The Human Resource Management Activities of

Partex Star Group

Prepared for:
Tasnim R. Tanim
Faculty, School of Business, North South University
Course: Introduction to Human Resource Management
(MGT351), Section:6

Group Information

Andalib Azfar Chowdhury

1120381530

Mohd. Iftekhar Hossain

1230174630

Miftahul Jannat

1311349030

Mohammad Tanvir Faisal

1230922630

Tanvir Ahmed Oni

1110412030

Ishtiaque Hossain Khan

1120246030

S.K. Siam Ali

1030716530

Table of Contents

1) Introduction.......................................................4
2) Company Background.......................................6
3) Type of people hired as employees.....................8
4) The Recruitment and Selection Process............17
5) The Orientation Process...................................22
6) Training Provided............................................25
7) Compensation..................................................28
8) Analysis of Strengths and Weaknesses.............34
9) Recommendations............................................35
10) Conclusion............................................................36
11) Bibliography.37

Introduction
The concept of human resources development emphasizes the integration of human capital and
human needs aspects of human resources in development. The combination is a unified approach
to development policy making and planning that focuses on the role of human beings as both a
critical input to, and the ultimate beneficiaries of, the development process (Abul Kalam, 2013).
Globalization has exposed the corporate business organization to worldwide competition,
mobilization of professional manpower and modern quantitative management practice. So, there
is a growing realization that without the implementation of vigorous HR activities it would be
indeed impossible to achieve a firms strategic and long term goals effectively and efficiently.
Bangladesh has seen a rapid advancement in HR practices and huge budgets are being set on
extensive recruiting, hiring, training and appraising of employees by the corporate world. In the
pursuit of reduced turnover and cost of recruitment and higher productivity of a competent
workforce an organization may as well be content to spend a considerable amount of monetary
compensation. In other words, investment in the human resource department will provide
economic assets for an organization in the long run in the form of an efficient, hardworking and
loyal workforce.
Our focus is on the HRM activities of Partex Star group and how it has achieved and maintained
an effective and competent pool of employees. Partex group has been able to change itself with
the passing of times and has successfully converted from a patrimonial management to a more
decentralized system. They have implemented tremendous effort to ensure effective human
resource practices. The rate of change facing organizations has never been greater and
organizations must absorb and manage change at a much faster rate than in the past. In order to

implement a successful business strategy to face this challenge, organizations, large or small,
must ensure that they have the right people capable of delivering the strategy. The HRM function
and HRD profession have undergone tremendous change over the past 20-30 years. Many years
ago, large organizations looked to the Personnel Department, mostly to manage the paperwork
around hiring and paying people. More recently, organizations consider the HR Department as
playing a major role in staffing, training and helping to manage people so that people and the
organization are performing at maximum capability in a highly fulfilling manner.

Company Profile

Partex Group is among the large Bangladesh private sector manufacturing and service based
enterprises. The group started modestly in 1959 in tobacco trading with prudent
entrepreneurship of Founder Chairman Mr. M.A. Hashem. Today they have substantial hold
over the tobacco, food, water, soft drinks, steel container, edible oil, wooden board, furniture,
cotton yarn and the IT sector. After the establishment of Bangladesh, M/S Hashem Corporation
(Pvt) Ltd began modestly in Chittagong meeting the large demand of food and materials
needed for sustaining the needs of a new nation through imports. Early success made it possible
to establish manufacturing plants for a more cost effective approach and in time it grew into a
multimillion dollar investment (Partexgroup.com, 2009).

