5 .5 2 6 1 8 0 11900 3570 39449
A n a ly s is a n d
9 2 6 0 0 10 3 0 0 0 6 5 0 0 1170 5720 0 26000 7800 86190
p ro c u re m e n t
1 0 F in a n c e a n d a c1 c4 o4 u0 n07 t2s0 0 3600 648 3168 0 14400 4320 47736

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 REWARD & BENIFITS

- Employees are provided with good salaries and great benefit packages. They have no complained about their retention process. The
management provides a great salary as well as benefit packages.

- Employees are given challenging and relevant work, which helps them develop themselves personally and professionally.

- A job well done is rewarded fairly with substantial bonuses.

- Employee promotions are performance based which motivates the employees to put in the extra effort.

Orientation programme of GMG

The orientation programme of GMG are held on every end of the year and maintaining by the third parties co-ordination .In orientation
they discussed about-

• employees recruitments policy

• their training and development,

• sales policies

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 • target market comparisons,

• team building training

These are the main agenda of the air/aviation company’s orientation program.

Recommendation
Guidelines to GMG for HR practices

The followings are strategic guidelines should be examined when deciding whether to conduct a HR practices:-

• GMG should arrange regular job evaluation program and based on that it can give bonuses and extra benefits (financial and non
financial) to its employees.

• GMG can emphasize its work in socialization; it will create added benefits in its employee’s relationship and productivity.

• GMG should make standard recruiting policy

• GMG should give good training to his employees

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 Conclusion

As a concluding remark We want to say that this Airlines is able to attain a leading role with the many years success story but to remain
unrivalled among new generation, the Airlines must face new challenges. We strongly wish the Airlines must make a positive attempt to be
more outward looking in their goals and aware of what is happening. They must also emphasize on the domestic scenario more closely and
analyze any certain trends and strategies of their competitors. We do hope that, Our study will help the Airlines to give more concentration
on foreign trade section and to perform better in future .We do believe that it will assist us in our future career. The Airlines has now
established its strong footprint in the Airlines industry of the country with enhanced HR capacity, IT platform with state of the art system,
flawless processes, superior business ethics, strong control and compliance and developed strategic partnership with various local and
multinational agencies / institutions to offer innovative offer and international standard visiting services to our valued customers. It has a
unique HR planning , HRIS ,Health and safety procedure which enables the Airlines to go ahead.

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 APPENDIX & REFERANCE

For make this report we have took the help of:

• An interview of GMG Management.
• Their Magazines, annual report, & some hard copy.
• Our class lecture.
• The book of: DeCenzo and Robbins.
• Web: www.GMG.com

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