British American Tobacco

EXECUTIVE SUMMARY Any government regardless of the point of its size, age unavoidablenesss to run smoothly and bring home the bacon the goals and objectives which it has set forth. And therefrom the giving medication needs to manage Human option solicitude effectively and efficiently. For it vexs and implements its own Human Resource Management concepts. British Ameri pl downstairs baccy plant Bangladesh is iodine of the oldest and largest multinational companies operating in Bangladesh. At British American baccy Bangladesh, the refer factor to their sustainable growth is military military force pick. flail Bangladesh is a leading backing system in the industrial empyrean employing more than 1,300 employees nowadays and a further 40,000 indirectly as farmers, distri andors and suppliers. It has invariably been committed to heavy commerce practices and has set reveal the frame pee of its lop Principles on work d well uping practices, employee transaction an d employee human refines. lapB employs more than 852 stack directly and about 40,000 people indirectly as farmers, distributers and local suppliers. slashB is one of the roughly preferred employers in the country.It is their pool of talented people who give this place the wonderful and pleasant operative environment that takes the smart set forward each day. It is a team of diametrical people, different glosss and backgrounds, coming together to piddle mostthing sensitive, something remarkable e preciseday. In this report, we have tried our best(p) to exemplify how the underlying functions of HRM be exercised in British American Tobacco Bangladesh. We have study BATBs several functions planning, recruiting and extract, training and exploitation, cognitive process appraisal and employee.We too discussed the BATBs goals, mission and hatful. BATB wants to attract, develop and retain high caliber talent. It in like manner wants an organization that is constantly schooling. This learning culture sh atomic number 18s dwellledge quickly, learns from its mistakes and replicates achievement formulas quickly. BATBs barter Principles set out BATBs commitment to good participation practices and workplace related human right wings. BATB invests time in these forums beca place it is committed to ontogeny employees rush and because in stemma, individual performance matters.BRITISH AMERICAN tobacco accounting TheBritish American Tobacco telephoner (BAT or BATCO) is the second largest listed baccy companionship in the world, with a market capitalization of over ? 30 billion (U. S. $44 billion). It is establish in London in the linked Kingdom. It began operating in 1902 as a joint venture of the regal TobaccoCompany and James DukesAmerican Tobacco Company, and grew to be the major(ip) cig arette community in many countries but non in the USA or in the UK, where each of the partner organizations had agreed not to compete with the sepa ratewise.During the trust-busting era of President Theodore Roosevelt, the American Tobacco Company was oblige to divest its interest, and in the years that embraceed. royal Tobacco also reduce its shareholdings. Eventu both(prenominal)(prenominal)y BAT became a relatively indep repealent organization that out-grew its parent. BAT Industries The international remnants of the original company were reorganized into a holding company called BAT Industries in 1976, and it acquired what was left of the American Tobacco Co. after the anti-trust split-up. BAT later acquiredBrown Williamson(BW) which, at that time, was the largest cigarette company in the USA.BATs US subsidiary retained a degree of in matterence from the UK, although classly it mustiness report to the London office &8212 and occasionally they exerted their own pressure. BAT is base in London and has subsidiaries in the UK, Europe, Asia and the old British colonies. In 1999 it acquired the sulphur African- groun d company ofRothmans Internationalafter a long battle with Philip Morrisfor control. The company has also diversified into many other industries owning, for instance, a major spirit insurance company, food and beverage companies, etc. The acronym BATCO is often used when referring to this big conglomerate.BRITISH AMERICAN TOBACCO BANGLADESH Beginning the journey as Imperial Tobacco 100 years ago, the company set up its archetypical depotat Armanitola in capital of Bangladesh Bangladesh. After the partition of India in 1947, Pakistan Tobacco Company was established in 1949. Then it became Bangladesh Tobacco Company Limited in 1972 immediately after Bangladeshs independence. In 1998, the company changed its name and individuation to British American Tobacco Bangladesh aligning the corporate identity with other operating companies in the British American Tobacco Group. Address British American Tobacco Bangladesh New DOHS Road MohakhaliPO Box 6069 capital of Bangladesh 1206 Bangl adesh Tel (+880) 2 882 2791 Tel (+880) 2 882 2786 BATBS SHAREHOLDERS BATB is among the first companies to be listed on the Dhaka and Chittagong Stock Exchanges and currently rank amongst the top 20 companies in legal injury of market capitalization. British American Tobacco Group holds 65. 91% of our shares 18. 76% is owned by investment Corporation of Bangladesh Shadharan Bima Corporation, Bangladesh Shilpa Rin Shangstha, Government of sights republic of Bangladesh, Sena Kallyan Sangstha owns 4. 73% and further 10. 