There has been a transition in their management from a patrimonial to a more decentralized
system over the years due to massive success and growth which led to the rise of new leaders in
the organization. With the passage of time and advent of business, the pioneering spirit of
Partex has been showcased by the family generation comprising Mr. Aziz Al-Kaiser, Mr. Aziz
Al-Mahmood, Mr. Aziz Al-Masud, Mr. Showkat Aziz Russell & Mr. Rubel Aziz. Mr Showkat
Aziz Russell is at the helm of Partex group operating in business sectors like communications
and information technology, energy, materials, services and consumer products. The major
Partex Group manufacturing units are Partex Denim, Amber Cotton Mills Limited, Partex
Board Mills Limited, Partex Sugar Mills Limited, Partex Rotor Spinning Mills Limited, Partex
Energy Limited and service providing companies are Partex Holdings Limited, Dhakacom

Limited. The group has created an employment opportunity of over 25,000 employees as
collective work force. They offer a wide range of products such as food & beverages, steel,
real estate, furniture, plastics, paper, power & energy, jute, agribusiness, shipyards, shipping,
textile, construction and IT.

Partex Star Group, an offshoot of Partex Group is being led by Mrs. Sultana Hashem as
Chairperson and Mr Aziz Al Kaiser as Vice Chairman (Partexstargroup.com, 2014). The
company split to improve management and productivity. The new Partex Group owns Star
Particle Board Mills, Danish Condensed Milk, Danish Food Products, Danish Milk Bangladesh,
Danish Distribution Network, Partex Furniture Industries, Corvee Maritime, Ferrotechnic Ltd,
Rubel Steel Mills, Partex Ltd, Partex Builders, Partex Agro Ltd, Partex Housing, and Partex
Laminates.
A dedicated work force and committed board members backed by a market oriented corporate
strategy has been the cornerstone of their success. Today the group has over twenty family
owned private limited companies with a sizable turnover. They pride themselves for being the
pioneers of eco-friendly production through the establishment of Star Particle Board Mills.
They make particle board from agro-waste, mostly jute stalks, and ensure greater value to the
jute growers of Bangladesh. Products are processed using modern technology to produce
homogenous and strong particle board.

Staffing Details

Type of People Hired as Employees

With around 5000 employees working, Partex Star Group can offer the opportunity of an
exciting career.

Partex Star Group Employees are privileged to work as part of an efficient team with good
working conditions and the opportunity for continuous development and training. In return,
employees are expected to work according to the companys longstanding corporate business
principles of dynamism, realism, pragmatism, hard work, honesty and trustworthiness. Partex
Star Group understands that people are the center of success. Human Resources Department has
the responsibility for energizing, developing, retaining and attracting truly talented people from
around the world.

With almost 5000 people working for the company, covering the whole country, one can imagine
how challenging, yet fulfilling, a career at Partex Star Group could prove.

A key part of human resource activities of the company is helping nurture an open, confident and
winning culture, where all are aligned in delivering consumer satisfaction. Its their job to ensure
that people have the opportunity to release their energies in a constructive and focused way. The
company wants the employees to have a clear vision for the business and to foster enthusiasm to
drive superior performance. Furthermore, it expects the leaders to engage with their teams and to
develop their people.

When recruiting new people, the company looks for some common traits. These traits and
qualities are very important for an employee to have in order to perform the activities of the job
content. By analyzing the recruitment advertisements and the working employees, it can be said
that Partex Star Group looks for employees who possess the following characteristics:
1. Action-oriented Employees who take action and take chances. While chances may lead to
failure, they will more often lead to success and mold confidence while generating new
ideas. Stagnant employees wont make the company money; action-oriented employees will.
2. Intelligent Intelligence is not the only thing, but its a strong foundation for success. While
there are many variables that can be flexible on when hiring, intelligence is a must or the
company is going to be spending an abundance of time proofing work, micromanaging and
dealing with heightened stress levels.
3. Ambitious Employees can only help the organization if they want to help themselves have a
better career. Ambition is what makes a company innovative, its what spawns creative ideas
and what generates candor and openness amongst employees.
4. Autonomous Hiring an employee who can get the job done without extensive handholding. .
5. Display Leadership The employees should think of themselves as a significant part of
company and leading future employees of the firm. Leadership begins with self-confidence, is
molded by positive reinforcement and repetitive success.

