Business Communication of NEKO Consumer Product Limited - Assignment Point
Business Communication of NEKO Consumer Product Limited
Subject: Management | Topics:

 Exclusive summery:

 According to the view of human resource management consists of a range of tasks designed to ensure that the appropriate number of the right people are in the right place at the right time. The training and development should contain section on organizational design, recruiting, training, reward and employee relations work related skills, techniques knowledge. These should, however, be placed in an overall context that has two elements. One is a statement of direction for the plan & the other comprise specific objective for the human resource aspects of the strategy the directional statement should define where the organizations is going in respect of its attitudes towards people

The specific objectives outline what is to be archived –for example.

  • To provide learning, training and development opportunities for all employee
  • To provide all employee with career opportunities
  • To provide clear role specifications for employees
  • To give reward that is linked to performance
  • To launch flexible benefits training program

 Introduction:

Introduce itself as a member of NEKO Group of Companies, a leading corporate house in Bangladesh In 2001; NEKO consumer product ltd started its operation as an individual company. Within a very short span of time NEKO consumer product ltd has already drawn the attention of the consumers by providing quality products and preferred services. Out dedication to quality, uniform products, customer service and competitive prices have given us unique position in the market.

New products are continuously being developed and evaluated for our growing market. NEKO consumer product ltd the raw materials are preserved in a well-organized storage facility with ensures proper ventilation. NEKO consumer product ltd. is in the process of achieving ISO-9001:2000 and HACCP certification to follow strict quality policies as per CODEX.

It is necessary to respect and evaluate Human Resource Management activities for building an efficient, motivated and satisfied employee base. It is human resource department, which can uplift a company’s image, profitability and market share if it wants.  No organization can prosper without a loyal, self-motivated and committed workforce. The purpose of this project is to get a practical exposure of training and development procedure, so that as a future manager we can carry out our day-to-day management responsibilities properly. By doing this project we are now able to compare what we have learned all through our course with the realistic corporate world. Project work has a significant magnitude in training and development (T&D). By doing this project we learn how to develop group cohesive for meeting the common purpose of the project. HRM requires thought and planning, where the effort is invisible and the results often taken for granted. T&D relies on a combination of tools and techniques, which enable an individual or team to plan training, schedule, co-ordinate, monitor, evaluate training and implement according to carefully planned and specified goals of training. Businesses are beginning to understand the value of good project management – as long as it represents good value for money and doesn’t absorb huge amounts of time for the organization.

Technology and motivated employees training Policy, instructions, and human resource are keys to development. To strive provide the best knowledge to governments, intuitions and enterprises, respectively, in developing countries.

Their mission is to provide service to the consumer with the help of a skilled and devoted work force whose resource full talents; innovating actions and competitive edge make their position unique and giving quality service to all individuals and instructions that they care. Customers are the most important factor to them and as they care for them most since they consider them as a part of its family.

While writing this business paper we faced a lot of limitations, problems and barriers. The first barrier was time to collect all the data on human resources activities of NEKO CONSUMER PRODUCT LTD. None of the employee would like to disclose any crucial information as they thought it would make their life worse if their supervisor know about it. The third problem that we faced was we had no such experience on doing a business paper on such an issue like human resource management. So naturally our research is not up to the standard, as we wanted it to be.

We have used both primary and secondary data in our report.

  • We took an interview of the HR Manager of NEKO consumer goods (head office, UTTARA) from this interview we could collect useful and course-oriented T&D information’s.
  • We collected some secondary data from books, internet.s NEKO consumer product website.

NEKO consumer product ltd started its operation Bangladesh In 2001 operation as an individual company. Within a very short span of time NEKO consumer product ltd has already drawn the attention of the consumers by providing quality products and preferred services. Out dedication to quality, uniform products, customer service and competitive prices have given us unique position in the market.

New products are continuously being developed and evaluated for our growing market. NEKO consumer product ltd the raw materials are preserved in a well-organized storage facility with ensures proper ventilation. NEKO consumer product ltd. is in the process of achieving ISO-9001:2000 and HACCP certification to follow strict quality policies as per CODEX.

