Internship Report On PRAN RFL Group 1

Company - PRAN RFL Group
BUS 498.71
Table of Contents
Background ................................................................................................................................ 2
COMPANY PROFILE .............................................................................................................. 4
Awards and Certification ........................................................................................................... 5
PRODUCTS............................................................................................................................... 5
My Department .......................................................................................................................... 6
Porter’s Five Forces ................................................................................................................... 8
Threats of New Entrants ........................................................................................................ 8
Threats of Substitutions ......................................................................................................... 9
Bargaining Power of the Buyers ............................................................................................ 9
Bargaining Power of Suppliers .............................................................................................. 9
Competitive Rivalry ............................................................................................................... 9
SWOT on MY SELF ............................................................................................................... 10
Strength ................................................................................................................................ 10
Weakness ............................................................................................................................. 12
Threats ................................................................................................................................. 13
Opportunities ....................................................................................................................... 14
HR Issues ................................................................................................................................. 20
Recommendations and Implementations ................................................................................. 21
Daily Journal ............................................................................................................................ 26
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Background
PRAN-RFL is the pioneer in Bangladesh to be involved in contract farming and

procures raw material directly from the farmers and processes through state of the art
machinery at their several factories into hygienically packed food and drinks products.
The brand PRAN has established itself in every category of food and beverage
industry and can boost a product range from Juices, Carbonated Drinks,
Confectionery, Snacks, and Spices to even Dairy products.
Now, PRAN-RFL consumers not only value PRAN for its authentic refreshing juice
drinks products, but also for its mouthwatering quality confectionery products with
high visual appeal and exciting texture. PRAN intend to expand their presence to
every corner of the world and strive to make PRAN-RFL a truly international brand to
be recognized globally. started its operation as a processors fruit and vegetable in
Bangladesh. Over the years, the company has not only grown in stature but also
contributed significantly to the overall socio-economic development of the country.
PRAN-RFL is currently one of the most admired food & beverages brand among the
millions of people of Bangladesh and other 94 countries of the world where PRAN-
RFL products are regularly being exported. All the PRAN-RFL products are produced
as per international standards maintaining highest level of quality at every stage of its
production process.
RFL started its journey with cast iron (CI) products in 1980. The initial primary
objective was to guarantee pure water and affordable irrigation instruments for
improving rural life. Today the society delivers its wide ranges of CI products like
pumps, tube wells, bearings, gas stoves, etc. And has attained the prestige as the large
cast iron foundry and light engineering workshop in Bangladesh. With a vision to
serve the common masses of Bangladesh with quality necessary products, RFL
diversified its operation into the PVC category in 1996 and in the plastic sector in
2003. At present it is the marketplace leader in all these three sectors-cast iron, PVC
and Plastic in the country. Sizeable amount is also exported to different states.
It is equipped with in-house R & D facilities to design and develop new products. A
well organized, owned testing laboratory is used to ensure quality products. RFL has
been awarded with BSTI certificate and the IS09001 Certificate for its strict
compliance with the standard set of both the organizations. The factory sites are
company owned industrial parks of 500,000 sq meters, which is fully equipped with
state of the art injection molding machines, extrusion with a Conversion capacity of
over 20,000 tons per month. RFL currently utilizes 1600 molds through 500
machines, 04 foundries and 250 extrusion machines having own tool facilities.
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They are a very strong organization of 12,000 employees dedicated to supplying

customized and quality plastics, PVC & CI products. RFL has become a benchmark
for competitors on the lines of quality of manufacturing premium quality products to
give clients excellent services and true value for money. The unmatched products
have made a big figure in the domestic marketplace. This is possible because the
company is professionally managed and encouraged by people who ensure creativity.
PRAN takes a comprehensive approach to all kinds of agro processed food products,
considering all the ways their lives can be enriched through ensuring hygienic and
quality food products. With HACCP compliance to ensure best quality products
reaching to the consumers, PRAN places great importance on hygienic manufacturing
processes. This encompasses everything from choosing quality materials to the use of
storage facilities and careful monitoring of products using electronic sorting. Skilled
and experienced personnel select finished products which are then examined in a
laboratory to verify their quality and check for residual substances both before and
after the production process. Furthermore, company’s computer systems offer
continuous monitoring of all manufacturing process to ensure the highest level of
quality.
PRAN, the largest exporter of processed food from Bangladesh, had a vision of
creating a huge demand globally of those agro based products produced by native
farmers. The key was to process the agro products and increase shelf-life thereby.
Starting successful journey to export market since 1996, PRAN currently exports to
over 134 countries.
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COMPANY PROFILE
Mission & Vision:
POVERTY & HUNGER ARE CURSES
AIM: To Generate Employment and Earn Dignity & Self Respect for Our
Compatriots through profitable Enterprises
Our Vision: Improving Livelihood
Companies: 37
Business Types: Agro Processing, Plastic Manufacturing, Cast Iron, PVC,