6. Cultural Fit When recruiting, personality can mean the difference between an employee who
doesnt stay long and fails to produce vs. an all-star who is going to significantly increase
competitive advantage.
7. Upbeat Employees who come into work fresh and energetic everyday are going to
outproduce workers who think negatively and easily burn-out when they encounter
defeat.

Upbeat and optimistic employees create a working environment that is unique, spawns

new ideas and, just as important is enjoyable for the other people involved.
8. Confident Confidence produces results and encourages employees to take on challenges that
others shy away from. The best companies are highly confident in their abilities to provide a
superior product or service and this belief spawns a culture of improvement and client
confidence.
9. Successful One of the most effective ways to predict future success in a candidate is their
past success at other firms. Have they remained at companies for a prolonged period? Have
they met company goals? What achievements have these individuals accomplished? The human
resource department of Partex Star Group looks at the resumes very carefully to find these
information.
10. Honest An employee can have all the talent in the world, but without integrity and
authenticity, nothing great will be accomplished. If nothing else, the company wants honest,
forthright employees at the organization.

10

11. Detail Oriented Attention to detail is crucial or mistakes will be made within

the

company. Detail-oriented employees take pride in their work. They dot the is, cross the ts
and get the job done.
12. Modest The most sought after employees shout their value not through their words, but
rather through their work. They are humble, dont need to pump themselves up in front of others
and quietly out produce those who do.
13. Hard working Nothing great is accomplished easily. Nothing great is accomplished via
hiring 9 5 employees. Rather, the foundation of an effective organization lies in its ability to
recruit results oriented, hardworking employees who execute.
14. Marketable By marketable, the company means presentable to clients. Most successful
applicants are well put together and, when dealing with clients are going to represent the
organization as professional and organized.

EDUCATIONAL

QUALIFICATIONS,

SKILLS

AND

EXPERIENCES

THE

CANDIDATES SHOULD POSSESS

Name of Position

Educational

Skills

Experiences

Qualifications
Senior Officer, HR

11

Minimum

graduation, Good

verbal

and Minimum 2-3 years

preferably BBA with written

experience in reputed

major

national/multinational

in

Human communication

Resource Management; skills

in

both organization;

Bengali and English;

Knowledge

on

Recruitment

& Good computer skill

Selection

Payroll/compensation

word/Excel/Power-

& Benefit;

point;

Marketing/Sales,Partex B.
Star

Group

Process; especially in MS-

Sc.

In Good interpersonal, Minimum 2 year(s);

(Partex Fisheries/Fisheries and communication, and

The applicants should

Argo Limited)

Marine

Resources presentation skill;

have experience in the

Technology/ M. Sc. In
Smart, energetic and following

business

Biological Science;
willing

to

travel area(s): Agro based

M. Sc in Aquaculture frequently;

firms

(incl.

Agro

will be preferred;

Processing/Seed/GM);
Well convenient in
MS Office;

Deputy

Manager, CA Course completed;

Accounts

(Partex

Furniture

Industries

Well convenient in Minimum

MS Excel;

after

CA

years
course

completion;

Ltd.)
Regional
Manager

Sales Masters from a reputed Good

University
in Business

preferably written
communication
skills

12

verbal

and At least 5 years of job

experience

Senior Manager/ AGM B.Sc.

(Civil)

in

Civil Should have sound Minimum 1 - 3 Years

Engineering from any knowledge

Public University

in of experience.

Multistory Industrial
Experience

in

the

Building,
areas

mentioned

Prefabricated
below:
Building,

Machine
Architects

foundation etc.;
Engineers
Sound
in

Knowledge
design

and

drawing;

Should be computer
literate;

Should

be

fluent

English both verbal

& written;
Assistant
Sales,

Officer Minimum
Partex

Star from

any

Group (Star Particle University.

Graduate Good
reputed Communication and
leadership skills;

Board Mills Ltd.)

