Internship Report (Master of Business Administration)

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Start date: 2020Subject: search.filters.subject.HR practices

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    Impact of HR Information System (HRIS) on HR processes at Renata Limited
    (BRAC University, 6/18/2025) Momo, Sadia Islam; Chowdhury, Suman Paul
    Renata Limited, one of the leading pharmaceutical companies in Bangladesh. The main goal of this report is to evaluate the impact Empress has had on HR operations' accuracy, productivity, and efficiency. To digitize and optimize its human resources operations, such as payroll, attendance, leave management, recruitment, employee record management, and vehicle management, Renata Limited introduced Empress in 2016. This report analyzes the effectiveness of Empress using both qualitative and quantitative approaches, including surveys given to 22 HR employees. Empress improves data accuracy, reduces manual workload, and enhances departmental productivity as a whole. Most HR employees from this survey are quite satisfied with the software's functionality and use it on a day to day activities. Additionally, Empress facilitates quick decision-making and improves adherence to labor regulations. Renata's HR department has a transformative impact because of HRIS. Through a more data-driven and streamlined approach, the system has allowed the company to manage a large workforce effectively and has put it in a position to handle future HR challenges.
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    Strategic analysis of compensation & benefit management of Kazi Farms Limited
    (BRAC University, 2025-10) Tonmoy, Shafkat Siraj; Islam, M. Nazmul
    This report is based on my successful completion of a three month internship at Kazi Farms Limited in the HR Department( Compensation & Benefit) from 15th june, 2025 to 15th September, 2025 which was required for my Master of Business Administration degree at BRAC University. Kazi Farms Limited is one of the largest agribusiness companies in Bangladesh, known for producing poultry, eggs, feed, and various other food products. Kazi Farms Limited was founded in 1996.The company produces dairy products, eggs, poultry, and feed all over Bangladesh. The main objective of the report was to explain how the theories and knowledge acquired during the MBA program are used in real HR practices at a top agribusiness organization such as Kazi Farms Limited. Both primary and secondary data were used in the preparation of this report. Primary data was collected from my daily observations and the work I completed for my internship. Secondary data was collected from company documents, official websites, and relevant books. Over the years, Kazi Farms Limited has grown significantly and a major factor in this success has been its effective HR procedures. The HR and administrative division's Compensation & Benefit procedures are the main focus of this report. I have also included a few recommendations that could enhance the current process.
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    Performance management system (PMS) of BRAC
    (BRAC University, 2025-10) Shanto, Khandaker MD Asef Anzoom; Islam, M. Nazmul
    The Executive Summary outlines a 5-month internship at the esteemed BRAC University, one of the world's top 10 NGOs. The intern was placed in the Human Resource & Administration Division, where performance management, digital learning, recruitment, and corporate HR practice were key focus areas. This internship aimed to bridge the gap between the Theory learned from MBA studies and the realities of HR management in a fast-paced organization. Through this experience, I accomplished a great deal in terms of e-learning modules, digital content preparation, and training sessions, among other tasks. The report employs a mixed-methods research approach, utilizing both primary and secondary data. One of the major highlights of this internship was the opportunity to become familiar with BRAC's robust digital ecosystem, including HRIS and LMS, which digitize and accelerate processes. This kind of system's trademark is real-time performance tracking, long-term performance metric collection, other analysis, and prompt feedback delivery. The internship provided me with professional experience and personal growth, enabling me to understand how strategic HR practices and digital innovations can enhance an organization's performance. Here, the report offers recommendations based on these observations and experiences, including new digital solutions to enhance HRIS functionality, performance reviews that require less administrative time, and an increased focus on mentoring programs for ongoing professional development. In conclusion, the internship at BRAC has complemented the intern's bookish knowledge, which will be beneficial and vital to their career moving forward as a human resources manager.
