Farjana Quader
Group Chief Human Resources Officer
Asrotex Group
Ms. Farjana Quader is a seasoned professional in the field of Human Resource Management, currently serving as the Group Chief Human Resources Officer at Asrotex Group. She holds a Bachelor of Business Administration (BBA) and an MBA with a specialization in HRM from the University of Dhaka. With a passion for guiding and mentoring individuals, her journey in HR has been marked by a commitment to empowering women, especially in the RMG industry. In her role as CHRO, she is dedicated to shaping the future of Asrotex Group through strategic initiatives, data-driven decision-making, organizational branding, and inclusive leadership development. Ms. Farjana’s leadership is instrumental in maintaining Asrotex Group’s competitive edge and fostering a dynamic and agile workforce.
Let’s learn about her journey.
The InCAP: Ms. Farjana Quader, please share your professional and academic peregrination for our readers!
Ms. Farjana Quader: I began my academic odyssey at the renowned University of Dhaka, achieving a Bachelor of Business Administration (BBA) degree. Fueled by a passion for knowledge and a keen interest in Human Resource Management, I pursued an MBA with an HRM specialization at the same distinguished institution.
Can you please provide an overview of your role and responsibilities as the Group Chief Human Resources Officer at Asrotex Group?
In my role as the Chief Human Resource Officer at Asrotex Group, I play a pivotal role in several strategic areas that contribute to the organization’s growth and success. I serve as a key partner in the company’s strategic transformation initiatives, working closely with senior leadership to drive and facilitate change within the organization.
One of my core responsibilities is to ensure future-proof talent development. This involves identifying and nurturing the skills and competencies required to keep our workforce aligned with the ever-evolving needs of our industry. I am actively involved in enhancing the organization’s culture and branding, aiming to create a work environment that not only attracts top talent but also fosters a strong sense of identity and purpose. This, in turn, helps us in our journey towards becoming recognized as one of the “Best Places to Work” in the industry.
As the CHRO, I’m committed to establishing best-in-class compliance practices, ensuring that our operations adhere to all relevant laws and regulations. This focus on compliance not only mitigates risks but also upholds the company’s reputation and integrity. Furthermore, my role involves aligning our sustainability goals with the United Nations Development Programme’s Sustainable Development Goals (SDGs). This alignment allows us to make meaningful contributions to the global sustainability agenda while ensuring our operations are environmentally and socially responsible.
What led you to pursue a career in human resources, and how has your journey brought you to your current position?
My journey in human resources has been driven by a deep-rooted desire to work with people and make a meaningful impact on their lives. From the very beginning, I had a profound conviction that there’s nothing more satisfying than guiding and mentoring individuals to shape their future. This innate passion for mentoring and building the careers of others led me to the field of HR.
My commitment to empowering and supporting women, particularly in the RMG (Ready-Made Garments) industry, further fueled my journey. It is this dedication that ultimately brought me to my current position as the Chief Human Resource Officer of Asrotex Group. In this role, I have the privilege of working with and positively impacting the lives of approximately 12,000 members of the Asrotex Group, which I consider an extended family.
Ms. Farjana Quader, can you please share some key initiatives or strategies you’ve implemented to promote employee engagement and satisfaction within Asrotex Group?
In my role as the Chief Human Resource Officer (CHRO) at Asrotex Group, I have undertaken several strategic initiatives that are instrumental in shaping our organization’s future. We have set forth on a path of formulating and implementing a comprehensive People Strategy designed to steer our direction over the next five years. This strategic blueprint is not just a plan on paper; we have already set the wheels in motion with the implementation phase well underway.
we’ve embraced the power of data and are in the process of implementing People Analytics within our organization. This data-driven approach allows us to make informed decisions and better understand our workforce dynamics, ultimately contributing to more effective and strategic HR practices.
To enhance our organizational identity and reputation, we have engaged in an extensive Organizational Branding campaign. This initiative aims to strengthen our image and presence in the industry and the market, thereby attracting top talent and partners.