609% is owned by other shareholders. BATBS OPERATIONSBATB grows tobacco leaves by dint of its registered farmers in Kushtia, Chittagong, Manikganj and Rangpur zones. Both its header office and cigarette manufacturing plant are located in Mohakhali, Dhaka. It has one Green Leaf thrashing plant in Kushtia and a Redrying coiffe in Manikganj. RESPONSIBILITIES BATB shoots to operate that it only purchases leaf from responsible and sustainable sources. Its genial Respo nsibility in Tobacco Production course of study addresses the social and environmental issues associated with tobacco growing and cognitive processing, and reaches more than 300,000 farmers who supply all the leaf it buys.The program covers good agricultural practices for improving soil and water conservation, appropriate use of agrochemicals, environmental best practice and occupational health and safety. It is also agile in eliminating exploitative child comprehend and promoting forestation initiatives for the farmers who need wood for tobacco curing. As part of the program, it provides direct agronomy sign and training to some 250,000 of its grower suppliers where it is not otherwise available. BATBs VISION BATBs vision is to achieve leading of the global tobacco assiduity in couch to create long term shareholder value.Leadership is not an end in itself, but a company that leads its industry, is the preferred partner for key stakeholders and is seen to have a sustainable business, should be valued more highly. BATB defines leadership in twain a quantitative and qualitative sense. Quantitively, it seeks volume leadership among its international competitors and in the longer term, value leadership. It recognizes that its success impart depend on adult consumers and that, therefore, it must be consumer driven. But the hard, quantitative measures do not in themselves address all the things it must do as a company.It takes a long term view, tensenessing on the lumber of its business and how it works. As a result, qualitatively, it seeks to be recognized as industry leaders and to be the partner of first choice for governments, NGOs, investors and potency employees. It forget do this by continuing to demonstrate that it is a responsible tobacco Group, with a sustainable business, outstanding people and superior products. In clubhouse to deliver its vision, its strategy for creating shareholder value has four elements around which all our efforts revolve Growth, Productivity, Responsibility and Winning Organization. HR MISSIONEmbedding winning culture where people alship canal strive to excel. How BATB Works To Achieve Its Organizational And HR Vision To develop the most vital element of the organization which is the human resource BATB has congeal in a lot of efforts in responding to motley changes and problems finished effective formulation and implementation of human resource strategies by means of the HR department. A key part of BATBs work is constituent nurture an open, confident and winning culture, where all are aligned in delivering consumer satisfaction. It ensures that people have the probability to release their energies in a creative and focused style.It wants its employees to have a clear vision for the business and to promote enthusiasm to drive superior performance. Furthermore, BATB expect its leaders to engage with their teams and to develop their people. BATBs culture also encourages ongoing le arning, so its role includes optimizing individual(prenominal) and organisational learning in localize to leverage the capability of both the business and the individual to establish the company vision. BATB strives to match the needs of the organization and individual aspirations and encourage personal ful gormandizements.Therefore, success is recognized in ship canal which are relevant to the individual. Strategic Human Resource Management The company cl early(a) identified that a strategic approach to human resource management, development and administration was the primary requirement for dealing with the critical issues that it faced, and has been adjacent such an approach since 1996. Under this approach, it has set out to achieve the spare-time activity objectives * Create an environment deep down which all parties could engage each other, draw trust and produce satisfactory results. Ensure a stable running(a) environment in which the unions and the workers would becom e partners in achieving the companys general objectives. * Develop leadership among workers and create an innovative environment * Ensure the virtual(prenominal) absence of disruptive industrial relations issues * Upgrade the base take aim of education and skill of all employees * Achieve significant annexs in productiveness even while there has been a reduction in employment levels * Create the cultural change from a manufacturing orientation to a run orientation * Manage the separations that were required Develop an environment at work that focuses on worker health and welfare, on safety and on the hazards of dope * Improve the focus on customer service and product whole tone * Develop and maintain a reputation as an employer of choice merciful RESOURCE PLANNING practiced by BRITISH AMERICAN TOBACCO BANGLADESH Employment Planning Human resource planning is a process of determining an organizations human resource needs finished ensuring that it has the right number and kin ds of people at the right place, at the right time in order to achieving the organizations overall objective. uniform all other organization BAT also has its own employment planning. This planning includes determining the demands and supplies of labor in their organization. intent of Demand of fight The management of BAT forecasts the companys employees personnel needs ground on its mission, strategic goals & objectives & technological and other changes resulting in increased productivity. Although there are several methods to predict personnel needs, but they use managerial judgment because it gives them more real world scenario for personnel needs.They think that the other methods cannot give the accurate situation of the personnel needs. These are basically graphical methods, which cannot measure the actual personnel needs. But managerial judgment method depends upon the change in productivity, market conditions etc. Determination of add together of Labor Internal a dd together- Increase in Internal Supply * New hires * Contingent workers * Transfers-in * Individuals returning from leaves Decrease in internal Supply * Transfers * Layoffs * Voluntary Quits * DismissalsExternal Supply BAT searches for fresh graduates among the business schools and other