Upcoming Training

• New Amendments of 2018
• Introduction to Bangladesh labor Act 2006 and Bangladesh labor Rule 2015
• Classification of workers, Employers
• Approval of Service Rules
• License of Contracting Agencies
• Misconduct, Punishment and Disciplinary Proceedings,
• Employer and Employee control under section 28 (ka)
• Appointment of Juvenile worker
• Behavior with pregnant worker.
• Health, Safety and Welfare
• Function and eligibility of welfare officer
• Formation and function of Safety committee 
• Child Room, Canteen and Canteen Management Committee,
• working hour  and  OT calculation
• Different type of Leave [Annual, Festival etc], its calculation and payment
• Wage and Piece rate worker, wage deduction, ADR for Wage
• Trade Union, CBA and its Registration,
• Formation and function of Participation Committee
• Profit Participation: Its rules and procedure
• Formation of Provident Fund, Rules and Trusty Board
• Apprenticeship
• Power and responsibility of Director of Labor
• Power and responsibility of Inspector’
• Approval of Factory’s Layout plan and Registration Procedure
• Different Forms and Reporting formats and procedure

After completion of the session participants will be able to :

• Participant will be able to understand Labor law 2006 and Labor (amendment) Act,2013 properly from the practical experiences.
• Participant will be able to understand the new changes in Labor (amendment) Act,2013
• Participants will be able to understand all rules, regulations and discussion in the latest gazette of Bangladesh Labor Rules 2015
• Participant will be able to draft the show cause letter, charge sheet, investigation, dismissal letter and able to understand the common mistakes, lacunas of the process in line with Labor (amendment) Act, 2013;
• Participant will be able to handle and resolve industrial dispute in accordance to the new Labor (amendment) Act, 2013.

Who will be benefited:

• Management/ MD/ CEO
• HR Personnel / Potential HR Personnel
• Management / HR Consultants
• Compliance Personnel/ Practitioners
• Factory Manager/ Administrator

Trainer's profile

Mr. Jafrul Hasan Sharif has over 17 years of experience, working in the field of corporate legal service, labor matter, compliance audit, and human rights issues as a lawyer. Mr. Sharif has vast experience in resolving labor disputes, legal implication of human resource management, labor compliance in the industries and alternative dispute resolution. Mr. Sharif has expertise on dealing labor, other civil and criminal cases in the lower and upper Judiciary.Currently Mr. Sharif working as a Labor Law expert in the labor law and policy reform committee of the Labor and Employment Ministry of the Government of Bangladesh, He drafted the Labor Law 2006, The Labor (amendment) Act 2013 and National Labor Policy of Bangladesh. The National Labor Policy 2012 approves by the cabinet after thirty two years of countries labor policy of 1982. He also drafted the labor Rule 2015, National Inspection Policy and Inspection Manual for the ministry of labor and Employment as a core member of the drafting committee. He also reviewed and supported the government to reform upcoming BEPZA Labor Act 2015. In addition, Mr. Sharif is a reputed resource person and experienced trainer on legal affairs, labor and industrial relations. He conducts training courses, workshops, seminars for government officials, corporate bodies, police officials, judges, lawyers and non-governmental organizations on Labor Laws, corporate legal issues, alternative dispute resolution, human rights and legal aid.

 In addition, Mr. Sharif also contributed for developing human resource manual for the Readymade Garments Industries as per labor laws of Bangladesh; the document was prepared for IIFC, as a legal consultant of IIFC, a project of World Bank. He also contributed for developing social compliance training module for GIZ. He also worked as a GIZ consultant for developing social compliance standard for RMG industries in Bangladesh. He also works as labor expert to conduct Bangladesh Labor Assessment for US Mission under the US State Department in 2008 and 2014. He also Prepare code of conduct and labor compliance documents for Shrimp Processing industries of Bangladesh as legal consultant of USAID.