In the realm of learning and development, we’ve launched a Self-Paced Learning & Development Platform. This platform empowers our employees to chart their own learning journeys and acquire new skills at their own pace, fostering a culture of continuous improvement.
One of our unique and significant programs is “Shopfloor to Boardroom,” a Leadership Development initiative tailored specifically for our female workers. This program not only empowers women within our workforce but also nurtures future leaders, ensuring that diverse voices are well-represented in leadership roles.
These initiatives collectively represent our commitment to fostering growth, innovation, and inclusivity within Asrotex Group. As we move forward, our focus remains firmly on the development of our people, the effective use of data, strengthening our brand, and empowering our workforce for the challenges and opportunities that lie ahead.
Asrotex Group operates in a highly competitive industry. How does your HR department contribute to maintaining a competitive edge through talent management?
At Asrotex Group, our HR department plays a central role in maintaining a competitive edge within our fiercely competitive industry through the implementation of effective talent management strategies. Several key initiatives are at the heart of our approach.
One of the pillars of our HR strategy is strategic workforce planning. We meticulously plan to ensure that we have the right talent, possessing the necessary skills, available at the right time. This proactive approach allows us to respond swiftly to the ever-changing market dynamics, making our workforce agile and adaptable to new challenges. Recruitment and talent acquisition are also fundamental to our success. Our HR department is committed to identifying and attracting top-tier talent in the industry. We utilize innovative recruitment techniques, including cutting-edge technology solutions, to source, evaluate, and hire the most qualified candidates.
We understand that investing in our employees is paramount. To this end, we continuously invest in learning and development programs to enhance the skills and capabilities of our workforce. This not only empowers our employees to excel in their roles but also ensures they remain current with industry trends.
Diversity and inclusion are at the core of our organizational culture. By fostering a diverse and inclusive workplace, we not only mirror the diverse markets we serve but also welcome a broader spectrum of perspectives and ideas. This inclusivity serves as a wellspring of competitive advantage.
Performance management is another integral aspect of our talent management strategy. We’ve implemented robust performance management systems that align individual and team goals with organizational objectives. This fosters a highly motivated and accountable workforce, significantly contributing to our competitiveness. Proactive succession planning is a hallmark of our HR department. We identify and nurture high-potential employees, cultivating future leaders from within the organization. This approach reduces our reliance on external talent and ensures the continuity of effective leadership. Talent retention remains a priority for us, recognizing the value of keeping our top performers onboard. We achieve this through competitive compensation, employee engagement initiatives, and by cultivating a positive work culture.
Lastly, our HR department operates with agility. We swiftly adapt to shifting industry conditions, whether it involves organizational restructuring, responding to new market demands, or addressing evolving workforce expectations.
What was your first job in life? How much was your first salary? What did you do with the first paycheck?
My very first job was as a lecturer at Stamford University in Bangladesh. I started with a humble salary of 30,000 Taka. It was a memorable moment in my life, and the paycheck signified the beginning of my professional journey. Instead of spending it, I chose to keep that paycheck and the notes associated with it. They hold a special place in my heart and bring me joy whenever I revisit them, as they represent the early stages of my career and the start of my professional development.
Ms. Farjana Quader, please say something to the readers!
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Quick Chat With Farjana Quader
The most outstanding achievement of your life as of now:
To be the mom of my lovely daughter.
Your Icon:
My Father, Messi.
Name the most influential books you have read:
The Holy Quran.
Your greatest fear:
Nothing.
Best piece of advice you’ve received:
The most valuable advice I’ve ever gotten is to welcome challenges positively.
You in only three words:
Adaptable, open-minded, Easy going.
Skill Set
- Hard Skills: Presentation skills, Communication skills, Time Management, and Employee engagement.
- Soft Skills: Public speaking, Business partner, Strategic decision, Empathetic, Problem solving, Teamwork, Leadership, self-motivated, and Quick learner.
The InCAP: Thank you, Ms. Farjana Quader! It’s a glittering conversation with you!
Ms. Farjana Quader: My pleasure! Wish you all the best! Thank you
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