Hrm Practices in Rmg Sector Essay

AcknowledgementAt the very beginning I express gratitude to my honorable course instructor Kazi T arq ullah for his splendid suggestion, marvelous guidance, necessary recommendation, positive reinforcement, effective discipline, justice & fairness, recognition & rewards. His motivation power is in addition enormous for which I engaged my best struggles to prep atomic repress 18 such a field of findings.I am proud to state that I got such a course instructor who was very much friendly with me. So, all thank go to him as he extended hand for me wher constantly I needed. In fact, he made the course interesting to me and I fundament avow proudly that I know al aroundthing ab place different atomic number 18as of craft communication and shaping analysis.I would like to thank to my classmates whose inspiration and co-operation protagonisted me a lot during conducting the internship. conclusion maker summeryIn keeping with the vision and philosophy to be a truly strategic bus iness confederate to customers aery has made every cause to be involved at all levels of the business attend to. The in-house Design & Product organic evolution team is backed with a dedicated sampling facility for fabrics and garments allowing aired to assist customers in their convergence ontogenesis process and regard a relevant and quantifyly 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. Windys 100% export oriented garment factories oblige a current annual performance capacity of 5 million garments with a projected target of 15 million high quality garments. These admit the best of the indigenous features of Bangladesh such as easy availability of low cost skilled labor with contracted investment in modern engine room and fitted professionals.With strong focus on differentiated, innovative and value added products, the bon ton has strengthened its design team and expan ded its product increment activities. With the trend by rights products, it has been able to increase business substantially with the fashion forward customers. The company participated in international fair in many an(prenominal) countries was super appreciated by the customers which enhanced its reputation and increase its visibility in the international market.In the backdrop of quota elimination, un genuineties in the global market scenario, the companys aggressive merchandising team has been able to establish itself firmly to the customers as an most-valuable partner in the supply chain.Windy has invested in modern machinery and coupled this with superior skilful expertise to ensure excellent quality in for for each one adept of the 10,000 dress and casual shirts, 3,000 knit tops and 2,000 jeans and woven bottoms produced daily. The dull formula for success is to increase the inexpensive skilled labor with counsel from a high tech perspective. Industrial engineering and work-study play and important role with softw atomic number 18 such as GSD & FMS used for data driven production management to maximize efficiency. The organization is managed by a group of top tier professionals specifi look toy 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 irksome employees to excel in their aras and ensure top- nonch 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 confederacy ass peckt chief(prenominal)tain its delivery schedule as compulsory by the customers in to the highest degree of the orders.In the bottom line, I do call up that the company has ample opportunities to upgrade itself by apply all its preferences, maintaining qualities, delivering inviolables to the customers in metre and giving continuous effort to the boilers suit customer service.We should always call Continuous Improvement is the Road To Survival And Growth.Contents Introducton.1.1-Introduction1.2-Origin of the report1.3-Rational of the study1.4-Objectives of the report1.5 method actingology of the study1.6-Limitation of the study-Background of the aerial apparels ltd.2.1-Introduction2.2-Back ground2.3-Management and organigation2.4-Organigation chart- adult male resource readiness and policies of windy apparels ltd.3.1-Planning and policies3.2-Planning and policies framing- line of business analysis of windy apparels ltd.4.1-Job analysis4.2-Job analysis method4.3-Job analysis paradigmRecruitment and pickaxe process of windy apparels ltd.5.1-Recruitment5.2-Constraints of recruiting efforts5.3-Recruiting sources5.4-The selection process5.5-The selection process figure5.6- converse appraisal form5.7-Reference verification check listTraining and development of windy apparels ltd .6.1-Training and development6.2-Traning figure6.3-Training approaches operation appraisals of windy apparels ltd.7.1-Performance appraisal7.2-The appraisal process figure7.3-Performance ratingCompensasion of windy apparels ltd.8.1-Compensasion8.2-Types of Employees Reward8.3-Service and Benefit8.4-Safety and wellness course of instructionDisciplinary Action of windy apparels ltd.9.1-Disciplinary action at law9.2-Factors to consider when discipline9.3-Funetion of disciplinary action-Conclusion and Recommendation10.1-Conclution10.2-RecommendationReferanceQuesti aners-1.1-IntroductionAdministration is one of the important departments in the company to implement the policies rules and regulation. Administration department pull up stakes manage the whole work process with the polices build up by the management of the companyPeople working in the company are the superior resource .Human resource department ensure the maximum acquire of the humans working in the company and also ens ure the maximum productivity by motivation. So in the company human resource department has a commodious volume of influence to build up a better mi seat to work and maximize the productivity and companys goodwill.1.2- Origin of the reportThis report originated as an academician requirement of BBA Program of Uttara University. later on completion of the program period a student must(prenominal) submit the report on the charge topic to the supervisor and to the department. I was assigned to project course on HRM Practices in RMG Sector for completing the program.1.3-Rationale of the studyTheoretical knowledge is non 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 general RMG sector. .According to fulfill the requirement the researcher has chosen to work on HRM practices to RMG sector. thitherfore, this studies report is the outcome of an academic need as well as practical knowle dge and the outmost and enthusiastic intention of the researcher under the proper and in-depth guidance of a highly experienced dedicated guide.1.4-Objective of the report This report is prepared primarily for the partial fulfillment of the BBA course requirement. TO examine the RMG sector in windy apparels ltd. To identify the main problems in RMG sector of windy apparels ltd and also its solution. TO increase logical argument satisfaction is essential for proper performance and good-labor management relation. To make all organization programs an effective, HRM acts restlessly. in the long run to recommend some effective measures in improving the match system.1.5-Methodology of the studyo Primary Sources Face to face discussion with the HR. four-in-hand of windy apparels ltd. Before academic term with him I harbor prepared a dubietynaire Direct observation Other expert opiniono Secondary Sources Yearly publication of windy apparels ltd pertinent papers of financial stat ement whatsoever related discipline form the Internet Other relevant books.1.6-Limitation of the studyIn spite of my best effort , this study is not free from the adjacent limitations The time stipulated for the internship program Relevant papers and documents were not available sufficiently The authority has some policy for not disclosing some secret data and information which could be very much essential I am also less experienced in this regard.2.1-Introduction set up in 1999 the Windy group has expanded dramatically over the past 10 years and is today the braggyst 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 remote exchange earners in the countrys private sector. Textiles & Garments is the largest and fas shew growing division of the Windy Group and presently accounts for half the Groups business turnover and profit. The Groups 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 frame 1999 under the name of windy Apparels Ltd. Windy Apparels has successfully come a long way and proved its strength as a leading medical examination specialist in the industry for mens high quality dress & casual Shirts and ladies blouses, trousers & dress. Since inception, the company has been growing steady.2.2 Background of the windy Apparels LtdWindy Apparels Ltd is a fixed in Rajendrapur, Gazipur, Dhaka. If has been establish 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 stomachs a good working environment.2.3- Management & OrganizationThe over all management of the company will be vested w ith the instrument panel 4f Directors. The Board of Directors will be formulated companys policies & guide lines for its day to day business operations . The Managing Director will be the executive dealer 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. 2.4- ORGANIZATION CHART3.3 Visionwindy 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 potentiality of their human resource is teach the full opportunity to blossom & grow. windy apperals ltd shall maintain a high degree of integrity in their business conduct and this characteristic will deem in their dealings with their customers, their suppliers, their contractors, their fin anciers, their employees & indeed their entire society.3.4 MissionCustomer Policy To always focus on the customer because the customers satisfaction is their inspiration. line of business Policy To conduct the business with high integrity. Employee Policy To nurture the best human resource through and through training & motivation. Quality Policy To consistently true high quality product to keep their standard above others. Environment Policy To address environmental issues aptly & carry on their activities in line. futurity Policy To endeavor innovation to excel in every aspect of their operation.pic3.1 Human Resources and ManagementManagement and human resources management are one and the same. They should neer be separated, Management is personnel administration. Management has the three descents, two of which are directly related to personnel managing workers and work management is the process of efficiently get things done with and through other people. HRD deals with th e 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 kn take in definitions offered by Michael Jucious (1984). He settled human resources management personnel management as the field of management which involves elements organizing, directing and controlling the melt down of processing, ontogeny, maintaining and motivating a labor force. It is process of acquiring, supporting, terminating, developing and properly using the human resource in an organization.Human resource management tin fuel 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 managemen t position, including recruiting, screening, training, rewarding and appraising.3.2 Duties of HRDo Acquisition functions of HRD.o Developing functions of HRD.o Motivating functions of HRD.o Maintaining function of HRD.3.3 Functions of HRMHR managers are performing a variety of functions. The functional areas of HRManagement are changing as the time goes on. The main HRM functions acknowledge3.1- Human Resource Planning and PoliciesWhenever 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 flesh and kinds of people, at the right place, at the right time, clear of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives. Human resource planning, then, ultimately translates the organizations overall goals into the number and types of workers needed to meet those goals. Without clear-cut planning, and a direct linkage to the organizations strategic delegacy, estimation of an organizations human resource needs is reduced to mere guesswork.This means that human resource planning mucklenot exist in isolation. It must be linked to the organizations overall strategy.The strategic planning process of windy apparels ltd is both long and continuous. At the beginning of the process, the organizations 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 scope agreement on what business the company is in and who itsconsumers are senior management then begins to set strategic goals. During this phase, these managers define objectives for the company for the next quint to twenty years. These objectives are broad statements that estab lish targets the organization will achieve. The goals of the windy apparels ltd is to contribute 5 % of total foreign exchange by exporting establish 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 female genitals 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 gambols 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 tradingholders.3.2-The strategic direction of Human Resource Linkage of windy apparels ltd is shown in the following figuremission Determining what business the organization will be inObjectives and goals Setting goals and objectivesStrategyDetermining how goals andObjectives will be attainedStructureDetermining what cogitate overs needTo be done and by whomPeopleMatching skills, knowledge,And abilities to required frolics4.1- Job AnalysisJob 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.4.2- Job Analysis MethodThe basic methods that HRM can use to determine job elements and the essenti al 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 executable with some jobs, but im likely for many for example, most managerial jobs.Individual Interview Method Using the person 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 mortal interview method except t hat 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 unique(predicate)ally 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 meeting 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 fabrication 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 activit ies. 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 call up 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 items1. Understanding the mathematical function of conduction the job analysis Before embarking on a job analysis, one must take in the nature and purpose of conducting the investigation. Recognize that job analyses behave a vital purpose in such HRM activities as recruiting, training, setting performance standards, evaluating performance, and requital. In fact, nearly every acti vity in HRM revolves around the job analysis.2. Understanding the role of jobs and values in the organization Every job in the organization should have a purpose. Before conducting the analysis, one must understand the linkage that the job has to the strategic direction of the organization. In essence, one must answer why the job is needed. If an answer cannot be determined, then may be the job is not needed.3. Benchmark positions In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and want their input, selected jobs can be chosen based ob how well they represent other, similar jobs in the organization. This information then will be used as a starting point in later analysis of the other positions.4. Determine how you want to collect the job analysis information Proper planning at this stage permits one to collect the data desired in the most effective and efficient manner. This means developing a process for salt away the data. Several combined methods like structured questionnaires, group interviews, and technical conferences- should be used. Select the ones, however, that best meet your job analyses goals and timetables.5. Seek clarification, wherever necessary Some of the information collected may not be entirely understood by the job analyst. Accordingly, when this occurs, one must seek clarification from those who possess the circumstantial information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the next step in the job analysis process- writing the job description- more difficult. 6. Develop the first engage of the job description Although there is no specific format that all job descriptions follow, most include certain elements. Specifically, a job description contains the title, a summary sentence of the jobs main activities, the level of authority and accountability of the position, performance requirements, an d working conditions.7 Review draft with the job supervisor Ultimately, the supervisor of the position being analyzed should approve the job description. Review commentsfrom the supervisor can assist in determining a last-place job description document. When the description is an accurate reflection, the supervisor should sign off, or approve the document.4.3- The move of job analysis are shown in the following figureUnderstanding the purposeOf the job analysisReview draftWith supervisorUnderstanding the role of Jons in the Develop draftBenchmark position Seek clarificationDetermine how to collectjob analysis information5.1- RecruitmentAfter 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 dont just magically appear-n or do the frequently come knocking on the organizations 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 bestdemonstrate the skills, knowledge, and abilities to successfully perform the job.So Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.5.2- Constraints of Recruiting EffortsWhile 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. T hese 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.1. Image of the organization We noted that the prospective candidate may not be interested in pursuing job opportunities in the particular organization. The image of the organization, therefore, should be considered a potential constraint. If that image is perceived to be low, the likelihood of attracting a large number of applicants is reduced. 2. Attractiveness of the job If the position to be filled is an unattractive job, recruiting a large and qualified pool of applicants will be difficult. In recent years, for instance, many employers have been complaining about the difficulty of finding suitably qualified individuals for manual labor positions. In a job market where unemployment rates are low, and where a wide range of opportunities exists creating competition for th ese workers, a shortage results. 3. sexual organizational Policies Internal organizational policies, such as enkindle from within wherever possible, may give priority to individuals inside the other than the lowest level entry positions, will be filled from within the ranks. Although this is promising once one is hired, it may reduce the number of applications. 4. Government Influence The governments influence in the recruiting process should not be overlooked. An employer can no continuing seek out preferred individuals basedon non-job-related factors such as physical appearance, sex, or religious emphasize. 5. Recruiting Costs The last constraint, but certainly not lowest in priority, is one that centers on recruiting costs. Recruiting efforts by an organization are expensive. Sometimes continuing a search for long periods of time is not possible because of budget restrictions.5.3- Recruiting SourcesRecruiting is more likely to achieve its objectives if recruiting sources refl ect the type of position to be filled. Certain recruiting sources are more effective than others for filling certain types of jobs.a) The Internal attempt 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 organizations human resource management system, or even been by a fellow employee. The advantages of such searches-a promote from within wherever possible policy- are It is good public relations. It builds morale. It encourages good individual who are ambitious. It improves the probability of a good selection, since information on the individuals performance is readily available. It is less costly than going outside to recruit. Those chosen internally already know the organization. When carefully planned, promoting from within can also act as a training device for developing middle- and top level managers.B) Em ployee Referrals/RecommendationsSometimes windy apparels ltd recruits individuals who will perform effectively on the job is a recommendation from a current employee. Because employees rarely recommend person unless they believe that the individual can perform adequately. Such a recommendation reflects on the recommender,and even someones reputation is at stake. Employee referrals also may have acquired more accurate information about their potential jobs.C) The external searches anyways these windy apparels ltd is looking employees by the external searches for recruitment. These are discussed below1. Advertisements Windy apparels ltd gives advertisement various types of tidingspaper and wallpapers for employees it needs because it is large medium by which the news can reach maximum people.Besides these, windy apparels ltd sometimes recruits employees from various Schools, Colleges, and Universities, Professional Organizations, Cyberspace recruiting a unsolicited applicants.5.4-Th e Selection ProcessSelection 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 1. sign screening interview2. Completing the4 application form,3. Employment tests4. Comprehensive interview,5. Background investigation,6. A conditional job offer,7. Medical or physical examination and8. The aeonian job offer.each step represents a decision point requiring some affirmative feedback for the process to continue. Each step in the process seeks to expand the organizations knowledge about the applicants background, abilities and motivation and it increases the information from which decision makers willmake their predictions and final choice.5.5- The Selection Process in the following figureFailed to meet minimum qualificationsPassedFailed to complete application or failed job specificationsFailed test impress interviewerPassedPassedFailed to impre ss interviewerProblems uncountedPassedUnfit to do essentialElements of jobAble to performEssential elements of jobThe 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 organizations 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 testto provide major input to the selection process. After that candidates are given comprehensive interview. This interview is designed to poke into areas such as assessing ones motivation, ability to work under pressure, and ability to fit in with the organization.The next step in to undertake background inv estigation 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 ad hominem 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- difference 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 bailable to receive the employment offer. The procedures of selections process of windy apparels ltd are shown in the following- 5.6- Windy Appare ls Ltd.Rajendrapur, SreepurGazipur..Windy Apparels Ltd.Rajendrapur, SreepurGazipur.3.7 Selection Procedures of EXIM BankThe selection process in Exim is not different from what is practiced in mostorganization starts with initial screening of CVs goes on to written test and then afinal interview before selecting the person. Selection decision can result in one of thefour possible out comes. cardinal of these outcomes are right decision and two are wrongdecision. Decision Accept get rid of Letter of job performance Successful enlighten decision Reject error Unsuccessful Accept error Correct decision The current selection process in EXIM bank is described below initial ScreeningThe process starts with initial screening choosing from the CVs that fulfill thespecific requirements. After a vacancy is announced and CVs are already collectedfrom different source, the Bank starts the initial screening process .then called forwritten test. eventIf any employee are out of the job in some cuttings is called termination. There arecertain circumstances where-even through complaint is within jurisdiction the companycan dismiss him without considering its merits. This is some time called earlytermination. Termination Process of windy apperals Ltd.The company any terminate the service of permanent employee by giving him/her noticein 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 timewithout notice.The authority to terminate an employee of the grades from junior officer to ExecutiveVice President Lies with the Managing Director while that of Senior Executive VicePresident and above can only be exercised by the Board of Directors. DismissalAn employee will be dismissed from the company service if he or she is guilty ofmisconduct or whatsoever according to t he report of the enquiry committee theconcerned dismissed employee will get only the own contribution of his/her providentfund. Discharge on medical GroundIf an employee is incapable to continue his/her service for continues ill health mentalabnormality and disorder, then the management discharge him/her from service onmedical ground. He/She may be paid a ex-gratuity with other benefit with theapproval of the Managing Director.6.1 Training and Development 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 sim ilar in the methods used to affect learning, their time frames differ. Training ismore present day oriented its focus is on individuals current jobs, enhancing those specific skills and abilities to immediately perform their jobs.6.2- The training needs are shown in the following figure6.3- Training ApproachesThe 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 techniqu e 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.6.4- Career Development1. The responsibility for managing a rush belongs to the individual. The organizations role is to provide assistance and information to the employee, but is not responsible for growing an employees public life. 2. A career is a sequence of positions occupied by a person during a course of a lifetime. 3. Career development from an organizational standpoint involves tracking career paths and developing career ladders. From an individual perspective, career development focuses on assisting individuals in identifying their major career goals and to determining what they need to do to achieve these goals. 4. The main distinction between career development and employee development lies in their time frames. Career development focuses on the long-range career effectiveness a nd success of organisationalpersonnel.Employee development focuses on more of the immediate and intermediate time frames 5. Career development is valuable to an organization t because it (1) ensures needed talent will be avail- able (2) improves the organizations ability Jo attract and retain high-talent employees (3) ensures that minorities and women get opportunities for growth and development (4) reduces employee frustration (5) enhances cultural diversity (6) assists in implementing quality and (7) promotes organization goodwill. 6. The five stages in a career are exploration, establishment, mid-career, late-career, and decline. 7. The Holland vocational Preferences are realistic, investigative, artistic, social, enterprising, and conventional. 8. Typology focuses on personality dimensions including extroversion-introversion sensing-intuition thinking-feeling and judgirig- perceiving These four pairs can be combined into i(i different combination profiles.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) bring forward control of organizational resources (6) stay visible (7) dont stay too long in your first job (8) find a instruct (9) support your boss OO) stay mobile (11) think laterally (12) think of your career in terms of skills youre acquiring and continue upgradiiu and 03) work harder than ever a developing a network. 3.9 Management Development of windy apperals ltda. On the Job Development Coaching. Under Study.b. Off the Job Development Committee Assignment. Job Rotation. Sensitivity Training. Transactional Analysis. Training within the company. Training outside the company. Lecture Courses. Simulation Exercise.c. Workers Development Coaching. Under Study. Committee Assignment.3.10 Motivation Function of HRD of windy apperals Ltd.Motivation is t he willingness to do something and is conditioned by their actions abilityto satisfy same need for the individual windy apperals Ltd.Motivation process of windy apperals Ltd. Unsatisfied Need Tension Dives Search Behavior Goat Achievement Need Satisfaction Of Tension Job Design. Performance Evaluation Rewards Job Evaluation Compensation / Benefit Discipline7.1-Performance AppraisalsPerformance 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 yield 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 America ns with Disabilities Act, performance appraisals must also be able to measure average 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.7.2- The Appraisal Process is shown in the following figure8.1-Compensasion1. Rewards are the final link in the motivation model. After the effort has been expended, successful performance happens, and organizational goals are achieved, individuals are now ready to have their particular goals met. These goals, or rewards, can come in a variety of types. 2. Rewards can be classified as (1) intrinsic or extrinsic, (2) financial or non financial, or (3) performance-based or membership-based. 3. Some rewards are membership-based because one receives them for scarce belonging to the organization. Employee benefits are an example of membership-based rewards, in that -every employee gels them irrespec tive of performance levels. 4. Compensation administration seeks to design a cost-effective pay structure that will not only attract, motivate, and retain competent employees, but also be perceived as fair by these employees. 5. Job evaluation systematically determines the value of each job in relation to all jobs within the organization. The four basic approaches to job evaluations are (1) the ordering method, (2) the classification method, (3) the factor comparison method, and (4) the point method. 6. The final wage structure evokes from job evaluation input, wage survey data, and the creation of wage grades. 7.Competency-based compensation views employees as a competitive advantage the organization.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 c ompensation 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 chemical equilibrium 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.8.3- Services and benefitsWhen an organization is designing its overall compensation program, one of the critical areas of concern is what benefits should be provided. Todays workers expect more than just an hourl y wage or a salary from their employer they want surplus 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 insuranceii) Disability benefitiii) Bonus it gives double yearly bonus to celebrate festival.This are discussed bellow.picDisability benefitPrograms 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).iii) BonusIt gives twice yearly bonus to celebrate festival.iv) Profit sharing bonusWindy 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.8.4- Safety and health program Involve management an d employees in the development of a refuge andhealth plan. If neither group can see the usefulness, and the benefit at /such a plan, even the best plan will fail. Hold someone accountable for implementing the plan. Plans do not work by themselves. They need someone to champion the cause. This person must be given the resources to put the plan in place, but also must be Aicld accountable for what its intended to accomplish. Determine the Safety and Health Requirements for Your Work Site. Just as each individual is different, so, too, is each body of work. Understanding the specific needs of the facility will aid in determining what safety and requirement will be necessary. Assess what workplace hazards exist in the facility. Identify the potent a. health and safety problems that may exist on the job. By understanding what exists, preventive measures can be determined. Correct hazards that exist. If certain hazards were identified in the investigation in the assessment, fix or elimi nate them. This may mean decreasing the effect of the hazard, or controlling it through other means (protective clothing). Train employees in safety end health techniques. Make safety and health training mandatory for all employees. Employees should be instructed how to do their jobs in the safest manner, and understand that any pro tective eqir merit provided must be used. Develop the mind-set in employees that the organization is to be kept has and free. Often employees are the first to witness problems. Establish i means for them to report their findings, including having emergency pr3 educes in place, if necessary. Ensuring that preventive maintenance a impend follows a recommended schedule can also prevent the breakdowns from becoming a hazard. Continuously update and refine the safety and health program. Once the program has been implemented, it must continuously be evaluated, am necessary changes must be made. Documenting the progress of the pro gram is necessary for use i n this analysis. 9.1- Disciplinary actionThe term discipline refers to a condition in the organization where employersconduct 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 middling 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.9.2- Factors to consider when discipline seriousness of problem Duration of the problem Frequents and nature of the problem Extenuating factors Degree of socialization History of the organizations discipline practices Management Backing9.3- Function of Disciplinary Actions pen verbal Warning The mildest form of discipline is the written verbal word of advice. Yes, the term is correct. A written verbal warning is a temporary record of a reprimand that is then pla ced in the managers file on the employee. This written verbal warning should state the purpose, date, and outcome of the interview with the employee. pen 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 employees 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 aserious 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 Gratuity All regula r employees who have experienceof at least 7 Years are entitled to gratuity. As per service rules,an eligible employee gets a gratuity an amount equal to his/hertwo months basic pay for each year service Provident fund Each member contributes to the providentfund a sum equal to 10% of the basic salary payable to him /her per month and such percentage is deducted by the companyfrom the salary of employee at the time of payment there of.The company contributes to the fund a monthly sum equal to 10%of the basic pay of each employee. Group Insurance Policy windy apperals Ltd. Have a fundnamed Employees Social Security Superannuation Fund thatprovides insurance to the employee on his/her family in case ofdeath, disability or disease. Besides, there is another groupinsurance type arrangement her to take care of the employeeshouse building investment. There is another fund calledEmployees House Building Investment Safety Scheme. Other Benefits As per the service rules an employee afterfulf illing same criteria can enjoy car facilities from the companyCar taking investment facilities from the bank whereas topSOWT Analysis of Human Resource Division of windy apparels Limited5.1 StrengthsOpen HR ManualEmpowered Work long suitInformation TechnologyEmployee Evaluation5.2 WeaknessesJob DescriptionHR AccountingCompensation and Benefits6.3 OpportunitiesManagement Information System.Human Resources Information SystemResearch and DevelopmentSalary SurveyTraining andDevelopmen5.4 ThreatsComp and etitive SalaryTurnover and Comp Turnover and etitive Salary Turnover and etitive Salary Turnover New/Multinational Companies/My Position & DutiesI 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 activit ies.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 thevarious functions of activities.Findings of the Study The HRD system of windy apperals Ltd is not skilled enough and does not follow latest technology. In HR Division, there is the huge lack of development activity. The employee j oining windy apperals should be taken under a cordial orientation program which is absent. Proper training is very important issue for the employees of Financials organization. In windy apperals proper training need requirement is not justified rather done by the employees personal interest. Employees code of conduct or service manual is governed solely by the service quality unit. But there should be a coordination of HRD to measure the correct evaluation of the employees performance.10.1 RecommendationFrom the above discussion we can recommend the following things Establishment and Enforcement of Garment Policy. Govt. should ease its regulation towards RMG sector. Fiscal financial incentives such as decrease in bank interest rate. Tax rate should be reduced in this sector. Derestriction Of foreign remittance flows that financed this sector.10.2 ConclusionHRM is the assenical for the RMG sector. Its the following for holeindustry. Administration is one of the important department s in the company to implement the policies, rules and regulation Its the controlling for RMG sector.Reference1. www.hrm sector.com2. Data collect from RMG financial statement.3. Daily thaumaturgist4. Financial Express5. New Age BusinessQuestionnaires for CustomersInstruction (Request to respondents) Please supply the truth information Please try to answer all the question Please tick the create answar1. Do you think that WINDY APPARELS LIMITED is the largest garments manufacturer in Bangladesh? Yes No2. Do you think that the reputation of windy apparels ltd is good in the world market? Yes No3. Do you think that windy apparels ltd is more reliable than others in Bangladesh? Yes No4. Do you think that the top management of windy apparels ltd is very sincere for any recovery of service? Yes No5. Are you pleased with their management? yes No6. Are you pleased with their working procedures? Yes No7. Are you pleased with their hospitability? Yes No8. Are you pleased with their sampl e development proceedings? Yes No9. Are they offering you any design, which is developed in their own research center? Yes No10. Are you interested to their design offered? Yes No11. Are you satisfied with their product quality? Yes No12. Do you think that their production capacity is sufficient? Yes No13. Are you satisfied with their Compliance department? Yes No14. Do you think that factory-working environment is international standard? Yes No15. Is their technology updated? Yes No16. Are you happy with the existing training programs of windy apparels ltd? Yes No17.Do you enjoy working in this section? Yes No18.In which area of operation of windy apparels ltd. you are responsible for? toil Quality Assurance HR/Admin19. What do you think what could be done to minimize these problems? Training Motivation Monitoring20.Do you think training can help you to improve your performance? Yes Nopic till commercialTraineeJunior ExecutiveExecutiveAssistant ManagerManagerManger AccountsExe cutive CommercialCommercial ManagerExecutive MarketingAssistant ManagerMarketing ManagerMaintenancePersonnelProduction PersonnelProduction ManagerFinance DirectorOperative DirectorManaging DirectorsCarrier opportunityA leading Garment invites application from committed, bright, energetic candidates for the following positions. Name of suffer (1) Production ManagerCandidates Eligibility 6 to 10 years experience in a reputed garment factory in production, Highly experience, highly professional, possessing good health and prepare to work under pressure should only apply for the post. Good communication in English and good computer knowledge. (2). Quality Assurance Manager/ Sample Manager Sample Manager will have to ensure all samples are related to job. Technical knowledge regarding Pattern and sewing operation. finishing with cv, 2 recent passport size photographs and photocopies of all experience certificates is to be sent to the following address on of before April 30, 2008. Abobi Fashion Ltd. Road-30, Hemayetpur, DhakaReject ApplicantPermanent job offerMedical, physical examination, if required conditional job offerBackground information requiredInitial screening eff applicationEmployment testComprehensive interviewConditional job offerChairmanEstablish performance standard with employeesMutually set reasonable goalsMeasure actual performanceMeasure actual performanceCompare actual performance with standardDiscuss the appraisal with employeeIf necessary, initiate corrective action