Able to work under

13

0 to 2 year(s)

&

pressure;

Should have strong

leadership
capability.
Production Officer

M. Sc. in Forestry & Should be computer Minimum 1 - 3 Years.

Wood Technology

literate
Applicant must have
Fluent

in

English experience

both

verbal

& areas

written

in

the

mentioned

below:Administration
& Management

Should have good

communicative
Skills

Possess

good

leadership

&

motivational skills

Willing

work

in

shift basis
Assistant

Officer, Masters/

MBA

in Strong

Accounts (Partex Agro Accounting/ Finance is communication

Ltd.)

14

Minimum 1 to 2 years
& working experience in

must from any reputed interpersonal skills;

Accounts/Finance

university;

Familiar with Tally

Software operations;

Must have advanced

computer skills in
MS

Word,

MS

Excel etc.
Assistant

Manager, M.com/ MBA

VAT

Expert

in

vat 2/3 years experience

registration process on VAT in any Mfg.

in Bangladesh.

Assistant

Manager, MBA/

PGD

Sourcing, Partex Star Procurement

Group

Supply Chain.

Co.

in In depth knowledge 05 to 06 year(s)

and of import operation,
sourcing etc.

The

applicants

should/must
Knowledge

on experience

global price trend, following

exchange

rate, area(s):

suppliers market;

Good command in
both

writing

spoken English.

15

have

and

in

the

business
Furniture

Manufacturer.

Candidates

who

know

Chinese

language

will

be

given preference;

Good

negotiation

skill;

Ability

to

work

under pressure and

for

long

working

hour;

Positive
with
mind set.

16

attitude
innovative

Recruitment and Selection Process

The process of finding and hiring the best qualified candidate from within or outside of an
organization for a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization.
The process of interviewing and evaluating candidates for a specific job and selecting an
individual for employment based on certain criteria. Employee selection can range from a very
simple process to a very complicated process depending on the firm hiring and the position.
Certain employment laws such as anti-discrimination laws must be obeyed during employee
selection.
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate
for the job. The Partex Star Group aims to attract, select and retain the best candidates for the
company. Following process to be ensured in Partex Star Group in order to complete the whole
recruitment and selection process:
1. Recruitment Requisition & Approval
2. Job Announcement
3. Interview and Assessment
4. Final Selection & Medical Check-up
5. Job Offer

17

6. Joining

Recruitment Requisition & Approval

The approval authority for initiation of all recruitment is as follows:
Grade

Initiated by

Recommended by

Final Approval by

In case of all new Department Head

Chief HR Officer & MD & VC

recruited positions

CEO

In case of approved / Department Head

Chief HR Officer

CEO

budgeted positions

For newly created positions:

a) Concerned Department Heads submits an organization change request to HR department.
b) HR will compare requisition with manpower plan and budget.
c) HR department submits proposal to the CEO and MD/Vice Chairman for review/approval on
the new recruitment.
d) HR informs the decision of CEO/MD/VC on the requested new recruitment to the concerned
department.

18

For filling up an already approved/budgeted/vacant position:

a) Department Head submits completed recruitment requisition form .
b) HR analyses the personnel requisition and compares with current and get approval from
CEO,MD.
c) All requisitions must be placed to HR Department before one month from the date of actual
requirement.
Job Announcement:
a) After receiving the approved requisition, the HR department makes internal and external
notification and advertisement of the approved job vacancies.
b) Internal notification must be put through appropriate media. For example, emails, notice
boards, internet.
c) External job posting may be done through appropriate media or compete HR Consulting
Firms.

Interview Procedure:
a) Upon receipt of applications, HR performs initial screening of candidates based of criteria
jointly devolved by the Department Head and HR.
b) After initial screening, the interview takes place for the selected candidates.

