Career planning of ACI Ltd. Term Paper 2022

Term Paper
on
Career planning of ACI Ltd.
Prepared for:
Tahmina Khanam
Associate Professor
Department of Management
University of Dhaka
Prepared by:
Group 6
MBA Program 2021 (23rdBatch)
Stream: HRM
MBA Section B
Date of Submission: 6th July 2022
Course Name: Career Planning and Development
Course Code: HRM-505

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List of Members of Group 6
Name ID
Tania Tabassum 301
Sanchita Banik 309
Md. Mehedi Hasan 310
Sabina Akter 311
Shamima Sultana 312
Lima Khanam 314
Saima Akter 320
Sirajum Munira 333
Sadia Sultana Trisha 345

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Letter of Transmittal
06.07.2022
Tahmina Khanam
Associate Professor
Department of Management
University of Dhaka
Subject: Submitting the term paper on “Career planning of ACI Ltd.”
Honourable Ma’am,
We have the pleasure to inform you that, we have accomplished our term paper on “Career
planning by ACI Ltd”. Despite many constraints like scope and access to information, we have
tried to create something satisfactory. This study has allowed us to apply theoretical expertise,
sharpen views, ideas, and communication skills, and bridge them with the real world of practical
experience, which will be a good head start for our future professional career.
We would like to thank you for your prolonged support and guidance during conducting this
term paper. Without your cooperation and guideline, this term paper would have been an
incomplete one. We hope that you would be kind enough to see inconveniences or mistakes that
may appear beyond our knowledge.
Sincerely yours,
_____________________
Shamima Sultana
ID: 312
on behalf of group 6

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Acknowledgement
We would like to express our gratitude to all the people involved both directly and indirectly in
the preparation of this study. We apologize to the people whose names we have not mentioned,
and their contribution is highly appreciated by us.
Tahmina Khanam, Associate Professor of Department of Management, the University of Dhaka
has been our course tutor for Career planning and development. She is kind enough to allocate
her valuable time to provide us with her humble guidance, motivating thoughts,
sufficient & applicable directions for the successful preparation of this term paper.
We would especially like to convey our gratitude to the HR executive of ACI Ltd. to guide us
throughout the valuable internal information regarding the career planning initiative taken by
ACI.

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Executive summary
It means a lot to concoct ones career planning as it provides the genuinely necessary guidance
and clarifies there where people see themself in future. It makes people mindful of their
solidarity and shortcomings and the abilities and information that are expected to accomplish the
objectives in future.
A couple of year prior, a university degree would assist a person with finding a high profile line
of work. Notwithstanding, these days this is more uncertain because of a more noteworthy
straightforwardness in enlistment methods.
Rivalries and difficulties are a piece of the present world; consequently, to accomplish our
objectives, we ought to design our professions well, instead of carelessly change occupations
constantly(Albay & Serbes, 2017). Even the organisations are now taking career planning
initiatives for their employees to make them motivated toward work. There are numerous people
who are ignorant regarding their interests after graduation, as they don't prepare. At last, they
wind up procuring nearly nothing and feeling disappointed. But a better career planning
management by their workplace will give them hope.
A huge extent of our life is spent in accomplishing our career planning, in this manner it is vital
to ensure that right advances were taken and right arranging was finished in the early long
periods of life. There are not many fortunate ones who are brought into the world with a
reasonable psyche and who can say for sure what they believe should do and where they see
themselves in life ahead. Yet, greater part of employees are don't know what they need from life
thus it in vital for organisations to design out things for employees. Hence career planning give
profession and here and there in life, genuine significance and reason (Salleh at el., 2020).