Electronics, Melamine, Lifts, Pumps
Employees: 84,000
Products: More than 6,000
Factories: 13 (400-acre area)
Dealer: 37,000
Registered Farmers: 78,000
Dependents: More than 1,000,000 people around the world
Export to: 108 Countries
Export (2013-2014): US $ 94 Million
Main Export Market: India (33%)
Strength: Distribution Channel and Devoted Employees
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Awards and Certification
For excellence in export market including product

development, market development, PRAN has been
awarded numerous trophies in home and abroad. In
recognition of contribution towards earning foreign
currency, PRAN achieved “Best National Export
Award” for 8 consecutive fiscal years (FY 1999-2000,
2000-01, 2001-02, 2002-03, 2003-04, 2004-05, 2007-
08, 2009-10). In recent times, PRAN is awarded “UDC
BUSINESS AWARDS 2011” as the best food &
beverage products manufacturer in Malaysia. PRAN for
the first time has received IMS certificate as the first
food processing company in Bangladesh. IMS is known
as combination of Environmental Management System
ISO14001:2004 and British Standard Occupational
Health Safety Assessment Series (BSOSHAS) 18001:2007. In 2014, PRAN-RFL
Group has got BEST BRAND AWARD from the Bangladesh Brand Forum.
PRODUCTS
PRAN takes a comprehensive approach to all kinds of agro processed food products,
considering all of the ways their lives can be enriched through ensuring hygienic and
quality food products.
With HACCP compliance to ensure best quality products reaching to the consumers,
PRAN places great importance on hygienic manufacturing processes. This
encompasses everything from choosing quality materials to the use of storage
facilities and careful monitoring of products using electronic sorting. Skilled and
experienced personnel select finished products which are then examined in a
laboratory to verify their quality and check for residual substances both before and
after the production process.
Furthermore, company’s computer systems offer continuous monitoring of all
manufacturing process to ensure the highest level of quality.
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My Department
An organization success depends on its human resources. No matter how much an

organization invests on other assets, if its human resource does not have the
competence then the organization will be unsuccessful. Even when deciding on which
fixed assets to invest, any organization goes through many industries. Therefore,
when it comes to human resource it has to be even more careful. PRAN- RFL group
also consider their employees as their best asset. They have their own human resource
department with a strong management system. They give values to their employees’
creativity and innovation to get best output in return.
The objectives of Human Resource Department are -

• Recruitment policy and procedure
• Conformation policy and procedure
• Placement of employees
• Human Resource Development
• Organizational structure review and modification
• Career planning
• Hiring and firing
• Job description preparation
• Conducting appraisal at the end of each year
• Induction, Attendance and leave
• Maintaining and developing employee personal files
• General services
• Safety-security
• Welfare activities for employees
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In order to make HRM become more strategic in PRAN-RFL Group, management has
reduced most of the administrative and paperwork from HRM that might holds HRM
back. PRAN-RFL has organized HRM function as follows: -
Chief HRM
RECRUITMENT PERSONNEL SECTION QMS & OD

SECTION SECTION TRAINING SECTION
• Develop method • Make • Assess Training • Develop and