19

c) The interviewers may use several interview techniques depending on the nature of jobs and
positions.
d) HR schedules the interview and notifies date, time and venue to the panel members as well as
the candidates.
e) Interview panel members using candidate Assessment form make assessment of individual
candidates.
f) HR complies the interview outcomes/ ratings and prepares the interview report.
g) Interview panel members review the report and make comments on evaluation.
h) HR uses recommendations made in the interview report as input for preparation of approval
paper on successful candidates for vetting by appropriate authority.
Final Selection & Medical Check-up:
a) HR prepares approval paper on successful candidates for approval by CEO, MD and VC.
b) HR sends the selected candidates for medical check-up, which is performed by a competent
medical practitioner or retainer appointed by the company.
c) All interview panel members must sign the interview report.
d) The recommendations made by interview panel for selection of candidates are final.
Job Offer:
When a suitable candidate is identified, the HR department discuss with the recruiting officer
and Head of Department, as appropriate, on the terms and conditions to be offered to the
20

candidate. In determine the entry grade and salary of a prospective employee, the following
factors will be considered:
a) academic, professional and technical qualifications and working experience,
b) Job knowledge,
c) Recent earnings,
d) Prevailing market rate of the vacant position,
e) Internal relatively of Partex Star Group & job grade salary range of the vacant position.
f) The offer latter of the candidates includes offered position, placement, date of appointment and
documents of filling
g) Offer letter will be considered invalid if the selected employee fails to join within the
stipulated time.
Joining:
a) The selected employees joins at the respective department within the stipulated time.
b) The recommended documents to be furnished to HR department within 3 days of joining to
start processing of payroll.

Orientation
A new employees orientation introduces new employees to the organization, their new role and
provides information about the organizations policies and procedures. An effective orientation
21

should make the new employee feel comfortable, helping them to learn about their role and the
organizations culture and values. Orientation is a process rather than an activity, depending on
the position, orienting a new employee may take up to a year.
A new class of Partex Groups Human Resource Management (HRM) begins each July, the
beginning of in the fiscal year. The program kicks off with two days of orientation. During these
days an introduction to the program and the Partex Group is provided. The Trainees also learn
about their first rotational assignment. These opening days provide the opportunity to meet one
another and to meet personally with a number of Partex Group HRM System officials.
Purpose of employee orientation:
Feel welcome and at ease: By an effective orientation, the Pertex group wants to create a
positive impression on welcome of the new employee so that he can feels comfortable, prevents
uncomfortable feelings of isolation and frustration, make him feel part of a group and helps him
to learn about his role in the organization.
Understand the organization: The HRM department of Pertex group shares relevant
organizational information and beginning a process of learning about the organizations mission
and work. They think if an employee has a clear understanding of the organization, his position,
and the community, he can jump into his job immediately and start to make a difference.
Improves the possibility:

This group of company provides an orientation process to

facilitate a good start and providing appropriate background so that people will do a good job
over the long term and stay longer with the organization. By doing this process they also
instills new staff with confidence in both their own ability to be effective, because they know

22

they have the information and contacts they need and the organization which has had the
foresight to provide them with that background, and made them feel a part of the operation.
Know what is expected in work and behavior: In an orientation process the HRM
department describes the essential functions, tasks, expectations of supervisors, working
behavior and responsibilities of the job. They also outlines the general areas of knowledge
and skills required of the employee to be successful in the job.
Begin the socialization process: This company socializing the employee to the culture of
the organization, including the values, behaviors, formal and informal practices so that he can
feel comfortable and to bond with others, and at the same time helping to improve the
organizational contexts and also by familiarizing new staff member with the organizational
culture increases the chances that he will fit well into the organization, and absorb and
become part of that culture.
Process of Orientation:
Company organization and operations: A new employee need to know about the companys
history, mission, organizations philosophy, methods or strategies, organizational structure and
staffs. All of this is important to understanding the organization as it currently exists. Equally
important, it gives new staff member access to the references to people and events that are part of
the common language of the organization, and that allow one to be an insider. Thats why the
supervisor of new employee describes the entire thing to the new employee on the orientation
day. So that he can have better understand the company target and working methods.

