MID-2

Lecture1

HR Management 501

Date: 16-07-21

Employee Orientation

Definition: Employee orientation is the process of introducing newly hired employees to their
new workplace. It provides the basic organizational information employees need to feel prepared
for their new team, department, and role within the company.
In most small firms, new employees will receive their entire orientation from their supervisor.
The orientation program may be formal and informal. New employees may be put directly into
their job, with not effort made to differentiate them from those who have been doing the job for a
long period of time. Such cases represent examples of informal orientation- it takes place on the
job and the new employee gets little or no special attention.

Orientation program familiarizes new employees with their roles, the organization, its policies, and other
employees.

Organizational issues: It includes such items as:

 Organizational background, history and market standing.  Organizational mission, objectives and
philosophies.  Organizational policies and practices.  Names and titles of key executives,  Employees’
titles and department  Lay out of physical facilities  Probationary period,  Product line or service
provided,  Overview of production process,  Company policies and rules,
 Product line or service provided,  Overview of production process,  Company policies and rules, 
Safety procedures and enforcement.

Employee benefits:  Pay scales,  Vacation and holidays,  Rest breaks,

 Training and education benefits, counseling,  Insurance benefits, retirement benefits,

Employer provided services to employees, rehabilitation programs. Introductions to

 Supervisor  Trainers  Coworkers  Employee counselor  Job duties  Job location  Job tasks

 Job safety requirements  Overview of job  Job objectives  Relationship to other jobs.

Benefit of orientation
Reducing the employees’ anxieties  Reducing cultural shocks.  Providing opportunity to develop
favorable attitudes of new employees toward their new employment and surroundings.  Increasing
employee commitment.  Higher self-confidence and satisfaction  Convincing the new employee that
what is good for the company is also good for the employee.
 Improving performance as well oriented workers need less attention from coworkers and supervisors 
Reducing employee turnover.  Helping the new employee understand the social, technical and cultural
aspects of the workplace.

Orientation is someone knowing where they are, the direction someone is facing or the way someone
tends to go. An example of orientation is a person attending a training session for new employees. An
example of orientation is a person facing west. ... Awareness of one's environment as to time, space,
objects, and persons.

If you were the head of a business school, how would you describe your organization’s orientation
program?

Will introduce employees with my organization

Will allow them have a meeting with existing people.
Will inform them about org structure and culture
Will inform them about the org goals and objectives
Will inform them about their basic activities and task
 Chapter 5
Employee Placement

Employee Placement is a process of allocating employed individuals to certain jobs that match their skills
and abilities. By performing this process a business company attempts to create an effective working
environment in which there is a good match between management needs and employee qualifications.

Differential between attrition and lay off?

Differential between termination and resignation?

Termination - Voluntary and Involuntary

Termination refers to the end of the duration of an employee's service at his firm. This can be
classified into voluntary and involuntary
 Involuntary termination occurs when the employer decides that an employee's service is
redundant to the firm.
 Voluntary termination, on the other hand, is the occasion where the employee himself
decides to opt-out of his job and this is analogous to resignation.

Resignation
It is mandatory to be extremely ethical and follow the conventional resignation format
when quitting a job. Take your time to make the right decision. It is advisable to resign
from your job only when you already have a better offer in your hands.

Here are a few guidelines enunciating the resignation format:

 Make sure you are confident about your decision.

 It is necessary to produce a written resignation letter to your employer at least two

weeks before your intended last day at work.

 Ensure that your line manager/ supervisor and HR are intimated regarding your
resignation.

 Schedule a meeting with your manager in person to discuss your resignation in advance.

 See that you sincerely thank your employer for the opportunity and for the experience
you've gained working at their company.
A resignation is the formal act of giving up or quitting one's office or position. A termination is
when the employer fires the employee.

Resignation also known as Quitting. Where termination being fired or laid off. Pink Slip.

Resign Initiated Employee- where termination initiated Employer-initiated.

Time period

In resign must provide notice period, often of two weeks or a month. Termination may be asked
to leave immediately, at the end of the month, or after completing current work or project.

Employer is usually not required to pay anything beyond the payment for the work done, as the
employee chose to leave. In termination Employer may have to pay compensation or severance
pay.

HR AUDIT OF ANY BANK- PRESENTATION

Assignment

28th of July
7 pm
Dr. Sabnam Jahan
4:59 PM
31 st july
28th g-1
g-2
Chowdhury Mobarrat
5:00 PM
30 July , Hrm Audit of any Bank Group 3
Dr. Sabnam Jahan
5:01 PM
15-20
pp
20
15 mins
Dr. Sabnam Jahan
5:02 PM
12
reference
Table of Contents
Abstract
Introduction
Role of HR Audit in (Banking System)
Report Objectives
Literature Review
Human Resource Management and HR Audit
Nature of Human Resource Audit
Importance of HR Audit
Need and Purpose of Huma Resource Audit
Approaches to Human Resources Audit
Scope of HR Audit
HR analysis through HR Audit
Audit and Personnel Research
Company Background
Human Resources Management of DBBL
HRM Audit Measures
Human Resources Planning of DBBL
Recruitment Policy Analysis of DBBL
Compensation and benefit measurement Tools of DBBL
Employee Orientation and Onboarding
Audit of Training Program at DBBL
Disciplinary measures for controlling
Performance evaluation method of Dutch-Bangla Bank Limited
Return on Assets (ROA)
Return on Equity (ROE)
Work Culture and HR Audit
HR audit and Industrial Relations
Analysis and Findings
Recommendations
Conclusion
Appendix
Bibliography
HRM-MID-2 EXTRA CLASS
29/07/21
Training & Development

Definition

Training Need Analysis

A training needs analysis is a process used to discover where knowledge or skills need improvement and
where they are missing entirely. It establishes the difference between “what is” to work towards “what
should be”. The analysis will help to identify: Background about the material that must be covered.

Level 1 Reaction measures how participants react to the training (e.g., satisfaction?). Level 2 Learning
analyzes if they truly understood the training (e.g., increase in knowledge, skills or experience?). Level 3
Behavior looks at if they are utilizing what they learned at work (e.g., change in behaviors?), and Level 4
Results determines if the material had a positive impact on the business / organization.

Cric Patric Model Important

https://www.mindtools.com/pages/article/kirkpatrick.htm

https://www.ardentlearning.com/blog/what-is-the-kirkpatrick-model
HRM-MID-2 EXTRA CLASS
30/07/21
Compensation

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What are the different methods for designing compensation packages ?

Straight Salary Compensation: Straight salary refers to the basic salaries and wage given to the worker. In
most companies, the base pay is determined by the worker’s job title and job role. The company sets a
minimum and maximum range that can increase, decrease or remain the same, depending on the worker’s
performance.
Salary Plus Commission: This is one of the most reliable types of compensation plans. An employee who
agrees to this type of compensation will receive a base salary along with an additional bonus if
performance hits or exceeds earning goals

Commission Only: This is a primary method for compensating independent sales agents. It is a highly
attractive model, especially to start-ups who are seeking to penetrate a specific territory.

Territory Volume Compensation Plans: This type of compensation is well-suited for employees who work
in a team-based culture. The compensation is usually calculated by finding out territory volume. The sales
numbers are added up and all commissions are split equally among all sales professionals.

Profit Margin/Revenue Based Compensation Plans: Profit margin is one of the most popular types of
compensation used by start-up companies. Under this plan, companies compensate its employees entirely
on the profits made by the business. Due to the complexity and compliance issues involved, very few
companies offer equity or stock.