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Table of Contents
Executive summary ......................................................................................................................... 5
Chapter 1: Introduction ................................................................................................................... 8
1.1 Background of the study ....................................................................................................... 8
1.2 Significance of the study ....................................................................................................... 8
1.3 Objectives of the Study ......................................................................................................... 9
1.4 Limitations of the Study........................................................................................................ 9
Chapter 2: Methodology ............................................................................................................... 10
2.1 Data Sources ....................................................................................................................... 10
2.1.1 Primary Sources ........................................................................................................... 10
2.1.2 Secondary Data Source ................................................................................................ 10
Chapter 3: Overview of ACI Limited ........................................................................................... 10
3.1 Mission ................................................................................................................................ 11
3.2 Vision .................................................................................................................................. 11
3.3 Values ................................................................................................................................. 11
3.4 Organogram of ACI ............................................................................................................ 12
Chapter 4: Analysis and Findings ................................................................................................. 13
4.1 Analysis of ACI’s Career Planning Process ....................................................................... 13
4.1.1 Assessment of Future Career Aspirations .................................................................... 13
4.1.2 Matching Organizational Needs with Employee Career Orientation .......................... 13
4.1.3 Succession Planning..................................................................................................... 14
4.1.4 Organizational Career Plan and Employee Grooming................................................. 14
4.2 Findings............................................................................................................................... 18
Chapter 6: Conclusion and Recommendations ............................................................................. 19

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6.1 Conclusion .......................................................................................................................... 19
6.2 Recommendations ............................................................................................................... 20
References ..................................................................................................................................... 22

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Chapter 1: Introduction
1.1 Background of the study
Career planning for the employees of an organisation is one of the fundamental function of
human resources management. The management of an organisation have to pay much more
attention on the development of the skills and knowledge of employees for their better career
planning(Antoniu, 2010). In fact, this career planning is highly related to the development of the
overall performance of the organisation. Career planning is a process of systematically matching
career goals and individual capabilities with opportunities to fulfil this.
A business graduate should have a proper knowledge about career management and practices in
organisational perspective(Gunkel at el., 2010). For learning and understanding this perspective
in a practical phenomenon it is wise to overview the career management practices of a renowned
organisation.
This term paper aims at discussing the career planning and management practices of ACI
limited. This is one of the largest conglomerates in Bangladesh with a multinational heritage
operates across the country which was founded in January 24, 1973.
1.2 Significance of the study
It was previously mentioned that career planning is one of the significant accomplished of the
management of an organisation. Employees are the most valuable assets of an organisation like
ACI limited. Career planning is the process of enhancing an employee’s future value. So, the
significance of the study of career management practices of ACI limited knows no bound. It is
very imperative and necessary for the professionals and business graduates who destine their
career in HR management or other organizational sectors.

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1.3 Objectives of the Study
General Objective: The main aim of this study is to explore how HR manager of ACI Ltd. Plans
and develops career goals for their organization.
Specific Objectives:
• To determine how ACI provide environment for the effectiveness, efficiency and growth
of ACI's employees and motivating them to contribute effectively towards achieving the
objectives of the organization.
• To map out careers of various categories of employees suitable to their ability, and their
willingness to be 'trained and developed for higher positions.
• To explore how ACI provide and maintain appropriate manpower resources in the
organization by offering careers, not jobs.
• To identify how they have a stable workforce by reducing absenteeism and employee
turnover.
1.4 Limitations of the Study
• Time Constraint.
• Difficulty in measuring career success.
• Lack of flexibility and objectivity in organization.
• Lack of access to potential data.
• Unwillingness of organization management to provide data which are confidential in
nature.

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Chapter 2: Methodology
Methodology represents the source of data collection and analysis of the data to complete the
study. This study is descriptive in nature. As for this study, the researcher wants to find out and
describe how HR manager do career planning for their employees.
2.1 Data Sources
In order to conduct the study, data have been collected data from both the primary sources and
secondary sources.
2.1.1 Primary Sources
Primary data is gathered by researchers directly from original sources through surveys,
interviews, tests etc. The quality of primary data is reasonable and not questionable. But there are
many challenges to collecting primary data such as how to decide how, when, what and why.
The costs involved in collecting primary data are very high. However, the data sources used in
this study are:
• Face to face interview with a HR manager
• Relevant file, notes and manual study as provided by the officer concerned.
2.1.2 Secondary Data Source
Data that is already stored and for which a few calculations are made to obtain certain
information is called secondary data. The secondary data sources which is used to collect
information for completing this study are-
• Website of the ACI Ltd
• Various articles and books regarding career planning
• Information published in various newspapers
• Service manual of ACI
• Other sources from the internet.
• Websites
Chapter 3: Overview of ACI Limited
Imperial Chemical Industries, a British multinational established a Branch in the then East
Pakistan which was converted into a company after liberation, named ICI Bangladesh
Manufacturing Limited. In 1992 ICI divested its investment in Bangladesh to the Management,
when its name was changed to Advanced Chemical Industries (ACI) Limited (Rahman, 2019).
Advanced Chemical Industries (ACI) Limited, being one of the largest conglomerates in
Bangladesh with a multinational heritage operates across the country through its four diversified
strategic business units. ‘ACI Pharmaceutical’ is dedicated to improve the health of the people of
the Bangladesh through introduction of innovative and reliable pharmaceutical products.

