1. PRESENTATION ON
REX SECURITY SERVICE Pvt.ltd
Presented by :
Group 1
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2. Sooner or later we came to that life is not worthy, if
we don’t let it to make some creation. So we thought
to be involved in making this project a worthy
collection.
We especially want to thank Mr. Govinda Tamang for
providing this opportunity. We also like to thank to
Rex security Service for kind co-operation and giving
relevant information.
Group members: Dilita thapa, kishor sapkota, Ashmita
Devkota, Deep Raj Bhandari.
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3. CRITICAL THINKING AND DECISION
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4. Group members interacting with MD
of Rex security service
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5. Table of contents
HEADING Slide no.
About the organization 6
Defining security guard 7
Types of guard in organization 8
Sources 9
Process flow of an organization 10-11
Problems in Organization 12
Rational decision making process in solving problems 13-26
case 27-28
Case process flow 29
conclusion 30
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6. About the organization
Rex security service was established in 2007.
Khagesh Ranjitkar is the managing director. It is
providing very good security service to the
customer. It is a legal, well registered or
organization. Its aim is to provide security to
hotels, industries, under constructing
buildings, organization’s, banks, education, private
company etc.. by sitting under the Nepal's law. It
provides security to national and international level
for VIP political leaders, celebrities. Such as in
Macau,delhi
It also provide the training to the people and
generates employment.
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7. Who is security guard?
7
PEOPLE WHO STANDS IN DOOR IS NOT
ONLY A SECURITY GUARD. IN NATIONAL
LEVEL WHO CONTROLS THE CROWD , WHO
PROTECT THE PEOPLE FROM DANGEROUS
SITUATION, WHO SECURE THE
PEOPLE, WHO IS VERY ALERT IN HIS WORK
IS SECURITY GUARD.
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8. Types of guard in this
organization
Bouncer
Life guard
Watch man
Body guard
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9. people from Rural and remote areas
villages
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10. Raw (man power)
Security
training
Neighbor, pe Process
10Business
ople and flow
person job
police diagram
Identity of criminal
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11. Not qualified Not qualified Not qualified
If not approved
If fault If any record
Step 1 Step 2 Step 3
Raw man power Search for
(with cv) Medical check up
criminal record
Step 5 Step 4
ATM’S
BANK’S Supply of man
Training
HOSPITAL’S power
NGO’S etc…
Neighbor , people
FIG: Process flow model of Rex Security
Service
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12. Problems arise in organization
•Misuse of authority
•Selfishness
•Competitors
•Punctuality problems
•Psychological behavior
•Drinking alcohol in duty
•Police problem
•Union conflicts
Turnover Major
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13. Rational decision making process to solve the
problem In Rex security service
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14. What exactly is employee turnover
STEP 1:Identification of Problem (Employee turnover)
?
According to Biz-Development, employee turnover is
the number of permanent employees leaving the
company within the reported period versus the
number of actual Active Permanent employees on the
last day of the previous reported period (physical
headcount).
It
is the difference in the rate of employees leaving a
company and new employees filling up their positions.
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15. Major causes of employee
turnover in organization?
Competitor’s persuade to provide more facilities.
Salary scale
Union conflicts
Benefits
Advancement and Promotion policies
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16. STEP 2: Identification of Decision criteria
Relevant criteria might be..
 Provide more facilities
 The criteria to provide more facilities to
employee could include:
performance, cost , effectiveness
, efficiency , expected profit
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17. Step3: Allocation of Weight to criteria
 Which criteria are more or less
important?