They maintain T&D strictly, for the organization betterment they use both short-term and long-term training procedure. For employers better performance they give them internal and external training.

Functions of Different Departments

NEKO consumer product ltd has the different types of different those are doing the technical capabilities in processing, post-harvest handling, maintaining of each department.

Since the HRM Dept. of an organization does the planning for the organization, jobs and people, the decisions taken by all other departments (such as Finance, Sales and Marketing etc.) are closely related to this department.

One of the primary jobs of HRM is the formulation of a recruitment and selection policy commensurate with the organizational policy and mission of the organization. A well designed recruitment and selection procedure ensures the selection and recruitment of qualified candidates for job vacancies within the organization. This process differs from organization to organization.

However, induction of new employee to an organization is a vital issue for all the organizations.

Under qualified recruited employees may jeopardize the objectives of the organization. If everything regarding induction of new employee is clearly spelt out in the recruitment and selection policy then the chance of recruiting under qualified employee is less.

Another major area of HRM is the training and development of the employees which is closely related to the recruitment and selection procedure.  The recruitment and selection procedure is a matter of huge investment since it involves the training and development programs designed for a particular position.  In fact training can sharpen the know how of an employee. These activities help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Need for training may start with the new recruitment of the employee and continue till the retirement of the employee. Continuous training and development of the employee can help organization to achieve its goals.

When NEKO consumer product ltd to make a training planning they think that it’s essentially deal is with conventional work skills training and development policy. Employee performance, performance improvement, company training evaluation, training design, is the part of training planning.

When they planning training think about:

  • objectives – keep them in mind all the time
  • how many people you are training
  • the methods and format you will use
  • when and how long the training lasts
  • where it happens
  • how you will measure its effectiveness
  • how you will measure the trainees’ reaction to it

When they give skills training to someone use this simple five-step approach:

  1.  prepare the trainee – take care to relax them as lots of people find learning new things stressful
  2. explain the job/task, skill, project, etc – discuss the method and why; explain standards and why; explain necessary tools, equipment or systems
  3. provide a demonstration – step-by-step – the more complex, the more steps – people cannot absorb a whole complicated task all in one go – break it down – always show the correct way – accentuate the positive – seek feedback and check understanding
  4. have the trainee practice the job – we all learn best by actually doing it – (‘I hear and I forget, I see and I remember, I do and I understand’ – Confucius)
  5. monitor progress – give positive feedback – encourage, coach and adapt according to the pace of development

 Training and development can be achieved through very many different methods – use as many as you need to and which suit the individuals and the group. Refer to the ideas – different people are suited to different forms of training and learning. When NEKO consumer product ltd to make a training planning they maintain a training design process. Which follow are strictly when they start a training program.

Developing people and capabilities

 This organization faces the challenge of developing greater confidence, initiative, solutions-finding, and problem-solving capabilities among their people. Organizations need staff at all levels to be more self-sufficient, resourceful, creative and autonomous. This behavior enables staff can operate at higher strategic level, which makes their organizations more productive and competitive. People’s efforts produce bigger results. neko consumer achieve their strive

 Designing self-study training and learning program

The same basic principles apply to designing self-study programs as to any other sort of The internet enables self-study learning and development programs to be more useful, empowering and cost-effective than ever before. The only limits are those you imagine. Be creative and innovative. Look on the web for ideas and self-study and self-development resources, methods, groups, and technologies.

 Mentoring linked to projects and objectives activities

 Linking mentoring with objectives and project tasks or activities is a highly productive and effective modern method of training and developing people in organizations, especially for staff in teams and departments, of square consumer product ltd. The approach builds on management by objectives (MBO’s) principles, but is more participative, voluntary and inclusive. By comparison, MBO’s are a ‘one-way street’; isolated and individually separate, prescribed along a single-channel towards a task focus. Well-facilitated ‘activity focused mentoring’ is consensual, team-orientated, with a personal development and team building focus, across multiple organizational interfaces, particularly to and between management/subordinate/peer levels.