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‘ACI Consumer Brands’ is adding value to the daily life of consumers through its Toiletries,
Home care, Hygiene, Electrical, Electronics, Mobile, Salt, Flour, Foods, Rice, Tea, Edible oil,
Paints and International Businesses. ‘ACI Agribusinesses’ is the largest integrator in Bangladesh
in Agriculture, Livestock, Fisheries, Farm, Mechanization, Infrastructure Development Service
and Motorcycle. ‘ACI Retail Chain’ is the largest retail chain in Bangladesh operating through
its 144 SHWAPNO outlet including 34 newly opened express outlet across the country by
touching the lives of over 45,000 plus households each day (Shanta, 2019).
3.1 Mission
ACI's Mission is to enrich the quality of life of the people through responsible application of
knowledge, technology and skills. ACI is committed to the pursuit of excellence through world-
class products, innovative processes and empowered employees, to provide the highest level of
satisfaction to our customers.
3.2 Vision
To realize the Mission, ACI will:
• Provide products and services of high and consistent quality, ensuring value for money to
our customers.
• Endeavour to attain a position of leadership in each category of our businesses.
• Develop our employees by encouraging empowerment and rewarding innovation.
• Promote an environment for learning and personal growth.
• Attain a high level of productivity in all our operations through effective utilization of
resources and adoption of appropriate technology.
• Promote inclusive growth by encouraging and assisting our distributors and suppliers in
improving efficiency.
• Ensure superior return on investment through judicious use of resources and efficient
operations, utilizing our core competencies.
3.3 Values
• Quality
• Customer Focus
• Innovation
• Fairness
• Transparency
• Continuous Improvement

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3.4 Organogram of ACI
Figure: Organogram of ACI Limited.

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Chapter 4: Analysis and Findings
4.1 Analysis of ACI’s Career Planning Process
Organizations which want to retain the best of employees develop careers for them. They can
create rewarding and meaningful careers for their employees by giving them a sense of
satisfaction of knowing the direction of their work. The process of enhancing an employee’s
future value is known as career planning. An individual's choice of profession, organization, and
professional path constitutes their career plan. It is a critical stage in the development of human
resources that aids employees in developing plans for a work-life balance.Career planning is an
ongoing process.The primary goals of career planning are to pinpoint an employee's good traits,
recruit exceptional candidates, and train staff members in team-building techniques.Career
planning guarantees a steady stream of employable workers as well as promotes an employee's
development and progress.
ACI follows four processes when conducting the career planning for their employees. These
steps are as follows:
1. Assessment of Future Career Aspirations
2. Matching Organizational Needs with Employee Career Orientation
3. Succession Planning
4. Organizational Career Plan and Employee Grooming
4.1.1 Assessment of Future Career Aspirations
Career aspirations refer to those long-term objectives, plans, and/or dreams that are far off in the
future in contrast to the short-term ones in the present. In order to get to know their employees
and grasp their professional objectives and occupational aspirations, employers frequently
inquire about their future job plans.A career aspiration can even be accompanied by a 5-year
plan.
ACI includes career planning as a core component. Every time a new employee joins ACI, the
company interrogates him or her about their future plans. Then they mentor them in accordance
with their desired future careers.While also enhancing employee competencies. In this instance,
ACI establishes a 5-year plan for an employee, which means the organization wants to know
where he or she should be in ACI in five years. The employee is then given instructions by ACI
on how to get there. The next step for ACI is to inform the staff of their forthcoming duties.
4.1.2 Matching Organizational Needs with Employee Career Orientation
A series of programs are created to match a person's requirements, skills, and career aspirations
with present and potential opportunities in the organization in order to advance their professional