& Strategy for Appointment & need of the Group revision of policy
recruitment confirmation and develop regarding
process training strategy ISO/HACCP/HALAL
• Posting, with the direction of
Transfer, • Prepare lesson management
• Develop method Promotion, plan and training
& Strategy for Termination, module • Follow-up-works of
selection process Resignation & ISO/HACCP/HALAL
Separation
• Arrange training • Maintain ISO/
• Conduct the • Taking in all areas HACCP/ HALAL
recruitment & Disciplinary action including General related documents
selection process as per instruction Management,
Sales, Factory • Conduct ISO
• Compensation staff etc. internal audit &
• Making and benefits review process
employment offer
• Payroll • Conduct training • Internship
preparation classes management
• Ensure the
probable best fit • Calculation of • Prepare/revise/
for person-job & Bonus, deduction • Obtain Training update Job
person- & incentives & feedback, and Description and
organization leave encashment analyze result Organogram as
required
• Attendance and
leave record
• Make Annual
appraisal
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Porter’s Five Forces
Porter's Five Forces is a model that identifies and analyzes five competitive forces
that shape every industry, and helps determine an industry's weaknesses and strengths.
Frequently used to identify an industry's structure to determine corporate strategy,
Porter's model can be applied to any segment of the economy to search for
profitability and attractiveness.
Threats of New Entrants:
Profitable markets attract new entrants, which erodes profitability. Unless incumbents
have strong and durable barriers to entry, for example, patents, economies of scale,
capital requirements or government policies, then profitability will decline to a
competitive rate.
Threats of new entrants are always there for PRAN RFL group as they have been on
of the biggest company of the country and thus there are lots of other companies who
have always been looking for scope to get in the market and take or grab the market
of PRAN.
Threats
Degree of of New
Competition Entrants
Porter’s
5 Forces Supplier
Threat of Power
Substitution
Customer
Power
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Threats of Substitutions:
Where close substitute products exist in a market, it increases the likelihood of
customers switching to alternatives in response to price increases. This reduces both
the power of suppliers and the attractiveness of the market.
In the business of PRAN RFL group the treats of substitution are high. Because there
are Akij foods, Bd Foods, Square who are trying to take the market with their level
best effort. So if PRAN RFL group is doing something unfair with the customers then
the customers can easily switch to other companies. So PRAN should be aware of
that.
Bargaining Power of the Buyers:
An assessment of how easy it is for suppliers to drive up prices. This is driven by the:
number of suppliers of each essential input; uniqueness of their product or service;
relative size and strength of the supplier; and cost of switching from one supplier to
another.
The bargaining power of the consumer is very low. Because most of the products are
of fixed price so they have no choice bargaining.
Bargaining Power of Suppliers:

An assessment of how easy it is for buyers to drive prices down. This is driven by the:
number of buyers in the market; importance of each individual buyer to the
organization; and cost to the buyer of switching from one supplier to another. If a
business has just a few powerful buyers, they are often able to dictate terms.
Bargaining power of suppliers is very low as well. As Bangladesh is an agricultural
country so there are many sellers of the raw materials of food. Therefore, there is
many chance of bargaining power of the sellers.
Competitive Rivalry:
The main driver is the number and capability of competitors in the market. Many
competitors, offering undifferentiated products and services, will reduce market
attractiveness.
Current rivalry is very much high of the PRAN RFL group as there are some huge
groups like Akij group and others so it is seen that the rivalry amongst the current
companies are very high.
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SWOT on MY SELF
This SWOT analysis would help to gather more knowledge about myself and thus I
will be able to find my internal strength and weaknesses on the other hand and again
the external threats and opportunities.
Strength
1. Positivity
Positivity is the frequent experience of pleasant emotions. Some of the most common
are: joy, hope, gratitude, interest, serenity, pride, amusement, love, inspiration, and
awe. I think this is a strength of mine because I have a nature that helps me to find all
the positive sides of anything.
2. Stress Management
Stress management refers to the wide spectrum of
techniques and psychotherapies aimed at controlling a
person's levels of stress, especially chronic stress, usually
for the purpose of improving everyday functioning. This is
a strength of mine because today in this competitive world
we have to face a lot of tasks together where we have to go
throw a lot of difficult situations so if not able to cope with
the difficulties then it would be tough for anyone to
survive. So, I think this is one of my best features that is
more like my strength. There are some ways which I apply
to reduce my stress. These are:
Meditate. A few minutes of practice per day can help ease anxiety. ...
Breathe Deeply. Take a 5-minute break and focus on your breathing. ...
Be Present. Slow down. ...
Reach Out. ...
Tune in to Your Body
3. Convince People
This is another thing that is one of my biggest strength. This helps me to make my
works easier and settle down quickly. Things I do to convince people are as follow:
➢ Maintain eye contact and smile. Be polite, cheerful, and charismatic. ...
➢ Know your product. Show them all the benefits of your idea. ...
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➢ Prepare for any contradictions. ...

