Human Resource Policies And Practicies Of Biman Bangladesh Airlines Ltd.
Human Resource Management department performs on important role and acts as active motivation for managing the Human Resource Policies for the employee’s welfare. In this report some important Human Resource Policies have been highlighted and a comparative study has been done to find out the good side of those policies and the lacking. The first portion of this report is based on the brief history of Internship. The second portion has elaborates describe about the HRM activities. But for time constraints some selected Human Resource Policies have been narrated. Here, Recruitment Policy, Personnel Policy, Organization and Method Policy are the focusing areas of this report. Biman Bangladesh Airlines Ltd. is an aviation company. In this company there are some set of Human Resources Management Policies. But in some cases some deviations have been found. In this report, I collected different HR related data to know the present HR Practices to help management to focus on the matter and to develop very good Human Resource Policies in future and practice them. I consider myself very lucky to obtain an opportunity to work in Biman Bangladesh Airlines Ltd. I went different departments in Biman Bangladesh Airlines Ltd. for searching data on Human Resource activities.
The internship is a four–credit compulsory courses for the business students graduating from Bangladesh University of Business and Technology (BUBT). The object of this component is to provide a hands-on-experience to a student graduating under different discipline of Bangladesh University of Business and Technology (BUBT).The Internship takes place in a firm/Organization or an institution. MBA students have to do an internship in any area of business specialization under the concentration like Marketing, Management, Finance and Human Resource Management etc.
Background of the study
Internship means learning something practically at the working place. When academic knowledge is applied in practical then it is called internship.
GREEN says, “Standard methods taken for searching knowledge are meant internship.” Internship is a method of acquiring knowledge for application in scientific way and find out the actual situation of certain field.
In other words, Internship means practical training through attending the particular work physically. Practical training means a way through which a person or a trainee can gather experience about the related subject practically and he able to apply his theoretical experience in the field of real life action. Practical training gives the way for gaining knowledge through activities other than reading textbooks and training formal academic courses. Practical training is necessary to achieve complete knowledge about something. Internship program is actually a form of practical training. This type of practical training can open the inner eyes of a student. For the student of Business Administration internship is an academic requirement. For the Internship every student is required to work in a selected institution to enhance his practical experience.
Origin of the Study
My internship program was arranged under the supervisor of Md. Asaduzzaman, Lecturer in Human Resource Management, Faculty of Business Administration, Bangladesh University of Business & Technology(BUBT). My topic is “HUMAN RESOURCE POLICIES AND PRACTICES of Biman Bangladesh Airlines Ltd.” I have done my internship program in Biman Bangladesh Airlines Ltd. 21/04/09 to 21/07/09.
Justification of the Study
Business Strategies are in continuous flux. Internship prepares an intern for this highly fluid situation. It importance is gradually increasing due to the development and expansion of industries. Industries are the main elements of production and supply of consumer’s goods. Those business industries need highly skilled personal for proper business function. Internship prepares the trainee for the tough job conditions and future challenges of business activities. This type of learning program like internship helps the student how to cope with different situations as well as to work in the team environment. In addition, Internship program helps a trainee to fulfill his practical knowledge and makes him fit for business executive work.
Objective of the Report
The objective of the internship incorporates so many things. It can provide me invaluable practical knowledge about Human Resource Management Policies and Practices. We can find two types of objective:
1. General Objective: The prime objective of the study is to examine the HRM
practices on Biman Bangladesh Airlines Ltd.
2. Specific Objective:
® To find out the significant gaps of HRM in Biman.
® To suggest the better way of enhancing the performance of Biman.
® Internship has a big role to prepare a trainee for the future
challenge of modern business world. So, try to recommend the
areas of improvement .