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careers.Matching organizational needs with employee career orientation is crucial for the
effective execution of career planning for employees within an organization.
ACI matches the organizational needs with the career direction of its workers. ACI evaluates if
an employee's future aspirations align with the organization's objectives after evaluating their
current aspirations. If these two criteria line up, ACI will create a 5-year career plan for the
employees.This is how ACI makes an alignment between the organizational needs and employee
career orientation.
4.1.3 Succession Planning
The process of identifying the crucial jobs within the organization and creating action plans for
individuals to fill those positions is known as succession planning.When a position opens up or
an employee leaves the company, the organization looks for candidates who can fill the void. It
strengthens the company's competitive edge by alluring the fresh talent and keeping hold of its
best employees.
ACI carries out succession planning after learning about employees' long-term professional
goals. It is a crucial component of ACI's career planning. Here, the corporation seeks to place the
employees in specific jobs over the next two to three years while also being cognizant of their
future career objectives. For instance, if an employee wants to become a "HR Manager" in the
future, ACI will mentor them and make preparations to place them in those positions. The
company appoints that employee to the management job whenever the current manager receives
a promotion or leaves to work for another company and the manager post becomes open. In a
differentscenario, if a worker's long-term career objective is to do research and teaching, ACI
directs him or her properly and also doesn't contain them in succession planning.
4.1.4 Organizational Career Plan and Employee Grooming
Career planning is more effective if the employee is interested in developing a career and his/her
superior is willing and able to counsel him/her well. Career planning, thus, is a shared
responsibility. Development of individuals is possible only when they are able to recognize that
in developing themselves to meet the organizational needs, their needs are also being met.
At ACI, after the demands of employees are matched with organisational needs, an effort is
made to show how the employees can grow within certain limits, what happens to an employee
five years down the line if he does well, whether the organisation is trying to offer mere jobs or
long-lasting careers, etc.
When at first an intern is hired, they make an organization centred career goal or plan. It includes
where they want to see the employee after 5 years. Primarily they plan to develop the interns in
such a way so that they can be assigned as market research executive or business development

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executive. But it depends on what project are they working on and what goals and aspirations
each employee holds. They then groom the employees through several training and development
that would develop employee skills directed to both attainment of their career goals and
organizational needs. So, it can be said that they follow career pathing and career mapping and
develop employees accordingly. Following is a detailed discussion on how they do it.
Career Pathing
Career pathing is the process through which a supervisor(s) or talent development professional
works with an employee to lay out their potential trajectory through the organization. It involves
defining goals and identifying the skills and experience an employee must gain to achieve them.
A comprehensive career path might include not only promotions but also lateral moves, job
rotations, and training opportunities designed to help employees develop specific skills.
After an initial goals assessment, setting organization centered career goal of the employees, HR
professionals work with their team to create a career pathing strategy that aligns with existing
professional development efforts. Their systems for employee education, performance
assessment, and promotions provide a framework for developing career paths; they modify these
later to better support career pathing. They conduct survey of employees and employer base that
provides essential information about employees’ pain points, concerns, and desires related to
growing their careers, while working with employee skill development expert that help
organizations create action plans to address them. As that data is translated into policy, the
company strives to communicate openly with employees about career pathing efforts within the
organization. Then they develop formal career paths for all positions within the organization.
They also develop career ladders. Traditional career ladders are based on the assumption that the
individual wishes to continue to climb the ladder as long as he or she is able to and that the
employer continues to provide opportunities. In ACI's traditional career ladder system, the
person is hired and, through a combination of experience, education and opportunity, is
promoted to levels that encompass additional responsibility and concomitant compensation. This
progression within the organization continues until the individual leaves the employer for
another opportunity, retires, reaches a level at which no further promotional opportunities exist,
chooses to decline subsequent promotional opportunities or is terminated.

