24/7 writing help on your phone
Save to my list
Remove from my list
At the very beginning I express gratitude to my honorable course instructor Kazi Tareq ullah for his splendid suggestion, fantastic guidance, necessary recommendation, positive reinforcement, effective discipline, justice & fairness, recognition & rewards. His motivation power is also enormous for which I engaged my best efforts to prepare such a report of findings.
I am proud to state that I got such a course instructor who was very much friendly with me. So, all thanks go to him as he extended hand for me wherever I needed.
In fact, he made the course interesting to me and I can
say proudly that I know something about different areas of business communication and organization analysis.
I would like to thank to my classmates whose inspiration and co-operation helped me a lot during conducting the internship.
In keeping with the vision and philosophy to be a truly strategic business partner to customers windy has made every effort to be involved at all levels of the business process.
The in-house Design & Product Development team is backed with a dedicated sampling facility for fabrics and garments allowing windy to assist customers in their product development process and ensure a relevant and timely product for the market. Windy is set to be an integral partner providing a wide range of support and services across the entire supply chain. Windy’s 100% export oriented garment factories have a current annual production capacity of 5 million garments with a projected target of 15 million high quality garments.
These combine the best of the indigenous features of Bangladesh such as easy availability of low cost skilled labor with focused investment in modern technology and qualified professionals.
With strong focus on differentiated, innovative and value added products, the company has strengthened its design team and expanded its product development activities. With the trend–right products, it has been able to increase business substantially with the fashion forward customers. The company participated in international fair in many countries was highly appreciated by the customers which enhanced its reputation and increased its visibility in the international market.
In the backdrop of quota elimination, uncertainties in the global market scenario, the company’s aggressive marketing team has been able to establish itself firmly to the customers as an important partner in the supply chain.
Windy has invested in modern machinery and coupled this with superior
technical expertise to ensure excellent quality in each of the 10,000 dress and casual shirts, 3,000 knit tops and 2,000 jeans and woven bottoms produced daily. The windy formula for success is to maximize the inexpensive skilled labor with management from a high tech perspective. Industrial engineering and work-study play and important role with software such as GSD & FMS used for data driven production management to maximize efficiency. The organization is managed by a group of top tier professionals specifically hired for their expertise in the various aspects of the garment production process. Regular training updates and technical inputs from visiting professionals and consultants equip all windy employees to excel in their areas and ensure top-notch product quality, value and service are received by business partners. In-spite these excellent facilities in fact, the company is facing tremendous problem in customer service. The Company can’t maintain its delivery schedule as required by the customers in most of the orders.
In the bottom line, I do believe that the company has ample opportunities to upgrade itself by using all its resources, maintaining qualities, delivering goods to the customers in time and giving continuous effort to the overall customer service.
We should always remember –“ Continuous Improvement is the Road To Survival And Growth”.
Administration is one of the important departments in the company to implement the policies rules and regulation. Administration department will manage the whole work process with the polices build up by the management of the company
People working in the company are the greatest resource .Human resource department ensure the maximum benefit of the human working in the company and also ensure the maximum productivity by motivation. So in the company human resource department has a huge volume of influence to build up a better environment to work and maximize the productivity and company’s goodwill.
This report originated as an academic requirement of BBA Program of Uttara University. After completion of the program period a student must submit the report on the assigned topic to the supervisor and to the department. I was assigned to project course on “HRM Practices in RMG Sector” for completing the program.
Theoretical knowledge is not enough for a student. It is essential for a student to acquire practical knowledge. This report is prepared for showing the windy apparels ltd and overall RMG sector. .
According to fulfill the requirement the researcher has chosen to work on “HRM practices to RMG sector”. Therefore, this studies report is the outcome of an academic need as well as practical knowledge and the outmost and enthusiastic intention of the researcher under the proper and in-depth guidance of a highly experienced dedicated guide.
In spite of my best effort , this study is not free from the following limitations:
Established in 1999 the Windy group has expanded dramatically over the past 10 years and is today the largest and most diversified industrial conglomerate in Bangladesh. Employing 2,000 people including 50 qualified professionals and dealing in a wide of consumer and industrial products for domestics and global markets, Windy has fast become one of the leading foreign exchange earners in the country’s private sector. Textiles & Garments is the largest and fastest growing division of the Windy Group and presently accounts for half the Group’s business turnover and profit. The Group’s major investment continues to be concentrated in this Division.
Among the variety of business, Windy Apparels Ltd ready-made garments manufacturing industry, which started its commercial production in March 1999 under the name of windy Apparels Ltd. Windy Apparels has successfully come a long way and proved its strength as a leading specialist in the industry for men’s high quality dress & casual Shirts and ladies blouses, trousers & dress. Since inception, the company has been growing steady.