Scope of the Study
My areas of the operation confined only to the Human Resource policies and Practices of Biman Bangladesh Airlines Ltd. I have tired to concentrate on the Recruitment and Selection, Compensation policies and practices, Training and Development, Performance Appraisal sections of the Biman Bangladesh Airlines Ltd. To evaluate the performance of the company. I have been co-operated with the management of the concerned company in each sector where I have wanted to penetrate for the information. I have tired to analyze an evaluate of performance based adequate information contain in documents and interviews of Human Resource officers.
Methodology of the Study
Methods followed to perform a job or conducting activities to complete a task is called methodology. In conducting this study both qualitative and quantitative method was used. The following methodology also adopted in collecting data & information, preparation of reports:
Types of Research
For my internship report, I am conducting descriptive research.
Sources of Data
From both Primary and Secondary sources, the necessary information is collected. The sources comprises –
i) Primary Data
The Data collected for a purpose or when the researcher investigates a particular problem at
hand is known as primary data.
Sources of primary data
Top Level Management
Middle level Management
Lower level management
Taking in depth and face to face interviews, Making observation. To communicate directly
with the personnel of the group, mainly HR department of Biman Bangladesh Airlines Ltd.
ii) Secondary Data
When an investigators use data, which have already been collected by others for another purpose, such data is known as secondary data.
Sources of secondary data
Secondary sources were used to collect data regarding the companies’ performance since its inception. Different kinds of Paper, Publications, Journal, Biman`s web sites helped me to gather relevant data.
1. Different Text Books
2. Web sites of Biman
3. Different kinds of papers of Aviation Company.
4. Personnel and administrative Manual of Biman Bangladesh Airlines Ltd.
5. Documents of different Section in Biman.
Limitation of the study
Limitations are everywhere so does there; since this is an internship report, the limitations regarding the internship program has acted as the limitations of the study.
Among others the main limitations are:
· The time of internship program is too short to know about the total activities of
a company like Biman Bangladesh Airlines Ltd.
· The HR department was reluctant to provide the information, because of their
· Company personnel and officer were so busy with their occupational activities.
Hence, it was little but difficult for them help within their target schedule.
· Biman has seven directories, so, it was very hard to go every section to collect
about HR data.
· Lack of Modernization and Office Equipments.
· Need attitude development because Biman has being an International company.
Due to time constraints I have took limited sample size and scope of the paper. Both the objective and descriptive survey design were adopted for the study. So, I had Limitation to enter in to the affairs of the company in depth.
Biman Bangladesh Airlines Ltd. the national flag carrier of Bangladesh has started its journey from scratch virtually with no aircraft, no ancillaries. It came into operation immediately after the war of independence. Despite many odds on its journey towards a long and challenging way to progress, Biman has been able to establish its reputation as an airline of welcome smile and an ocean of hospitality.
Biman now carries the nation’s flag to South Asia, South-East Asia and Far-East, Gulf and Middle-East region and European Countries. A steady progress has been made with better services ensuring increased passengers. To make Biman passengers feel “once Biman always Biman” the airline has recently brought in some qualitative changes in its service concept. Biman has been aiming in achieving the goal of being truly international commercially viable airline of the region with its warmth and friendliness, care, safety record, traditional hospitality and comfort of the services it offered. Biman is now flying even higher with great pride around the globe with the bi-color, the nation’s flag.
Biman Bangladesh Airlines was established on 4 January 1972 to be Bangladesh’s national airline under the Bangladesh Biman Ordinance. The initiative to launch the flag carrier was taken by 2,500 former employees, including 10 Boeing 707 commanders and 7 other pilots, of PIA – Pakistan International Airlines, who submitted a proposal to the government on 31 December 1971 following the independence of Bangladesh. The airline was initially called Air Bangladesh International but was soon renamed Biman Bangladesh Airlines.