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Figure: Employee’s Career Ladder within the Organization
Career Mapping
A tool that managers and HR professionals can use during career planning discussions with
employees is career mapping. Career maps help employees think strategically about their career
paths and how to meet their career goals within the organization rather than leave it to move
ahead. ACI's career mapping involves three steps:
Self-Assessment- The HR manager engages with the employee to explore his or her knowledge,
skills and abilities, as well as past experiences, accomplishments and interests.
Individualized Career Map- Then they create an individualized career map that involves
identifying other positions within the organization that meet the employee’s interests. The
position may be a lateral move into a different job family or a promotion. In either case, the
position capitalizes on the employee’s past experiences, interests and motivation while at the
same time requiring the employee to develop a certain degree of new knowledge, skills and
abilities (KSAs) to give him or her something to work toward and stay engaged.
Exploring Other Opportunities- The final step in career mapping is to explore other job
opportunities within the organization as they become available.
Training and Development

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For managers and employees to successfully practice career mapping, HR develops the
necessary resources to facilitate the process. They arrange and implement several types of
employee skill development trainings. These are-
Mentoring
A senior manager provides advice and tutoring, serving as a kind in the workplace. Thus
mentoring is directed mostly at managerial personnel and is used frequently for graduate
recruitment programs.
Career Workshops
They arrange short-term workshops focusing on specific aspects of career management that aim
to provide employees with relevant knowledge, skills, and experience. These are specific to
providing certain skills, to help the individual learn about organizational processes and changes,
or to improve self-career management.
Career Counselling
It involves two-way communication between the employer and the employee, and two main
sources are available in ACI for conducting the counselling. The first is the direct manager (or
other higher manager) who has a good knowledge of the employee’s attitudes, behaviours, skills,
and so on, and the second is a human resource manager. Depending on the complexity and the
financial resources of the organization, external counselling is additionally and occasionally
provided.
Job Rotation
Job Rotation is a management approach where employees are shifted between two or more
assignments or jobs at regular intervals of time in order to expose them to all verticals of an
organization. It helps management in discovering the talent of employees and determining what
he or she is best at. On the other hand, it gives an individual a chance to explore his or her own
interests and gain experience in different fields or operations. Although ACI has not started to
implement this yet, they have made plans to do so. They are planning to conduct job rotation at
the initial stage of the employee’s career in the organization.

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4.2 Findings
As a giant advanced chemical industry (ACI), it has about more than eight thousand employees
in different position both home and foreign country.ACI maintains a complete, suitable, on
demand, and structural HR policies for their organization. ACI follows four processes when
conducting the career planning for their employees and they are -assessment of future career
aspirations, matching organizational needs with employee career orientation, succession
planning, organizational career plan and employee grooming. A five -year Career aspiration plan
is maintained by ACI to get to know their employees and grasp their professional objectives and
occupational aspirations, employers frequently inquire about their future job plans.ACI matches
the organizational needs with the career direction of its workers. ACI evaluates if an employee's
future aspirations align with the organization's objectives after evaluating their current
aspirations. ACI carries out succession planning after learning about employees' long-term
professional goals. It is a crucial component of ACI's career planning. Here, the corporation
seeks to place the employees in specific jobs over the next two to three years while also being
cognizant of their future career objectives. A comprehensive career path might include
promotions, lateral moves, job rotations, and training opportunities designed to help employees
develop specific skills. For managers and employees to successfully practice career mapping, HR
develops the necessary resources to facilitate the process. They arrange and implement several
types of employee skill development trainings- mentoring, career workshop, career counseling,
job rotation etc.
At the end of our findings, here we show the gap what we have learned from our theoretical
course and what are actually practiced by ACI limited in the area of career planning for their
employees. As per our interview with the HR of ACI limited we have found that ACI maintains a
standard career planning when they design their overall career planning program in case of
setting their employees career goals. We all have learned the theoretical knowledge which are
practiced by ACI in the area of career planning like assessment method of Career
Aspirations,how they match employees career goal with organization goal, Succession Planning,
Career Pathing, Career Ladder, Career Mapping, Training and Development etc.
But they don’t practice proper career management model, standard career and environmental
exploration program for their employees. They don’t follow strictly of all the steps of career
planning process. Both the managers and organizational responsibilities are not performed
properly. The life career planning rainbow they can’t maintain. So, there is a big gap between
what we have learned and what are actually practiced in ACI.