23

Safety measures and regulations: the HRM department orients the staff member to safety
in his new working environment as well as the company's regulation. They show him the
facility's operations, stairways, exit routes and office machines and give him a workbook or
checklist of safety regulations, review company safety program, and also show him where
emergency first aid kit is located.
Employee benefit information: The HRM department provides an Employee Benefit
handbook which contains an overview of employee benefits such as pay, health benefits,
holidays and time off, overtime, payroll, and leaves of absence procedures.
Personnel policies: This department provides a clear set of policies and procedures that
explain and govern the various tasks and relationships necessary to keep the organization
running. This policies describe the ways in which the organization operates and explains how
to file a grievance, how to deal with a personal conflict, how to handle a participant
complaint, hiring and firing issues, etc. Then, at the very least, if they find themselves in
difficult situations, they'll know that there are policies that cover them.
Facilities tour: In the new employees orientation process, the supervisor of new employee
in Pertex group of company conducts facility tours. They provide this tour because they think
a complete facilities tour require for a new employee to make him understand the
organization.

To make this facility tours effective they consider some factors such as

employee needs, time requirements and number of participants.

Daily routine: By orientation process, the HRM department describes the review of job
description, hours and days, duties, responsibilities, break periods and meal time.

24

Training
Employee training is essential for an organizations success. Despite the importance of training,
a trainer can encounter resistance from both employees and managers. Both groups may claim
that training is taking them away from their work. However, a trainer can combat this by
demonstrating that training is actually a crucial part of employees and managers work.
Why Employee Training Is Important:
Training is crucial because it:

Educates workers about the effective use of technology,

Ensures competitive edge in the market,

Promotes safety and health among employees,

Creates opportunities for career development and personal growth, an important factor in
retaining workers

Helps employers comply with laws and regulations, and

Improves productivity and profitability.

Training Provided in Partex Star Group:

Partex Star Group can offer the opportunity of an exciting career. Partex Star Group understands
that people are the center of our success. Human Resources Department has the responsibility for
energizing, developing, retaining truly talented people from around the world.
25

As a Partex Star Group Employee one will be privileged to work as part of an efficient team with
good working conditions and the opportunity for continuous development and training.
So employees here are trained for the companys future welfare.
Areas covered in training by the HR of Partex Star Group includes :

Managing performance

Managing organizational learning and development

Recruiting, Selecting and assessing

HR planning

Managing careers and development

Managing employment relations

Without this they also provide on job training to their employees. Because they know that their
employees are very important to them and the employees are key to their success.
The on job training includes the following steps:

Prepare the learner :

Put the learner at ease.
Explain why he or she is being taught.
26

 Assess what the learner already know about the job.

Explain the whole job.
Place the learner to the normal working position.
Present the operation:
Explain quantity and quality of requirements
Go through the work at normal work place
Go through the work for mentioning the key points.
Do a tryout:
Have the learner go through the job for several times to make him
understand his duty and steps.
Gradually make the learner build up his skills and speed.
Let the learner prove his or her ability.
Follow up:
Designate to whom the learner should go for help.
Compliment good works.
Gradually decrease supervision.
Checking work from time to time.

27

It is, therefore, easy to see why training does have a significant role to play in the acquisition of
skills and knowledge in work on the part of trainees as well as helping with their overall
integration and development in their employment but training is only ever as effective as the
planning that is put into it.

Compensation Administration
The purpose of compensation administration is job evaluation and establishment of a pay
structure. Job evaluation is the process where by an organization systematically establishes its
compensation program. The goals of compensation administration are to design lowest-cost pay
structure that will attract, motivate employees.
General policy

The company operates a job evaluated salary structure to ensure that employees are
placed in a salary range.

The structure is determined by the Board but can be changed at any time.

It aims to pay salaries which are competitive in the market for similar jobs.