➢ Don't be afraid to agree with the person. ...
➢ Use indirect communication with leaders. ...
➢ Detach and stay calm in conflict. ...
➢ Be confident.
4. Bargaining Power
Bargaining power is the relative ability of parties in a situation to exert influence over
each other. If both parties are on an equal footing in a debate, then they will have
equal bargaining power, such as in a perfectly competitive market, or between an
evenly matched monopoly and monopsony.
Due to a course HRM 410 I have learned art of bargaining form my honorable faculty
Tajuddin Sir and now it has turned into a strength of mine.
5. Punctual
Punctuality is the characteristic of being able to
complete a required task or fulfill an obligation
before or at a previously designated time. "Punctual"
is often used synonymously with "on time". It is also
acceptable that punctual can also, be related to
talking about grammar, mean "to be accurate.
I think this is another strength as I am never late in
my works or other stuffs.
6. Activeness
Being active is also an advantage for any one cause
only activeness can make someone do his or her work done in the shortest possible
time. I think this my strength as well.
7. Presentation skills
Presentation is one of my biggest strength as most of my faculties in my undergrad
life has praised my presentation skills.
8. I like to stay in a very disciplined way.
9. I have the habit of creating new ideas.
10. I am very much loyal.
11. Hard work is my key to success.
12. Analyzing Capability is another thing that I consider as my strength
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Weakness
1. Introvert
This is one of my biggest weaknesses. Being introvert has brought me to such
situations where I need to express but fail to express. This is the place where I should
improve to survive overall.
2. Take time to adjust with people

I need a bit of time to adjust with people so I consider this as my weakness as well
which should be fixed as soon as possible.
3. Anger
This is something that I cannot control which
should be changed soon.
4. Arrogant
I am a bit arrogant which I shouldn’t be and
this is what I consider as my weakness.
5. Lack of concentration
Sometimes I find my self facing trouble in
putting my concentration to the level best. So I
think this is my weakness as well.
6. Weak in Mathematics
7. Shy
8. Intolerant
9. Strict
10. Aggressive
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Threats
1. Lack of jobs opportunities as a HR graduate

The current job market offers very few jobs for HR graduates. So it is more like a
threat to me finding a proper HR job just after getting graduated.
2. CGPA
Higher CGPA of other students can
cause threat to me in future unless I
can show my skills and talents in the
job market.
3. Take time to start a task

Yes I do plan a lot but take a bit of
time to implement it. So if any other
person is planning and implementing
it that would be a sure threat for me.
4. Competitive Compotators
Nowadays the number of competitors
are many and they are qualified too.
So if I am not utilizing my talents
and capability then this would be
really tough for me to cope and
threats would increase as well.
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Opportunities
1. Public Speaker
I love public speaking. So this can be a great opportunity for me in future if I want to
be a public speaker.
2. HR Job Field
Yes, this is difficult to find a job in HR but as I have done my undergrad major in
HRM and also the internship in PRAN RFL Group HR department so I think there
would be great opportunity for me in future to join the HR sectors.
3. Business
Being a business student not only I have to look for jobs but I still have opportunities
to involve myself in different businesses.
4. Develop career PR Firm

As I have already got job offer from a renowned PR firm so I think I also have
opportunities to work in the PR firms in the future.
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1. Brand Image
Among many food and beverage producing companies in Bangladesh! Pran has
become successful in creating a strong brand image in the minds of its potential
customers. from major cities to rural villages! Pran has become the number one food
brand that is preferred by consumers.
2. Large Company and Organization

PRAN is one of the largest company is the country which is now not only playing a
vital role in the country but also abroad.
3. Experiences
Starting their journey on 1981 PRAN has gathered a huge amount of experience
which is proving to be one of their big strengths. It is more than 36 years of business
experience that PRAN has got with them self.
4. Huge Man Power

They recruit a huge amount of employees each years to make their work easier. As
they have a large number of
5. First Mover’s Advantage

Pran had come up with some products that are absolutely new to the market of
Bangladesh. &o other local companies are producing such products. 'here for Pran
had the first movers advantage which they are still taking advantage of.
6. High Quality with lower Price

The major strength of our company is high quality product and maintain low price.
Our products differ from other company because of high quality and low price, we
always try to add some value with the product.
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7. Distribution Channel
We select retailers and dealer to carry our product to the shops. We also inquiry the
previous performance of retailer and dealers. Our company select short distribution
process as a result, our maintain cost reduce and profit can easily increase. Company
use their own transport.
8. Highly Skilled Human Resource