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Chapter 6: Conclusion and Recommendations
6.1 Conclusion
Advanced Chemical Industries (ACI) Limited, being one of the largest conglomerates in
Bangladesh operates across the country with a multi operational heritage. As a part of career
planning process provided by this organization, ACI follows four distinct processes while
conducting the career planning for their employees, which are- assessment of future career
aspirations, matching organizational needs with employee career orientation, succession
planning and organizational career plan and employee grooming. Career planning, which defines
goals and identifies the skills and experience an employee must gain to achieve them. It also
involves employee's career ladder within the organization. ACI also helps in career mapping, a
tool that managers and HR professionals can use during career planning discussions with
employees. It has some steps like self-assessment, individualized career map, exploring other
opportunities, training and development, monitoring, career workshops, career counseling, job
rotation. These well planned and distinct method for career development of employees make
ACI Limited one of the most effective and inspiring for employees to work with. These various
activities to make up the career development of employees is new in our country and not widely
used in organizations in such a broad way. For this reason, ACI has become one of the most
desired place to work in for new generation.

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6.2 Recommendations
Though ACI Limited is doing a great job in developing career of their employees, there are still
some scope for betterment. Leading employers know how important it is to place employees'
professional development at the heart of company policy. Talented professionals want to work
for a company that will help them build skills and knowledge and further their careers. ACI
should follow some activities to show their workers that they have both company and managers
support in their desire to grow professionally by applying the following strategies to promote the
development of employees:
1. Showing personal concern for staff members' career aspirations:
If any HR manager is in charge of a remote team, he/she will understand how crucial it is to keep
in touch with the employees. This connection should involve regular one-on-one meetings with
team members so you may stay informed of their expectations and objectives for their
professional lives. This type of manager support can make employees feel appreciated, which
will increase their productivity and loyalty.
2. Encourage employee training and development:
Employee career progression is aided by on-the-job training and ongoing education. Therefore,
you should encourage team members to enroll in courses and workshops related to business that
will develop their careers. Right now, virtual learning possibilities are essential for many teams,
and fortunately, there are lots of accessible options. (Even though finances are tighter right now,
bear in mind that investing in employee career development can result in a significant return on
investment for your company.)
3. Promote job shadowing and mentoring:
One of the best decisions a company can make at any moment, both for the firm's own success
and for the personal and professional development of its employees, is to establish a systematic
mentorship program. Mentoring is another powerful method for integrating distant workers.
4. Switch up employee roles:
Job rotation is a clever approach to change up your employees' everyday routines because the
human brain thrives on variation. Think about allowing workers to switch between similar but
different departments or positions. (A program for job rotation can help to make this easier.)
Your team members will benefit from these opportunities by learning new skills, developing a
greater respect for the work of their coworkers, and learning more about the company.
5. Encourage work-life harmony:
Career growth requires hard work, but that doesn't always entail committing to a never-ending
string of long workdays. Encourage your staff to work efficiently, be as productive as possible,
and carve out time for their extracurricular activities. This guidance is especially crucial for
distant team members who may occasionally struggle to separate their personal and professional

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lives.
6. Draw a broad picture:
Employees' roles take on more importance when they are reminded of the distinctive
contributions they make to the company's mission. It might also provide them more incentive to
take on more duties and grow within the company.
7. Establish a program for succession planning:
High-potential employees can realize through succession planning that you not only wish to
invest in their professional growth but also envisage them developing into future business
leaders. That message is strong. Therefore, don't neglect this crucial procedure. For each critical
role in your organization, develop a succession plan. Employees may be encouraged to acquire
the abilities and information necessary for professional progression.

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References
Albay, M., & Serbes, M. (2017). Importance of career planning and development in
education. International Journal of Social Sciences & Educational Studies, 4(2), 149-154.
Antoniu, E. (2010). Career planning process and its role in human resource development. Annals
of the university of petroşani, economics, 10(2), 13-22.
Gunkel, M., Schlaegel, C., Langella, I. M., & Peluchette, J. V. (2010). Personality and career
decisiveness: An international empirical comparison of business students' career
planning. Personnel Review.
Rahman, A. (2019). Performance Analysis of ACI Limited.
Salleh, A. M. M., Omar, K., Aburumman, O. J., Mat, N. H. N., & Almhairat, M. A. (2020). The
impact of career planning and career satisfaction on employee's turnover
intention. Entrepreneurship and Sustainability Issues, 8(1), 218.
Shanta Islam, S. (2019). Project Report on Human Resource Planning for Effective Business
Performance A case study on ACI Limited and Square Pharmaceuticals Limited.