Flexibility in wage and salary structure.

Establishment of procedure for hearing and adjusting salary complaints on concerning

salaries and wages.

Give an annual increase based on performance evaluation of each employee for each
rating. (Like- for A class: 20%, for B class: 15%, or C class: 12%, for D class: 7%)

28

Based on satisfactory attendance (80% and above) and good performance the services of
a casual worker or employees will be confirmed as permanent.

There are also some other policies but these are basically the most important compensation
policies of Partex Star Group.
Objectives

To establish a fair remuneration.

To control cost.

To improve productivity.

To retain present employees.

To improve Union-Management relations.

To improve public image of the company.

Salary and Benefit

1. Monthly Salary: The salaries are paid in monthly basis. It is paid in the last working hour
of the month. The elements of monthly salary comprises as follows-

Basic Salary

As per position in the salary range around 40 to

50% of gross salary

House Rent

50% of Basic Salary

Medical Allowance

As per approved allowance

29

Conveyance Allowance

As per approved allowance

Special Allowance

As per approved of the CEO

2. Increment: A normal annual increment % is to be decided by the board members is

consultation with CEO and Chief Officer/HR in charge. They shall ordinarily be allowed
in the respective band as a matter of course.

3. Cost of living: Cost of living is intended to keep the value of employees salaries roughly
in terms of their ability to purchase goods and services.

4. Accommodation: Only factory employees may be provided with accommodation

facilities subject to the availability of dormitory within the factory premises.

5. Gratuity: Gratuity is considered as long term financial benefit for employees payable at
the time of separation of the employee with the company in any form upon completion of
at least five years of continuous service. This will apply to all permanent employees of
the company.

6. Provident Fund: The permanent employees of the company are eligible to become a
member of provident fund. Here an employee contributes 10% of the basic pay and
company makes equal contribution to the fund. The employee will be eligible to receive
the full company contribution in the provident fund have to have three years membership
of the fund.
30

7. Annual Health Check: In order to ensure that employees are fully fit the company
performs annual health check. This check is preferred for employees of all levels.
Beside these benefits there are few other benefits like holiday allowance, festival bonus,
performance bonus, life insurance, pay on promotion etc.

The Pay scales of Executives and Officers of Partex Star Group

Executives and Officers pay scale:
The following table will show the amount of pay scales of Executives and Officers of Partex Star
GroupDesignation

Salary Grade

Salary Grade

Salary Grade

(1)

(2)

(3)

CEO

COO

Tk. 325000

Tk. 400000

Tk. 500000

Head

Tk. 175000

Tk. 250000

Tk. 390000

GM

Tk.

120000-

150000
31

Tk. Tk. 160000- Tk. 200000

Tk. 240000- Tk. 275000

DGM

Tk. 60000- Tk. 110000 Tk. 80000- Tk. 140000

Tk. 120000- Tk. 210000

AGM

Tk. 50000

Tk. 70000

Tk. 100000

Sr. Manager

Tk. 45000

Tk. 60000

Tk. 80000

Manager

Tk. 40000

Tk. 55000

Tk. 70000

Deputy

Tk. 30000

Tk. 40000

Tk. 50000

Tk. 20000

Tk. 30000

Tk. 40000

Sr. Officer

Tk. 18000

Tk. 25000

Tk. 35000

Officer

Tk. 15000

Tk. 20000

Tk. 25000

Assistant

Tk. 10000

Tk. 12500

Tk. 15000

Manager
Assistant
Manager

Officer

Here salaries of the CEO depend on market anchor and board declaration.

