Zero To Low Cost Hr

An HR solution for
Emerging
Architecture firm
By Group 1
 Sweet Home
Architects
Dhaka Based Architecture and Interior
Design Firm
○ Main focus on Corporate and Residential Buildings
○ Geographical Location is an Urban area

About Us
We, the "sweet home architects," create the perfect,
comforting, and relieving sweet home for you.

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Service
Sweet Home Architect focuses on making innovative, aesthetic and
artistically pleasing Buildings that would meet the expectation of the
customers.

Unique First to Market

Unique And Innovative Building aesthetically
Ideas for Corporate and pleasing while meeting
Residential Housing the requirement of
Customers

Affordable Authentic
Provides an affordable We know how much
solution to the problem emotion is needed for a
of customers home to feel like home,
so, our architects.

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Employee Organogram

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Competitor and Industry ( Architecture)

Our Company Competitor

Sweet Home Architect ○ Trikon

○ Volume Zero
○ Evangel
○ Studio Dhaka
○ Studio 16
○ Think Architect

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Competitor Analysis (Architecture)
Convenience

Studio 16 Sweet Home Architect

Expensive Affordable

Volume Zero Ltd Evangel Architect

Inconvenient
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Competitor Analysis (Interior)
Convenience

Shanta Lifestyle Sweet Home Architect

Expensive Affordable

iNexterior
Shera-Space
Imagine Interior

Inconvenient
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 Findings
Strategy

Corporate Strategy HR Strategy

HR Metrics
● Be the Cost Leader. ● Workforce Planning
● Cost per hire
●Provide modern, unique, and ● Organisational Design
● Early turnover
desired solutions. ● Talent Management
● Performance and potential
●Serve broader income levels. ● Learning and Development
● Engagement Rating
●Be efficient. ● Performance Management
● Effectiveness of HR Software
●Build a highly functional
● Turnover
workforce.
● Absenteeism

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 Findings
Job Redesign And Talent management
The technical competency of an HR

• Career Development and Coaching

• Compensation and Benefits administration
• Competency Management
• Consulting and advising other departments
• Employment legislation, policies and Procedures
• Recruitment and Selection
• talent management
• Employee Relations
• Organizational Analysis and Design

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 Findings
Job Redesign And Talent Management

Job Description Job Specification

• Who to report? • Qualification preferred by the
• Job Location firm
• Job Summary (for an architect, is • Experience (years and project
he going to co-pilot a senior both)
architect or do a solo) • Skills (Communication, Problem-
• Working conditions (on-site/ off- solving, Computer literacy, Legal
site/ consulting) knowledge,
• Working Condition (high • Collaboration)
pressure, stressful or not, long • Responsibilities
hours etc.) • Emotional Characteristics
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 Findings
Workforce Planning and Recruiting
Overall personnel need
● 5 Architects/ Architectural engineers (BUET, MIST and BRAC architects are
highly preferable as they are highly experienced and knowledgeable.)
● 5 interior designers including a senior architect, project architect, and junior
architect.
● 1 human resources manager (Department head)
● 1 administrative manager (senior manager)
● 2 accountants
● 10 others (Interns, designers)

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 Findings
Workforce Planning and Recruiting
The supply of inside candidates
● Job analysis for each employee.
● Each employee’s job description (tasks, duties and responsibilities) and job specification
(knowledge, skills and abilities)
● Making an inventory of current employees; skills, education about the firm’s culture and
policies, internal training, special abilities, and potential for promotion offer a good
forecast for the supply of internal candidates.
● To keep the company records, the current performance and promotion potential of
internal candidates’ personnel replacement charts should be used.
● A position replacement card which is very important for showing potential replacement
candidates and their qualities if it is necessary.
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 Findings
Workforce Planning and Recruiting
Yield Pyramid

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 Findings
Employee Selection

Employee Testing Background Investigation Interview

• Cognitive ability tests- Aptitude • Project manager Combination of Structured and
and Intelligence • Accounts manager Unstructured formats with
• Achievement • Customer-relation manager • Job-related questions
• Personality • Architect • Situational questions
• Interior designer • Behavioural questions
Interview Structure- Panel
Interview with 2-3 interviewers.

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 Findings
Performance management System

Setting Objectives for Employees Performance appraisal Methods: Two mains

The SMART framework: 1. The 360-degree Feedback:
• S: Specific • Self-appraisal.
• M: Measurable • Superior’s appraisal.
• A: Achievable • Subordinate’s appraisal.
• R: Relevant • Peer appraisal.
• T: Time-bound 2. Behaviourally Anchored Rating Scale (BARS):
• Graphic scaling method
• Critical incident method.

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 Findings
Training And Development

Training Need Analysis Training Implementation methods

• Performance Gap Analysis • Technology-based learning
• Root Cause Analysis • On-the-job training
• Needs Analysis • Instructor-led training
• Recommendations • Group Discussions and Activities

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 Findings
Employee Benefits

Financial Benefits Non-financial benefits/ Leave policy Employee Relations/Engagement

• Sick Leave • Vacation leave • Building Cross-Functional teams.

• Festival Bonuses • Extra Leave • Extracurricular initiatives

• Maternity Leave • Certification • Workplace parties

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 The Problem in Employees

Inefficiency Stale Ideas High Turnover Monotonous Inadequate

Workplace Benefits

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 Recommendation

• Planning big means planning for multiple years not a single year. One needs to think
about where he/she wants to see their firm in the next 5 years.
• Keep good relations with some firms so that they can help with Human resources when
needed.
• Observe Employees and help them with appropriate training if needed.
• Compensation needs to be adjusted with competing firms else the turnover will be high,
which would put the firm in a bad reputation

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 Recommendation

• Other recreational benefits should be added in order to reduce workplace fatigue as

architects have to work for long hours.
• Employee recognition is a good start to bring out the best in any employee on their
outstanding performance.
• The workplace environment should be happening, not only with work but with other
facilities to motivate employees to do more.
• workplace hierarchy should be flat to avoid misunderstanding and maintain relations with
top management too.
• They should do meetings monthly to know the overall things of the company.

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 Sweet Home Architect

Thank you