In modern Bengali, the word wegvb (biman) refers to “aeroplane”, originating from the Sanskrit word vim?na, a name given to a flying machine mentioned in ancient Vedic literature. The logo, painted on the tail, is a stylised white stork (ejvKv) bôlaka inside a red circle. The initial livery was a dark blue line extending across the aircraft along the windows and covering the tail section. This was replaced in the 1980 by dark green and red lines, matching the colours of the Bangladesh flag, and has remained for over two decades. The bôlaka has also given its name to the Biman headquarters, the (ejvKv feb) bôlaka bhôban and a landmark sculpture in Dhaka depicting storks is in front of Biman’s former headquarters.
both gifts from the Bangladesh Air Force. On 10 February 1972, Biman experienced its first accident when the Douglas DC-3 crashed near Dhaka during a flight test, killing all five crew members. In 1974 operations were extended to Kathmandu, Bangkok and Dubai.
Biman Bangladesh Airlines Ltd. is operated through a Board of Directors. Usually, this board of directors is headed by a chairman who is supposed to be accountable to a higher authority. According to the company’s organogram, the Managing Director (MD) is the Chief Executive Officer (CEO) of Biman. There are seven departments in Biman – administration, finance, flight operations, store and purchase, customer service, engineering, planning – each headed by an appointed Director of its own. Biman’s management and most of the financial matters fall under the responsibility of this Seven-member Executive Board.
Biman Bangladesh Airlines operates in Domestic & International schedule distinct (at January 2005), At Present Biman Operates:
Domestic – 3 District- Dhaka, Chittagong, Cox`s Bazar, Shylet.
International- 18 International Destinations Hong Kong in the East to
London in the west.
Vision and Mission of Biman Bangladesh Airlines Ltd.
To Project Biman Bangladesh Airlines Ltd. in the aviation market as a world-class airlines.
To Provide Safe, Reliable, Efficient and Economical air transport services and to satisfy customer’s exceptions while earning sustainable profit and continuing to be a caring employer.
To provide and develop Safe, Efficient, Adequate, Economical and properly coordinated air transport services, internal as well as international.
Name & Logo
Biman Bangladesh Airlines Limited.
White stork flying across the red sun.
Head Office of Biman
“Balaka Bhaban”, Biman Head Office, Kurmitola
Your Home in the Sky
01. Air Marshal Jamal Uddin Ahmed
ndc, bems, psc (retd).
Chairman, Biman Board of Directors
02. Mr. Hedayetullah Al Mamoon
Secretary-in-charge, Ministry of Civil
Aviation & Tourism,
Bangladesh Secretariat, Dhaka
03. Dr. Mohammad Tareque
Secretary, Finance Division,
Ministry of Finance,
Bangladesh Secretariat, Dhaka
|04. Mr. Molla Wahiduzzaman
Secretary, Prime Minister’s Office
|05. Mr. A. F. M. Mesbahuddin
President,Supreme Court Bar Association
Room:103,S.C. Bar Association Building,
06. Air Vice Marshal Muhammad
Enamul Bari, ndu, psc
Assistant Chief of Air Staff
(Operation and Training)
Air Headquarters, Dhaka Cantonment,
07. Major Gen. Hameed-Al-Hasan, ndc
Engineer in Chief, Bangladesh Army,
Engineer in Chief`s Br.(Coord.)
Dhaka Cantonment, Dhaka
08. Mr. Abul Kashem Ahmed
First Vice President, FBCCI
FBCCI Bhaban, Motijheel, Dhaka
|09. Professor Iqbal Ahmad
Institute Of Business Administration, DU
10. Mr. Shah Md. Zakaria Bhuiyan, FCA
S.M. Zakaria & Co. Chartered
46/1 Purana Paltan, Sobhan Mansion
|11. Mr. A.M. Mosaddique Ahmed
Managing Director and CEO (Act.)
Biman Bangladesh Airlines Limited
3.1 Human Resource Management (HRM)
Business needs people as owners, employees and customer. With the increase of the size and complexity of business organization, man has become the most important factor in business. Organization needs people to make them operate. An organization is nothing without Human resource. Of all the resources, the most important one is human resource, because human beings play a dual role – as resource, as well as a motive force for all other resources by manipulating them, by way of developing, utilizing, commanding and controlling.
