Proposed steps in developing HR department within Meghna Life Insurance
| bracu.degree.level | Postgraduate | |
| bracu.type.group | Student Works | |
| datacite.rights | Open Access | |
| dc.contributor.advisor | Khan, Tahsan Rahman | |
| dc.contributor.author | Ruknin, Sadia | |
| dc.contributor.department | BRAC Business School | |
| dc.date.accessioned | 2014-09-17T09:50:36Z | |
| dc.date.available | 2014-09-17T09:50:36Z | |
| dc.date.copyright | 2014 | |
| dc.date.issued | 2014 | |
| dc.description | Cataloged from PDF version of Internship report. | |
| dc.description | Includes bibliographical references (page 62). | |
| dc.description | This internship report is submitted in a partial fulfillment of the requirements for the degree of Master of Business Administration,2014. | en_US |
| dc.description.abstract | Meghna Life Insurance (MLI) is one of the private life insurance companies of Bangladesh. It has been on market for more than 18 years. There are two categories of employees working in the company. One group is salary based who work in the offices around Bangladesh. Other group is commission based, who work as insurance agents. Meghna Life has around 1500 salary based employees and almost 75000 commissioned based employees. With this huge number of employees MLI definitely needs an excellent HR Department. But unfortunately MLI does not have an HR Department that can handle efficiently this vast number of Human Resources. | en_US |
| dc.description.degree | Master of Business Administration | |
| dc.description.statementofresponsibility | Sadia Ruknin | |
| dc.identifier.other | ID 08164033 | |
| dc.identifier.uri | http://hdl.handle.net/10361/3677 | |
| dc.language.iso | en | en_US |
| dc.publisher | BRAC University | en_US |
| dc.subject | Business administration | en_US |
| dc.title | Proposed steps in developing HR department within Meghna Life Insurance | en_US |
| dc.type | Internship Report | en_US |