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Typology: Schemes and Mind Maps
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Aarong is one of the lifestyle retail chains in Bangladesh. The company was founded in
HR department. The HR service updates the employee leave in various departments after one month. The workers may apply for different forms of leave. These include earned leave, sick leave, maternity and paternity leave and extra ordinary leave.
One significant aspect of HR in Aarong is like any other company promotion. Promotion is provided to serious workers once a year in Aarong. In November each year, its boss reviews employees and advises the promotion of employees with excellent results. The evaluation is examined by the HR department and must be referred to the Director for approval after approval by the general manager.
For each job, Aarong has a fixed pay structure but because of the rise in living standards in society the wages of employees are changed once annually. In July, salary increases are typically made. The HR department is responsible for changing the wage and for enforcing all applicable formalities.
The rules and regulations of the Aarong are very firm and structured. These disciplines are practiced by all workers. Aarong follows a code of ethics just like every other organization. If anyone breaches or does not obey the general provisions of the Code of Conduct, a warning letter may first be given to them if this is not a comprehensive act. However, when the organization is imminent and risky, they evaluate the individual who breaches the code of conduct and collect evidence. If the employee's responsibility is found to be in violation of the code of conduct then the HR department takes further steps to fire the employee.
The HR department at Aarong provides the employees of the 13 foundation centers with housing allowances and the distance allowance. The foundation’s workers must remain for jobs in different locations in Bangladesh. There are often no accommodation and transport services in some sub-centers. The workers must plan for their own expenses for
accommodation and transport. They have the right to earn accommodation and remote allowances in this case. HR guarantees that all allowances are earned by the workers.
In reality, finding good workers and hiring them for an organization is one of the most important aspects to the organization's governance, since the decisions made in this regard are focused on the organization. The policies and procedures are aimed at helping to hire and pick people with the requisite expertise, skills and abilities to help Aarong effectively. Since Aarong has a large number of staff throughout the world, it employs various kinds of staff depending on the nature of the work. Aarong employs five forms, permanent, part-time, temporary, contractual and project-based workers. In Aarong, the probation period for daily workers is 1 year and for sales staff is 6 months. A permanent employee from Aarong is accredited to meet all requisite requirements and to earn minimum marks in the performance assessment. There are two kinds of candidate sources that Aarong uses for recruitment ▪ Internal Source : Aarong claims that there is a significant source of recruiting for current workers except for entry positions. The responsible department, with the participation of HR, normally determines the promotions and transfers. The reference to employees is a common source of internal recruitment. ▪ External Source : As the HR department recruits talented workers beyond the organizations, Aarong believes in creative and exciting ventures. Job exposure is an effective tool to get external applicants on various media.
Aarong recruits its employee’s mostly on viva and they did not take any written examination of the candidates. Depending on how the interview takes place, the questions of the interview are either organized or unstructured. Such interviews are organized for officers, supervisors and managers. Aarong recently declared a written review on the computer for finance, accounting and other departments. They take computer literacy exams for the IT department. The HR department carries out several steps to hire personnel for various departments in Aarong
When it comes to current workers, they improve their expertise by offering them with session seminars and workshops, tracking them closely to ensure that they get the best performance quality.
Performance management is a continuous mechanism that defines, evaluates and enhances performance with incentives and appreciation of organizational objectives. This is a systematic method of management that is performed by involvement. The organization views the scheme in Aarong as a year-round operation. Each staff member at Aarong is assessed once a year. And when their working time is over six months, workers are judged. Performance preparation, performance management and performance growth, and annual evaluation are different components of the performance assessment framework. Aarong has three forms of method of performance evaluation, which are top level, mid-level, and entry level since it is not possible to evaluate all workers in the same way. Aarong has a performance evaluation framework closely related to a process for evaluating performance based on Behavioral Anchored Ratings Scale (BARS), Key Performance Indicator (KPI), and Graphical Rating Scale. Performance is assessed by measurement of accomplishment toward certain actions, ability profile in current work, including rating or standard of leadership, resource management, business growth, communication, etc.
Human resources manager has come up with new ideas to redesign the office environment. There are some businesses which are still operational during this crisis for example food and pharmaceutical companies. HR managers in these companies have taken all the safety precautions that are needed to keep their employees and the product safe during the pandemic. The employees are scanned for their temperature before entering the premises. Upon entering the premises they are asked to wear face mask, gloves and head guard to ensure further protection for the employees. Employees are advised to maintain social distance while at work.
The employees’ health insurance should cover the expense if the employee gets affected by the corona virus. Some companies are offering free mental health checkup to ensure
that their employees does not get depressed or demotivated during this sensitive time. These policies and idea implementations are all done by the Human Resources managers to ensure the wellbeing of the people in the organization and also the success of the organization.
Social distancing has put a heavy burden on the digital database of the companies.HR manager must make sure their digital system is upgraded and secure as the dependency on the internet has given the hackers the opportunity for malware and phishing attacks. A lot of companies use applications like Zoom to conduct their official business without knowing that this software has no end to end encryption. This makes them vulnerable to hackers attack.
Compensation is a structured approach to provide workers with external and internal incentives, monetary and non-monetary advantages. The way workers are handled in a company is often known as measurement. Aarong gives its workers this advantage. This include basic salaries, living costs changes, bonuses / incentives, vacations and some other staff compensation packages. Some of these are as follows: ● Transport Service: Aarong provides its staff with transport facilities. In the morning, workers arrive at the micro bus service place and return to the micro- bus after Aarong is closed. It is accessible in the Head Office and at all points of operation. ● Food facilities: Aarong provides its workers nutritional facilities. In particular, Ramadan workers receive tea and iftar from their office during the month. The organization's a really nice place because workers come every day to their offices. ● Cultural attribute: Aarong organizes a cultural initiative of various kinds. They give their workers any incentive. In a memorable day in Bangladesh, Aarong organizes an annual picnic session for its employees and various cultural events. ● Loan Facilities: Aarong provides its employees with loan facilities. They are deemed eligible to obtain a loan from verified workers and people employed for at least a year. For the loan is paid 12 percent of interest. ● Medical Allowance: Workers of Aarong earn a fixed amount of medical allowance. Medical benefits often vary between levels. Medical benefits are different. ● Festival Bonus: The festival bonus is available twice in one year to any daily & service worker. The incentive for the festival is equal to the monthly salary of the workers. It
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