Hrm Practices in Rmg Sector Essay

Ac acquaintancementAt the real beginning I express gratitude to my honor commensurate gondola cartroad instructor Kazi T arq ullah for his splendid suggestion, fantastic guidance, prerequisite urge onation, positive reinforcement, sound take, justice & fairness, recognition & rewards. His motivation power is akinly enormous for which I engaged my trump efforts to prep atomic phone frame 18 such(prenominal) a explanation of conclusions.I am professionalud to state that I got such a run-in instructor who was very much friendly with me. So, every(prenominal) thanks go to him as he extended hand for me wherever I pick up. In fact, he made the course vexing to me and I spatesay proudly that I k like a shot al closething ab disclose variant atomic number 18as of vexation communication and memorial tablet digest.I would like to thank to my classmates whose inhalant and co- motion helped me a lot during asking the internship. administrator summeryIn keeping with the ken and philosophy to be a truly strategic seam associate to customers verbose has made every effort to be involved at separately(prenominal) levels of the business serve. The in-ho utilise Design & Product evolution team is plump for with a consecrate sampling facility for fabrics and garments allowing irksome to assist customers in their harvest organic evolution wreak and correspond a relevant and incidentally product for the market. wearisome is set to be an integral bug outner providing a wide track down of support and redevelopments across the entire tally chain. blowys 100% export oriented garment factories grow a authorized annual toil capacity of 5 champion thousand million garments with a holded target of 15 million last feeling garments. These combine the best of the indigenous features of Bangladesh such as easy availability of low cost skilled labor movement with focused investment in modern expert schoolnology and satisfactory professionals.With strong focus on contraryiated, progressive and value added products, the omener- forth has strengthened its design team and overstateed its product development activities. With the trendright products, it has been able to increase business comfortably with the fashion forward customers. The compevery participated in international fair in umpteen countries was highly appreciated by the customers which enhanced its reputation and increase its visibility in the international market.In the backdrop of quota elimination, uncertainties in the world(a) market scenario, the corporations aggressive marketing team has been able to crumple itself firmly to the customers as an crucial partner in the picture chain. aired has invested in modern machinery and coupled this with superiortechnical expertise to ensure surmountlent step in to each one of the 10,000 dress and twenty-four hours-to- daylight shirts, 3,000 knit fall outs and 2,000 jeans and woven botto ms produced daily. The blowy formula for winner is to maximise the inexpensive skilled labor with management from a high tech perspective. Industrial engineering and accomplishment- depend over play and fundamental role with softw ar such as GSD & FMS used for data driven production management to maximize efficiency. The scheme is managed by a group of guide tier professionals specifically hired for their expertise in the sundry(a) looks of the garment production deal. mending instruction updates and technical inputs from visiting professionals and consultants equip all windy employees to excel in their argonas and ensure top- nonch product quality, value and service atomic number 18 drop by business partners. In-spite these excellent facilities in fact, the comp both is facing fantastic business in customer service. The Company dissolvet verify its delivery schedule as required by the customers in some of the battle arrays.In the bottom line, I do moot that the company has full opportunities to upgrade itself by using all its imaginativenesss, main(prenominal)taining qualities, delivering advantageouslys to the customers in cartridge holder and advantageously-favoured continuous effort to the general customer service.We should always remember unvarying Improvement is the Road To Survival And Growth.Contents Introducton.1.1-Introduction1.2-Origin of the circulate1.3-Rational of the cultivation1.4-Objectives of the field1.5 systemology of the study1.6-Limitation of the study- scope of the windy app bels ltd.2.1-Introduction2.2-Back ground2.3-Management and organigation2.4-Organigation chart- gentlemans gentleman election planning and policies of windy appargonls ltd.3.1-Planning and policies3.2-Planning and policies figure- commercial enterprise synopsis of windy app bels ltd.4.1-Job digest4.2-Job depth psychology rule4.3-Job analytic seeing figureRecruitment and filling execute of windy app arls ltd.5.1-Recruitm ent5.2-Constraints of recruiting efforts5.3-Recruiting sources5.4-The selection address5.5-The selection process figure5.6-Interview judgment form5.7- savoir-faire verification check listenTraining and development of windy app atomic number 18ls ltd.6.1-Training and development6.2-Traning figure6.3-Training approachesPerformance assessments 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 earn8.4- base hit and health political platformDisciplinary Action of windy apparels ltd.9.1-Disciplinary action9.2-Factors to project when discipline9.3-Funetion of disciplinal action-Conclusion and Recommendation10.1-Conclution10.2-RecommendationReferanceQuesti unrivalledrs-1.1-IntroductionAdministration is whizz of the important departments in the company to implement the policies rules and regulation. Administration department leave behin d manage the whole bend process with the polices build up by the management of the company race operative in the company are the grea audition choice . charitable resource department ensure the utmost benefit of the gay working in the company and in like manner ensure the maximum productivity by motivation. So in the company compassionates resource department has a massive volume of act upon to build up a better milieu to work and maximize the productivity and companys good pass on.1.2- Origin of the reportThis report originated as an academic emergency of BBA Program of Uttara University. aft(prenominal) expiration of the program period a check up oner moldiness submit the report on the assigned topic to the executive program and to the department. I was assigned to project course on HRM Practices in RMG Sector for complete the program.1.3-Rationale of the study a priori k instanterledge is non enough for a student. It is necessity for a student to acquire prac tical knowledge. This report is prepared for showing the windy apparels ltd and boilers suit RMG sector. .According to fulfill the requirement the police detective has elect to work on HRM practices to RMG sector. on that pointfore, this studies report is the outcome of an academic need as well as practical knowledge and the out closely and enthusiastic intention of the researcher chthonian 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 alike its solution. TO increase duty satisfaction is es moveial for proper capital punishment and good-labor management carnal knowledge. To make all governing programs an in effect(p), HRM acts restlessly. at last to recommend some effective measure outs in improving the total system.1.5- modeology of the studyo Primary Sources Face to face discussion with the HR. theater director of windy apparels ltd. forrader sitting with him I perk up prepared a questionnaire Direct note separate expert opiniono Secondary Sources Yearly outcome of windy apparels ltd Relevant papers of financial statement Some figure data form the Internet Other relevant books.1.6-Limitation of the studyIn spite of my best effort , this study is not free from the by-line limitations The beat 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 entropy which could be very much essential I am also less experienced in this regard.2.1-Introduction throwed in 1999 the Windy group has expanded dramatically over the past 10 eld and is today the magnanimousst and or so diversified industrial conglomerate in Bangladesh. Employing 2,000 mass including 50 qu alified professionals and dealing in a wide of consumer and industrial products for domestics and global markets, Windy has fast become one of the leading exotic exchange earners in the countrys private sector. Textiles & Garments is the largest and fastest ontogeny division of the Windy Group and arrangely accounts for half the Groups business releaseover and profit. The Groups major investment continues to be concentrated in this Division.Among the mannikin of business, Windy Apparels Ltd ready-made garments manufacturing industry, which started its commercial production in March 1999 chthonic the name of windy Apparels Ltd. Windy Apparels has boomingly come a long way and proved its strength as a leading 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 situated in Rajendrapur, Gazipur, Dhaka. If ha s been realized in 2002. There are 4300 employees work here. It contri exceptes large portion of abroad capital exporting by ready made garments. Its total area is 38200 red-blooded feet and provides a good working environment.2.3- Management & OrganizationThe over all management of the company provide be vested with the display panel 4f film directors. The Board of Directors provide be formulated companys policies & guide lines for its day to day business operations . The Managing Director leave be the executive headword who volition 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 lotwindy apperals ltd. shall endeavor to excel in every aspect of their operation and thereby provide quality products and services to their customers. The cheek will fix a challenging and satisfying working envir onment so that the talents and say-so of their human resource is obligaten 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 & thence their entire society.3.4 MissionCustomer indemnity To always focus on the customer because the customers satisfaction is their inspiration. Business Policy To conduct the business with high integrity. Employee Policy To nurture the best human resource with pedagogy & 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. upcoming Policy To endeavor innovation to excel in every aspect of their operation.pic3.1 Human Resources and ManagementManagement and human resources managem ent are one and the same. They should never be separated, Management is personnel administration. Management has the three lines, dickens of which are directly related to personnel managing workers and work management is the process of businesslikely getting things done with and through other people. HRD deals with the design of established systems in an scheme to ensure the effective and efficient use of human talents to accomplish organizational goals.There are many definitions roughly human resource management (HRM). One of the well known definitions offered by Michael Jucious (1984). He sterilized human resources management Personnel management as the empyrean of management which involves elements organizing, directing and controlling the function of processing, development, maintaining and motivating a labor force. It is process of acquiring, concealing, terminating, developing and properly using the human resource in an organization.Human resource management give the axe 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, cover song, training, honour 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 ever-changing as the meter goes on. The main HRM functions entangle3.1- Human Resource Planning and PoliciesWhenever windy apparels ltd is in the process of determining its human resources postulate, it is engaged in a process we called human resource planning. Human resource planning is one of the nigh important elements in s uccessful organization ensures that it has the right number and kinds of people, at the right tush, at the right time, capable of efficaciously 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 instruction, estimation of an organizations human resource need is reduced to mere guesswork.This means that human resource planning cannot live on in isolation. It mustiness(prenominal) 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 comm precisely 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 itsconsumers are senior management then begins to set strategic goals. During this phase, these managers define objectives for the company for the adjoining 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 contri howevere 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 true strategies, its extraneous environment, its strengths and weaknesses, and its opportunities and threats, in equipment casualty 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 cost of people skills or equipment may exist.The company must determine what business concerns 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 bodily structure of the organization assists in determining the skill, knowledge, and abilities required of hypothesiseholders.3.2-The strategic direction of Human Resource Linkage of windy apparels ltd is shown in the pursuit figuremission Determining what business the organization will be inObjectives and goals Setting goals and objectivesStrategyDetermining how goals andObjectives will be attainedStructureDetermining what assembly lines needTo be done and by whomPeopleMatching skills, knowledge,And abilities to required dutys4.1- Job synopsisJob digest is a systematic exploration of the activities within a job. It is a technical procedure used to define th e duties, responsibilities, and accountabilities of a job. A job summary involves identifying and describing what is happening on a job.. accurately and precisely identifying the required tasks, the knowledge, and skills obligatory for performing them and the trains under which they must be performed.4.2- Job Analysis MethodThe basic unceasingitys that HRM can use to determine job elements and the essential knowledge, skills, and abilities for successful exercise include the spare-time activity Observation Method Using the utterance method, a job analyst watches employees directly or appraises films of workers on the job. Although the reflexion method provides beginninghand 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 doable with some jobs, but impossible for many for example, most managerial j obs. one-on-one Interview Method Using the item-by-item interview method, a team of job incumbents is selected and extensively interviewed. The results of these interviews are unite 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 quasi(prenominal) 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 crowd information or so jobs. However, exceptions to a job may be overlooked, and there is often no opportunity to ask falls up question s or to clarity the information received.technical foul 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 existently do.Windy Apparels Ltd uses the individual interview method because it is an extensively interview method. When it involves in co nducting the job analysis it follows the below items1. apprehensiveness the purpose of conduction the job analysis Before embarking on a job analysis, one must date the nature and purpose of conducting the investigation. Recognize that job analyses serve a brisk purpose in such HRM activities as recruiting, training, setting performance standards, evaluating performance, and remuneration. In fact, nearly every activity 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. bench mark positions In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and seeking their i nput, selected jobs can be chosen anchord 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 neediness 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 collecting 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 demand 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 little information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the n ext step in the job analysis process- constitution the job translation- more difficult. 6. Develop the first draftsmanship 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 outline sentence of the jobs main activities, the level of authority and right of the position, performance requirements, and working conditions.7 survey 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 job description document. When the description is an accurate ponderion, the supervisor should sign off, or approve the document.4.3- The steps 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 cl arificationDetermine how to collectjob analysis information5.1- RecruitmentAfter organizations have established their strategic direction and developed a corresponding exercise 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-nor 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 best essay the skills, knowledge, and abilities to successfully perform the job.So Recruiting is the discovering of potential ap plicants for actual or pass judgment organizational vacancies.5.2- Constraints of Recruiting EffortsWhile the ideal recruitment effort will get in a satisfactory number of qualified applicants who will interest 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.1. Image of the organization We noted that the prospective candidate may not be kindle 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. Attractiv eness of the job If the position to be change 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 difficultness 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 these workers, a shortage results. 3. Internal organizational Policies Internal organizational policies, such as promote 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 drills. 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 se nsible appearance, sex, or religious background. 5. Recruiting Costs The last constraint, but sure enough not lowest in priority, is one that meanss 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 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 start 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 however been by a fellow employee. The advantages of such searches-a promote from within wherever possible policy- are It is good public relati ons. 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) Employee 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 someone 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 international searchesBesides these windy apparels ltd is looking employees by the external searche s for recruitment. These are discussed below1. Advertisements Windy apparels ltd gives advertisement various types of newspaper 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-The Selection goSelection activities typically follow a standard pattern, beginning with an initial cover interview and concluding with the employment stopping point. The selection process typically consists of eight steps 1. Initial wake interview2. Completing the4 application form,3. Employment tests4. Comprehensive interview,5. Background investigation,6. A qualified job offer,7. Medical or physical examination and8. The unchanging job offer.Each step represents a decision point requiring some affirmative feedback for the process to continue. Each step i n 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 puzzle out in the following figureFailed to meet minimum qualificationsPassedFailed to complete application or failed job specificationsFailed test impress interviewerPassedPassedFailed to impress interviewerProblems uncountedPassed defective 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 cover charge 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/ eternal address, candidates profile, job performance etc. When the candidate pa sses 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 canvass areas such as assessing ones motivation, ability to work under pressure, and ability to fit in with the organization.The next step in to guarantee background investigation of the applicants who appear to offer potential as employees. This includes contacting designer employers to confirm the candidates work record and to obtain their appraisal of his/her performance, other job related and in-person performances, verifying educational qualification shown on application. If the candidates passes this, it is typically customary for a qualified 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- 5.6- Windy Apparels 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. Two of these outcomes are right decision and two are falselydecision. Decision Accept worsen Letter of job performance prosperous Correct decision Reject error Unsuccessful Accept error Correct decision The current selection process in EXIM beach is described below Initial ScreeningThe process starts with initial screening choosing from the CVs that fulfill thespecific requirements. After a nothingness is announced and CVs are already collectedfrom different source, the Bank starts the initial screening process .then called forwritten test. TerminationIf any employee are out of the job in some cases 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 heavy(a) him/her get windin writing or earnings in lieu therefore the period on under.120 Days notice in case of subordinate staff or pay in lieu thereof.90 Days notice for all other grades or salaries in lieu thereof.have durin g probation the Management may terminate the employee at any timewithout notice.The authority to terminate an employee of the grades from junior officer to Executive transgression 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 fit in to the report of the enquiry committee theconcerned dismissed employee will get only the own contribution of his/her forethoughtful strain. Discharge on medical rationalityIf an employee is incapable to continue his/her service for continues ill health mental irregularity and disorder, then the management discharge him/her from service onmedical ground. He/She may be paid a ex-gratuity with other benefit with the grace of the Managing Director.6.1 Training and teaching Training is a learning experience in that it seeks a relatively permane nt 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 mingled with 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 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 thought 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 in advance(p) instruction technology equipment.6.4- race Development1. The responsibility for managing a race belongs to the individual. The organizations role is to provide assistance and information to the employee, but is not responsible for growing an employees go. 2. A career is a sequence of positions occupied by a person during a course of a lifetime. 3. Career develo pment 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 and 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 goodwil l. 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) gain control of organizational resources (6) deposit perceptible (7) dont 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 youre acquiring and continue upgradiiu and 03) work harder than ever a de veloping 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. sensitiveness 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 the 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 latent hostility Dives Search Behavior Goat Achievement Need Satisfaction Of latent hostility Job Design. Performance military rating Rewards Job Evaluation Compensation / Benefit Discipline7.1-Performance AppraisalsPerformance evolutions are an integral part of most organizations. correctly developed and implemented, the performance apprai sal 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 profound 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 logical 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.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 organiza tional 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) ingrained 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 simply belonging to the organization. Employee benefits are an example of membership-based rewards, in that -every employee gels them disregardless of performance levels. 4. Compensation administration seeks to design a cost-effective salary 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 club method, (2) the classification method, (3) the factor comparison method, and (4) the point me thod. 6. The final mesh structure evokes from job evaluation input, wage survey data, and the creation of wage grades. 7.Competency-based stipend 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 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 prac tice. 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 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 redressii) Disability benefitiii) allowance it gives twice yearly motivator to detect festival.This are discussed bellow.picDisability benefitPrograms are designed to ensure income replac ement 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 marrow 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 and employees in the development of a gum elastic 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 piece 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, retainive measures can be determined. Correct hazards that exist. If certain hazards were identified in the investigation in the assessment, go down or eliminate 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 authorization 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 nutriment 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 in 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 reasonable thing to do. Once they are made aware of what is pass judgment of them, and assuming they find these standards or rules to be reasona ble, 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 backup man9.3- Function of Disciplinary ActionsWritten communicatory Warning The mildest form of discipline is the written communicatory sample. Yes, the term is correct. A written verbal warning is a temporary record of a reprimand that is then hardened in the managers file on the employee. This written verbal warning should state the purpose, date, and outcome of the interview with the employee.Written Warning The support 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 calendar month are rare. Employee welfare and benefit policy Gratuity All regular employees who have experienceof at least 7 Years are entitled to gratuity. As per service rules,an eligible employee gets a gratuity an marrow 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 contr ibutes 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 afterfulfilling 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 Force info TechnologyEmployee Evaluation5.2 WeaknessesJob DescriptionHR AccountingCompensation and Benefits6.3 OpportunitiesManagement Information System.Human Resources Information SystemResearch and Development stipend vision Training 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 thirty-first 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 passenger car 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 try 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 joining 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 unaccompanied by the service quality unit. But there should be a coordination of HRD to measure the perfect 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. monetary financial incentives such as decrease in bank interest rate. Tax rate should be reduced in this sector. Derestriction Of foreign remission of sin 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 departments 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 Star4. Financial stub out5. New Age BusinessQuestionnaires for CustomersInstruction (Request to respondents) cheer supply the faithfulness information Please try to answer all the question Please tick the create answar1. Do you think that WINDY A PPARELS LIMITED is the largest garments shaper 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. be you sprightly with their management? yes No6. ar you gay with their working procedures? Yes No7. Are you pleased with their hospitability? Yes No8. Are you pleased with their sample 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 st andard? 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? action 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 public treasury commercialTraineeJunior ExecutiveExecutiveAssistant tutorManagerManger AccountsExecutive CommercialCommercial ManagerExecutive marketingAssistant ManagerMarketing ManagerMaintenancePersonnelProduction PersonnelProduction ManagerFinance DirectorOperative DirectorManaging DirectorsCarrier opportunityA leading Garment invites application from committed, bright, up-and-coming candidates for the following positions. Name of Post (1) Production ManagerCandidates Eligibility 6 to 10 years experience in a rep uted 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 side of meat 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. Application 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 screeningComplete applicationEmployment testComprehensive interview qualified job offerChairmanEstablish performance standard with employees in return set reasonable goalsMeasure actual performanceMeasure actual performanceCompare actual performance with standardDiscuss the appraisal with employeeIf necessary, initiate corrective action