PRAN has retained developed and retained employees! who are able to operate the
company’s up to date technology and produce the best +quality products. despite of
its huge number of employee PRAN has maintained a labor productivity which is
twice as much as the other local companies and increased its sales. Also PRAN has a
strong management that can lead this huge organization
9. Integrity
PRAN believes success depends on the quality and the value of their product by
providing a safe wholesome and economically efficient and healthy environment for
the customers.
10. Market Share

Having a huge number of products in the market PRAN grabs quite a big portion of
the market share.
11. Economies of Scale

PRAN is a established company with huge amount of capital. So we can afford our
expenses and protect critical circumstances. We invest huge amount of money that
also support our marketing plan. We always try to reduce our product cost that also
helpful for company.
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1. Price
Many competitors try to reduce the price of their product.
2. Target market
Because their company’s product and service are international standard in terms if
both quality and price. It is difficult for them company to go for mass marketing
3. Preservation
It is much more difficult for our company to preserve the mango products. Because
food is so perishable product and also the problem of temperature.
4. Heavy administration expenses
PRAN maintains administration cost increase, In addition, other expenses such as

transport. Packaging, labeling, branding, maintain, promotional, agent channel-cost.
5. Limited Decision Taking Capacity
As a very big company the decision taking power should e divided in a way that
decisions can be taken as soon as possible and also in the most efficient ways.
6. Price Disadvantage
PRAN’s price strategy is very low and that is the reason they have a very low profit
and again this is risky too as others can take advantage of it.
7. Lack of Geographical coverage
As a huge company they need to cover a large area and that is the reason sometimes it
becomes difficult to cover all the area.
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1. New technology
New theology is the biggest advantage for our company. Therefore, we can eliminate
our production cost as much as possible.
2. New Market
The main peruse to enter the new geographical area is to be generate profit as well as
increase our brand image
3. Entering the Mass Market

As the company already has the local presence in the country with strong brand value.
4. Distribution System
PRAN can develop effective distribution system.
5. Survey
PRAN can have random surveys in the market to have an idea of the consumers’
needs in a very efficient way.
6. Contribute to GDP
PRAN is a huge company so they can easily contribute to the national GDP. They
produce fruits and vegetables which is part of the agricultural so there is a huge
opportunity for them to contribute to the GDP.
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1. Competitors
When we lunch our product in a new market, there are available competitors. It is
important for us to differentiate our product from other competitors.
2. Changing Buyers taste

Consumer tastes are always changeable because they always find different features
from the product. The demand of the buyers, change day by day.
3. Competition in Market Price
The competition is not only among the market but also with the pricing as there are
many other companies now who are trying to grab the market as well and thus it is a
threat to PRAN currently.
4. Foreign Competitors
As PRAN is expanding their business abroad so they are not only having local
competitors but also foreign competitors as well.
5. Low Price
Lower price can also be a threat for them sometime as the profit may have a chance to
get minimized.
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HR Issues
Being a big company PRAN has got a huge number of employees working under
them. So the HR issues are many but it is difficult to point out all the HR related
problems. Still I have tried my level best to find out some of these problems and
analyzed it. These are some of the HR issues that are discussed below:
1. The number of employees is too much high in PRAN RFL.

2. Salary of the employee is very low compared to other companies in the
market.
3. The recruitment process in PRAN RFL is very lengthy.
4. Employee satisfaction is very low.
5. Immense pressure on the employees.
6. The examination process of the employees is not up to the mark. It can
be better.
7. Employee turnover rate is too high.
8. Productivity of works goes down due to employee dissatisfaction.
9. Number of training program is very low than necessary.
10. Biasness is there among the employees.
11. Discipline among the employees is not too satisfactory.
12. No HRIS
13. The promotions of the employee take quite a bit of time.
14. They basically hire from outside of Dhaka.
15. Different department of the HR are not related to one another.
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Recommendations and Implementations
The number of employees is too much high in PRAN RFL