Mr. Sharif has Master’s and Bachelor’s degree in Law from the University of Dhaka and is an enrolled Lawyer of the Supreme Court of Bangladesh. He has completed his post graduation in personnel management in Bangladesh Institute of Management; he is also a certified lead auditor for SA 8000. Since January 2007 Mr. Sharif is also working as a regular resource person of Bangladesh Institute of Management (BIM) and Civil Service College (CSC) as a legal and labor law expert. He is also the member of National Occupational Health and Safety Council, an advisory council run by the government under the supervision of Ministry of Labor and Employment. Currently Mr. Sharif is a practicing lawyer of the Supreme Court of Bangladesh, senior partner and chairman of Attorneys, a legal and management consulting firm.

Mr. Jafrul Hasan Sharif advices different national and international organization like Grameen Phone, ROBI Axiata Ltd, Airtel, Ericson, NEC Corporation (Japan), Heidelberg Cement Group(Germany), Bata, Pan Pacific Sonorgaon Hotel, Ruposhi Bangla (Intercontinental) Hotel, Hotel Grand Sultan, R-pac ltd, Standard Chartered Bank, City Bank, Prime Bank Limited, Primark, Marico (India), Dabor (India), Emami (india), Summit Communications, Multiline GmbH (Germany), Source Direct International UK (Little wood), Campvally HK, Bohemian Travel Gear Ltd, Evergreen (BD) ltd China, King Kong Group, Hansol Group Korea, TUV SUD, Intertek, ITS Lab Test, MASCO Group, Up2date, Bangladesh Frozen Foods Exporters Association (BFFEA), Oxfam GB, MSF Holland, Project Concern International (PSI) USA, BWAA(Australia), Bangladesh Shrimp and Fish Foundation (BSFF) etc.

Course Descriptions:

Introduction:

Business is challenging, especially during difficult economic times. It is also extremely competitive and our customers are becoming increasingly discerning. As a result business leaders and senior executives are all looking to improve performance, minimize errors and seek out new and novel ways to gain the edge over their competition. KPIs – when properly understood and used effectively provide a powerful tool in achieving just that.

KPIs are a ubiquitous in modern business. They are everywhere – common almost. And yet businesses that are using KPIs correctly and effectively are not common. Knowing about KPIs and understanding their relevance is ofcourse important and we’ll explore these essential topics in this workshop. But, when push comes to shove KPIs are only really useful if you identify the right ones to measure for your business and only measure those ones. They will only deliver mission critical data if you then use the KPIs and analyze what they tell you on a regular basis to inform and illuminate your decision making.

This workshop is therefore specifically designed to ensure that you design, implement and use KPIs correctly for the maximum impact with the minimum fuss. When used properly KPIs can become the compass that can guide you through even the choppiest of corporate waters leading your business to even greater success and prosperity.

Objective/ Benefit: After completion of this course participants will be able to:

1. Understand the concept and practices of KPI
2. Design and Measure KPI
3. Align KPI in every level
4. Implement KPI Project like KPI Professional
5. Drive Business Performance through KPI based PMS

Resource Person:

Rupak M Nasrullah Zaidi, BBHR, Certified Business Consultant, Certified KPI Professional, OD & HR Practitioner & Accredited Management Consultant

Mr. Zaidi is Training, Organization Development and HR specialist having more than 18 years’ experience in different industry. He is a Business Process Reengineering Consultant. He is a senior Fellow of Management & Strategy Institute – USA. He has exposure as KPI consultant at home and abroad. He is a Certified KPI Professional from KPI Institute, Australia & also Member of KPI Institute Australia. He has completed Masters in HRM under the University of Dhaka. He has also completed Advance Diploma in NLP from the American NLP Board. He received World Training & Development Leadership Award in 2016. He is a Lean Six Sigma Black Belt in HR [BBHR], certified Lean Office Professional, Certified Kaizen Facilitator. He is a Professional International Member of Association for Talent Development [ATD, largest association for training & development worldwide], a member of Certified Professional Trainer Network [CPTN] - Canada & certified Trainer from City & Gild– UK. He is also member of American Management Association (AMA) and Society for Human Resource Management (SHRM) USA. He is also a Management Consultant accredited by Institute of Management Consultant Bangladesh. Mr. Zaidi attended as speakers in International Conferences in Singapore, Malaysia, India, Bangladesh and Nepal. He is also guest faculty for Public & Private Universities in Bangladesh.