universities for fulfilling the demand of labor. It also targets the experienced workforce who is already working in different organizations. Besides, it suffers contractual tricks to the people among who most are students. It also goes finished and through the Battle of Mind contention through which they bring out the best promising faces from the crowd. BAT has recruited 37 fresh students judged through this competition since 2004. dividing line Analysis of British American Tobacco Bangladesh JOB depth psychology A contrast analysis is a regular exploration of the activities within a line of business that provides information about the rent outs currently be through and the knowledge, skills and abilities that individuals need to perform the jobs adequately. A thorough Job Analysis can enhance the effectiveness of regular or recurring HR processes akin recruitment and survival, study and Development, Performance Appraisals etc to long-range areas like HR Planning, era Planning etc.British American Tobacco Bangladesh does not follow any specific type of method to do the job analysis. quite a it uses a combination of different type of methods. The methods are based on the principles of modern management and of organisational psychology. Purpose of Job Analysis The purpose of Job Analysis is to establish and document the job relatedness of employment procedures. A job analysis armed scarper to determine the * teaching Needs * Compensation of the employees * Selection Procedures Performance reexamine Job Analysis Process A job analysis process has three outcomes Job Description Job interpretation is a statement indicating what a job entails. It include s what the job holder does, how it is done, under what conditions and why. BATB is comprised by experienced human resources executives who at a first level, with the inspection and repair of managers define the needs of the organization assessing the characteristics and obligations of each job post, as well as the organizations culture and structure.The focus of BATB lies on preparing a job interpretation accurately, rapidly and in a scientific and effective way. The job description includes information such as the job title, a short job description, the jobs place within the organization chart, the immediate supervisor, coactive departments, obligations and authorities, degree of freedom to furbish up decisions and proceed to initiatives, degree of blame in several circumstances, objectives etc. Job specification Job specification states the minimum acceptable qualifications that incumbents must hold to perform the job successfully.Based on information acquired through job an alysis, the job specification identifies prerequisite qualifications such as knowledge, skills, education, experience, certification, incumbent character traits and abilities. BATBs experienced and specialized collaborators prepare job descriptions for different posts based on a structured guide and specified methodology. Job military rating Job evaluation is a method of determining on a systematic basis the relative importance of a number of different jobs. By sector and size, job evaluation is far more normal in the public and private sectors and among larger employers.In BATB its a reclaimable process because job titles can often be misleading either unclear or unspecific. IN BATB its impossible for those in HR to know each job in detail. As a rough guide, job evaluation is very much essential for a huge organization like BATB. Job evaluation is counted as an ongoing process in BATB. According to the company a job evaluation should be transparent, and reviewed on a regular ba sis to ensure business needs continue to be met. enlisting Recruitment is a process of seeking sources for job candidates. Recruitment process aims at getting responses from job seekers and avoiding applications from unqualified candidates.BAT searches for fresh graduates among the business schools and other universities for fulfilling the demand of labor. It also targets the experienced workforce who is already working in different organizations. Besides, it offers contractual jobs to the people among who most are students. It also goes through the Battle of Mind competition through which they bring out the best promising faces from the crowd. BAT has recruited 37 fresh students judged through this competition since 2004. Recruitment Policy British American Tobacco Bangladesh has been in e-resourcing since 2002.It focuses on e-based advertisement for more visibility and transparency beside the conventional print media. All recruitment related notices are posted on the www. bdjobs. com website. Candidates are required to fill up the blank resume format provided in the website. A well-structured and systematic survival of the fittest procedure is followed to get the most sufficient candidate. Following the natural selection procedure, pre-employment medical examination and reference checks are done. * BATB asks for applications from recognized universities from home and abroad. * applier must be a citizen of Bangladesh. BATB encourages students with good academic track get into to apply. * BATB is not prejudiced a gatherst race, sex, religion, age etc. Positions are offered to the candidate on the basis of his/her ability and the requirement of the company. If an application is successful, the applicant is invited to a earlier interviewwhich entrust be taken by a fragment from the function to which he has employ and a member of the Human Resource team. This is a chance for him to aline out more about BATB, as it is for the company to find out whether he has the competencies BATB is looking for.BATB is committed to lionize the applicant informed of the progress through every step of the selection process. BATB now outsources the recruitment process to People Scape. Mid Careers Whatever give of your occupational group, we can offer new contends Talented people join BATB at all points of their career and for many reasons. Some seek a new challenge or an environment