 Relative Absolute comparisons
 Each criterion is compared to a standard or
ranked on its own merits
 Comparisons
 Each criterion is compared directly to every
other criterion
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18. Table: criteria and weight in providing more
facilities
Criteria Weight
performance 10
cost 8 In this performance
criteria has received
the highest
Expected pay off 7
weight/importance
(Scale 1 to 10)
effectiveness 5
efficiency 4
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19. Step4 : Development of alternatives
 Inside organization facilities
 Outside organization facilities
 Motivation
 Multilevel facilities
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20. Assessment of providing facilities alternatives
Alternatives performance cost Expected effectiven efficiency Total
payoff ess
Inside organization 7 8 5 4 6 30
facilities
Outside organization 3 6 4 7 8 29
facilities
motivation 8 8 7 5 6 34
Multilevel level 9 8 5 3 2 27
facilities
In this table motivation has received high score
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21. Step5 : Analysis of alternatives
 Evaluation involves assessing all possible
alternatives in terms of predetermined
decision criteria.
 Will the alternative bring us near to goal?
 Evaluation process usually includes
1. Describing the anticipated outcomes of
each alternative
2. Evaluating the anticipated costs of each
alternatives
3. Estimating the uncertainties and risks
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22. Evaluating alternatives in the decision making process
Is the Is the Are the alternative Retain further
alternative yes alternative yes consequences yes consideration
feasible? satisfactory? affordable?
n n n
o o o
Eliminate Eliminate Eliminate
from from from
consideration consideration consideration
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23. Step6 : Selection of alternatives
 Select best alternatives from available
alternatives
 Choosing the best among the
available alternative is real crux of
decision making
 Selecting the best alternative is not
easy task.
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24. Weighting of facilities(assessment *criteria)
Alternatives Performance Cost Expected Effectiveness Efficiency Total
(10) (8) payoff (5) (4)
(7)
Inside 7 70 8 64 8 56 4 20 6 24 234
organization
facilities
Outside 3 30 6 48 4 28 7 35 8 32 173
organization
facilities
motivation 8 80 8 64 7 49 5 25 6 24 242
Multilevel level 9 90 8 64 5 35 3 15 2 8 212
facilities
It is clear from the above table that Motivation is the best alternatives to be selected among
four alternatives since it have highest score 242.
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25. Step 7: Implementation of alternative
 Keeping the decision into action
 Success of implementation depends
upon the reward structure, leadership
style, communication system and
group dynamic.
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26. Step8: Evaluation of decision effectiveness
 Checking the result of ones decision
 Is decision good or bad?
 Is the implemented alternative
appears working or not?
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27.  On June 22 min bahaur and Rai bahadur from kabre district come
seeking job in Rex security service. As rex security wanted 2 more
employees for their organization and they had vacancy announcement in
Kantipur .
 Md of Rex ask them for CV.
 On june 23 they submitted their CV to receptionist of Rex. Their CV was
approved by MD.
 On june 24 sent to for medical check up.
 Min bahadhur was fit and fine but Rai badhur has tuberculosis. So min
bahadhur was appointed for further step but shyam bahadhur have to
return home.
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28.  The rex security service check the criminal record of min
bahadhur . He was free from criminal activities.
 Min bahadhur was selected for life guard as he know
swimming.
 He was sent for training on June 26
 After the complementation of 1 week training he was
perfect for his job
 And on july 3 he was send to Mahendra police club for
security guard in swimming pool.
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29. Rai bahadhur
(return back)
Medical Criminal record
Min bahadhur and
Min bahadhur was (min badhur was
Rai bahadhur
only approved free)
Work station
Politeness,
interaction He was sent to Gone for training
with mahendra police club
neighbor
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30. conclusion
 Process flow diagram talks about input, process and
out put of the organization
 In our case we use process flow for how employee
are taken in organization
 Process flow diagram shows how the system works
in the organization.
 Through the rational decision making process
motivation is found to be the best alternatives to
control employee turnover
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31. AGENDA
Date ACTIVITIES
June 14 Group meeting about project (1 hour)
June 15 •Visited organization
•Interaction with MD
•Information collection
June 16 Paper work on project ( By Individual member)
June 17 Analysis of paper work through group meeting
June 18 Preparation of slides
June 19 Finalization of Slides in group meeting
June 20 Division of slides to each individuals for presentation
June 22 Work completed .
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