· Human Resource Management is concerned with people at work place.
· HRM is a field of management involves Planning, Organizing, Directing and Controlling the function of Procuring, Developing, Maintaining and Motivating a labor force.
· It is the process of acquiring, retaining, terminating, developing and properly using the human resource in an organization.
So, Human Resource Department functions include Recruitment, Selection, Training and Developing, Performance Appraisal, Compensation and Industrial Relation in an Organization.
3.2 Human Resource is Superior to other elements of production
Capital can be borrowed and technology can be imported, but people cannot be bought. All the factors of production other than the workforce skills can be duplicated anywhere in the world. It is all fungible- capital, technology, raw materials, information – all except for one thing, the most critical part, the one element that is unique about a nation: its workforce.
· Technology becomes inactive without workforce. It is a man who works behind machine.
· Improvement of productivity through the introduction of new technology depends, largely, on how people in the organization accept the change. To obtain desired result from the introduction of change in technology, the change must be acceptable to people.
· Assets make things but people make things happen.
· Human being can think, imagine and feel. They have creative and innovative power.
· Human beings can be motivated and stimulated.
· Human beings have synergetic power.
3.3 Principal of Human Resource Management
· Treat people with respect and dignity
· Treat people as adults.
· Treat all employees with justice.
· Provide people with opportunity for growth and development.
· Make people feel that are important
· Rewards should be earned not given
· Do not underestimate the potentials of people
· Supply people with all relevant information
3.4 Functions of Human Resource Management
Human Resource management functions include Recruitment, Selection, Training & Development, Performance Appraisal, Compensation and Labor relation in an organization or a company.
Typical Function of HRM
1. Recruitment and Selection
Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization. Recruitment is the process of finding
and attracting qualified people for jobs.
Selection is the process of finding out those candidates from the large pool of candidates who posses the necessary qualification to perform the effectively and efficiently.
Selection is the process of gathering information for the purposes of evaluating and deciding who should be employed in particular job. Right person for the right job is the main goal of selection.
Socialization is the process through which new employees acquainted with the organization, its culture, rules and regulations, supervisors and others employees.
3. Training and Development
Training: Training is the learning process that involves the acquisition of skills, concepts, rules of attitudes to increase the performance of employees. Training aims to improve current work skills and behavior.
· Training changes employee’s attitude and behavior.
· Ongoing retraining is necessary to accommodate technological changes.
Objectives of Training
Objectives related to organizations
· To achieve efficiency of production.
· To Improve knowledge on new method.
· To inform the company policy.
· To change the attitude towards jobs.
· To ensure loyalty.
· To reduce labor turn over.
· To increase productivity.
· To reduce operating costs.
Objectives related to employees
· Reducing inherent fear about job.
· Prevention of obsolescence.
· Change of behavior
· Personal Growth.
Development: Development of employees is necessary to prepare the organization for future challenges.
4. Performance Appraisal
Performance appraisal is the process of evaluating an employee’s current and past performance relative in his/ her performance standards.
Performance appraisal is important for making administrative decisions relating to promoting, Firing, layoffs and pay increases. Performance appraisal can provide needed input for determining both individuals and organizational training and development needs.
Another important use of performance appraisal is to encourage performance improvement. It aims that how a worker improve his /her behavior, skills, attitude or knowledge.
5. Compensation: Compensation refers to the organization entire reward package, including not only financial rewards and benefits but also non-tangible benefit such as security.
6. Labor Relations: Labor relation means the continuing relationship between employer and employees who are represented by labor organization.
7. Motivations Functions: Motivation helps the employees to exert high level of energy. Motivation include the Following:
· Job Satisfaction
· Job Security
· Financial Security
· Promotion Opportunity.
· Autonomy in work
· Open Communication
· Employees Performance Appraisal
8. Maintenance Function: Maintenance employee’s commitment and loyalty to the organization. It is willingness to stay in the company. Commitment comprises two values-
· The value of discipline
· The value of performance.