Recommendations: Too much employee in an organization is something like an
asset but if those employees are not used
properly then that becomes a Barden for the
company. Same thing has happened with
PRAN RFL. They are having too many
employee working under them. But it becomes
a trouble when for the same work where they
can use 10 employees they are instead using
15-16 employees. So the number of employees
should be reduced soon.
Implementations: They should not cut off the
existing employees but they should make a specific chart or data base while recruiting
next time and the HR team should implement it.
Salary of the employee is very low compared to other

companies in the market
Recommendations: The salary of PRAN in the mid-
level as well as lower level is very low. This actually
creates a level of dissatisfaction among the employees. So
the salary should be increased.
Implementations: The HR head should come with a
proper pay roll considering the market and try to remove
the dissatisfaction for further improvement. Because
lower satisfaction not only reduces the productivity but
also increases the employee turnover rate.
The recruitment process in PRAN RFL is very lengthy

Recommendations: PRAN RFL has a selection process mainly for their lower level
employees which is very lengthy. This selection process not only waste time and
money but also create immense work pressure for the employees.
Implementations: The HR team should come up with proper plan to reduce these
extra costs of the company. This recruitment process should not be so long and the
people working for it have to face a lot of trouble regarding it. So process should be
changed soon.
Employee satisfaction is very low
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Recommendations: The employee satisfaction level is very low here and is a very
bad sign for PRAN because if the salary is not to the
mark then the employees get dissatisfied very soon
and that can cause problems.
Implementations: The main reasons for the
employee dissatisfaction should be find out and
should be talked with the current employees as they
know how to remove this problem because if
employees are not performing to their level best then
they would not be able to get a good output from
them.
Immense pressure on the employees

Recommendations: The work pressure of PRAN RFL group is huge. The amount of
work pressure they give to their employees is too much. Such pressure not only hurts
the mentality of the employees but also reduces the productivity of them.
Implementations: Extra pressure should be reduced for better productivity, so the
HR team should come up with plans that would make their work easy and the right
people should be assigned in the right places by the HR team.
The examination process of the employees is not up to the mark. It can be better
Recommendations: The exams taken by PRAN RFL is not up to the mark. They try
to take exams those are very easy, and they don’t even mark those things in a proper
way. So sometime this may create problem as some qualified people may not be able
to get chance in the exams where un qualified people may be getting chances there.
So, the standard of the exams should be increased.
Implementations: The exams taken by PRAN RFL is very basic and it actually
doesn’t seem that it is up to the mark. So they should take exams with better question
pattern.
Employee turnover rate is too

high
Recommendations: Employee
turnover rate is too high in
PRAN RFL and this should be
reduced. As in the HR
department the number of sales
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representative are selected each week almost half of them leave their job in the next
week. So this is a total loss for them and this should be reduced.
Implementations: The HR team should focus on the selection process more strictly
because they can only say how it can be done in the proper way. They should provide
a plan for them and this it would help them to reduce the turnover rate.
Productivity of works goes down due to employee dissatisfaction

Recommendations: Due to low salary and immense pressure the productivity of the
employees goes down very fast. So the productivity should be increased as soon as
possible for securing the employees and also for the future of the company.
Implementations: There should be a proper salary scheme for the employees not too
much again not less in range but in a standard way maintaining the other companies
of same format or standard to ensure that the employees are not felling dissatisfied
and they can work with their level best of effort to get the best out of it.
Number of training program is very low than necessary

Recommendations: One of the major concern for PRAN is that they do not provide
training program too often. They provide training program but not on regular basis.
They provide training at the begging in of the job but not in middle or further so the
employees don’t get to learn new things. So the number of the training program
should be increased.
Implementations: HR team should increase the number of the training program
should be increased not only for new employees but also for the existing employees.
Biasness is there among the employees

Recommendations: All the people working under the same roof top should be
neutral and not bias.
Implementations: There should be a team to monitor if the employees are being bias.
Discipline among the employees is not too satisfactory

Recommendations: The employees in PRAN RFL is not so much disciplined. They
sometimes are not coming in time and sometime are not coming to the office in time,
doing works in a very lengthy process and are not willing to take responsibilities on
their own.
Implementations: They should provide specific discipline for their employees for the
betterment of their company.
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No HRIS
Recommendations: Organizations must look for ways to manage their internal
processes efficiently while preserving the integrity of each practice. In human
resources, this involves many transactions affecting people, including the benefits
they receive and the ways they are treated by the organization. Tracking HR activities
through a human resources information system is efficient and effective for many
business organizations. PRAN should have a HRIS soon.
Implementations: The HR team should sit together to make a HRIS because
nowadays every company needs an HRIS for their company.
The promotions of the employee take quite a bit of time.
Recommendations: As the number of the employees is too many for the PRAN RFL
group so the competition among the
employees is too high as well. So the
promotions take place in a lengthy way. So
the promotions of the employees should be in
time.
Implementations: The HR team should fix
specific time for all the employees of different
criteria and thus they should be able to
promote them in time.
They basically hire from outside of Dhaka

