RFL Plastics: Innovating Everyday Living with Quality and Durability
Introduction
RFL Plastics, a part of the Rangpur Foundry Limited (RFL) Group, stands as one of Bangladesh’s most prominent plastic manufacturing companies. Established with a vision to enrich daily living through innovative plastic solutions, RFL Plastics has become a trusted name in household, industrial, and agricultural products. With decades of experience and a commitment to quality, the company has revolutionized the plastics industry in Bangladesh, and its footprint now extends to international markets as well.
Commitment to Quality and Innovation
RFL Plastics is driven by a deep commitment to producing durable, functional, and aesthetically pleasing products that meet the varied needs of consumers. By investing heavily in state-of-the-art technology and continuous research and development (R&D), RFL ensures that its products are not only innovative but also adhere to global quality standards. This focus on quality and consistency has allowed RFL Plastics to maintain its competitive edge and build strong customer loyalty.
Product Range
The vast range of products offered by RFL Plastics spans several categories:
- Household Products
From kitchenware to storage solutions, RFL Plastics offers a variety of household products that make everyday tasks easier and more organized. Popular items include food containers, kitchen tools, laundry baskets, and water bottles, all of which are designed to combine functionality with style. - Furniture
RFL Plastics’ furniture line includes chairs, tables, cabinets, and storage units. These pieces are crafted to be durable, lightweight, and affordable, making them ideal for both indoor and outdoor use. The furniture is designed with an emphasis on ergonomics and is available in various designs to cater to diverse aesthetic preferences. - Industrial and Agricultural Solutions
Serving businesses and farmers alike, RFL Plastics provides a range of industrial and agricultural products, including water tanks, pipes, and crates. These products are built to withstand tough environmental conditions and are essential tools in sectors such as construction, agriculture, and manufacturing. - Kids’ Products
RFL Plastics also offers a line of products designed specifically for children, including toys, study tables, and chairs. Safety and durability are top priorities in this category, ensuring that all items meet strict safety standards.
Manufacturing Excellence and Technology
RFL Plastics has an extensive manufacturing setup, with numerous production units equipped with cutting-edge machinery. The company leverages advanced technologies such as injection molding, extrusion, and blow molding, allowing it to produce high-quality plastic goods efficiently. By adopting automation in production and maintaining stringent quality checks, RFL Plastics consistently delivers products that meet both local and international standards.
Environmental Responsibility
RFL Plastics is conscious of the environmental impact of plastics. The company has implemented initiatives aimed at promoting sustainable production, recycling, and waste management. By investing in eco-friendly materials and adopting greener production practices, RFL Plastics demonstrates its commitment to minimizing environmental harm and contributing to a sustainable future.
Global Presence
While RFL Plastics began as a domestic brand, its reputation for quality has allowed it to expand internationally. The company now exports products to several countries across Asia, Africa, and the Middle East. With this global presence, RFL Plastics is not only showcasing the strength of Bangladeshi manufacturing on an international stage but also competing successfully in international markets.
Customer-Centric Approach
RFL Plastics places a strong emphasis on customer satisfaction. Through regular feedback and market research, the company strives to understand and anticipate the changing needs of its customers. This customer-centric approach, combined with a commitment to affordability and accessibility, has enabled RFL Plastics to build a broad and loyal customer base.
Conclusion
RFL Plastics exemplifies how a commitment to quality, innovation, and sustainability can drive success in the plastics industry. With its wide product range, advanced manufacturing capabilities, and customer-first philosophy, RFL Plastics continues to be a leader in Bangladesh’s manufacturing landscape and a growing force internationally. As it looks to the future, the company remains dedicated to enhancing lives through products that are both practical and environmentally responsible, ensuring its place as a trusted brand for generations to come.
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
Manufacturing
In order to manufacture plastic furniture & allied products, RFL plastics started business in 2000. Currently RFL Plastics is dealing with different types of plastic products in different categories such as house ware, plastic furniture, industrial ware & garments accessories. The Company has been expanding its product lines day-by-day & achieving diversified product range in the plastic sector.