3.5 Recruitment Process and Policy
Recruitment is the process of exploring or searching for prospective employees and providing them stimulus to apply for specific position in an organization, through varied internal and external Sources.
In other words, Recruitment is the development and maintenance of adequate manpower sources. It is very much concerned with the creation of the pool of available labor force to meet the additional need of manpower in an organization in the requisite member and when they requite it.
Recruitment Policy -The core of Manpower selection Process:
Recruitment policy is vital significance in the manpower selection process. Manpower
selection expert are of the view that a recruitment policy should be established after a very
careful-thought . This needs to be clearly understood and efficiently carried out.
A well-designed recruitment policy generally covers the following areas:
1) It spells out clearly the intentions or underlying objectives in recruitment.
2) It is within the preview of the recruitment policy to lay down rules and procedures for determining whether the recruitment will be under taken from within or outside the organizations,
3) It is also within the concern of the recruitment policy to specify whether it is to go in for campus (College) recruitment and get raw and inexperienced hands.
4) The recruitment policy will also provide for the use of particular advertisement media source, i.e., whether newspapers, radio, television or any other media.
5) The recruitment policies will very much emphasizes on the continuing research and analysis and of the present sources and methods. How effectively they have been working to achieve the desire result and further direct its effort to explorer newer sources and methods and latest selection techniques like use.
3.6 Sources of Recruitment
When a person is needed to fill a vacant organizational position, the individual may come
from inside or outside the organization. Some organizations prefer to recruit from within,
since this helps in enhancing employee morale, loyalty and motivation. Other organizations
prefer to recruit externally to prevent in- breeding and to encourage new ways of thinking.
Although recruitment policy varies from organizations. There are mainly two sources of
recruitment. These are:
a) Internal Sources
b) External Sources
Now we can describe the recruitment sources:
a) Internal Sources
Internal Sources include the current work force that is those who are already on the pay roll
of the organization. Whenever any vacancy occurs somebody from within the organization
is promoted or demoted to fill the vacant post. Sometimes “Sideways” appointments may be
made by transferring somebody of similar seniority from another department. Sources
should match the position to be filled. The internet is providing many new opportunities to
recruit and causing companies to revisit past recruiting practices.
# Internal Searches
# Employee Referrals
# External Searches
# Recruitment Alternatives
We can briefly discuss about the Sources:
# Internal Searches: Organizations that promote from within identify current employees
for job openings:
8 By having individuals bid for jobs.
8 By using their HR management system
8By utilizing employee referrals
Advantages of promoting from within include
* Good public relations
* Morale building
* Encouragement of ambitions employee performance
* Cost savings
* Internal candidate’s knowledge of the organization
Disadvantages of Promoting from within include
* Possible inferiority of internal candidates
* Infighting and morale problems
* Potential Inbreeding
# Employee Referrals: Current employees can be asked to recommend recruits.
* The employee’s motivation to make a good recommendation
* The availability of accurate job information for the recruit
* Employee referrals tend to be more acceptable applications, to be more likely to
accept an offer and to have a high survival rate.
* The possibility of friendship being confused with job performance
* The Potential for nepotism
* The potential for adverse impact
# External Searches
Advertisement: must decide type and location of advertise, depending on job, decide whether
to focus on job or applicant.
There factors influence the responses rate:
8 Identification of the organization
8 Labor market conditions
8 The degree to which specific recruitments are listed.
8 Employment Agencies: Public or state employment services focus on
helping unemployed individuals with lower skill levels to find jobs. Private
employment agencies provide more comprehensive service and are perceived
to offer positions and applicants of a higher caliber.
8 Employer, employee or both may pay fees.
8 Management consulting, executive search or headhunter firms specialize in
executive placement and hard-to-fill positions.
