A competency-based approach for developing the employees of Rahimafrooz Superstores Limited in Bangladesh materializing the vision 2014 | |
| Author | Hossain, Muhammad Shakhawat |
| Subject(s) | Rahimafrooz Superstores Limited--Employees--Bangladesh Employees--Bangladesh Personnel management-Bangladesh |
| Note | The Degree of Master of Business Administration (Executive), School of Management |
| Publisher | Asian Institute of Technology |
| Abstract | Competency refers to some specific traits of an individual which helps him/her to perform in greater way for a given job, position or in some circumstances. Combinedly, these characterstics are known as knowledge, skills and attitudes which steers the work performance of an individual. Basically, competencies are devised according to organization’s vision, mission, strategy and objectives which are then aligned with employees’ job performance so that employees become capable of delivering the required outcome to materialize organization’s objectives. It also helps the organization retaining its talents, boost up individual and organizational performance and increase competitive advantage. Since its inception in 2001, Agora (Rahimafrooz Superstores Limited) is the pioneer in the retail chain business in Bangladesh. The recent trend of competition has put Agora in a state where employees’ competency has become an important factor. This has also become a crucial contributing factor for Agora for materializing its Vision 2014. As per the corporate strategic planning, Agora is expected to be the most desired shopping place for millions of satisfied customers with 20 outlets across Bangladesh by the year of 2014. To win the customers, to lead the competition, and, to materialize the Vision 2014, today, Agora needs a workforce who is developed through a competency-based approach. But unfortunately, RSL do not have any competency-based approach or framework which can propel the wheel of employee development. Merely running some need basis training and development activities will not help Agora to find its place at the apex of the competition in 2014. This research has endeavored to have an in-depth understanding of the competency-based approaches for developing the employees of RSL to materialize the vision 2014 and also to identify the shortcoming of the employees’ competency level and find out the best ways for implementing it. The implementation process not only the responsibility of the RSL management but it should be a combined effort both for the management and the employees. A shared belief and mutual trust alongwith sincerety and dedication can help RSL to implement the competency-based employee development process and lead the completion remaining at the forefront. |
| Year | 2010 |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Academic Program/FoS | Master of Business Administration (Executive)-(EMBA) (Publication code = ESM) |
| Chairperson(s) | Winai Wongsurawat; |
| Examination Committee(s) | Muller, Logan;Dimmitt, Nicholas J.; |