WELCOME TO

OUR PRESENTATION

WE ARE…

Md Motiur Rahman-EV 1406001

Md Saffat-E-Nayeem (Group Leader)EV 1406009

Md Mosharof Hossain-EV 1406021Monoarun Nesa-EV 1406035

Md Mustafiz Zaman-EV 1406073

Human Resource PracticesOn Aarong

Evaluation Of Employee Satisfaction And Feedback System

To Manage

Absenteeism, Tardiness And Turnover Rate

Absenteeism

The failure of the organization process if the employee fails to follow

the rules and standard of the organization.

Common Causes of Absenteeism

How To Control Absenteeism In AarongA. Improve employee motivation.

B. Employ a job rotation plan.

C. Reserve rewards and discipline rules for absenteeism.

D. Train managers.

E. Improve job satisfaction.

F. Allow employees for a flexible work schedule.

Tardiness

A tardy employee is one who arrives late at work.

Employees may exhibit dissatisfaction with job conditions.

This may disrupt productive relationships with coworkers.

Working Time Policy & Attendance

1. Regular Staffs: Office starts at 8:45am & ends at 5:15pm.

2. Temporary staffs: Roster duty

For 3 days late, 1 day’s Leave would be cut and for 7 days late,

warning letter would be sent to the respective staff.

How Management Handle Workplace Tardiness

Step 1: Asking casually the reason for tardiness.

Step 2: Management warns the employee who is frequently late.

Step 3: The management deducts lost time from an employee’s wages.

Step 4: Issue a written warning if an employee continues to be late to

work and notify the offender that continued tardiness will result in

suspension without pay and, ultimately, termination.

Turnover

Reducing employee turnover ratePersonal needs and more flexibility.

Employees’ engagement.

Peer-recognition programs.

Identify accomplishments.

Outline challenging, clear career paths.

Annual reviews or midyear check-ins.

Employee Satisfaction and Feedback System Promotion Incentives based on performance Appointments (Temporary to regular) Special allowance

70%

75%

80%

85%

90%

95%

100%

Satisfaction Ranking

Bottom Level Mid Level TopLevel

On Compensation basis

95%

5%

Equal Opportunity

Employee Agreed

Employee Disagreed

Findings

1. The employment policy is quite satisfactory in Aarong.

2. They have strong working environment especially for women.

3. The employees are engaged in many social interactive

activities.

4. They have strong career growth for the newcomers.

5. They pay attention to employees’ personal need and offer

more flexibility for the students in the workplace.

20

45

35

Recommendations

1) Use video interviews and social media to hire for fit.

2) Look at all aspects of candidates in hiring process.

3) Provide regular feedback.

4) Identify and offer uncommon employee benefits.

5) Create meaningful employee experiences.