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    Employee-centric HR practice at Bikroy
    (BRAC University, 2025-10) Jeba, Israt Jahan; Hossain, Syed Far Abid
    This report indicates my practical work experience under Bikroy’s HR department. Main objective is to understand how employee centric HR practices aligned high satisfaction from employees and how it benefits the company. This report focuses mainly on HR general practice, compensation packages, financial and non-financial benefits, reward-recognitions and employee engagement. Through all these practices it also analysis if it has any scopes for improvement and offers practical recommendations which also comes through employee feedback that I analyzed through survey results. Ultimately, this report focuses to provide the management of Bikroy with useful ideas to broaden their HR strategies.
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    Impact of HRM digitalization on employee performance
    (BRAC University, 2024-05) Eshika, Eshrat Farzana; Hafiz, Nusrat
    This report summarizes my MBA internship at BRAC-Aarong, focusing on recruitment and talent management. My objective was to enhance hiring quality and employee productivity. Utilizing E-recruitment and E-talent management systems, I facilitated the successful onboarding of 3,500 sales associates for Eid-ul Fitr 2024. This achievement streamlined the hiring process, reducing cost per hire while improving the candidate experience. The internship provided invaluable insights into talent identification strategies, emphasizing the importance of data-driven decision-making for hiring, training, and retention. My key recommendation involves mitigating unconscious bias in recruitment. Implementing structured interviews, blind resumes, and diverse hiring teams are crucial steps to achieve this. This experience has significantly strengthened my communication and interpersonal skills, solidifying my interest in the HR function, particularly recruitment and talent management.
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    Human resources management practices in Plaas Tech Industries Ltd.
    (BRAC University, 7/7/2024) Das, Prianka; Rahman, Md. Mizanur
    This report presents an appraisal of my professional involvement with a prestigious IT based company. Throughout my internship at PLAAS TECH INDUSTRY LIMITED, I gained significant practical and theoretical knowledge about the existing work environment and the dayto- day activities of the company. The comprehensive analysis of PLAAS TECH INDUSTRY LIMITED Company focused on its many departments and their crucial role in operations, with a particular emphasis on the significance of the Digital cable TV solutions sector. An internal assessment was performed using a SWOT analysis to examine the organization's strengths, weaknesses, opportunities, and threats. Upon thorough deliberation, I have chosen a research subject that closely corresponds to my academic expertise in Human Resource Management. The scope of my inquiry is to analyze the HR procedures used by PLAAS TECH INDUSTRY LIMITED Company. The focus of my study is on the implementation and maintenance of varied human resources strategies across different departments within our organization. After performing more examination, I have discovered that my results are consistent with previous scientific research. Hence, I effectively completed my research attempt and developed suggestions based on the limitations, findings, and difficulties observed during the study.
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    HR practices of ANH Enterprise Limited
    (BRAC University, 2022-02) Mim, Kanij Fatema; Rahman, Syed Mahbubur
    This report is based on the internship program, a partial requirement for the Master of Business Administration at BRAC University. The main objective of this report is to know the Human Resource Management Practice followed by ANH Enterprise Limited. ANH Enterprise Limited is one of the leading Warehouse Solutions, Material Handling Solutions, Fabric Makeup & Dyeing Solutions, and Automation Solutions Companies in Bangladesh which was established in 2008. The company has 11 operational departments which are run by some brilliant employees. The numbers of employees are 190. 50 employees work in head office, 40 works on the plant and other works in the field. Every organization's most valuable resource for gaining a long-term competitive advantage over competitors is its human resources. Numerous strategies are employed globally by different firms to produce a competent workforce to manage these human resources. These HR Practices are a set of ideas that can help you locate the right people for the job and improve their commitment, productivity, and loyalty to the organization. The report goes over all of ANH Enterprise Limited's HRM procedures, including the fundamental challenges of recruitment and the responsibilities of the HR department. How they conduct recruitment, how they select the right individuals for the right job, how they conduct training and development, and how they evaluate performance. Employees are entitled to a variety of benefits, leaves, and other allowances. In my report, I modestly tried to uphold all the HR activities and practices conducted and followed by ANH, find the flaws which are drawing them back. and make some recommendations that may better their situation.
