Importance of skills inventory and training in succession planning- how does it help in employee performance: The case of Heidelberg Cement Bangladesh Limited (HCBL), Chittagong Plant

Abstract

Heidelberg Cement Bangladesh Limited (HCBL) is one of the leading cement industries in Bangladesh representing two branded cements: Ruby Cement and Scan Cement. It started its journey in Bangladesh in 1998 by establishing ‘floating terminal’ with all the facilities of packing to onboard in the Chittagong port. The company believes in customer satisfaction and producing the best quality products for building their reputation. The internship program is basically a requirement for the BRACU- MBA degree and the report is done for this purpose. The report focuses on the HRM practices of HCBL (Ruby Cement), Chittagong Plant as well as on the importance of skill inventories, 9 box grid model and training in succession planning and how it helps in employee performance, engagement and development. It also discusses about the risk management done in HCBL. To make this report, research has been done by a systematic approach with primary and secondary data. The report shows that training sessions are an important activity of Heidelberg Cement Bangladesh Limited (HCBL); they focus more on this since they believe in ‘zero harm’, and ‘better employee performance’. Training is a ‘continuous event at Heidelberg Cement Bangladesh Limited (HCBL). HCBL uses ‘skill inventory assessment form’ to identify and rate ‘non-management’ full time employees’ (FTE) skills and their training needs if needed. It also works on ‘gap analysis’ to compare between the ‘available talents’ and the ‘preferable ones’ for training the employees who needed it. This helps HCBL to identify the potential candidates for ‘succession planning’ or ‘salary raise’. It also uses ‘the 9 box grid’ as a ‘talent management tool’ to evaluate performance and potentials of employees. From the findings of the internship report few recommendations are given to the company such as increasing workforce to reduce workload and to increase number of vocational trainings for the workers.