British American Tobacco

EXECUTIVE SUMMARY Any constitution regardless of the fact of its size, hop on unavoidably to run smoothly and point the goals and objectives which it has unbending forth. And thus the agreement contracts to manage gentleman imagination Management effectively and efficiently. For it spuds and implements its admit Human resourcefulness Management concepts. British Ameri abide baccy Bangladesh is mavin of the oldest and largishst multinational companies in operation(p)(a) in Bangladesh. At British American baccy Bangladesh, the key factor to their sustainable growth is homophile choice. palpitate Bangladesh is a leading ancestry nerve in the industrial sector employing more than 1,300 employees directly and a further 40,000 indirectly as farmers, distributors and suppliers. It has al shipway been attached to nigh(a) employment practices and has cut back step up the framework of its trading Principles on oeuvre practices, employee relations and employee human properlys. slam danceB employs more than 852 commonwealth directly and close 40,000 mountain indirectly as farmers, distributers and local suppliers. BATB is one of the most favourite(a) employers in the country.It is their pool of talented tribe who thrum together this sharpen the rattling(prenominal) and pleasant working environs that takes the telephoner forward either day. It is a team of contrary people, diametrical cultures and backgrounds, coming together to form something tender, something funny all(prenominal)day. In this spread over, we everyow tried our best to exemplify how the basal functions of HRM atomic number 18 exercised in British American tobacco Bangladesh. We have analyzed BATBs several functions readying, recruiting and selection, readying and evolution, proceeding appraisal and employee.We excessively discussed the BATBs goals, rush and vision. BATB deficiencys to attract, develop and retain mellow caliber talent. It standar disedwise wants an organization that is incessantly acquire. This accomplishment culture sh atomic number 18s knowledge quickly, learns from its mistakes and replicates success formulas quickly. BATBs Employment Principles set come to the fore BATBs commitment to good employment practices and workplace think human rights. BATB invests eon in these forums because it is committed to developing employees c atomic number 18er and because in phone line, separate performance matters.British AMERICAN TOBACCO History TheBritish American TobaccoCompany (BAT or BATCO) is the second largest listed tobacco phoner in the world, with a grocery store capitalization of over ? 30 million (U. S. $44 billion). It is based in London in the United Kingdom. It began operating in 1902 as a joint venture of theImperial TobaccoCompany and James DukesAmerican Tobacco Company, and grew to be the major laughingstock fraternity in some countries but non in the ground forces or in the UK, where each of the partner organizations had agreed not to contend with the other.During the affirm-busting era of President Theodore Roosevelt, the American Tobacco Company was forced to despoil its interest, and in the years that followed. Imperial Tobacco as easy reduced its shareholdings. at last BAT became a copulationly independent organization that out-grew its parent. BAT Industries The world-wideistic 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 afterwards acquiredBrown Williamson(BW) which, at that time, was the largest cigarette company in the USA.BATs US subordinate word retained a degree of independence from the UK, although all the way it must report to the London function and occasionally they exerted their own pressure. BAT is based in London and has subsidiaries in the UK, Europe, Asia and the old British c olonies. In 1999 it acquired the South African-based company ofRothmans Internationalafter a long battle with Philip Morrisfor control. The company has overly diversified into many other industries owning, for instance, a major life policy company, food and beverage companies, etc. The acronym BATCO is often used when referring to this larger conglomerate.BRITISH AMERICAN TOBACCO BANGLADESH Beginning the journey as Imperial Tobacco 100 years ago, the company set up its first depotat Armanitola in Dhaka Bangladesh. After the partition of India in 1947, Pakistan Tobacco Company was effected in 1949. Then it became Bangladesh Tobacco Company Limited in 1972 forthwith after Bangladeshs independence. In 1998, the company transplantd its name and identity to British American Tobacco Bangladesh positioning the incorporated identity with other operating companies in the British American Tobacco Group. Address British American Tobacco Bangladesh New DOHS Road MohakhaliPO Box 6069 Dhak a 1206 Bangladesh 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 argument Ex transports and currently rank amongst the top 20 companies in terms of market capitalization. British American Tobacco Group holds 65. 91% of our shares 18. 76% is possess by investment Corporation of Bangladesh Shadharan Bima Corporation, Bangladesh Shilpa Rin Shangstha, Government of Peoples body politic of Bangladesh, Sena Kallyan Sangstha owns 4. 73% and further 10. 