where they can prove themselves and where their current skills entrust be appreciated. Others want to reinvigorate their career or achieve a better work-life balance.And most want to improve their rewards package. BATB doesnt just offer a dynamic, diverse environment laden with opportunity people find the company a truly exciting and fulfilling place to work. They enjoy being part of a high profile company with a quick corporate culture that promotes individual and personal flair, while encouraging teamwork and delegation. Theyre tall of BATBs commitment to corp orate righteousness in a controversial industry. The nature of the tobacco industry contributes to the challenges of our work and to job satisfaction.Our people need a broadness of vision and understanding not always necessary in other sectors. They need people skills to communicate with diverse and multicultural audiences. They need the intellectual curiosity to try out new ideas and the idea to ensure our story is told, even when under serious constraint. Selection The selection process of BATB consists of the spare-time activity steps * If the application is successful, candidates are invited to a introductory interview which is taken by members from the running(a) department for which the candidates have applied and a member of the Human Resource team. The candidates who selected in this interview are invited to a specifically designed British American Tobacco mind centre. This provides them with the opportunity to demonstrate their skills and suitability through their pe rformance in a number of participative and individual exercises. They also have the opportunity to meet managers and to gain firsthand experience of what it is like to work for British American Tobacco Bangladesh. * If they get through the Assessment Centre, they will be recommended to the respective Heads of Functions for a final Interview.And if a candidate is can prove he is suitable for the job in this interview s/he is selected. British American Tobacco has put in a lot of efforts in responding to mingled changes and problems through effective formulation and implementation of human resource strategies through the HR department to successfully utilize this large number of employees. BATB has be that it is functioning very well and that it will continue its operations and will become the trendsetter of the Human Resource Management practices of Bangladesh.Managing performance While managing performance BATB focuses on * Measuring aligning performance * Rewarding performance * Managing administering benefits * Managing organizational learning and development * Managing change * Designing developing the organization * Managing organizational climate * Learning in the organization Managing careersand development include * Assessing competencies and potential * Career development systems * Coaching and mentoring * Training and development Managing employment relations includes Managing employment legislation * Managing workplace relations * Managing HR customer services BATBs employment beliefs and principles BATBs people are its business and its channelise Principles represent the common values at the heart of its success, shared by employees across the world. Its Employment Principles set out BATBs commitment to good employment practices and workplace related human rights. Guiding Principles * Strength from variety * Open Minded * Freedom through Responsibility * Enterprising kernelStrength from Diversityreflects its cultural mix and a working enviro nment that respects employees individual differences. BATB embraces different people, cultures, viewpoints, brands, markets and ideas to create opportunities and strengthen performance. In short, we are interested in what reaps you unique. Open Mindedreflects BATBs openness to change, to spot opportunities and to consider new ideas, including ways of addressing regulatory issues and changing social expectations. People seek to listen without prejudice, actively and enthusiastically considering other viewpoints.Freedom through Responsibilityhelps our people to get on with their jobs BATB believes they should be free to make their own decisions, accept responsibility for them and not be hampered by spare bureaucracy. Employment Principles Like all major international companies, BATB takes its employment policies and procedures very seriously. BATBs Employment Principles cover topics such as * E fictional character of opportunity and non-discrimination * Internal communications an d the free flow of ideas * Worker representation and freedom of association Fairness at work and the unacceptability of harassment and ballyrag * That we do not condone or employ child labor * That forced or bonded labor is completely unacceptable * Performance responsibility * Health, safety and environmental responsibility * Community contributions and skills development for employees and communities in markets where our companies operate * Personal development and learning * Reasonable working hours and family friendly policies * Fair, clear and competitive remuneration and benefits. Training and development * We recognize that getting the right start is crucial to building a successful career. This is how we approach your early training and career development. * TheChallenge Initiative is structured around the following components INDUCTION FUNCTIONAL DEVELOPMENT MANAGERIAL DEVELOPMENT BUSINESS sentiency PERFORMANCE APPRAISAL The induction gives you the opportunity to learn ab out our company, objectives, products and markets. growth a base of excellence in the function into which you have been recruited. development managerial competencies needed in your future roles. Gaining an understanding of the overall business and appreciating the role vie by each function. Giving you regular and rehabilitative feedback, both formally (every 6 months) and informally (every 6 weeks) to ensure that you achieve the defined standards for theChallenge Initiative. * Theinductiongives the opportunity to learn about