term paper on management and organizational behavior

7/22/2019 Term Paper on Management and Organizational Behavior

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Abstract:

The resource-based theory of organizational performance emphasizes the sustained competitive

advantages gained from production capabilities.

The purpose of this term paper is to examine relationship among different variables

regarding the practice of human resource planning and policy of an organization. A survey

has been conducted in Data-Path Limited, Bangladesh. A uestionaries! "as formed about

ten variables # $.%ecruitment and selection policy, &.Decision Decentralization, '. (raining

and Development ). *areer development. +. Promotion policy .Performance appraisal, .

Pay for performance /ncentive program. 0. 1inancial performance 2. 3or4 environment

$5. 6anaging compensation. 7o" the organization is doing about all of the above variables

have been reflected throughout the survey analysis. /nvestigation sho"s that organization

is doing moderately "ell in most of the area of human resource planning and management

system. (here is strong relationship bet"een ----------------------- except the relation bet"een

--------------------------. 8rganization can thin4 about this area ho" to improve to increase

the productivity.

9ey"ordsRelationship, performance, productivity, policy, practice, improvement.


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1. Introduction: Statement of the problem and concise information about variables:

Human resource planning, policies and management are the 4ey areas of an organization in

the current competitive business "orld. 6ost organization is no" focusing to establish a

strong strategic staffing system because organization no" understand that this is the

cornerstone of successful human resource management system because it lays the

foundation for an organization!s future performance and survival. People in the

organization create sustainable competitive advantage for the company. :o, managing

human resource is the 4ey area for the company!s gro"th and profitability. /f company

cannot recruit right people, cannot retain right talent then productivity and profitability

"ill go do"n and it "ill be difficult for company to sustain;survive. :o, managing human

resource is the big challenge for the organization in this competitive business mar4et. (he

areas "here human resource management systems need to manage properly are as bello"s

Recruitment and selection policy: This variable indicates the process of sourcing and

attracting qualified talent and the process of selection of right talent for the right post in

right time in accordance with companys goals and strategic staffing policy.

!ecision !ecentralization: This variable indicates how the organization is distributing

their decision ma"ing authority in different level and different sections.

Training and !evelopment: Training and development is important to increase

productivity


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#areer development: #areer development focuses on $mployee retention, company

productivity and efficiency.

%romotion policy: %romotion policy depends on performance, age, merit, length of

service and recommendation by supervisor.

%erformance appraisal: #lear ob&ective needs to describe to the employee for better

performance. 'eedbac" should be ta"en and fairly evaluated without any biasness.

%ay for performance: (ncentive program: %ay for performance enhance and encourage

employee to wor" more efficiently and company can earn more revenue.

'inancial performance: 'inancial performance focuses in company profit, employee

wor"ing efficiency, mar"et share, quality product and growth in sale.

)or" environment: )or" environment means better relation among different level of

employee such as manager and subordinate, wor" recognition, trust, $$* etc.

+anaging compensation: #ompensation program focuses on &ob evaluation system,

internal and eternal labor supply and demand, wage survey etc.

2. Significance and objective of the topic

s the importance of the human resource has increased to a great etent in todays date, therefore

the significance and necessity of the survey to be conducted also cannot be denied at any cost. (t

is essential on part of every company to see that all the details of the companies are "ept updated.


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/ince the management level is huge it is not so easy to "eep everything regular and updated.

Therefore one of the best ways of doing so is to conduct an survey. There are many functions

that are done through the survey and it is only because of the surveying processes that the

company continues to grow and develop prosperously.

The main function of the human resource survey is to conduct a thorough review of the several

different HR policies and practices. t the same time, it also views the different strategies used

by the company in the effective organization and the running of the organization. (t dutifully

reviews the different essential documents of the company. (f necessary the various people

involved in this particular department are interviewed to acquire necessary information that

might prove to be effective for the company as a whole.

*b&ective is to find out the current practice and policy of HR+ and 7%PP and to find out the

relationship bet"een different variables and the resolution.

Human resource planning involves the hiring, development and retention of employees in the

achievement of organizational goals. This includes analysis of the current wor"force and how it

aligns with future employment needs. 0y planning for the future, human resources creates action

plans aimed to satisfy organizational goals.

*rganizations use strategic planning to achieve goals. This relates to the organizations vision,

mission and strategic ob&ectives. n organization must analyze its future employment needs. (f

an organization decides it must increase productivity by 12 percent, it may need to grow its

wor"force by 1 percent. (f an organization wants to increase mar"et share by moving offices into

new locations, it must consider the human resource requirements.

)ith future wor"force needs considered, human resource planning must analyze the competency

of the present wor"force. #omparing future needs with current wor"force strengths and abilities

will identify gaps or surpluses.

#onsidering wor"force surpluses and deficits, human resources must prepare action plans for the

wor"force. This includes identifying the type and number of employees needed, employee

competency, budget considerations, recruiting and retaining measures, and the development and

training of employees.


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$nsuring ob&ectives are being met by the future wor"force requires an evaluation process. This

will determine if the wor"force is adequate to satisfy strategic goals. %lanning for this process

now will more easily

3. Data *ollection sample size of 34 has been ta"en at different level of

the organization. s it was a service level company so top level, middle level and front level

employees opinion have been ta"en for this analysis. The below is the percentage of

different level of employee involved as respondent:

Total number of employee: $$'

/ample /ize: 14

Category

$ecutive *fficer: -----------------------54?

Team 6eader ----------------------------&+?

+anager --------------------------------$+?

'.%evie" of Literature and 7ypothesis building

#ompany %rofile:

#itycell 7%acific 0angladesh Telecom 6imited8 is the first mobile communications company of0angladesh. (t is the only #!+ networ" operator in the country. s of 9 +arch 144,

#itycells total mobile subscriber base is 9.25 million, up 9;< per cent or 54,444 from two years

ago, giving it the best growth rate of the company till date. #itycell is currently owned by/ingTel"ith )+? sta4e and the rest ++? o"ned by Pacific @roup and 1ar ast (elecom.

By the end of &55 *itycell had refurbished its old brand identity and introduced a ne"

logo and corporate identity the ne" logo is very reminiscent of the old logo.
http://en.goldenmap.com/Bangladeshhttp://en.goldenmap.com/CDMAhttp://en.goldenmap.com/Singtelhttp://en.goldenmap.com/CDMAhttp://en.goldenmap.com/Singtelhttp://en.goldenmap.com/Bangladesh


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History

Previous Citycell logo.

(n 9== 0angladesh Telecom 6imited 70T68 was awarded a license to operate cellular, paging,

and other wireless communication networ"s. Then in 9==4 Hutchison 0angladesh Telecom

6imited 7H0T68 was incorporated in 0angladesh as a &oint venture between 0T6 and Hutchison

Telecommunications 70angladesh8 6imited. H0T6 began commercial operation in !ha"a using

the +%/ mobile technology in 9==; and became the 9st cellular operator in /outh sia. 6ater

that year %acific +otors bought 24> of 0T6. 0y 9==5 H0T6 was renamed as %acific

0angladesh Telecom 6imited 7%0T68 and launched the brand name ?#itycell !igital? to mar"et

its cellular products.

HR+ !epartment activities

:ample description

$mployee %rofile: Total number of employee: 9444

/ample /ize: 34

#ategory:

*ffice @ +anager: 35?

6anager # Deputy @eneral 6anager '5?


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@eneral 6anager and Above '5?

ge limit assumption:

14-;4 years A 9

;4 -;2 years A1

;2 B years A;

$ducation assumption:

Craduation A9

+asters A 1

+asters and above A;

Dob Tenure assumption:

9-2 years A9

2-94 years = &

$5 years above ='

4. #onceptual model


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5. Research methodology

Research sample:

- a.8 !esigning questionnaire A uestionnaire has been designed to conduct

the survey "hich has been attached in the appendix.

- b.8 $plain dependent and independent variables /ndependent variable is

one due to change of "hich another variables changes. Due to unit change

of one variable the changes happen to another variable and in this case

the first variable is called independent and the &nd variable is called

dependent variable.

- c.8 $plain organization of research

- d.8 Discussion about factor analysisfactor analysis of the surveyed data is

required when alpha value of a variable fall below 4.5. This means that these

data do not carry minimum requirement for the analysis. (f this happens then

we require for factor analysis. 'actor analysis- find out which variables data

have high value of coefficient and which data variable has low value

coefficient. )e then select those high value coefficient variables to compute

mean and used this mean for further analysis such as correlation and

regression analysis.


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6. Research Results and discussion

- a.8 Reliability test

ll variables reliability test has been conducted by using :P:: "hich

result has been attached in the appendix. %eliability test ensure that data

collected through conducting survey has at least acceptable level of

accuracy.

- b.8 !escriptive statistics


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Eote: 'ull output has been attached as an appendi.

- c.8 Regression analysis 7F*E*G'- testGT-testG08

A versus D

A = independent variable = RSP (Recruitment and Selection Policy)

D = Dependent variable = (Carrier Development)


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The parameters in the table shows that the factor ' value is =.42; which is larger than

/ig. and also t value ;.44= and beta value .3;= indicates the significance relationshipbetween recruitment selection policy and carrier development.


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The above graphical Result shows that #arrier development 7#! mean8 is significantly depend

on recruitment and selection %olicy 7R/% mean8, this means that company is doing in right way

in terms of recruitment and selection policy which ultimately effect on carrier development.

The regression analysis for the below variables have been attached as an appendi

1. B versus !. C versus D". C versus #. B versus $%. $ versus &'. & versus . & versus *


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7. #onclusion and (mplication

8. References

term paper on management and organizational behavior

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