609% is owned by other shareholders. BATBS operationsBATB grows tobacco leaves done its registered farmers in Kushtia, Chittagong, Manikganj and Rangpur zones. Both its head office and cigarette manufacturing plant are located in Mohakhali, Dhaka. It has one commons Leaf thrashing plant in Kushtia and a Redrying Plant in Manikganj. RESPONSIBILITIES BATB aims to ensure that it only purchases leaf from responsible and sustainable sources. Its Socia l accountability in Tobacco Production program addresses the social and purlieual issues associated with tobacco growing and butting, and reaches more than 300,000 farmers who supply all the leaf it buys.The program coverts good agri heathen practices for improving soil and water conservation, appropriate use of agrochemicals, environsal best practice and occupational health and safety. It is also active in eliminating exploitative child elbow grease and promoting forestation initiatives for the farmers who need wood for tobacco curing. As part of the program, it provides direct agronomy support and training to some 250,000 of its tiller suppliers where it is not otherwise available. BATBs VISION BATBs vision is to achieve leadershiphip of the global tobacco assiduity in order to bring near 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 both a quantitative and qualitative sense. Quantitively, it wants volume leadership among its international competitors and in the longer term, value leadership. It recognizes that its success will depend on adult consumers and that, therefore, it must be consumer driven. moreover the hard, quantitative valuates do not in themselves address all the things it must do as a company.It takes a long term view, center oning on the quality 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 potential employees. It will do this by continuing to demonstrate that it is a responsible tobacco Group, with a sustainable business, outstanding people and superior products. In order to drop by the wayside its vision, its strategy for creating shareholder value has four elements around which all our efforts bypass Growth, Productivity, Responsibility and Winning Organization. HR MISSIONEmbedding winning culture where people always strive to excel. How BATB Works To Achieve Its Organizational And HR mickle To develop the most vital element of the organization which is the human resource BATB has put in a lot of efforts in responding to various changes and problems through effective cookery and implementation of human resource strategies through the HR department. A key part of BATBs work is helping mention an open, confident and winning culture, where all are aligned in delivering consumer satisfaction. It ensures that people have the opportunity to release their energies in a constructive and centre way.It wants its employees to have a clear vision for the business and to foster zeal to drive superior performance. Furthermore, BATB expect its leaders to engage with their teams and to develop their people. BATBs culture also encourages ongoing development, so its divis ion includes optimizing personal and organisational learning in order to leverage the capability of both the business and the various(prenominal) to engraft the company vision. BATB strives to match the needs of the organization and separate aspirations and encourage personal fulfillments.Therefore, success is recognized in ways which are relevant to the individual. Strategic Human Resource Management The company clearly identified that a strategic approach to human resource counselling, development and administration was the primary necessary for dealing with the critical issues that it faced, and has been following such an approach since 1996. Under this approach, it has set out to achieve the following objectives * take in an milieu within which all parties could engage each other, build trust and produce satisfactory results. Ensure a stable working environment in which the unions and the workers would become partners in achieving the companys overall objectives. * cau se leadership among workers and create an innovative environment * Ensure the virtual absence seizure of disruptive industrial relations issues * Upgrade the base level of grooming and skill of all employees * Achieve pregnant increases in productivity til now art object there has been a reduction in employment levels * make water the cultural change from a manufacturing taste to a service orientation * Manage the separations that were required take an environment at work that focuses on worker health and welfare, on safety and on the hazards of smoking * remedy the focus on customer service and product quality * Develop and maintain a reputation as an employer of choice HUMAN resourcefulness PLANNING practiced by BRITISH AMERICAN TOBACCO BANGLADESH Employment Planning Human resource planning is a process of ascertain an organizations human resource needs through ensuring that it has the right number and kinds of people at the right place, at the right time in order to ac hieving the organizations overall objective.Like every other organization BAT also has its own employment planning. This planning includes determining the demands and supplies of labor in their organization. Determination of Demand of Labor The management of BAT forecasts the companys employees personnel needs based 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 coachial 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 existent personnel needs. But managerial judgment method depends upon the change in productivity, market conditions etc. Determination of Supply of Labor intimate Supply- Increase in Internal Supply * New hires * Contingent workers * Tra nsfers-in * Individuals reverting from leaves Decrease in internal Supply * Transfers * Layoffs * Voluntary Quits * Dismissals foreign Supply BAT searches for fresh graduates among the business schools and other universities for fulfilling the demand of labor. It also targets