Human resource practices and policies in concord group
MetadataShow full item record
Concord is a one of the biggest and most successful company of Bangladesh. It has been establishes in 1972 as small Engineering and Construction firm. Now it is 38 years old and it has expanded its business beyond Real Estate and all over Bangladesh as well as abroad. Since its establishment it proved itself to be a successful organization and that success has leaded it towards other industries, for example: Entertainment industry, AD Firm, Garments Industries and so on. But still its main concern is the Real Estate sector, because still Concord’s biggest portion of revenues comes from this very sector. Managing such a large organization is not that easy, especially if it is one of the largest employers of Bangladesh. Concord had solution to this from the very beginning of its journey. It has a strong Human Resource Department and Administrative system. Administration and HRD works all together to manage the large number of employees that Concord has all over Bangladesh abroad. Administration basically deals with strong policies and HRD is responsible for the implementation of those policies. Concord built it HRD up in such a way that from the recruitment to the resignation or retirement of an employee, it has solutions to every problem that an employee might face during his/her service period in the organization. Apart from all the solutions to problems, HRD also deals with motivating the employees just to make sure that the organization gets the best out of them. For such case it uses strong policies regarding Compensation and Benefits, leave and others. HRD maintains strong employee relationship so that the employees get support for the every step that they take during their service period. Reasons behind the success of HRD are due to the strong policies that the organization follows and the HR personnel who work hard with their heart and soul to implement those policies for the betterment of the employees as well for the organization. All the way through this report I tries my level best to make sure that every single practice HRD has been described in such a way that there should not be any scope for questions regarding the efficiency of HRD of Concord. Besides the overall practices of HRD, I have also given a brief idea regarding my Assignments throughout the Internship period. I described when and why I was given those assignments and at the end how I ended with them.