# Recruitment Alternatives
Temporary Help service
* Temporary employees help organizations meet short-term fluctuations in
* Older worker can also provide high quality temporary help.
* Training workers are employed by a leasing company, which provides them
to employers when needed for a flat free.
* Typically remain with an organization for longer periods of time.
b) External Sources
If requisite talents are not available from within the company, managements have to look for
outside source of recruitment for needed manpower. While making use of these sources, one of the fundamental pre-requisite is to choose or select the type of source or sources for recruitment of candidates, full regard being had of the particular recruitments of the jobs, prevalent economic and labor markets conditions and after having reviewed and evaluated the source or sources already tired, how effective and successful they have proved to be in attracting really potential employees.
Therefore, before we open the subject of external recruitment sources for discussion here, it will serve quite an essential and useful purpose, to explain as a prelude, the important issue,`law_article` Nature of Labor Market” , which has a direct bearing on the external recruitment sources.
4.1 Human Resource Policy/Activities of Biman
Human Resource is the most important department of an organization for any type of organization in the world. Human Resource is the soul of an organization. To valuate the employee/employer’s as human resource is the main function of an organization. Without proper qualification of an employee no organization can develop. For this reason it is necessary to give them proper training and special benefit. Human Resource is the most important department in Biman. More than 3150 employees are work in Biman. Human Resource Department of Biman are supervised by DGM (HR). Moreover, Personnel department is the most important section of Human Resource. It is supervised by a DGM (Personnel). DGM (Personnel) has some sub-breach are interrelated with HR from the beginning to retirement.
4.2 Classification of Employees in Biman
Employee means persons in the employment of the corporation and the classification of employee of Biman Bangladesh Airlines Ltd. are as follows:
a) Employees on Contract
b) Permanent Employees
d) Temporary Employees
e) Substitute Employees
f) Casual Employees
g) Apprentice Employees
In below the classification of Employees are as follows:
a) Employees on Contract:
An employee on contract is a person with whom a specific contract of employment has been
entered into. An employee on contract bound by these regulations except where
other wise expressly stated in the contract.
b) Permanent Employees:
A permanent employee is an employee who has been engaged on a permanent basis and the
expression`law_article` Permanent Employee” shall include any person who has satisfactorily
completed the probationary period of Six month.
Probationer is an employee who is provisionally engaged to fill a permanent vacancy in a
post and has not satisfactorily completed six-month service. If a permanent employee is
engaged as a prior a new post he may at any time during the probationary period of six
months be reverted to his old permanent post. If his work is found unsatisfactory.
d) Temporary Employees:
Temporary employee is an employee who has been engaged for work which is essentially of
temporary nature and likely to be finished within a limited period.
e) Substitute Employees:
Substitute employee is a person whose employment is of casual nature.
g) Casual Employees:
Casual Employee is a person whose employment is of casual nature.
h) Apprentice Employees:
Apprentice is a learner who is paid an allowance or a fixed pay during the period of his
Deputatioist is employees whose service have been obtain on loan by the corporation
from Government or other organizations and who shall be governed by the terms of his
Deputation. Except where otherwise expressly stated in his deputation, these regulations
shall also apply to deputations.
· Ensure quality recruitment of personnel.
· Bring clarity & consistency in the selection and recruitment process.
· Ensure equal opportunity for employment
· Encourage all candidates to demonstrate their stability for a post through the establishment
of a clear, welcoming and positive process.
4.4 Grading Structure with Designations
|MD & CEO||Spl.|
|General Mgr. Central Admin.||X|
|Dy. General Mgr.||IX|
|Jr. Admin Officer||V|
|Jr. Co-ordination Officer||V|
4.5 Terms and Conditions for Appointment
General Condition for Recruitment
01. Vacant position filled up by persons of above average intelligence with appropriate qualifications, Integrity and Character
02. Strictly on the basis of Merit.
03. Selected candidates are appointed on contractual basis for 3 years (general employee’s) and 5 years (cabin crews). The services of both of them are regularized on satisfactory completion of contractual period.