Mr. Zaidi has rendered Consultancy Service for Business Management, Business Process Reengineering, Setting KPI, designing effective Performance Management System, Running Assessment Centre, Organization Restructuring, HR Audit, Process Development, and Competency Mapping for Human Resources, Organization Development, for more than 30 organizations at home and abroad. He is an expert Performance Coach for different functions. He has conducted training in different countries including Singapore, Malaysia, India, Nepal, and Bangladesh.

He has conducted training in different organization on different soft and hard skill. He is an expert trainer in HR, Operational Excellence, Office Kaizen, Office ‘5 S’, Lean Office, Salesmanship, Organization Development, Organizational Leadership, Team Building, Change management, Negotiation, Customer Service and other soft skills. He has also exposures in Management Consulting. He did consultancy for more than 15 organizations regarding their HR & Compliance Audit. He also did management consultancy for organization restructuring and development, HR Auditing, HR Setup. He also runs Assessment Center for different organization. He is an HR Auditor and also a good motivational speaker.  He worked on Training with renowned multinational, national, group of companies on different topics.

He has contributed in the HR Development in the country through his research based studies, knowledge sharing sessions, analytical paper preparation, information based module and material preparation and sharing. He is now servicing in Power Grid Company of Bangladesh Ltd. as DGM-HR.  He is the Secretary General of Professional Society for Bangladesh [PSB]. He is the fellow member of Bangladesh Society for Human Resources management [BSHRM], member of Worldwide Trainers Forum.

Brief outline:

• •getting the facts about a job
• •effective JE manager interviews
• •“strategic” and other job exaggerations
• •validation of JE results
• •governance and administration of JE
• •In-depth explanation of the Hay system

This program is recognied by HRCI & SHRM for recertification point

Job evaluation is defined here as the process of examining, describing and evaluating the content of the function and ranking of related functions. The value of the job attached to it on the basis of its weight is increased by a reward for the broader employability of the employee in multiple jobs. Also the competencies an employee demonstrates and the potential he possesses become more and more important and consequently deserve higher rewards. A major challenge is how the level of these rewards should be established.

There are different methods are in practice for Job Evaluation purpose. However major organizations are practicing Job Evaluation with the help of external experts. In this workshop different methods will be discussed in brief.

Resource Person:

Mr. Thomas A Farmer, CCP, SPHR, ACTA is Managing Director of Freelance Total Rewards, a Singapore-based consultancy founded in 2013. Formerly with Hewitt and Mercer, Tom has more than 10 years consulting experience, on top of 20 years of corporate experience. He has consulted more than 150 companies on compensation practices. His blogs on total rewards topics have been read by more than 10,000 people in 120 countries. Tom was Vice President, Compensation and Benefits for InterContinental Hotels group for the Americas and Asia Pacific regions, with global responsibility for several business areas and rewards functions. Since 2014, Tom has trained more than 1,000 HR professionals and more than 500 line managers on total rewards topics. He is a WorldatWork GRP certification faculty.

Module-1: Concept & Practice of BPR

• Concept of BPR
• Benefits of BPR
• When BPR is suitable
• Characteristics of BPR
• Difference between BPR & Continuous Improvement
• Principles of BPR
• Key Focus of BPR
• Productive Resource Deployment
• BPR is not an isolated event
• Rules of BPR Project
• Phases of BPR

Module-2: Business Process Management

• What is Business Process
• Applying Management-by-Fact in Process Management
• Key Process Element
• Key Dimension of Process Management

Module-3: Phases of BPR

• Phase-1: Organize for BPR
• Phase-2: Process Diagnosis
• Phase-3: Process Redesign
• Phase-4: Process Deployment