Windy Apparels Ltd is a situated in Rajendrapur, Gazipur, Dhaka. If has been established in 2002. There are 4300 employees work here. It contributes large portion of foreign currency exporting by ready made garments. Its total area is 38200 square feet and provides a good working environment.
The over all management of the company will be vested with the Board 4f Directors. The Board of Directors will be formulated company’s policies & guide lines for its day to day business operations . The Managing Director will be the executive head who will look after the business affairs and other logistic supports of the economy. However Managing Director will be assisted by the managerial and technical personnel who will be the directors of the company.
windy apperals ltd. shall endeavor to excel in every aspect of their operation and thereby provide quality products and services to their customers. The organization will have a challenging and satisfying working environment so that the talents and potential of their human resource is given the full opportunity to blossom & grow. windy apperals ltd shall maintain a high degree of integrity in their business conduct and this characteristic will prevail in their dealings with their customers, their suppliers, their contractors, their financiers, their employees & indeed their entire society.
Customer Policy: To always focus on the customer; because the customer’s satisfaction is their inspiration. Business Policy: To conduct the business with high integrity. Employee Policy: To nurture the best human resource through training & motivation. Quality Policy: To consistently developed high quality product to keep their standard above others. Environment Policy: To address environmental issues aptly & carry on their activities in line. Future Policy: To endeavor innovation to excel in every aspect of their operation.
Management and human resources management are one and the same. They should never be separated, Management is personnel administration. Management has the three jobs, two of which are directly related to personnel managing workers and work management is the process of efficiently getting things done with and through other people. HRD deals with the design of formal systems in an organization to ensure the effective and efficient use of human talents to accomplish organizational goals.
There are many definitions about human resource management (HRM). One of the well known definitions offered by Michael Jucious (1984). He defined human resources management “Personnel management as the field of management which involves elements organizing, directing and controlling the function of processing, developing, maintaining and motivating a labor force”. It is process of acquiring, retaining, terminating, developing and properly using the human resource in an organization.
Human resource management can be defined as a process of procuring, developing and maintaining competent human resource in the organization so that goals of an organization are achieved in an effective and efficient manner.
Human resource management is “The policies and practices involved in carrying out the “People” or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising”.
HR managers are performing a variety of functions. The functional areas of HR
Management are changing as the time goes on. The main HRM functions include:
Whenever windy apparels ltd is in the process of determining its human resources needs, it is engaged in a process we called human resource planning. Human resource planning is one of the most important elements in successful organization ensures that it has the right number and kinds of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives. Human resource planning, then, ultimately translates the organization’s overall goals into the number and types of workers needed to meet those goals. Without clear-cut planning, and a direct linkage to the organization’s strategic direction, estimation of an organization’s human resource needs is reduced to mere guesswork.
This means that human resource planning cannot exist in isolation. It must be linked to the organization’s overall strategy.
The strategic planning process of windy apparels ltd is both long and continuous. At the beginning of the process, the organization’s main emphasis is to determine what business it is in the is commonly referred to as developing the mission statement. The mission of windy apparels ltd is to play a great role in economic development of the country.
After reaching agreement on what business the company is in and who its consumers are senior management then begins to set strategic goals. During this phase, these managers define objectives for the company for the next five to twenty years. These objectives are broad statements that establish targets the organization will achieve. The goals of the windy apparels ltd is to contribute 5 % of total foreign exchange by exporting Ready Made Garments.
After these goals are set, the windy apparels ltd begins the corporate assessment. During this phase, a company begins to analyze its goals, it current strategies, its external environment, its strengths and weaknesses, and its opportunities and threats, in terms of whether or not they can be achieved with the current organization resources. Commonly referred to as a “gap or SWOT ANALYSIS,” the company begins to look at what skills, knowledge, and abilities are available internally, and where shortages in terms of people skills or equipment may exist.
The company must determine what jobs need to be done, and how many and what types of workers will be required. In management terminology, we call this organizing. Thus establishing the structure of the organization assists in determining the skill, knowledge, and abilities required of jobholders.
The strategic direction of Human Resource Linkage of windy apparels ltd is shown in the following figure
mission Determining what business the organization will be in
Objectives and goals Setting goals and objectives
StrategyDetermining how goals and
Objectives will be attained
StructureDetermining what jobs need
To be done and by whom
PeopleMatching skills, knowledge,
And abilities to required jobs
Job analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job. A job analysis involves identifying and describing what is happening on a job.. accurately and precisely identifying the required tasks, the knowledge, and skills necessary for performing them and the conditions under which they must be performed.