Mentor time away from normal activities

NEKO consumer product ltd give  minimum of an hour a month one-to-one or nothing can usefully be achieved, up to at most a couple of hours a week one-to-one, which would be intensive almost to the point of overloading the mentored. That said, there may be occasions when the one-to-one would necessarily involve a whole day out for the mentor, for instance client or supplier visits. Say on average a day a month including the associated administration work, particularly where the mentoring is required to be formalized and recorded.

Mentoring cost analysis and justification

Mentoring can be provided in various ways and program takes a variety of shapes. Mentoring can be external, where the mentoring is essentially provided by external people, or an internal activity, using mentors within the organization. Due to the relative newness of mentoring as a formal organized process, and because mentoring program is so varied, statistics as to general costs and returns across industry are not easy to find. Here however are general cost indicators for a program essentially delivered by internally appointed mentors.

The main elements of a mentoring program that carry quantifiable cost would be:

  • Training of mentor(s)

Comfortably achievable good natural mentors need little training; other people who are not ready or able to help others can be beyond any amount of training.

  • Mentor time away from normal activities

needs to be a minimum of an hour a month one-to-one or nothing can usefully be achieved, up to at most a couple of hours a week one-to-one, which would be intensive almost to the point of overloading the mentored. That said, there may be occasions when the one-to-one would necessarily involve a whole day out for the mentor, for instance client or supplier visits. Say on average a day a month including the associated administration work, particularly where the mentoring is required to be formalized and recorded.

  • Overseeing the program, evaluating and monitoring activity, progress and outputs

 depends on the size of the program, i.e., number of mentors an number of ‘mentored’ – if the mentoring is limited to just a single one-to-one relationship then it’s largely self-managing – if it’s a program involving several mentors an mentored then estimate an hour per quarter (3 months) per one-to-one mentoring relationship – probably the responsibility of an HR or training manager. If this person with the overview/monitoring responsibility needs external advice you’d need to add on two or three days external training or consultancy costs.

  • Mentored time away from normal activities

Effective mentoring should ideally integrate with the Mentone’s normal activities, and enhance productivity, effectiveness, etc., so this is arguably a credit not a debit.)

Mentoring principles and techniques

Rather than simply give the answers, the mentor’s role should be to help the ‘mentored’ find the answers for him/her. While giving the answers is usually better than giving no help at all, helping the mentored to find the answers for him/her provides far more effective mentoring, because the process enables so much more for the mentored in terms of experience of learning. Give someone the answers and they learn only the answers; instead mentors need to facilitate the experience of discovery and learning. The mentor should therefore focus mentoring effort and expectations (of the person being mentored especially, and the organization) on helping and guiding the mentored to find the answers and develop solutions of his/her own.

Recognize and acknowledge training achievements

As an employer or manager, take the time to recognize and thank employees for successfully (or unsuccessfully) completing training and development courses, projects or challenges. Receiving recognition is a powerful motivator and stimulant towards further training and personal development.

Leadership and management training and development

Here’s a simple process for training and developing management and leadership skills, and any other skills and abilities besides. Obtain commitment from trainees for development process. Commitment is essential for the development.

Training is rarely well followed-through once delegates are back in jobs, despite HR efforts to achieve this via managers. HR has the line authority of resources of NEKO consumer product ltd.actually HR maintain the this things

NEKO consumer products maintain and develop their own value in the marketplace.

Always be in demand of resources of training NEKO consumer product.

Two generations ago, jobs were for life – now some careers last just five or ten years.

NEKO consumer product is changing faster.

Organizations’ and everyone individually, must be able to assess their capabilities, and re-skill when necessary.

Trainers, teachers, coaches, managers and leaders are central to these assessing and re-skilling processes.

Whether you are a trainer, specialist, manager, leader, entrepreneur, whatever, building square own resources will enable you to maintain and grow your capabilities and value, and to help others do the same.