Module-4: BPR & Organizational Performance

• Organizational Impact of Process Reengineering
• Role of Change management to get impact of BPR
• Why BPR Fails
• How to get the best from BPR

Introduction: Business Process Reengineering (BPR) is the fundamental rethinking and radical redesign of business processes enabled by information technology to achieve dramatic improvements in business performance.  BPR may be the answer to organizations who are expecting results over and beyond what continuous improvement techniques can offer.  Companies that have successfully reengineered are Ford, Bell Atlantic, Mutual Benefit Insurance and Xerox among others. 

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Learning Objectives: After successful completion of the workshop, participants will

1. Be equipped with the principles and concepts of Business Process Reengineering
2. Be familiarize with the characteristics of Reengineered processes
3. Learn a structured approach to Reengineer Processes for maximum productivity
4. Gain knowledge on the impacts of BPR and guidelines for change management
5. Be able to implement BPR in organization

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Learning Objectives: You will learn how to:

• Set the mix of base pay and variable/incentive pay
• Select target-based, commission or formula-based approaches
• Review an existing sales compensation plan for improvement
• Determine who should be on a sales compensation plan, by type of role
• Select performance measures including various metrics for sales and sales effectiveness
• Set targets/quotas and thresholds properly
• Decide on frequency of payout and use a cumulative quarterly approach where appropriate
• Recommend to your company use of a cap, soft-cap or no cap on sales incentives
• Communicate your sales incentive plan effectively
• Form and lead a sales incentive design team

This program is recognized by HRCI & SHRM for recertification point

Total Reward/ Compensation is one of the most strategic areas for Present HR. Total Reward plays very vital role in answering 3 key question on Talent Management: Why People JOIN with us, why some people LEAVE us & why some other people STAY with us. Designing strategic Total Reward plan is very vital for any organization. In case of Reward for Sales activity, the designing should be very perfect. This workshop will help to understand, learn and apply the skills for designing compensation plan for sales.

Join this half-day overview on sales compensation design with several real-life examples of sales compensation practices in effective organizations.

Who should attend

Anyone responsible for design or operation of sales compensation plans, including HR, rewards or sales department leaders who wish to maximize sales performance through alignment of compensation with sales objectives.

Resource Person:

Mr. Thomas A Farmer, CCP, SPHR, ACTA is Managing Director of Freelance Total Rewards, a Singapore-based consultancy founded in 2013. Formerly with Hewitt and Mercer, Tom has more than 10 years consulting experience, on top of 20 years of corporate experience. He has consulted more than 150 companies on compensation practices. His blogs on total rewards topics have been read by more than 10,000 people in 120 countries. Tom was Vice President, Compensation and Benefits for InterContinental Hotels group for the Americas and Asia Pacific regions, with global responsibility for several business areas and rewards functions. Since 2014, Tom has trained more than 1,000 HR professionals and more than 500 line managers on total rewards topics. He is a WorldatWork GRP certification faculty.

True Facilitation relies on both the Art and the Science to be achieved… 

The Roots of Facilitation: What is Learning? Why Learning takes place? When does Learning occur? What are the different ways that enabled Learning? What are the tools to enhance Learning?   We call it The Roots of Facilitation, also known as the Sciences of Facilitation.  Without the Science of Facilitation, Learning will never be True.

The Sculptures of Facilitation: Layering over the foundation of Science is the Art of Facilitation.  It takes us a lifetime to understand what exactly it is, not to mention to perfect it.  It involves Emotions, Perceptions, Recipients, Conditions, Connectivity, Triggers, Visuals, Hearings and Sensory.  Surrounding them are structured techniques such as Shaping the Air, Question without Questioning, Telling without Telling, Elevating the Grounds, Reaching new Heights, Trips and Traps, Heart Body and Soul.  We call them the Sculptures of Facilitation, also known as “It’s a Piece of Art”.