2.6 Products of PRAN
Pran’s products can be categorized under a few categories, such as, Juice, Drinks, Snacks, Confectionary, Dairy, Beverages and winery products. Their juices come in a great variety of quality packing in eight different flavors; orange, mango, lemon, litchi, pineapple, mango-pine, guava and fruit cocktail, offers collection of refreshing choices
2.9 Major Exporting Products
Fruit Juices, Fruit Drinks Instant Powdered Drinks, Pickles, Canned Fruits & Vegetables, Extruded & Fried Snacks, Tea, Aromatic Rice, Puffed Rice, Flattened Rice, Jam & Jelly, Plain Spices, Blended Spices, Mustard Oil, Mineral Water, Dehydrated Fruits, Tomato Ketchup / Sauce, Toffees, Candies, Bubble Gum, Biscuits & other confectionery etc.
2.10 Subsidiary Enterprises
Pran-Rfl Group is one of the fastest growing corporate houses in the country. It has got quit good number of subsidiary enterprises, which includes:
• Rangpur Foundry Ltd. (RFL):
This is an established engineering enterprise, which focuses to meet the demand of rural community of Bangladesh. A tube well made by RFL is most prominent in the country. Today the company has its wide range of products & has achieved the prestige as the largest cost iron foundry & light engineering workshop in Bangladesh. RFL has introduced international standard Plastic & PVC products to the Bangladesh market which have already been cordially accepted by the mass.
• Property Lifts:
It is a new enterprise of PRAN Group. It imports elevators and other accessories to meet the growing demand of modern lifts and escalators.
• Agricultural Marketing Co Ltd. (AMCL): AMCL was started as a fruit processing enterprise. Gradually, other sectors of food industry (e.g. Chips, mineral water, Tomato Ketchup etc.) were also incorporated in the manifold of AMCL. At present, AMCL has become the flagship enterprise of PRAN Group. Most of the resources of PRAN Group
are now devoted for the growth and operation of AMCL. In the long run, the group intends to become a global leader in the field of agricultural industry.
Sales and marketing
The objective of the report is to apply my learning in the area of Human Resources so that I gain significant practical and understand the nature and importance of recruitment and selection process and identify the various strategy which PRAN-RFL are used for their employees while recruiting and selecting them.
The factors of Recruitment and Selection process have been identified those were put in a questionnaire. Respondents were asked to rank the options according to their choice. The survey was done among a sample size of 21 people. Data Collection: survey data has been collected through these following questionnaires:
The organization clearly define the position objectives, requirements and candidate specifications in the recruitment process 15 4 2 The organization is doing timeliness recruitment and selection process. 10 8 3 Do proper Job Analysis before Selection Process begins 17 2 2 Job Responsibilities and Job Description are clearly defined to the candidates. 14 5 2 Provide an adequate pool of quality applicants. 11 9 1 The Resume screening and Short listing method used by the organization is satisfactory 15 3 3 Criteria for short listing of candidates used by the organization is satisfactory.
PRAN-RFL clearly define the position objectives, requirements and candidate specifications in the recruitment process :
Before any job posting it is highly needed to clarify the position objectives, candidates’ requirements and specifications for any organization. So that candidates can get a guideline to apply for that particular position.
From the survey result it is very clear that, PRAN- RFL clearly define the position objectives, requirements and candidate specifications in the recruitment process as 15 of 21 respondent agreed with the statement.4 of 21 person doesn’t agree with tha statement and 2 people remain neutral about this matter.
The Human Resource 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.
Human Resource •
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 employees personal files • General services • Safety-security • Welfare activities for employees
HRM Department in PRAN-RFL Group 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:-
RECRUITMENT SECTION
TRAINING SECTION
• Assess Training need of the Group and develop training strategy
• Prepare lesson plan and training module
• Arrange training in all areas including General Management, Sales, Factory staff etc.