The Pay and Wage Scales of Staffs and Workers of Partex Star Group
Staff pay scale:
The following table will show the amount of staff pay scale of Partex Star GroupCategory

Pay Scale

Head Supervisor

Tk. 5500

Sr. Supervisor

Tk. 5000

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Supervisor
Office

Tk. 4500
Asst./Quality

Asst./Account Tk. 4000

Asst./Finance Asst.
Jr. Lab Asst./Jr. OC Asst./Jr. HR Asst./Jr. Cash Tk. 3200
Asst./Caretaker
Asst. Jr. Caretaker/Jr. Caretaker

Tk. 2600

Cleaner/Helper

Tk. 2400

Worker wages scale:

The following table will show the amount of worker wages scale of Partex Star GroupCategory
Lead

Wages Scales
Hand: Tk. 4400

Production/Mechanical/Civil/Electrical/QC
Charge

Hand: Tk. 4200

Production/Mechanical/Civil/Electrical/QC
Sr. Operator/Sr. Carpenter/Sr. Painter

Tk. 3950

Electrician/Motor Winder

Tk. 3750

Assembler/Grinder/Welder/Crane Driver

Tk. 3550

Jr. Electrician/Jr. Operator

Tk. 3350

Helper:

Tk. 3100

Production/Mechanical/Civil/Electrical/QC

33

Analysis
Strength
As a Partex Star Group Employee one will be privileged to work as part of an efficient team with
good working conditions and the opportunity for continuous development and training.
The main strength of their training is they are open in nature, confident, winning culture and
provide that quality of training which makes their employees to build such charecteristics into
them. They mainly recruit from external sources. They get more qualified employees. The
method encourages more and more competition. They follow proper steps which ensure selecting
appropriate employee for the job.
Weakness
The main weakness of their training is they do have a large company and it sometime creates
trouble for the authority to maintain the same training quality for all the employees or to provide
every employees the exact amount of training that they need. Since they employ all their
employees from outside sources the method is costly because it involves recruitment cost,
selection, training cost also the method is time consuming. Their selection steps are very lengthy
which is costly and time consuming.

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Recommendation
It may please be noted that Partex Group Government regulations do not permit employment of
non-Bangladeshis. These however are only allowed on the request of the employer for highly
technical nature of work not normally available in Bangladesh, because they follow a bookish
selection methods but it is not to a perfect way in the current suction.
In addition to Partex Group vast sales and distribution network of dealers, they have 6 sales
depots located at strategic points, but it is not possible way of the business. If they increase their
distribution network then it is easy to establish the business position.
A coherent sector strategy is a prerequisite for sustainable HR strategy and supporting structures.
Partex Group need to develop improved in-house training management practices and utilization
of training resources especially training centers and effectively utilize their own resources to
improve and update the skills of junior staff and new entrants thus preventing knowledge
erosion.

35

Conclusion
Partex Group focuses on building high quality human resources with expertise and professional
skills adopting the human resources re-engineering and development plant was a view to creating
an excellent clientele service environment for ultimate achievement of sustainable profit growth
making no comprise with the quality assets creation. The human resources development strategy
is to build up quality manpower with conceptual managerial knowledge skills through designing
of continuous in house and outside training program. They arrange in house, customized special
training at for fresh entrained to build up quality manpower and suitable placing them in
productive channel. It also arrange training program, workshop etc. under executive development
program for increasing quality of manpower at higher management level. Partex Group offers
challenging professional opportunities to young candidates who can lend their energetic and
insightful help in areas such as marketing, accounts, finance, production, MIS / IT and
engineering. Their HR standards are improving at a steady rate and in time may as well be at par
with the HR practices of well reputed international organizations.

36

Bibliography

Abul Kalam, M.(2013). Human resources development in Bangladesh. The Daily star.
Partexgroup.com, (2009). Partex Group. [online] Available at: http://www.partexgroup.com/
[Accessed 1 Dec. 2014].
Partexstargroup.com, (2014). Partex Star Group | Partex Star Group Corporate. [online]
Available at: http://partexstargroup.com/about-us/partex-star-group/ [Accessed 1 Dec. 2014].
Anon,(2014).[online]

Available

at:

details.php?nid=145603 [Accessed 2 Dec. 2014].

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