04. No persons convicted in the court of Low, dismissed from govt. service or other agencies shall be employed.
05. Age Limit 18-3 years, ex-servicemen up to 40 years, Ex-servicemen up to 50 years on contract basis. Cabin crew 21-25 years.
06. Must be medically fit.
07. Clearance regarding character and antecedents from the police department. NSI etc.
08. Central Administration do local employees in foreign stations.
09. Qualification may be relaxed in the case of candidates having adequate knowledge/Experience.
10. Before formal appointment where basis training in BATC is a pre requisite the candidates have to sign a bond to the effect that he/she serve at least 5 years in that post, failing which financial compensation will have to be paid to biman.
11. Where pre-induction basis training is necessary, appointment will be given after successful completion of such training.
For Internal Candidates
1. Can apply for the same post pay group or one step higher on completion of 3 years service in the existing post/pay group.
2. Relaxation of class/ division (only one step lower) and age maximum 3 years.
3. For any higher position on relaxation of qualification division except age for 3 years.
4. Daily wages and Casual employment on the basis of existing procedure as envisaged in the admin Order.
4.6 Recruitment Procedures
01. Respective department send for employment against vacant position duly endorsed by O & M department along with job specification. Government permission and management’s approval necessary for recruitment.
02. Employment section invite applications through advertisement in the newspaper (2 Bengali & 2 English). They arrange test, Viva and practical (as the case may be ). Qualifying marks -written -60%, viva-65% and practical -65%. Final selection based on combined marks.
03. Policy on district and other quota are to be maintained.
04. Character/Antecedence of the candidates to be verified through police department and NSI clearance also to obtained where necessary.
05. Employment section issue offer letter, arrange medical examination by Biman Medical department, arrange training from BATC (where applicable). After training formal appointment letter issued to the successful candidates. Employment section send their personal file to personnel section within 30 days from the date of issuance of appointment letter.
06. Where pre-induction basic training is necessary (as 05 above), the candidates to sign a bond to the effect that she/he serve at least 5 years in the post, failing which financial compensation be paid to Biman.
Steps or procedure of Recruitment in Biman Bangladesh Airlines Ltd.
|Concerned Department Demand|
|Organizations and Methods|
|Approved by the Management|
(Through Public Relations)
|Approved by the Mgt. Schedule of written test|
For Recruitment / Fresh Appointment:
Selected candidates are primarily appointed on contractual basis for a period of 3 years for general employees and 5 years for cabin crew. Their services are confirmed with effect from the initial date of their appointment on completion of their contractual period of services (3 years or 5 years, as the case may be) provided he has rendered satisfactory services and has not been adversely reported upon by his superior officer and he head of the department.
Authority for Confirmation
Director Administration is empowered to approve confirmation up to pay group-X in accordance with the corporation’s rules and regulations. In case of disagreement between the recommendation of concerned Director and Director Administration the matter will be referred to managing director for final decision.
Recruitment of Dependents of Biman Employees
30% (Thirty percent) of vacant during recruitment filled up from eligible and qualified dependents of employees of Biman provided the number of vacancies being advertised is 4(four) or more in a particular trade. Dependent candidates will, however have to undergo all necessary recruitment procedure/formalities as mentioned in existing recruitment policy. If, however, eligible and qualified dependents are not available for the post to fill up the 30% quota then the vacancies filled up from other eligible and qualified candidates.
Job Specification & Job description:
Basically, Job Description means – A written statement of what the job holder does, how it is done, and why it is done. On the other hand-
Job Specifications means– A statements indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their job.
O & M Department develops job specifications for each post in consultation with concerned department.