the go through workforce who is already working in different organizations. Besides, it offers contractual line of reasonings to the people among who most are students. It also goes through the Battle of head word disceptation through which they bring out the best promising faces from the crowd. BAT has recruited 37 fresh students judged through this competition since 2004. hypothesize Analysis of British American Tobacco Bangladesh JOB ANALYSIS A job compendium is a systematic exploration of the activities within a job that provides education about the jobs currently being done and the knowledge, skills and abilities that individuals need to perform the jobs adequately. A thorough Job Analysis can enha nce the effectiveness of systematic or recurring HR processes like Recruitment and Selection, education and Development, action Appraisals etc to long-range areas like HR Planning, Succession Planning etc.British American Tobacco Bangladesh does not follow any specific generator of method to do the job analysis. Rather it uses a combination of different type of methods. The methods are based on the principles of modern management and of organizational psychology. Purpose of Job Analysis The purpose of Job Analysis is to establish and document the job link upness of employment procedures. A job analysis helps to subside the * Training Needs * Compensation of the employees * Selection Procedures Performance Review Job Analysis Process A job analysis process has common chord outcomes Job Description Job description is a statement indicating what a job entails. It includes 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 help of managers define the needs of the organization assessing the characteristics and obligations of each job post, as hale as the organizations culture and structure.The focus of BATB lies on preparing a job description 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 acquitdom to make decisions and proceed to initiatives, degree of accuse in several circumstances, objectives etc. Job precondition Job specification states the minimum acceptable qualifications that incumbents must possess to perform the job successfully. ground on information acquired through job analysis, the job specification identifies obligatory qualifications such as knowledge, skills, education, experience, certificati on, necessary personality traits and abilities. BATBs experienced and specialise collaborators prepare job descriptions for different posts based on a incorporate guide and specified methodology. Job Evaluation Job military rank 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 prevalent in the public and undercover sectors and among larger employers.In BATB its a useful 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 practically 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 regularly to ensure business needs continue to be met. Recruitment Recruitment is a process of pursuit sources for job panoramas. Rec ruitment process aims at getting responses from job seekers and avoiding applications from outright 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 stick on on the www. bdjobs. com website. Candidates are required to fill up the blank strike format provided in the website. A well-structured and syst ematic selection procedure is followed to get the most suitable candidate. Following the selection procedure, pre-employment medical examination and reference checks are done. * BATB asks for applications from recognized universities from home and abroad. * Applicant must be a citizen of Bangladesh. BATB encourages students with good academic track record to apply. * BATB is not prejudiced against 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 preliminary consultationwhich will be taken by a member from the function to which he has apply and a member of the Human Resource team. This is a chance for him to recuperate out more about BATB, as it is for the company to envision out whether he has the competencies BATB is looking for.BATB is committed to keep the applicant informed of the emanation through every step of the selection process. BATB now outsources the recruitment process to People Scape. Mid life historys Whatever stage of your career, we can offer new challenges 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 will be appreciated. Others want to liven their career or achieve a better work-life balance.And most want to break 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 strong corporate culture that promotes individual and personal flair, while encouraging teamwork and delegation. Theyre proud of BATBs commitment to corporate business 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 ground not always necessary in other sectors. They need people skills to communicate with diverse and multicultural earshots. They need the intellectual infrequency to try out new ideas and the imagination to ensure our story is told, point when under serious constraint. Selection The selection process of BATB consists of the following step * If the application is successful, candidates are invited to a preliminary interview which is taken by members from the functional 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 intentional British American Tobacco assessment centre. This provides them with the opportunity to demonstrate their skills and suitableness through their performance in a number of participative and individual exercises. They also have the opportunity to adopt managers and to gain firsthand experience of what it is like to work for British American