BATBs Group objectives, products and markets. It introduces the corporate guiding principles and culture, the role of each function, and industry issues in your country.It also introduces to the product and how the company markets it. * The Challenge Initiative programmer includes employees functional development development of a base of excellence in chosen function. BATB will clearly explain what it expects from employees. Then, with support from em ployees coach and mentor, they set their objectives and work towards achieving them in order to meet the needs of the business and their personal development objectives. * Employees will develop themanagement skillsthey need in their future roles with both formal training and on-the-job experience.And they will have the opportunity to put these skills into practice in preparation for the move into their first management role. * BATB also expects them to developbusiness awareness, an understanding of the overall business and the role bouted by each function. In other words, BATB wants them to understand the business beyond their own functional and geographical area of responsibility. It wants them to question its existing ways of working and to bring positive change to the business. BATB will provide them with opportunities to challenge its practices, a receptive audience and the feedback they will need to build their knowledge. BATB monitors their success through regularperformance appraisal. It gives regular and constructive feedback, formally every 6 months and informally every 6 weeks. This ensures that employees are aware of the standards they should aim for, and also that it can tailor their development to its needs. Training Training is a learning experience that seeks a relatively permanent change in an individual that will improve his or her ability to perform a job. To make training a success, a BATB takes care of the following points * work up learning meaningful * Make skills transfer easy and Motivate the bookman Employee Training Method followed in BATB ON-THE-JOB TRAINING It means having a person learn a job by actually doing it. Advantages * comparatively inexpensive * Trainees learn while producing * No need off-site facilities Drawbacks * down in the mouth productivity while the employees develop their skills * The errors made by the trainees while they learn. Apprenticeship Training It traditionally involves having the learner study under the tutelage of a cover craftsperson. Informal Learning This learning process is not determined or designed by the organization.But the organization may ensure it by creating a learning environment in the organization. Job Instruction Training Listing each jobs basic task, on with key points, in order to provide step-by-step training for employees. Lectures The most simple and quick way to provide knowledge to large groups of trainees. Simulated Training It places the trainee in an sentimental environment that closely mirrors actual working conditions. OFF-THE-JOB TRAINING The Case show Method Here the manager is presented with a written description of an organizational problem to solve in a discussion with other trainees. Management Game The manager presented with a computerized decisions regarding but simulated situations. Outside Seminars some(prenominal) organizations now are using this popular method on mingled aspects of business and management. Employee Development BATB s approach to personal development is based on a simple belief that the person who best knows your ambitions and aspirations is you. BATB aims to support its development. People will find that BATB invests strongly in people to increase their skills, improve their performance and stimulate them with new ideas.BATB is committed to motivating people so they can also motivate others. But BATB also believes that youre the best person to map out your own evelopment. BATB expects employees to drive regular career discussions. It encourages to assess their strengths and weaknesses honestly and to seek feedback from colleagues. BATB counts on them to make continuous learning and the quest for improvement a part of your personality to be sharp-set for new ideas, skills and assignments. Managers play a key role in this and employees play a key role in developing the careers of people report to them.The managers assess individual capabilities and place a high priority on development planni ng. They set stretching performance goals, which are regularly reviewed. The discussions focus not just on what employees have achieved, but how they achieved it and what theyve learned along the way. Career development tools Career planning benefits both the employees and the company. It helps build successiveness that mesh with employees own aspirations making them more accurate, reliable and robust. BATB encourages them to spend quality time thinking about their career and it has highly developed tools to help them.BATB is prepared to invest significant time reviewing their career and meeting their development needs to ensure that their potential is fully realized. BATB holds annual Talent Review Meetings which are chaired by Board members, for all regions and functions around the world. These meetings aim to ensure that BATB has good succession plans in place that take account both of individuals needs and of the future shape of the organization. BATB invests time in these for ums because it is committed to developing employees career and because in business, individual performance matters.CONCLUSION British American Tobacco has put in a lot of efforts in responding to various changes and problems through effective formulation and implementation of human resource strategies through the HR department to successfully utilize this large number of employees. BATB has turn up that it is functioning very well and that it will continue its operations and will become the trendsetter of the Human Resource Management practices of Bangladesh. Bibliography www. bat. com www. batb. bd-servers. com www. wikipedia. org