Master_REPORT_On_Compensation_and_Benefi

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6.1 Recommendation Compensation and benefits which are provided to the employees are good but itshould be reviewed regularly because employees of certain levels are satisfied but notall. So, DSK should increase other benefits according to their promotion and efforts. DSK should try to increase compensation and benefits according to market standardanalysis. DSK does not provide any life insurance policy. The absence of life insurance maydiscourage the employees to settle there. Therefore, I think they can introduce lifeinsurance policy to their employees since other organization of similar field have theirlife insurance policy. In terms of promotion, DSK only focuses to the increment of the salary. It would bebetter and satisfactory for the employee if they get other incentives and benefits alongwith the salary when they are promoted. It is discourage the senior most employees tocontinue their work at DSK due to the policy of not giving compensation benefits 60ages above employees. They should review this policy considering for the job satisfaction of senior levelemployees.37
6.2 ConclusionAs NGO, DSK is a modern organization where structured HR Division has been developed.Though their HR policy is praiseworthy but in order to cope up with current market scenarioDSK need to adapt with the modern HRM policy and procedures. Job satisfaction of the staffs,personnel and official demand of the staffs, work environment in the office and field aresatisfactory.As most of the activities of the NGOs are donor financed the requirements and instructionsimposed by the donors are given first preference by the NGOs. The NGOs are not listedcompanies. So they are not bound to disclose the information, the accounts to the public andsometimes this matter is misused by the NGOs. The beneficiaries need and well-being areignored in most of the cases. In Bangladesh ensuring the accountability of NGO needed toestablish to protect the members interest. NGOs need to be transparent to their clients, donorsand the state both functionally.This paper is prepared for the purpose of academic under Evening MBA program of JagannathUniversity. As information of this study will be used only for academic purposes and secrecy willbe maintained properly. This paper shows that a sound and employee friendly Compensation andBenefit policy & procedures are beneficial for the NGOs if it is practiced fairly and consistently.The major HRM activities, such as compensation & benefit, Performance appraisal systemshould be practiced in such a manner that help in improving employee morale and motivationresulting the achievement of organizational goals and objectives in the NGO sector. I have learntmany information and system related HR management from this program that may be used forthe development of other organization.38
Page 1 and 2: Master REPORTOnCompensation & Benef
Page 3 and 4: DeclarationThis is Susmit Roy Jhala
Page 5 and 6: Executive SummaryThis Thesis report
Page 7 and 8: 3.1 Health Care Project 103.2 DSK H
Page 9 and 10: 1Chapter OneIntroduction
Page 11 and 12: 1.2 Objective of the study:The repo
Page 13 and 14: 1.5 Problem StatementLike any other
Page 15 and 16: 2.1 About Dushtha Shasthya Kendra:D
Page 17 and 18: 2.4 Organogram:8
Page 19 and 20: 3.1 Health Care ProjectDushtha Shas
Page 21 and 22: In 2017 DWASA, AFD and European Uni
Page 23 and 24: 4Chapter FourCompensation and Benef
Page 25 and 26: 4.2 Salary structure of DSKDSK is c
Page 27 and 28: 4.3 Components of SalaryThe compone
Page 29 and 30: 4.7 Developmental performance appra
Page 31 and 32: 4.14 Travelling Allowance The staff
Page 33 and 34: 4.17 GratuityGratuity will start fr
Page 35 and 36: 5.1 Analysis Of The Survey Result:5
Page 37 and 38: 5.1.4 Are you happy with your porti
Page 39 and 40: 5.1.6 Do you feel competitors pay m
Page 41 and 42: ExcellentVery GoodGoodAveragePoorTo
Page 43 and 44: Valid5.1.10 Basis of Distribution o
Page 45: 6Chapter SixRecommendation & Conclu
Page 49 and 50: References: DSK Internal Audit Syst

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