“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. This program is valid for 3 PDCs for the SHRM-CP^® or SHRM-SCP^®. For more information about certification or recertification, please visit www.shrmcertification.org.”

Resource Person: Mr. Roy Lai, President, STADA-Singapore

For 20 years, Roy has been a principal consultant, head facilitator, executive coach and master trainer. A prominent speaker, he has addressed more than 100,000 delegates and facilitated above 15,000 hours of learning programs internationally.

As a consultant, Roy has facilitated thousands of programs with delegates from different continents. His audiences include representatives from the SMEs, multinational companies and listed companies. Roy has provided training to delegates from well over 500 companies.

The TRUE POWER of Leadership

“WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. This program is valid for 3 PDCs for the SHRM-CP^® or SHRM-SCP^®. For more information about certification or recertification, please visit www.shrmcertification.org.”

Resource Person: Mr. Roy Lai, President, STADA-Singapore

For 20 years, Roy has been a principal consultant, head facilitator, executive coach and master trainer. A prominent speaker, he has addressed more than 100,000 delegates and facilitated above 15,000 hours of learning programs internationally.

As a consultant, Roy has facilitated thousands of programs with delegates from different continents. His audiences include representatives from the SMEs, multinational companies and listed companies. Roy has provided training to delegates from well over 500 companies.

Contents

Session-1:

• What is Internal Audit?
• Internal Audit- Code of Ethics
• Principles of Audit
• Steps for Standard Audit
• Characteristics & Attributes of a Highly effective Internal Auditor
• HR Audit: Concept
• Objectives & Purpose of HR Audit
• Benefit of HR Audit
• Principles of Effective HR Auditing
• Knowledge, Skills & Attitude of an HR Auditor
• Tasks of an HR Auditor
• Types of HR Audit
• HR Audit Tools
• Approaches of HR Audit
• Scope of HR Audit

Session-2

• Steps/ Stages of HR Audit
• Techniques of Auditing
• Method of HR Audit
• Areas of HR Audit
• Documents for HR Audit
• HR Audit Check List

Session-3

• Specific Task during HR Audit
• Audit of Recruitment Function
• Audit of Personal File
• Audit of Compensation Functions
• Audit of Training Functions
• Audit of Personnel

Session-4

• Audit of Employee Separation Case
• Audit of Disciplinary Case
• Critical areas to be addressed for HR Audit preparation
• HR Audit Report Preparation
• Tips for Facing Audit

Introduction:

An HR audit involves an objective look at the company’s HR policies, practices, procedures and strategies to protect the company, establish best practices and identify opportunities for improvement. An objective review of the company’s “current state” can help you evaluate whether specific practice areas are adequate, legal and/or effective. The results can provide decision-makers with the information necessary to decide what areas need improvement.

An HR audit can be structured to be either comprehensive or specifically focused. There are several types of audits, and each is designed to accomplish different objectives. Some of the more common types are:

Compliance: Focuses on how well the company is complying with policy-procedures, present international and local laws and regulations.

Best Practices: Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.

Strategic: Focuses on the strengths and weaknesses of systems and processes to determine whether they align with the HR department’s and/or the company’s strategic plan.

Function-Specific: Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention, etc.).

This workshop will help participants to be conversant in every area of HR Audit Preparation and Conduction.

Target Participants

1. HR Personnel (any level)
2. Internal/ External Auditor
3. Management / HR Consultants
4. Potential HR Personnel

Outcome of the Program: After successful completion of the program, the participants will

1.be an Auditor to conduct HR Audit

2.be an expert to face HR Audit

3.be an HR generalist to perform HR function in a standard and effective way

4. be a consultant for setting standard HR system

Resource Person: Rupak M Nasrullah Zaidi, KPI, OD & HR Practitioner, Business & Management Consultant

Mr. Zaidi is Training, Organization Development and HR specialist having more than 18 years’ experience in different industry. He is a Business Process Reengineering Consultant. He is a senior Fellow of Management & Strategy Institute – USA. He has exposure as KPI consultant at home and abroad. He is Member of KPI Institute Australia. He has completed Masters in HRM under the University of Dhaka. He received World Training & Development Leadership Award in 2016. He is a certified Lean Office Professional. He is a Professional International Member of Association for Talent Development [ATD, largest association for training & development worldwide], a member of Certified Professional Trainer Network [CPTN] - Canada & certified Trainer from City & Gild– UK. He is also member of American Management Association (AMA) and Society for Human Resource Management (SHRM) USA. He is also a Management Consultant accredited by Institute of Management Consultant Bangladesh. Mr. Zaidi attended as speakers in International Conferences in Singapore, Malaysia, India, Bangladesh and Nepal. He is also guest faculty for Public & Private Universities in Bangladesh.

Mr. Zaidi has rendered Consultancy Service for Business Process Reengineering, Setting KPI, designing effective Performance Management System, Running Assessment Centre, Organization Restructuring, HR Audit, Process Development, and Competency Mapping for Human Resources, Organization Development, for more than 30 organizations at home and abroad. He is an expert Performance Coach for different functions. He has conducted training in different countries including Singapore, Malaysia, India, Nepal, Bangladesh.

He has conducted training in different organization on different soft and hard skill. He is an expert trainer in HR, Operational Excellence, Office Kaizen, Office ‘5 S’, Lean Office, Salesmanship, Organization Development, Organizational Leadership, Team Building, Change management, Negotiation, Customer Service and other soft skills. He has also exposures in Management Consulting. He did consultancy for more than 15 organizations regarding their HR & Compliance Audit. He also did management consultancy for organization restructuring and development, HR Auditing, HR Setup. He also runs Assessment Center for different organization. He is an HR Auditor and also a good motivational speaker.  He worked on Training with renowned multinational, national, group of companies on different topics.

He has contributed in the HR Development in the country through his research based studies, knowledge sharing sessions, analytical paper preparation, information based module and material preparation and sharing. He is now servicing in Power Grid Company of Bangladesh Ltd. as DGM-HR.  He is the Secretary General of Professional Society for Bangladesh [PSB]. He is the fellow member of Bangladesh Society for Human Resources management [BSHRM], member of Worldwide Trainers Forum. 

Session-1: Insight Thought of Corporate Leadership

Discussion Points

• Leader Vs Corporate Leader
• General Competencies for Corporate Leadership
• Self Assessment: Leadership Capacity

• Building Capacity for being successful leader: Approach and way forward

Session-2: Approaches of Corporate Leadership & its Competencies

Discussion Points

• Lead the People
• Lead the Process
• Lead the Performance
• Lead the TEAM
• Lead the Decision
• Lead the situation
• Lead the Leader

• Competencies required for every Approaches of Corporate Leadership

Session-3: See the Leader, Be the Leader

• Realizing Leadership through Objective Structured Practical Exercise [OSPE]

Discussion Points

• Realize Leadership through scenario
• Situation based Leadership Competencies and Challenges
• Relationship of Organizational Values with Leadership Competencies

Session-4: Choice the Shoe

• Individual Exercise to define the Role Profile of Manager and Leader

Discussion Points

• Role of Leader Vs Manager
• Choice the Shoe for the Profile
• Understand the Challenges of ACT as Manager or Leader

Session-5: Employing the power of engaging leadership

• Reinforce learning and relate the appreciation word for every member

Discussion Points

• Engaging People: The Key to Unlocking Commitment
• Building the Foundations for Engaging People
• Knowing the Secrets of Engaging Leaders

• Recognizing Your Existing Skills
• Developing the Courage to Speak Your Mind
• Sensing for Success
• Being Brilliant at Building Commitment

Session-6: Leading People to Peak Performance

Group Exercise regarding lead the performance

Discussion Points

• Being a Great Role Model
• Acting Before Avalanches
• Leading Under-performers Towards Your Peak
• Coaching the Good Towards Greatness

Introduction: 

Effective leadership is an important skill in the professional arena. A skilled leader is a strong communicator, motivator and problem solver. Building teams, motivating employees, assessing client needs and managing conflicts are some of the critical tasks of a leader. Here are some strategies for being a successful leader in the workplace.