The basic methods that HRM can use to determine job elements and the essential knowledge, skills, and abilities for successful performance include the following: Observation Method: Using the observation method, a job analyst watches employees directly or reviews films of workers on the job. Although the observation method provides firsthand information, workers often do not function most efficiently when they are being watched, and thus distortions in the job analysis can occur. This method also requires that the entire range of activities be observable. This is possible with some jobs, but impossible for many for example, most managerial jobs.
Individual Interview Method: Using the individual interview method, a team of job incumbents is selected and extensively interviewed. The results of these interviews are combined into a single job analysis. This method is effective for assessing what a job entails, and involving employees in the job analysis is essential.
Group Interview Method: The group interview method is similar to the individual interview method except that a number of job incumbents are interviewed simultaneously. Accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness.
Structured Questionnaire Method: Under the structured questionnaire method, workers are sent a specifically designed questionnaire in which they check or rate items they perform on their job from a long list of possible task items. This technique is excellent for gathering information about jobs. However, exceptions to a job may be overlooked, and there is often no opportunity to ask follows up questions or to clarity the information received.
Technical Conference Method: The technical conference method uses supervisors with extensive knowledge of the job. Here, specific job characteristics are obtained from the experts. Although a good data gathering Method, it often overlooks the incumbent workers’ perceptions about what they do on their job.
Diary Method: The diary method requires job incumbents to record their daily activities. The diary method id the most time consuming of the job analysis methods and may have to extend over long periods of time- all adding to its cost.
These six methods are not meant to be viewed as mutually exclusive; no one method is universally superior. Even obtaining job information from the incumbents can create a problem, especially if these individuals describe what they think should be doing rather than what they actually do.
Windy Apparels Ltd uses the individual interview method because it is an extensively interview method. When it involves in conducting the job analysis it follows the below items:
The steps of job analysis are shown in the following figure:
Understanding the purpose
Of the job analysis
Understanding the role of Jons in the Develop draft
Benchmark position Seek clarification
Determine how to collect
job analysis information
After organizations have established their strategic direction and developed a corresponding employment plan, the organization must turn its attention to getting the right people. The jobs that have been identified and their associated skills point to very specific types of employees that are require. But these employees don’t just magically appear-nor do the frequently come knocking on the organization’s door. Instead, the company must embark on an employment process of finding and hiring qualified people.
That process starts when the organization notifies the “public” that openings exist. The organization wants to get its information out such that a large number of potentially qualified applicants respond. Then, after several interactions with the most promising of these candidates will best
demonstrate the skills, knowledge, and abilities to successfully perform the job.
So Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.
While the ideal recruitment effort will bring in a satisfactory number of qualified applicants who will take the job if it is offered, the realities cannot be ignored. For example, the pool of qualified applicants may not include the “best” candidates; or the “best” candidate may not want to be employed by the organization. These and other constraints on recruiting efforts limit human resource recruiters’ freedom to recruit and select a candidate of their choice. However, we can narrow our focus by suggesting five specific constraints.
Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of position to be filled. Certain recruiting sources are more effective than others for filling certain types of jobs.
a) The Internal Search: Windy apparels ltd will attempt to develop their own employees for positions beyond the lowest level. These can occur through an internal search of current employees, who have bid for the job, been identified through the organization’s human resource management system, or even been by a fellow employee. The advantages of such searches-a “promote from within wherever possible” policy- are:
B) Employee Referrals/Recommendations:
Sometimes windy apparels ltd recruits individuals who will perform effectively on the job is a recommendation from a current employee. Because employees rarely recommend someone unless they believe that the individual can perform adequately. Such a recommendation reflects on the recommender,
and even someone’s reputation is at stake. Employee referrals also may have acquired more accurate information about their potential jobs.
C) The external searches:
Besides these windy apparels ltd is looking employees by the external searches for recruitment.
These are discussed below:
Besides these, windy apparels ltd sometimes recruits employees from various Schools, Colleges, and Universities, Professional Organizations, Cyberspace recruiting a unsolicited applicants.
Selection activities typically follow a standard pattern, beginning with an initial screening interview and concluding with the employment decision. The selection process typically consists of eight steps:
Each step represents a decision point requiring some affirmative feedback for the process to continue. Each step in the process seeks to expand the organization’s knowledge about the applicant’s background, abilities and motivation and it increases the information from which decision makers will make their predictions and final choice.