Recommendations: The main employees in PRAN RFL from mid-levels and lower
levels mainly the lower level employees are hired form outside Dhaka. As a result the
job turns into a very important thing for them. But PRAN should also focus more in
the fresh graduates of Dhaka as well.
Implementations: The HR team should look after fresh graduates in Dhaka or they
can look for intern in Dhaka who can be recruited for their company after the
internship period.
Different department of the HR are not related to one another

Recommendations: There are three different departments in the HR department. But
the departments are not related to each other that much. They focus more on their
work and thus they don’t like to share their works with other department though all of
24
BUS 498.71
them are working under the HR department. The bonding of all the departments
should be better for better results.
Implementations: The HR department should work as and unite to get better results.
So if the HR department head is taking this as an important matter then this HR team
would be working together to make even better results and turn into a more bigger
company.
25
BUS 498.71
Daily Journal
For the week from 1st of October 6, 2017 to 6th of October 6, 2017. For
government holiday this week’s workday started from 2nd of October 6, 2017.
2nd October 6, 2017:

On this day PRAN usually has a bit less work pressure in the HR department. And as
I work there half day on Monday till lunch, so my work pressure is less as well. On
2nd of October 6, 2017 I have to put some inputs or data entry in other words about
the new candidates who were applying for PRAN for the position of sales
representative.
3rd October 6, 2017:

This was a tough day for me as I had to do a lot of works on that day. I had to work
whole day on Tuesday as there was 3 exams on that day for the recruitment of Sales
Representative known as SR. I had to monitor those exams as well as check scripts
and select the candidates for the next stage.
4th October 6, 2017:

On this day I had I had less work pressure and half day to work. I had to do some
excel data entry. Look over some CV and separate the selected ones. Approve it from
my higher authority and then call the selected ones to come for an interview.
5th October 6, 2017:

On Thursday there was another exam for the Sales Executive. These are people who
guides the Sales Representative. And under one Sales executives there works around
8 to 12 SR. So, there was 3 exams for them. I had to monitor all three exams, check
around 60% scripts which is around 160 people scripts and then publish the results,
call them for interview on the same day and give them selected location for the posts.
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BUS 498.71
For the week from 14th of October,2017 to 19th of October,2017.
15th October 2017:

This was a tough day for me as I had to do a lot of work on that day. I had to work
whole day on Sunday as there were 2 exams on that day for the recruitment of Sales
Executives known as SE. I had to monitor those exams as well as check scripts and
select the candidates for the next stage.
16th October 2017:

I work there half day on Monday till lunch, so my work pressure is less as well. I had
to put some inputs or data entry in other words about the new candidates who were
applying for PRAN for the position of sales representative.
17th October 2017:

As Sunday and Tuesday are two days of the week where there is loads of work
pressure in PRAN, so I had to survive that as well. Tuesday was a day where they
again had exams of Sales Representative or SR. I had to monitor two exams and
check the scripts and also sit in the interview board.
18th October 2017:

On this day I had less work pressure and half day to work. I had to do some excel data
entry. Look over some CV and separate the selected ones. Approve it from my higher
authority and then call the selected ones to come for an interview.
19th October 2017:

27
BUS 498.71
For the week from 21st of October,2017 to 26th of October,2017.
22nd October 2017:

23rd October 2017:

Did not go to the office.
24th October 2017:

25th October 2017:

Did not go to the office.
26th October 2017:

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BUS 498.71
For the week from 29th of October,2017 to 2nd of November,2017.
29th October 2017:

30th October 2017:

31st October 2017:

1st November 2017:

2nd November 2017:

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BUS 498.71
For the week from 5th November,2017 to 9th November,2017.
5th November 2017:

I had to do a lot of work on this day. I had to work whole day on Sunday as there were
4 exams on that day for the recruitment of Sales Executives known as SE and also
sales representative. I had to monitor those exams as well as check scripts and select
the candidates for the next stage.
6th November 2017:

PRAN usually has a bit less work pressure in the HR department on Monday. And as
7th November 2017:

8th November 2017:

9th November 2017:

8 to 12 SR. So, there was 2 exams for them. I had to monitor both exams, check
30
BUS 498.71
12th November 2017:

There was a lot of work pressure this day. I had to work whole day on Sunday as there
were 3 exams on that day for the recruitment of Sales Executives known as SE and
also sales representative known as SR. I had to monitor those exams as well as check
scripts and select the candidates for the next stage.
13th November 2017:

I work there half day on Monday till lunch, so my work pressure is less. I had to put
some inputs or data entry in other words about the new candidates who were applying
for PRAN for the position of sales representative.
14th November 2017:

15th November 2017:

16th November 2017:

On Thursday there are some works for me like checking out CV and taking interview
and these works are done in the most difficult situations like finding out people from
bunch of best candidates.
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BUS 498.71
For the week from 19th November,2017 to 23rd November,2017.
19th November 2017:

20th November 2017:

21st November 2017:

22nd November 2017:

23rd November 2017:

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BUS 498.71
24th November 2017:

25th November 2017:

26th November 2017:

27th November 2017:

28th November 2017:

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BUS 498.71
For the week from 3rd December ,2017 to 7th December,2017.
3rd December 2017:

There was a lot of work pressure this day. I had to work whole day on Sunday as there
were 3 exams on that day for the recruitment of Sales Executives known as SE and
also sales representative known as SR. I had to monitor those exams as well as check
scripts and select the candidates for the next stage.
4th December 2017:

I work there half day on Monday till lunch, so my work pressure is less. I had to put
some inputs or data entry in other words about the new candidates who were applying
for PRAN for the position of sales representative.
5th December 2017:

6th December 2017:

7th December 2017:

On Thursday there are some works for me like checking out CV and taking interview
and these works are done in the most difficult situations like finding out people from
bunch of best candidates.
34

Internship Report On PRAN RFL Group 1

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Company - PRAN RFL Group

PRAN-RFL is the pioneer in Bangladesh to be involved in contract farming and

They are a very strong organization of 12,000 employees dedicated to supplying

Mission & Vision:

POVERTY & HUNGER ARE CURSES

Our Vision: Improving Livelihood

Business Types: Agro Processing, Plastic Manufacturing, Cast Iron, PVC,

Awards and Certification

For excellence in export market including product

An organization success depends on its human resources. No matter how much an

The objectives of Human Resource Department are -

RECRUITMENT PERSONNEL SECTION QMS & OD

• Develop method • Make • Assess Training • Develop and

Porter’s Five Forces

Threats of New Entrants:

Bargaining Power of Suppliers:

➢ Prepare for any contradictions. ...

2. Take time to adjust with people

1. Lack of jobs opportunities as a HR graduate

3. Take time to start a task

4. Develop career PR Firm

2. Large Company and Organization

4. Huge Man Power

5. First Mover’s Advantage

6. High Quality with lower Price

8. Highly Skilled Human Resource

10. Market Share

11. Economies of Scale

Many competitors try to reduce the price of their product.

4. Heavy administration expenses

PRAN maintains administration cost increase, In addition, other expenses such as

5. Limited Decision Taking Capacity

7. Lack of Geographical coverage

3. Entering the Mass Market

2. Changing Buyers taste

3. Competition in Market Price

1. The number of employees is too much high in PRAN RFL.

Recommendations and Implementations

The number of employees is too much high in PRAN RFL

Salary of the employee is very low compared to other

The recruitment process in PRAN RFL is very lengthy

Immense pressure on the employees

Employee turnover rate is too

Productivity of works goes down due to employee dissatisfaction

Number of training program is very low than necessary

Biasness is there among the employees

Discipline among the employees is not too satisfactory

The promotions of the employee take quite a bit of time.

They basically hire from outside of Dhaka

Different department of the HR are not related to one another

2nd October 6, 2017:

3rd October 6, 2017:

4th October 6, 2017:

5th October 6, 2017:

For the week from 14th of October,2017 to 19th of October,2017.

15th October 2017:

16th October 2017:

17th October 2017:

18th October 2017:

19th October 2017:

For the week from 21st of October,2017 to 26th of October,2017.

22nd October 2017:

23rd October 2017: