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Lamia Chowdhury Question 01

Lamia Chowdhury took several HRM steps to help Roseate Paints Bangladesh get back on track, including personnel planning to determine needed jobs and candidates, creating a code of ethics to establish clear rules, and focusing recruitment and selection efforts on finding the best qualified candidates through various sources while clearly outlining job requirements. She also aimed to improve compensation by adding benefits and tying pay more closely to department performance and profit sharing.

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Md. Saiful Alam
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153 views

Lamia Chowdhury Question 01

Lamia Chowdhury took several HRM steps to help Roseate Paints Bangladesh get back on track, including personnel planning to determine needed jobs and candidates, creating a code of ethics to establish clear rules, and focusing recruitment and selection efforts on finding the best qualified candidates through various sources while clearly outlining job requirements. She also aimed to improve compensation by adding benefits and tying pay more closely to department performance and profit sharing.

Uploaded by

Md. Saiful Alam
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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1.

What Human Resource Management (HRM) related steps did Lamia Chowdhury
take to help get Roseate Paints Bangladesh Limited back on the right track?

Lamia Chowdhury, as the new Executive Director of Human Resources, made the following
HRM initiatives to help Roseate Paints Bangladesh Limited to get back on the right track:
1. Personnel Planning
2. Code of Ethics
3. Recruitment and Selection
4. Compensation Plans

The process of ensuring that a company has the right amount of people and the right kind
of people, in the right location and at the right time doing work for which they are economically
useful, which includes analyzing, reviewing, forecasting, developing, and controlling. In other
words, Lamia decided to determine which jobs needed to be filled, the availability and demand
for suitable candidates, and how to improve and develop them for the company's overall success.

One of Lamia Chowdhury's main initiatives was to create a strong business code of
ethics. She planned the code of ethics as the previous employees were unaware of the rules and
systems of the company which intended to loss in their personnel.

She intended to recruit from both internal and external sources. Internally, she chose the
option of rehiring former qualified workers who previously worked for the firm and offering
them a chance to rejoin the company with a superior designation and a competitive
compensation. Externally, she considered both direct candidates and references through social
media networks, like Facebook and LinkedIn, and was also certain to describe and highlight job
analysis clearly for vacant positions. Though, a candidate's knowledge, skills, and abilities will
be the most key attributes in their selection process. To onboard the new top management
executives, a panel interview was conducted. Lamia Chowdhury made certain to communicate
effectively with individual selected recruit, by informing them about what to expect and what is
expected of them in accordance with the company's current culture.
Lamia Chowdhury discussed the compensation by adding some benefits how the
company will place a greater emphasis on compensating employees by adding value to the
company, department wise KPI, and most importantly, profit sharing.

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