• Conduct training classes
Obtain Training feedback, and analyze result
Develop and revision of policy regarding ISO/HACCP/HALAL with the direction of management • Follow-up-works of ISO/HACCP/HALAL • Maintain ISO/ HACCP/ HALAL related documents • Conduct ISO internal audit & review process • Internship management • Prepare/revise/update Job Description and Organogram as required
• Make Appointment & confirmation • Posting, Transfer, Promotion, Termination, Resignation & Separation • Taking Disciplinary action as per instruction • Compensation and benefits • Payroll preparation • Calculation of Bonus, deduction & incentives & leave encashment • Attendance and leave record • Make Annual appraisal
PERSONNEL SECTION
Develop method & Strategy for recruitment process
Develop method & Strategy for selection process
Conduct the recruitment & selection process
Making employment offer
Ensure the probable best fit for person-job & person-organization
Recruitment and Selection Process in PRAN-RFL: PRAN-RFL is looking for top-caliber people who want the flexibility and resources to grow in their career. If someone is that kind of person who has always stood out, they offer a place where one can continue to excel. PRAN-RFL has thousands of diverse people from different cultures and backgrounds working in a variety of different jobs in different fields · Merit is the sole criteria for selection. · Attitude is given as much weight age as functional competencies. · Panel interviews comprising of Functional Head & HR Head. · Sources for recruitment are through campus, consultants, employee referrals, internal job postings and the internet. · All positions involve written tests. · Antecedent verification is an integral part of our recruitment process. · Medical fitness is pre-requisite for all positions. · They are an equal opportunity employer and do not discriminate on the basis of race, community, religion or sex.
Recruitment process:
A responsibility for recruitment usually belongs to the HR department. This department works to find and attract capable applicants. Job description and speciation provide the needed information upon which the recruitment process starts. The functions of the recruitment section of PRAN-RFL are given below: 1. Need Assessment 2. Defining the position description 3. Checking the recruiting options 4. Advertisement 5. Screening and Short – listing Applications 6. Written test 7. Selection interview (3 – tier) 8. Employment decision (Application Bank) 9. Offer letter
10. Orientation / Induction
4.3 (a-i) Source of Recruitment:
Bangladesh is done in four ways depending on the job category of the vacant position. Therefore, the recruitment process of this organization is classified into four types, which are done based on the job grade/ group. These are as follows: • Entry-level management • MT (Manager Trainee) • Mid or / and senior level management • Graded staff / Non- management staff
There are two most important sources that have been followed by PRAN-RFL. 1. Internal Source. 2. External Source.
Internal Source:
There could be a person competent for the required job working within the organization. If there is, the existing manpower is then shuffled to place the selected person in the new post. If there is no such person inside the company, then the management goes for the second step.
Job-posting programs:
HR departments become involved when internal job openings are publicized to employees through job positioning programs, which informs employees about opening and required qualifications and invite qualify employees to apply. The notices usually are posted on company bulletin boards or are placed in the company newspaper.
External Source:
After considering above option, the company goes for external recruiting if needed. Those who best meet the skills, qualifications, experience and competencies required for the position should fill vacancies. Therefore, if there is no candidate within PRAN-RFL, who is suitable for the role, external advertisement should be placed to attract the potential candidates followed by the selection procedures.
Advertisement: The Company gives advertisement in national dailies to attract the talents from the market. PRAN- RFL puts two types of advertisements in the newspapers. It sometimes keeps the identity concealed in the ads, mentioning a GPO BOX number only.
Employee referrals: Employee referral means using personal contracts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that “it takes one to know one”. Employees working in the PRAN-RFL, in this case, are encouraged to recommend the names of their friends working in other organization for a possible vacancy in the near future.
Employment Agency: An agency finds and prescreens applicants, referring those who seem qualified to the organization for further assessment and final selection. PRAN- RFL also takes help from such employment agency. They post their job vacancies on job portal like: BD jobs, BITAC.