4.8 Minimum Requirements for Administrations of Biman`s Employee
|Designations||Age Limitations||Educational Qualification’s for recruitment|
|MD & CEO||45-55 yrs||Master degree with impressive academic qualification.|
|Director of Administration||50 yrs||Master degree with impressive academic qualification, preferably in MBA, Economics, Finance, Management, Public Administration.|
|General Manager||——————-||3 yrs experience as DGM under combined seniority list|
|DGM||——————-||3 yrs experience as Manager under combined seniority list.
|Manager||——————-||3 yrs experience as Asst. Manager
Sr. Management course completion from BATC
|Asst. Manager||——————-||3 yrs experience as Admin. Officer|
|Admin. Officer||Max. 30 yrs||Master’s in any discipline.
At least three 1st division/class, 3rd class or equivalent result is not acceptable.
|Admin. Supervisor||——————-||3 yrs experience as Admin. Asst.|
|Admin. Asst.||Max. 30 yrs||Graduate in any discipline|
|MLSS||Max. 30 yrs||Minimum SSC.
Work experience as Peon will be given preference.
4.9 Validation of Need and Approval
1. The group HR as the administer the recruitment process.
2. A requision by respective department head should be made using the prescribed to HR
department to fill a vacant position.
3. The Recruitment Selection Board has been amended/ Restructure for all
Employee/Employer’s from the authority:
Employment Selection Board- Pay Group (VI to VIII)
|a. Managing Director||Chairman|
|b. All Directors||Member|
|d. Asst. Sec/Senior Asst. Sec
(Ministry of Civil Authority
Employment Selection Board- Pay Group 3(ii) to V
|a. Concern Director||Chairman|
|b. General Manager||Member|
|d. Asst. Sec/Senior Asst. Sec
(Ministry of Civil Authority
|e. Manager Employment||Member|
Employment Selection Board- Pay Group (1 to II)
|a. Concern Department||Chairman|
|b. Concern Directors||Member|
|d. Asst. Sec/Senior Asst. Sec
(Ministry of Civil Authority
4.10 Roles and Responsibilities for Implementing the policy
a) Employees have the responsibilities to
· Seek out and participate in training opportunities to improve their job
performance and competencies.
· Obtain approval from their supervisor to attend training programs.
· Apply learning in the work place.
b) Managers have the responsibility to Human Resource
There are various responsibilities of Human Resource Departments in Biman. According to Biman HR Organogram, DGM(HR) has two sub-branch, Namely: Manager O & M and Manager Recruitment. Personnel section is the most important section in Biman. But it is very much heart full that personnel section of Biman are in different section. They are not interrelated in HR section. But they plays an Important role From HR. Noted that- DGM(Personnel) and DGM(HR) both are directed from Director(Administration) and General Manager (Administrations). DGM(Personnel) is the most important department of Biman. It has also some sub-section, Namely- Admin cell, Foreign cell, Investigation cell, pension cell and Regulation cell. They have their own responsibilities for each section.
Fig: Organization Chart of Directorate Administrations in Biman Bangladesh Airlines Ltd
In below some important Duties and Responsibilities of DGM (HR), DGM(Personnel), Manager (Recruitment) and Manager (O&M) are as follows:
|Duties & Responsibilities
| Duties & Responsibilities
1. To supervise the overall activities of personnel department.
2. To ensure that all personnel administration, policy matters including development of personnel and pay & allowances matters are properly dealt with.
3. To ensure proper maintenance of personal files/records of all employees of Biman.
4. To ensure that ACR of all employees of Biman are timely received from different offices and properly maintained.
5. To ensure that all the cases of promotion/time scale/ placement etc. of Biman employees are dealt with as per existing rules and regulations/laid down procedure. He is also to ensure proper fixation of salary/various allowances/annual increments of all categories of employees.
6. To ensure settlement of all retirement cases as per corporation’s rule.
7. To ensure that all sorts of foreign posting/transfer of Biman employees and matters related to recruitment of local employees at foreign stations and their salary are properly dealt with as per rules and regulations.
8. To ensure proper and correct implementation of prescribed rules, procedures, Government directives etc.
9. To suggest management for introduction of new rules & re