Our common and traditional approach to leadership hasn’t significantly evolved since the dawn of the industrial age.  When it comes to managing people in a work environment, we’ve always treated workers like any other input: squeeze as much as much out of them as possible and pay them as little as possible.

This idea was introduced nearly a century ago when the expansion of the US economy largely was based on industrial machinery.  Workers were required to perform relatively unchallenging tasks and were easily replaceable.  Companies motivated workers primarily with money, paying by the piece to reward those who produced the most widgets.

Extensive research confirms that people want to grow and develop in the roles.  They want to feel valued and appreciated by their leaders, and to know their work has significance.  And, just as Abraham Maslow predicted 70 years ago, they seek to feel fulfilled and even maximized by the work they do.

Workplace leadership is failing today largely because it has yet to acknowledge the importance of “emotional currency™” – a form of reward that makes people feel important, supported, valued, developed and appreciated.  In fact, science now has proved that it’s our feelings and emotions that determine our level of engagement in life, what motivates us, and what we care most about. 

Objective:

• To Conduct Self assessment
• To realize the Role Profile of Leader and Manager
• To understand and conceptualize traits of Leadership
• To have dummy practice of Leadership building
• To understand different challenges of Leadership
• To practice for relating different values of the organization with leadership competencies
• Reinforce the Leadership Cycle

Resource Profile:

Mr. Zaidi is Training, Organization Development and HR specialist having more than 17 years’ experience in different industry. He is a Business Process Reengineering Consultant. He has exposure as KPI consultant at home and abroad. He has completed Masters in HRM under the University of Dhaka. He received World Training & Development Leadership Award in 2016. He is Member of KPI Institute Australia. He is a certified Lean Office Professional. He is a Professional International Member of Association for Talent Development [ATD, largest association for training & development worldwide], a member of Certified Professional Trainer Network [CPTN] - Canada & certified Trainer from City & Gild– UK. He is also member of American Management Association (AMA) and Society for Human Resource Management (SHRM) USA. He is also a Management Consultant accredited by Institute of Management Consultant Bangladesh. Mr. Zaidi attended as speakers in International Conferences in Singapore, India and Nepal. He also presented papers in different National and International Conferences. He is also guest faculty for leading Private Universities in Bangladesh.

Mr. Zaidi has rendered Consultancy Service for Business Process Reengineering, Setting KPI, designing effective Performance Management System, Running Assessment Centre, Organization Restructuring, HR Audit, Process Development, Competency Mapping for Human Resources, Organization Development, for more than 30 organizations at home and abroad. He is an expert Performance Coach for different functions. He has conducted training in different countries including Singapore, Malaysia, India, Nepal, Bangladesh.

He has conducted training in different organization on different soft and hard skill. He is an expert trainer in HR, Operational Excellence, Office Kaizen, Office ‘5 S’, Lean Office, Salesmanship, Organization Development, Organizational Leadership, Team Building, Change management, Negotiation, Customer Service and other soft skills. He has also exposures in Management Consulting. He did consultancy for more than 15 organizations regarding their HR & Compliance Audit. He also did management consultancy for organization restructuring and development, HR Auditing, HR Setup. He also runs Assessment Center for different organization. He is an HR Auditor and also a good motivational speaker.  He worked on Training with renowned multinational, national, group of companies on different topics.

He has contributed in the HR Development in the country through his research based studies, knowledge sharing sessions, analytical paper preparation, information based module and material preparation and sharing. He is now servicing in Power Grid Company of Bangladesh Ltd. as DGM-HR.  He is the Secretary General of Professional Society for Bangladesh [PSB]. He is the fellow member of Bangladesh Society for Human Resources management [BSHRM], member of Worldwide Trainers Forum.