Walk-ins and Write-ins: Walk-ins are some seekers who arrived at the HR department of BPL in search of a job; Write- ins are those who send a written enquire .both groups normally are ask to complete and application blank to determine their interest and abilities. Usable application is kept in an active file until a suitable opening occurs or until an application is too old to be considered valid, usually six months.
Consulting the CV Bank:
The unsolicited applications stored in the data bank are consulted. If the quality of a person matches with the requirements mentioned in the position description, then he / she is called for interview. If not, then the third step is followed.
Selection Process:
Selection is the process of gathering information for the purpose of evaluating and deciding who should be employed in particular jobs.
Screening and Short-listing Applications
The responses to the advertisements are sorted and screened. The CVs as well as the Covering letters are judged. In the covering letter, the style and language of writing, the emphasis put on the areas asked for tin the advertisements and the quality of the letter (whether it is specifically tailored to the advertisement or just a standard response) are the aspects that are judged. Different weights are assigned to the selection criteria mentioned in the man specification depending on their relative importance
Written Test
Written test is a regular part of the normal recruitment process. It is conducted as and when required. Previously no written test was taken for the management employee; the applicants had to go directly through the interview process. After the introduction of the manager trainee program, the written test before the interview process has proved to be effective and a useful tool to select the desirable candidates. The written test includes psychometric test, test on behavioral competency, and written test on communication skills. The candidates are called for the preliminary (first) interview based on their performance in the written test.
Selection Interview
The interview process is a three-tier one. A preliminary interview is conducted which follows the “elimination method”. After that, the second interview takes place with a very few number of candidates. Then they finally selected person is called for the final interview. The interview time is kept convenient for the candidate especially if s/he is working elsewhere at the time of interview. In that case the chosen time is after the business hour or in any holiday.
Reference Checks
Reference checks allow obtaining information and opinions regarding the person’s character, quality of the work and suitability for the position. It is an opportunity to validate the information received from the candidate via their resume and the interview. Speaking to the candidate’s manager or other people whom they have worked with should also check internal candidates. The opinion of a referee who has worked can for an extended period is likely to be more accurate than the assessment from one to two hours of interviewing.
Employment Decision
If the candidate has no problem with the stated terms and conditions of the job and the organization mentioned and discussed in the final interview, s/he is offered an application blank. The application blank is a standard format of employee-information that includes all the information the organization needs regarding the personnel. The candidate has to fill this blank and submit this to the company along with a CV.
Offering the Role:
Once the above activities are done, the candidate is given an offer letter specifying the salary package, job responsibilities, utilities that will be provided by the organization. Even at this stage the selected candidate has the chance to withdraw her/himself from the job offer. S/he is always free to discuss whatever difficulty may arise regarding pay structure/ facilities, etc. the door of HR is kept open for any sort of relevant discussion.
Written letter of offer:
A written letter of offer forwarded to the candidate. Once the candidate has verbally accepted the position, the appropriate letter of offer is organized. This letter sends to the candidate within two or three days of making the verbal offer. An introductory package also sent to the successful candidate, along with the letter of offer. At least one week before the person commencing in their new position, an appointment notice will be placed on notice boards and/or the internet.
THE RECRUITMENT AND SELECTION PROCESS OF PRAN-RFL: Benefits & Benefits &
Need assessment · Vacancy in existing post(s) · Market expansion · Increase in production capacity · Launching new product · Introducing new system Checking the recruiting options
Interview · Preliminary interview: elimination process (short listing) · Second interview: work Knowledge /behavioral
Written test (optional) · IQ test · Behavioral competencies · Communication skills Sorting Applications Weights are assigned based on the selection criteria
Selection · Application blank filling · Medical check-up (if needed) · Offer letter
Orientation /induction · Exposure to all important business /functions and locations of the company · Feedback report focusing on learning experience (s) of the induction program
Follow up HR Department continuously interacts with the new entrants assisting to cope up with the work environment, work culture, peer group etc.
During this three month long internship period I had an opportunity to work with Recruitment section (Human Resource Department) of PRAN-RFL. As a member of