NEKO consumer product ltd give their employees both internal and external training and for the better performance they sometimes provides to take better training from outside the country from organization own cost. The performance appraisal/review will identify development needs and the Strategic and Area Operating plans will identify the business needs. Based on these needs appropriate training will be agreed, whether through self-study and self-development programmers, on the job coaching or structured courses. Prior to attending a training course, pre course discussion is essential between the participant and his/her manager to clarify why she has been selected to attend a specific training course, and to discuss the course contents and objectives. This may involve completion of pre-course work.

After attending the training course, a post course discussion is required to discuss the trainees’ views on the course and agree a suitable action plan. Continuous review and follow up, as well as future appraisals will help assess each employee’s need on an ongoing basis.

The role of line managers in the training and development

Whilst the thrust of HR Training efforts is on classroom or Group training, the importance of on-the-job learning cannot be overlooked as playing an active role in an individual’s development. It is therefore essential that structured training courses and on-the-job coaching run side by side, as the former provides the knowledge, and guidelines that are further enhanced by the latter.

The role of a manager

The responsibility of training and developing staff working with them is adequately spelt out in each Manager’s own job description. The manager clearly has to have committed involvement in his staff if they are fully benefit from their work environment and the training programmers that they may attend- be the job specific needs or development needs. The degree of interest and support given by the trainee’s superior will have a direct bearing on the trainee’s attitude and commitment to the programmer. It is therefore essential that staffs are briefed before being sent for training and debriefed on return to their duties.

The Line Managers responsibility under ISO 9002 is:

  • Identify and report training needs to person responsible for training in HR Department.
    • Identify and provide On-the-Job training solutions where applicable.
    • Report all training received to the person responsible for training in HR department.
    • Plan/schedule training as appropriate.

It is the responsibility of the Head of Section/Department to confirm in writing to the person responsible for training, the agreed staff training has been completed and whether it has been effective in meeting the original need. Training log may be used for this purpose.

The Training Record of the staff member is updated accordingly. These Training Records may be saved on PC.

The matrix is Updated regularly (and evidence by initial) by the Head of Section/Department to ensure needs are systematically and regularly reviewed.

Internal Training Programs

The (SCPL) to provide Internal Training Programs to their employees. Most of the times they bring the trainers to train the employee locally. The trainers come from overseas. The head office controls the total program. Seminars, workshops and locally tailor made training on the variety of topics are offered directly by The (SCPL) food and beverage industry .Training and Development Department at their training center located at Dhaka city.

External training programs

Frequently they send their higher-level employees overseas to get External Training Courses. A specific group of trainers provide these trainings. These groups of trainers provide trainings. Job related courses, seminars, workshops and conferences are developed and presented at different offices. These programs are also conducted at Group Training and ManagementDevelopmentCenter at India, Singapore, and Japan. They maintain the standard of these trainings by RMT training program.

   Resident Management Trainee Program(RMT Program)

The Resident Management Trainee Program (RMT Program) aims to select a group of high potential executive trainees and provide them training and development opportunities. The RMT program ensures that successful applicants with the right training will have the ability and potential to reach the highest level of management within SQUARE Bangladesh.

   Distance Learning

Web based and multimedia self-study programmers available through Internet and MultimediaLearningCenters located The (SCPL) food and beverage industry offices. This program helps the employee to get their appropriate trainings without hampering their jobs and time.

Role Effectiveness Training

This training program of (SCPL) is designed to develop the role of the certain employees who showed their capability and efficiency on their assigned jobs.

   Super Visual Management

This training program is launched to give the employees an over all idea of the management system of the organizations. People who are working in a department get the

 Description of another department by doing this training which helps them to acquire a supportive management system.

   HUB Training

The (SCPL) food and beverage industry has its own software, which helps them to do, and solves all of their problems and managerial works. This particular software is called HUB software. Training on this software is essential for each and every employee of the bank.