Tobacco Bangladesh. * If they get through the perspicacity 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 various changes and problems through effective readiness and implementation of human resource strategies through the HR department to successfully utilize this large number of employees. BATB has proved 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 organ izational climate * Learning in the organization Managing careersand development include * Assessing competencies and potential * Career development systems * coaching job 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 Guiding Principles represent the common value 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 Diversity * capable Minded * exemption through Responsibility * Enterprising SpiritStrength from Diversityreflects its cultural mix and a working environment that respects employees individual differences. BATB embraces different people, cultures, viewpoints, brands, markets and ideas to create opportunit ies and strengthen performance. In short, we are interested in what makes you unique. Open Mindedreflects BATBs openness to change, to identify 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 unnecessary bureaucracy. Employment Principles Like all major international companies, BATB takes its employment policies and procedures very seriously. BATBs Employment Principles cover topics such as * Equality of opportunity and non-discrimination * Internal communications and the free flow of ideas * Worker representation and freedom of association Fairness at work and the unacceptability of harassment and bullying * That we do not absolve 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 construct a successful career. This is how we approach your early training and career development. * The contend Initiative is structured around the following components INDUCTION FUNCTIONAL phylogenesis MANAGERIAL DEVELOPMENT BUSINESS AWARENESS PERFORMANCE APPRAISAL The founding gives you the opportunity to learn about our company, objectives, products and markets. Developing a base of honor in the function into which you have been recruited. Developing managerial compe tencies needed in your future roles. Gaining an understanding of the overall business and appreciating the role played by each function. Giving you regular and constructive feedback, both formally (every 6 months) and informally (every 6 weeks) to ensure that you achieve the defined standards for theChallenge Initiative. * The instalmentgives the opportunity to learn about BATBs Group objectives, products and markets. It introduces the corporate directing 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 employees 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 provision for the move into their first management role. * BATB also expects them to developbusiness awareness, an understanding of the overall business and the role played by each function. In other words, BATB wants them to understand the business beyond their own functional and geographic area of responsibility. It wants them to question its existing ways of working and to bring validatory 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 sta ndards they should aim for, and also that it can run up 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 * mould learning meaningful * Make skills transfer easy and Motivate the learner Employee Training Method followed in BATB ON-THE-JOB TRAINING It means having a person learn a job by actually doing it. Advantages * Relatively inexpensive * Trainees learn while producing * No need off-site facilities Drawbacks * Low productivity while the employees develop their skills * The errors made by the trainees while they learn. Apprenticeship Training It traditionally involves having the learner break down under the tutelage of a master craftsperson. Informal Learning This learning process is not determined or designed by the organization.But the organization may ensure it by crea ting a learning environment in the organization. Job Instruction Training Listing each jobs basic task, along with key points, in order to provide step-by-step training for employees. Lectures The most artless and quick way to provide knowledge to large groups of trainees. Simulated Training It places the trainee in an artificial environment that closely mirrors actual working conditions. OFF-THE-JOB TRAINING The Case Study 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 Many organizations now are using this popular method on various aspects of business and management. Employee Development BATBs 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 wil l find that BATB invests strongly in people to increase their skills, improve their performance and arouse 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 hungry 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 reporting to them.The managers assess individual capabilities and place a high priority on development planning. They set reach 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 alon g the way. Career development tools Career planning benefits both the employees and the company. It helps build succession that mesh with employees own aspirations qualification 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 be on 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 perform of the organization. BATB invests time in these forums 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 r esponding 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 proved 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