Pran Rfl Company

Topics: Human resource management, Human resources, Training and development Pages: 9 (2447 words) Published: February 12, 2013
Report on HR Department

PRAN group of companies is one of the leading business institutes of Bangladesh .We have prepared report based on Practices of SHRM of Pran Food &Beverage . To prepare this report we have followed informal questionnaire. In the report we discuss about Company overview, literature review, Business strategy of the PRAN Food and Beverage, relationship between business strategy and HR practices of the organization, influence of business strategy various HR practices .PRAN encourage their employee to take part in opportunities and programs that will add to their aptitude to bring value and ensure further augmentation and achievement for themselves and the Company. Every year they are challenging their previous success. They are pleased with that what they have achieved previously but not delighted with that. (Pran Food, n.d.) and Beverage every endeavor is to outweigh their past performance. They are growing and growing in the global market. At last we shortly discuss practices of Strategic Human Resources Management in Bangladeshi local company PRAN Food and Beverage.

Background of the company5
HR as an important perspective7
Common Issues of HR8
Currently faced problems9
Employee Workforce Management9
Labor Management9
Achievable Solutions10
To speed up the workforce10
For Labor enforcement10

The complexity of the entire globalization process, which gave rise to increasing mutual dependence of different economies, branches and organizations, makes new issues with respect to human resources and their knowledge as the sole creative factor of the new value and profit creation actual. Instead of the present day domination of natural and financial resources, the world's well-developed countries are redirecting their developmental goals and strategies toward the domination of human resources. The change in role and the way of functioning of the present day business systems as basic management subjects requires radical change in role and importance of their employees. It is necessary to create new, modern and quality human resources that may effectively accomplish the goals of business and developmental policy; all this in conditions of huge economical uncertainty, quick technological changes, dynamical transformation and change of proprietary relationships .The competitive position of any enterprise in the present-day highly competitive market requires good and well-developed basis of employees on which all the work and strategy, both of growth and development, are founded. Development of human resources is becoming a daily and eternal challenge that any business system has to face sooner or later.

The success of an organization significantly depends upon the manner in which it manages human potentials. The main starting point of this article is that the basic resource of modern business operation is the human and that the development of employees as the most important function of human resource management in knowledge economy, represents essential change in approach to the human as the key organizational resource of gaining competitive advantage. More than ever before, as the only real competitive advantage of an enterprise, human resources are being placed in the center of all researches and of practices of developed countries, and investing into their development is increasingly considered to be the key factor of difference between successful an unsuccessful enterprises. The idea of the definition of this article's subject has emerged as a response to the present-day transitional events in the entire Serbian economy and society.

The present process of our transition, transformation of collective ownership into different forms of ownership, inclusion into global trade flows, foreign investments into national enterprises,...
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