The Selection Process in the following figure:
Failed to meet minimum qualifications
Failed to complete application or failed job specifications
Failed test impress interviewer
Failed to impress interviewer
Unfit to do essential
Elements of job
Able to perform
Essential elements of job
The Windy apparels ltd firstly prepare to initiate a primarily review of potentially acceptable candidates by two steps as (i) the screening of inquires and (ii) The provision of screening interviews. After completing the initiate screening applicants are asked to complete the organization’s application form. It required information about candidates present/ permanent address, candidates profile, job performance etc. When the candidate passes it, he is then given for employment test. In this point candidates are shown on intelligence, aptitude, ability and interest test to provide major input to the selection process. After that candidates are given comprehensive interview. This interview is designed to probe areas such as assessing one’s motivation, ability to work under pressure, and ability to fit in with the organization.
The next step in to undertake background investigation of the applicants who appear to offer potential as employees. This includes contacting former employers to confirm the candidates work record and to obtain their appraisal of his/her performance, other job related and personal performances, verifying educational qualification shown on application. If the candidates passes this, it is typically customary for a conditional job offer to be made. The conditional job offer implies is that if everything is okay- passing a certain medical, physical or substance abuse test. The next to last is the selection process may consist of having applicant may taka a medical/physical examination. Because a candidates has to perform a variety of activities that require a certain physical condition. Those individuals who perform successfully in the proceeding steps are now considered to be eligible to receive the employment offer. The procedures of selections process of windy apparels ltd are shown in the following
The selection process in Exim is not different from what is practiced in most organization starts with initial screening of CV’s goes on to written test and then a final interview before selecting the person. Selection decision can result in one of the four possible out comes. Two of these outcomes are right decision and two are wrong decision.
| |Decision | | |Accept |Reject | |Letter of job performance |Successful |Correct decision |Reject error | | |Unsuccessful |Accept error |Correct decision |
The current selection process in EXIM bank is described below:
The process starts with initial screening choosing from the CV’s that fulfill the specific requirements. After a vacancy is announced and CV’s are already collected from different source, the Bank starts the initial screening process .then called for written test.
If any employee are out of the job in some cases is called termination. There are certain circumstances where-even through complaint is within jurisdiction the company can dismiss him without considering its merits. This is some time called early termination.
The company any terminate the service of permanent employee by giving him/her notice in writing or salary in lieu therefore the period on under.
120 Days notice in case of subordinate staff or salary in lieu thereof.
90 Days notice for all other grades or salaries in lieu thereof.
have during probation the Management may terminate the employee at any time without notice.
The authority to terminate an employee of the grades from junior officer to Executive
Vice President Lies with the Managing Director while that of Senior Executive Vice
President and above can only be exercised by the Board of Directors.
An employee will be dismissed from the company service if he or she is guilty of misconduct or whatsoever according to the report of the enquiry committee the concerned dismissed employee will get only the own contribution of his/her provident fund.
If an employee is incapable to continue his/her service for continues ill health mental abnormality and disorder, then the management discharge him/her from service on medical ground. He/She may be paid a ex-gratuity with other benefit with the approval of the Managing Director.
Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes to ward their work, or their interaction with their coworkers or supervisor.
For our purposes, we will differentiate between employee training and employee development for one particular reason. Although both are similar in the methods used to affect learning, their time frames differ. Training is more present day oriented; its focus is on individual’s current jobs, enhancing those specific skills and abilities to immediately perform their jobs.
The most widely used training methods take place on the job. The popularity of these methods can be attributed to their simplicity and the impression that they are less costly to operate.
On the job training: Places the employees in actual work situations and makes them appear to be immediately productive. It is learning by doing, for jobs that either are difficult to simulate or can be learned quickly by watching and doing, on-the-job training makes sense.
Off the Job Training: Off the job training covers a number of techniques classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each technique vary from a small, makeshift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated instruction technology equipment.
With this information, personality of jobs can be matched to personality of individuals. Some suggestions for managing your career include; U.) Select your first job judiciously; (2) do good work; (3) present the right image; (4) learn the power structure; (5) gain control of organizational resources; (6) stay visible; (7) don’t stay too long in your first job; (8) find a mentor; (9) support your boss; OO) stay mobile; (11) think laterally; (12) think of your career in terms of skills you’re acquiring and continue upgradiiu and 03) work harder than ever a developing a network.
a. On the Job Development:
b. Off the Job Development:
c. Workers Development:
Motivation is the willingness to do something and is conditioned by their actions ability to satisfy same need for the individual windy apperals Ltd.
Motivation process of windy apperals Ltd.
Performance evolutions are an integral part of most organizations. Properly developed and implemented, the performance appraisal process can help an organization achieve its goals by developing productive employees. Although there are many types of performance evalution systems, each with its own advantages and disadvantages, we must be aware of the legal implications that arise. EEO laws require organizations to have HRM practices that are bias free. For HRM, this means that performance evalutions must be objective and job related. That is, they must be reliable and valid! Furthermore, under the Americans with Disabilities Act, performance appraisals must also be able to measure reasonable performance success. To assist in these matters, two factors arise: (i) The performance appraisal must be conducted according to some established intervals; and (ii) appraisers must be trained in the process.
Compensation systems are established in terms of the knowledge and skills employees possess, and the behaviors that they demonstrate. Possession of these three factors is evaluated and compensated according to a broad-banded salary range established by the organization. 8. Executive compensation is higher than that of rank-and-file personnel and also includes other financial and non financial benefits not otherwise available to operative employees. This is done to attract, retain, and motivate executives to higher performance levels. 9. The balance sheet approach to international compensation -takes into account base pay, differentials, incentives, and assistance programs. Most of the types of employee rewords Garments Companies pay system do not follow the Human resources practice. The is no actual pay scale at level.
The Windy apparels limited pay workers at Tk. 1650. The other employees are paid its manual system or contractual basis. Sometimes the worker is paid on production basis. The more the production the more compensation is paid.
When an organization is designing its overall compensation program, one of the critical areas of concern is what benefits should be provided. Today’s workers expect more than just an hourly wage or a salary from their employer they want additional considerations that will enrich their lives. These considerations in an employment setting are call called employee benefits. Windy Apparels give some opportunities to the employees. There is PF social security, can unemployment compensation if gives only:
i) Health insurance
ii) Disability benefit
iii) Bonus it gives twice yearly bonus to celebrate festival.
This are discussed bellow:
Programs are designed to ensure income replacement for employees in the event of a temporary or permanent disability arising from an injury or extended illness (typically originating off the job).
It gives twice yearly bonus to celebrate festival.
iv) Profit sharing bonus:
Windy Apparels gives sometimes employees profit sharing bonus. When it earns a certain amount of profit it gives there a certain portion of profit which encourages employees to work more effectively.
The term discipline refers to a condition in the organization where employers conduct themselves in accordance with the organizations rules and standards of acceptable behavior. For the most part employees discipline themselves by conforming to what is considered proper behavior because they believe it is the reasonable thing to do. Once they are made aware of what is expected of them, and assuming they find these standards or rules to be reasonable, the seek to meet those expectations.
Written verbal Warning: The mildest form of discipline is the written verbal warning. Yes, the term is correct. A written verbal warning is a temporary record of a reprimand that is then placed in the manager’s file on the employee. This written verbal warning should state the purpose, date, and outcome of the interview with the employee.
Written Warning: The second step in the progressive discipline process is the written warning. In effect, it is the first formal stage of the disciplinary procedure. This is because the written warning becomes part of the employee’s official personnel file. This is achieved by not only giving the warning to the employee but sending a copy to HRM to be inserted in the employees permanent record.
Suspension: A suspension or layoff would be the next disciplinary step, usually taken only if the prior steps have been implemented without the desired outcome. Exceptions-where suspension is given without any prior verbal or written warning occasionally occur if the infraction is of a serious nature.
A suspension may be for one day or several weeks; disciplinary layoffs in excess of a month are rare. Employee welfare and benefit policy:
Open HR Manual
Empowered Work Force:
Compensation and Benefits
Management Information System.
Human Resources Information System:
Research and Development:
Training and Developmen
I was assigned for my doing Internship in windy apperals ltd limited for the period of 120 days starting from 1STOCT, 2010 to 31st JAN, 2011,Rajendrapur Branch. In internship period I had no specific place. So I had no fixed duties in the organization. I worked under a Manager of Rajendrapur branch and I observed his different types of activities.
The working environment place of windy apperals Limited is very much friendly. Every personnel of the HR Division was very much busy but they always tried to help me from their experience.
In this organization there are three HRD functions. Those are Acquisition function of HDR, Motivation Function of HRD, Maintenance function of HRD. Human Resource Planning is the process by which an organization ensures that it has the right number and kinds of people, at right place, at right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.
Windy apperals ltd. works for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions of activities.
From the above discussion we can recommend the following things
HRM is the assenical for the RMG sector. It’s the following for hole industry. Administration is one of the important departments in the company to implement the policies, rules and regulation It’s the controlling for RMG sector.
👋 Hi! I’m your smart assistant Amy!
Don’t know where to start? Type your requirements and I’ll connect you to an academic expert within 3 minutes.get help with your assignment