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    The rise of AI in HR: enhancing talent acquisition and management
    (BRAC University, 2025-01) Nabila, Tamjidun Nahar; Hossain, Syed Far Abid; Islam, M. Nazmul
    The integration of artificial intelligence (AI) in human resources (HR) is transforming the ways organizations recruit, oversee, and preserve talent. This report explores AI powered advancements in talent acquisition and management, highlighting main advantages, obstacles, and future possibilities. AI-driven tools streamline recruitment procedures, facilitating quicker and more precise candidate selection via resume evaluation, candidate sourcing, and interview coordination. Chatbots improve the candidate’s experience through tailored interactions, and predictive analytics aid in making informed hiring choices. In talent management, AI enables tailored onboarding, flexible learning experiences, immediate performance monitoring, and career growth strategies. These advancements enhance employee involvement, career development, and long-term retention. Major advantages of AI integration consist of improved efficiency, minimized bias, scalability, and elevated employee engagement. Nonetheless, issues like data privacy, algorithmic bias, and implementation expenses need to be handled with care. In the future, AI's involvement in HR will grow to include predictive workforce planning, wellness tracking, and sophisticated analytics. Achievement relies on harmonizing technological advancement with ethical approaches and human-focused strategies.
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    Effect of human resource management practices on employee organizational commitment in business organization: a case study on Linde Bangladesh Limited
    (BRAC University, 2025-02) Nishu, Maisha Maliha; Rubel, Mohammad Rabiul Basher
    The assessment of the connection between employee commitment and human resource management (HRM) practices is the main objective of this paper. It uses a descriptive research design. Linde Bangladesh Limited conducts a questionnaire study. According to the findings, each HRM domain's overall status is above average but not particularly high. Despite standard HRM procedures, this study discovered an intriguing fact: employee commitment levels are typically good or even superior in such circumstances. Employee commitment, including affective, continuance, and normative commitment, is clearly associated positively with all aspects of HRM practices, including recruitment and selection, training and development, performance appraisal, rewards and benefits, and employee participation. This means that if a company has competitive compensation policies, a well-written job description, a participatory management strategy, and an effective performance appraisal method, then employee commitment will be high. Employee commitment to organizations is also high when business entities spend in training and development initiatives. Therefore, in order to accomplish organizational goals, it is crucial to develop and implement HRM practices that are beneficial and spread to all kinds of employees.
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    Analysis of the talent acquisition process of ACI Godrej Agrovet Private Ltd.
    (BRAC University, 2025-01) Anjum, Nishat; Hossain, Syed Far Abid
    My four months of experience working as an HR intern at ACI Godrej Agrovet Private Ltd. is documented in my internship paper. The company officially started operating in 2004 as a joint venture between ACI Ltd. and the Godrej Group. It is one of Bangladesh's most reputable conglomerates. The joint venture has built a strong eminence for producing high-grade feed that satisfies the feed industry's ever-increasing standards. There are three sections to this report. Basic information about the internship and some basic information about the experience I have obtained from the internship are included in the first section. Several facts about the organization are included in the second part. The study conducted to assess ACI Godrej's talent acquisition procedure is included in the third section. This section is the last in the report since it contains the most significant details. Under the project part titled "Analysis of the Talent Acquisition Process of ACI Godrej Agrovet Private Ltd." The focus of this report is to evaluate ACI Godrej's talent acquisition procedure, highlight areas in need of development, and offer suggestions based on academic understanding. The report is prepared using both primary and secondary data. My observations and firsthand experiences from my internship at the company, along with the in-depth conversations I had with my supervisor, and head of human resources, serve as the major source of data. The remaining information is taken from secondary sources, including company websites, articles from newspapers, academic journal papers, etc. The findings of this report show that the existing talent acquisition procedure is very time-consuming because of outdated HR procedures and a shortage of professionals. The findings have led to essential suggestions for enhancing the current talent acquisition procedure.