Human resource theories and Banglalink
This internship report is submitted in a partial fulfillment of the requirements for the degree of Bachelor of Business Administration,2014.
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| Format: | Internship report |
| Jezik: | English |
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BRAC University
2014
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| Online pristup: | http://hdl.handle.net/10361/3787 |
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10361-37872019-09-30T03:42:40Z Human resource theories and Banglalink Nashin, Taniya Aziz, Md. Tareque BRAC Business School, BRAC University Business administration This internship report is submitted in a partial fulfillment of the requirements for the degree of Bachelor of Business Administration,2014. Cataloged from PDF version of Internship report. Includes bibliographical references (page 55). During my internship in Banglalink “Conversion Project” was assigned to me by my supervisor. This project was mainly about converting temporary employees into permanent. This conversion project problem was many employees has to come to head office at Dhaka from regional office outside or in Dhaka but far way from head office. If there was automation this wouldn‟t have been happened. Employees time have saved. For employment certificate and NOC employees from far away has to come to collect NO and employment certificate. If there is fully automated system employees don‟t have to come. Bangalink doesn‟t only depend on resource and capabilities or threats and opportunities. so, this imply Banglalink doesn‟t Industrial organization model blindly or Resource based view model blindly. They follow both. This is because they have to focus both resources and on industry. In Banglalink hygiene factors employees salary, even a simple thing like AC is also hygiene factor. In Bangalink satisfiers are employees increment and promotion. Banglalink fulfills ERG theory‟s lower order physiological and security needs but not fully. Employees growth need is not fully satisfied because Banglaink don‟t provide extensive trainings to their employees. In Bangalink when one employee perform well get promotion so other employee learn from it. The other employee performs well because he knows if he perform well he will get promotion or increment. this practical implication of social learning theory. Banglalink has all the components of Best Practice but as entry level employees don‟t receive extensive training and selection procedure is not perfect. That‟s why we can‟t say Banglalink practice is Best Practice. Taniya Nashin B. Business Administration 2014-10-27T05:59:09Z 2014-10-27T05:59:09Z 2014 2014-10-25 Internship report ID 10304012 http://hdl.handle.net/10361/3787 en BRAC University Internship reports are protected by copyright. They may be viewed from this source for any purpose, but reproduction or distribution in any format is prohibited without written permission. 55 pages application/pdf BRAC University |
| institution |
Brac University |
| collection |
Institutional Repository |
| language |
English |
| topic |
Business administration |
| spellingShingle |
Business administration Nashin, Taniya Human resource theories and Banglalink |
| description |
This internship report is submitted in a partial fulfillment of the requirements for the degree of Bachelor of Business Administration,2014. |
| author2 |
Aziz, Md. Tareque |
| author_facet |
Aziz, Md. Tareque Nashin, Taniya |
| format |
Internship report |
| author |
Nashin, Taniya |
| author_sort |
Nashin, Taniya |
| title |
Human resource theories and Banglalink |
| title_short |
Human resource theories and Banglalink |
| title_full |
Human resource theories and Banglalink |
| title_fullStr |
Human resource theories and Banglalink |
| title_full_unstemmed |
Human resource theories and Banglalink |
| title_sort |
human resource theories and banglalink |
| publisher |
BRAC University |
| publishDate |
2014 |
| url |
http://hdl.handle.net/10361/3787 |
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AT nashintaniya humanresourcetheoriesandbanglalink |
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