   Continuous Learning Process

The (SCPL) food and beverage industry runs a continuous learning process management. It helps the employees to understand the entire work process by giving them particular trainings on the particular issues. This system helps the employees to acquire new skills, apply them on the job and share what they have leaned with other employees.

   Specialized Training

The (SCPL) food and beverage industry experts its employees by providing this kind of training program which helps the employees to specialize in certain field of their jobs. It gives employees opportunity to get the ability to do the jobs with the highest potential.

Basically the (SCPL) food and beverage industry are perfect training & learning organization whose employees are continuously attempting to learn new things and apply what they have learned to improve service quality.

The functions of Human Resources Department at The (SCPL) food and beverage industry are strategic training and policy formulation for recruitment, promotion, training& development performance appraisal. This Department also contributes to employees’ performance by providing high standard of training.

  • Top-level decision-making process on compensation, promotion, training, development & appraisal.
  • Development of employee training.
  • Assists all HR training activities.
  • Communicates with the external and internal entities.
  • Monitors leave, payroll, increment, & allowances etc.
  • Maintain financial flow related to HRD.
  • Maintains Monthly payment system.
  • Training for the development of the employee.
  • Arranges training according to the requirements.
  • Ensures standard of the groups training program.
  • Ensures cost effectiveness of training.
  • Controls of archive & database & training & performance.
  • Facilitates the training functions.
  • Maintains communication among trainer & the trainee and other facilitators.
  • Provides full logistic support to the departments as well as employees trainee.
  • Deals with Intra & outer communication for the administration issues for the training program.
  • Ensures value actability.
  • Plan for the training development of company.
  • Maintains all trainee records.
  • Looks after maintaining of training program.
  • Develops plan for training support service.
  • Ensures security of the company.
  • Maintains monthly——— regarding HR.
  • Analyses training performance.
  • Prepares Monthly report.
  • Executes recruitment arrangement.
  • Deals with accounting activity related to the administration.
  • Works on operational level on the support system of the company.
  • Executes the requiem.

As we know As a brand (SCPL) is one of the successful food and beverage industry and they are providing world class service atmosphere, soft hand service, quality products and as well as taking strong promotional activities. However for farther development they have to consider some other activities (recommended by the group members).

 neko consumer goods have a strong HR Training service If they implement their strong HRM on this sector they should get a good outcome on this.

 As we know NEKO consumer product has a strong network entire Bangladesh in 7 divisions, so for farther development they think to increase their branches in to districts.

 Married employees will be entitled to a medical allowance for their respective grade for their spouse & children up to the age of 19. Single employees are entitled to half of the medical allowance for their respective rank.

 To ensure safety training need for employees. Because, in head office if there is any accident (fire) occur it is very difficult to survive employees.

 NEKO consumer product provides Internal Training Programs to their employees. Most of the times they bring the trainers to train the employee locally. The trainers come from overseas.

 NEKO consumer product Provides increase their employees training facilities.

 Their employee training motivation system is standard in future they should  more focus on it

 Organization should give freedom on human resource department.

NEKO consumer product provides equal opportunity to the employees, offers competitive compensation packages, excellent career development programs and a friendly working environment.

 Every department should maintain own HR department

Conclusion

It is necessary to respect and evaluate Human Resource Management activities for building an efficient, motivated and satisfied employee base. It is human resource department, which can uplift a company’s image, profitability and market share if it wants.  No organization can prosper without a loyal, self-motivated and committed workforce. The purpose of this project is to get a practical exposure of Human Resource planning and forecasting procedure, so that as a future manager we can carry out our day-to-day management responsibilities properly.

The picture depicted by the scenario of (SCPL) well known private companies tin our country. But it is quite different in the local private organizations where lack of selection and recruitment policy and lack of proper training and development policy are increasing the number of under skilled manpower in these organizations. As a result, desired output of these organizations is not achieved. Although many other things are involved to maximize the goal of the organization, recruiting under qualified people and ignoring the need of training and developing the manpower should be emphasized to maximize the output of the companies.

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