Partex Group’s Human Resource Management Internship Report
This article will discuss Partex Group’s Human Resource Management Internship Program and OECD human resource policies. It will also examine the practices of two companies that use HRM interns to develop their careers: Taskeater and Ufone. It will highlight the most important aspects of human resource management internships. Read on to learn more! Also, we’ll discuss how to write an effective report! Let’s start with an example.
Partex Group’s Human Resource Management Internship program
The Human Resource Management Internship Program at Partex Group is a two-year internship in which students complete various HRM assignments and learn about the inner workings of a multinational company. The internships are highly-sought after by companies looking for fresh talent. As the internships are paid, Partex Group provides an opportunity for students to build their network and learn about various HR practices.
The internship program begins each July, and it starts with two days of orientation at the Partex Group. During this time, trainees are introduced to the Human Resource Management System and given information about their first rotational assignment. During orientation, Partex Group officials get to know each trainee personally. Mentors play an important role in the training program. Mentors serve as guides to trainees, providing them with information and advice as they go through their rotations.
The Partex Group considers its employees its most valuable resource. The company offers competitive salaries and well-equipping employees to do their job well. The Partex Group places a high emphasis on developing and fostering conceptual management skills. This includes having an excellent human resources development program for interns. After completing the program, interns are prepared to apply their newly learned skills to their current roles.
As the leader in the industry of finance and insurance in Bangladesh, Partex Group is the premier distributor, manufacturer, and seller of financial services. Using the latest technologies, Partex Group is dedicated to enhancing its workforce. The Partex Group is a multi-million dollar company, contributing to the nation’s economy through quality financial services. You’ll learn about human resource management, entrepreneurship, and more in an internship program at Partex Group.
The Partex Group has been around since 1959, when M.A Hashem, its founder and chairman, took the company on a rapid growth path. Today, Partex Group has over 60 companies, most of which are diverse manufacturing units. It is important to note that, for 50 years, the Partex Group has been held in high regard for its high quality products, ethical business practices, and values.
OECD human resource policies
The OECD has adopted a variety of HRH policies to improve workplace conditions for its employees. These policies include equal opportunities, training, sexual harassment, non-smoking, part-time working, and spouse support, as well as the application process for employees. These policies also provide an overview of the conditions of service for established staff. These policies aim to promote gender equality and ensure that employers are open to diverse candidates.
The OECD’s report identifies the key policy debates and reforms in support of HRRI. The report finds that international mobility of human resources is a common theme, notably in the reform of public sector employment rules and the creation of different mobility incentives for researchers. Doctoral and postdoctoral researchers are the second most frequently addressed theme. It includes dedicated support to PhD training schemes and rules and schemes evaluating them. It also covers academic curriculum reform and industry involvement in PhD training schemes.
The OECD Human Resources Policy Survey covers countries in the OECD region. Countries with the highest income per capita have the highest rates of unemployment in the world, and there are relatively high levels of inequality among OECD nationals. The study includes more than a dozen OECD countries with various human resources policies. It also includes non-OECD countries. However, the findings of the survey are relevant to any country, including France.
Among the most significant recommendations made by the OECD are reforms in education. Economists refer to this improvement as improving ‘human capital’. It has proven difficult to quantify the impact of human capital in both academic research and OECD work. OECD economists define human capital as a stock of knowledge, skills, and personal attributes. OECD researchers note that formal education refers to early childhood education and adult training programs, but that informal learning can be considered an investment in human capital.
Taskeater’s HRM practices
The primary purpose of this report is to fulfill the partial requirement of graduation in United International University, School of Business & Economics, with a focus on the Taskeater HRM practices. Through this study, we aim to gain knowledge about the organization’s recruitment process, salary ranges, and incentive procedures. In addition, we also want to learn about the company’s policies regarding benefits and compensation. In this report, we will discuss the benefits of working at Taskeater, as well as what it can do for you.
One of Taskeater’s HRM practices is a merit-based compensation system. This allows HR to keep track of employee performance and measure it against personal goals. This is helpful in preventing corporate politics and identifying strategies to motivate team members. Ultimately, a merit-based system helps improve the overall work environment, and improves the company’s performance and culture. This is a key component to a successful HRM program.
To improve your employee experience, consider implementing HRM practices. The organization’s goal should be clearly defined and measurable. A 3 month probation period is ideal, since this ensures that employees are performing at their optimal level. Additionally, Taskeater offers several tools and techniques for evaluating employees. Promotion systems are based on merit and employee performance, and salary increments are based on these factors. This report also outlines the company’s organizational structure and mission, as well as its recruitment policy, employee retention strategies, and more.
In addition to recruiting new employees, the company also helps train existing workers. HRM practices can also help you maintain your co-ordininal association with labor unions. When laborers feel appreciated and satisfied, patrons will understand the organization’s commitment to their laborers. If this is done, everyone can be benefited. A solid HRM program helps a business grow and succeed. Once you begin using the system, you will see a clear impact on the business.
Ufone’s HRM practices
One of the best ways to ensure a productive and happy working environment is through the effective HRM practices of Ufone. The HR department at Ufone puts great importance on the welfare of its employees and takes care of them well. An employee is the most important asset of an organization, so it makes sense to hire highly qualified and competent employees through the screening process. Since the selection process is carried out by external agencies, the HR department at Ufone is free from bias. The HR department also pays due attention to the progress of every employee and gives them rewards and incentives for doing their job well.
As far as benefits and incentives are concerned, Ufone is exemplary in the field of employee engagement. A strong bonus structure and an excellent employee culture add to employee commitment. Unlike its rivals, Ufone’s low employee turnover rates reflect that its employees value the company’s culture more than salary. The company’s overall culture is also conducive to creativity, innovation, and teamwork. Hence, Ufone has been able to retain its employees and has successfully adapted to its new business environment.
Currently, Ufone relies on external recruitment, but will begin using internal sources once all positions are filled. This is because it wants to be open to new ideas and ways of doing business. In contrast, internal recruiting sources provide the firm with a sample of applicants, reducing the risk of over-inflated expectations. In addition, the process is faster. The HRM practices of Ufone should be improved.
The recruitment process at Ufone has not been conducted in accordance with the HRM budget. There have been instances where employees were over-staffed due to political interference, nepotism, and bribery. In addition to internal recruitment, the Ufone HR department also uses an information system developed locally. It is possible to customize this information system to fit the organization’s needs. If you are interested in working for this company, check out these HRM practices: