Overview of Garments Industry in Bangladesh

TERM PAPER ON HUMAN RESOURCE MANAGEMENT Daffodil International University (DIU) Acknowledgement First we feel great gratitude to my god to perform my task in time and successfully. We feel very happy to inform you that, after doing a hard work, we finally done our report on Human Resource Management. We would like to give hearted thanks to our honorable teacher MS. Sabnam jahan to give us this opportunity to prepare an assignment on a nice topic, which is closely related with HRM. The authors express their sincere gratitude to the authority of Daffodil International University (DIU) sanctioning this assignment.

WE would also like to give thanks and gratefulness to our university authority and all the People who have helped us to prepare this report successfully. Methods: 1) Receptions of applications: The “X” garments call for applications to the interested candidates through the various media. It usually in newspaper and internet. So, when candidates apply to the “X” garments then the employment department primarily received the applications and maintain proper step to store that. 2) Initial screening: In this step the applications which is received is justified according to the required qualifications for the job post.

If the qualifications match with the predetermined qualifications then applications is accepted but if the required qualifications doesn’t match with the predetermined qualifications then the applications are rejected. A list of accepted applicants is made and disqualified applicants are deducted. 3) Filling the applications blank: After primary acceptations the applications blank is sent to the qualified applicants. This form is prepared by this “X” garments and the form is filled up by the applicants. This form includes such matter, so matter, so that education qualifications, skill, social status and the works of applicants can get.

This method is helpful to select the best qualified employee. a) Identification: It includes name of the applicants, applicants parents, present and permanent address, date of birth, telephone number, nationality etc b) Personal Information: Martial status, number of dependent persons, sex, height, weight etc. c) Education: General and technical qualifications, qualification out of education. d) Experience: Professional qualification, facts about past employment etc. e) Memberships, awards and interest. f) Salary expectation g) References ) Employment test and interview: Employment test includes written test and oral test. In this step candidates are needed to appear in written, oral or both test. The applicants who are passed from the written tests call for interview. Very often this garment selects the employees through only the interview process. Additional information is collected through interview tests. For this purpose a board in formed. A place is determined for taking the interview from the applicants. Different sides of applicantts are justified through the interview. Intellectual ability, skill.

Expressing power. Personal characteristics, attitudes, working ability are justified. Through the interview it can be predicted that the candidate will be selected. Applicants can get information about salary, work environment, working condition and other facility etc. 5) Psychological test: To select the best employee the Psychological test is arranged. Intellectual ability, tendency, interest, personality, motivation nature, is justified through Psychological test. It is something quantitative. Through the intellectual test the mental ability and power of perception are measured.

Through the tendency test the tendency for work is measured. And through the personality test the mental frame, self-confidence, emotional balance, temperament, motivation etc are measured. Psychological test can compare among the applicants and through this test the best qualified employee can be selected. This test is information basis and it helps to achieve the goal. 6) References and background investigation: it is also followed by this garment, in this step the character, knowledge and skill, of applicants are justified from the reference provider.

Whether the applicants are good or bad it can be known through this investigation. Previous job place information of applicant is justified. 7) Preliminary election: in this step from the result of different test and information, the possible or potential applicants are primarily selected. 8) Physical examination: this garment arrange for the physical examination before the final selection of employee. An applicant can be deducted for the fault in physical examination. If the employees are the holder of sound heart then they will able to perform more tasks for the garments.

For this reason a medical test is arranged for final selection of employees. 9) Final Selection: After completing the required stages on steps the applicants are finally selected. The top level management of employment department determine the decision for finally selected employees. 10) Placement: after final selection the employees get placement for the job. 11) Induction training: in this step new employees are introduced with the work environment, condition, task echo the garment. Recruitment and selection body: This garment has a recruitment and selection body to operate the activities properly.

The human resources manager arranges and controls for the recruitment a selection process. It includes HR planning, employee recruitment and selection, placement and orientation. The “X” Garment Weakness of recruitment: The weakness of recruitment found in this garments are the following: 1) Promote from within: In this case , to fill the higher position the garment give preference to internal people. It restrict to brilliant and enthusiastic people to enter. 2) Employment status policies: in this garments . fulltime, part-time, nonpermanent and contract basis employee are recruited. It is a weakness. ) Compensation policy: Many times the selection body fails to attract the best qualified people by the untrusting salary. 4) Recruiter habits: Recruiter habits habits can resist the selection of the best people. 5) Job requirement: Legal and others environmental restriction can create problems for recruitment and selection. 6) Image of the organization: the image of this garments affect the recruitment policy, it is a weakness for this garments. These garments are trying to improve the image. 7) Attractiveness of the job: Many times the attractiveness of job creates problem for recruitment. ) Government Influence: Religion, race, sex, tribal, matter etc. creates problems. 9) Cost: A budget is fixed for recruitment policy. So, to maintain the cost or budget is a problem for the recruiter. Staff Criteria: This garment arrange the different recruitment policy for different level of employees. It has the different recruitment for the top ,mid and lower level employees for the higher level and mid level the garment arrange written test and interview and for the lower level the garment only arrange for interview to select. Conclusion and recommendation: The “X”garment has some problems.

I think the problems about recruitment and selection can be eradicated through the proper planning and implementation. It can higher the better consultant to solve the problems of recruitment such as promote from within, compensation policy, job recruitment, government influence and cost. Through the “X” garment are performing well. Yet it has some thing problem. It is earning profit and also doing social work for the society. It has contribution to earn foreign currency and development of our country. References: Methodology: a)Objective of the study: To get real life experience we have studied this matter. We

Overview of Garments Industry in Bangladesh: The garment industry of Bangladesh has been the key export division and a main source of foreign exchange for the last 25 years. At present, the country generates about $5 billion worth of products each year by exporting garment. The industry provides employment to about 3 million workers of whom 90% are women. Two non-market elements have performed a vital function in confirming the garment industry’s continual success; these elements are (a) quotas under Multi- Fiber Arrangement1 (MFA) in the North American market and (b) special market entry to European markets.

The whole procedure is strongly related with the trend of relocation of production. Bangladesh Garment Sector and Global Chain The cause of this transfer can be clarified by the salary structure in the garment industry, all over the world. Apparel labor charge per hour (wages and fringe benefits, US$) in USA is 10. 12 but it is only 0. 30 in Bangladesh. This difference accelerated the world apparel exports from $3 billion in 1965, with developing nations making up just 14 percent of the total, to $119 billion in 1991, with developing nations contributing 59 percent.

In 1991 the number of workers in the ready-made garment industry of Bangladesh was 582,000 and it grew up to 1,404,000 in 1998. In USA, however, 1991-figure showed 1,106. 0 thousand workers in the apparel sector and in 1998 it turned down to 765. 8 thousand. The presented information reveals that the tendency of low labor charges is the key reason for the transfer of garment manufacturing in Bangladesh. The practice initiated in late 1970s when the Asian Tiger nations were in quest of tactics to avoid the export quotas of Western countries.

The garment units of Bangladesh are mainly relying on the ‘tiger’ nations for raw materials. Mediators in Asian Tiger nations build an intermediary between the textile units in their home countries, where the spinning and weaving go on, and the Bangladeshi units where the cloth is cut, sewn, ironed and packed into cartons for export. The same representatives of tiger nations discover the market for Bangladesh in several nations of the North. Large retail trading companies placed in the United States and Western Europe give most orders for Bangladeshi garment products.

Companies like Marks and Spencers (UK) and C (the Netherlands) control capital funds, in proportion to which the capital of Bangladeshi owners is patience. Shirts manufactured in Bangladesh are sold in developed nations for five to ten times their imported price. Collaboration of a native private garment industry, Desh Company, with a Korean company, Daewoo is an important instance of international garment chain that works as one of the grounds of the expansion of garment industry in Bangladesh.

Daewoo Corporation of South Korea, as part of its global policies, took interest in Bangladesh when the Chairman, Kim Woo-Choong, offered an aspiring joint venture to the Government of Bangladesh, which included the growth and process of tyre, leather goods, and cement and garment factories. The Desh-Daewoo alliance was decisive in terms of getting into the global apparel markets at significant juncture, when import reforming was going on in this market following the signing of MFA in 1974. Daewoo, a South Korean leading exporter of garments, was in search of opportunities in nations, which had hardly used their quotas.

Due to the quota restriction for Korea after MFA, the export of Daewoo became limited. Bangladesh as an LDC got the chance to export without any constraint and for this cause Daewoo was concerned with the use of Bangladesh for their market. The purpose behind this need was that Bangladesh would rely on Daewoo for importing raw materials and at the same time Daewoo would get the market in Bangladesh. When the Chairman of Daewoo displayed interest in Bangladesh, the country’s President put him in touch with chairman of Desh Company, an ex-civil servant who was seeking more entrepreneurial pursuits.

Orientation of crest garment: The crest garments company was established on 14th march 1998. the total employee of the crest garment company 5000. It is the leading garment company in our country. The crest garment company produce only sweater. The crest garment company exports 50 lakh units in every year. The crest garment company export his sweater in England, Russia, Scotland, Switzerland etc. in this country the companies net profit 85crore in every year. Methodology: a) Objective of the study: to get real life experience we have studied this matter.

We think we have earned proper practical knowledge about recruitment and selection process of a company. It is helpful to enrich our knowledge. b) Rationale of this study: as the practical knowledge can spread the area of knowing, so the study, what we have done, it is a practical and proper way, we are so happy for this study. c) Source of data: the data what we have used in this term paper, we have set it from the crest’ garments information desk. We have also used the different books from the library. d) Limitations of the study: Through we have completed the report, yet we have some problems to prepare the repot in well.

We have faced some problems to set the original information about the recruitment and selection process of the crest garments because, the garment never wants to provide the real information for their strategy. Methods: 1) Receptions of applications: The crest garments call for applications to the interested candidates through the various media. It usually in newspaper and internet. So, when candidates apply to the crest garments then the employment department primarily received the applications and maintain proper step to store that. ) Initial screening: In this step the applications which is received is justified according to the required qualifications for the job post. If the qualifications match with the predetermined qualifications then applications is accepted but if the required qualifications doesn’t match with the predetermined qualifications then the applications are rejected. A list of accepted applicants is made and disqualified applicants are deducted. 3) Filling the applications blank: After primary acceptations the applications blank is sent to the qualified applicants.

This form is prepared by this crest garments and the form is filled up by the applicants. This form includes such matter, so matter, so that education qualifications, skill, social status and the works of applicants can get. This method is helpful to select the best qualified employee. h) Identification: It includes name of the applicants, applicants parents, present and permanent address, date of birth, telephone number, nationality etc i) Personal Information: Martial status, number of dependent persons, sex, height, weight etc. ) Education: General and technical qualifications, qualification out of education. k) Experience: Professional qualification, facts about past employment etc. l) Memberships, awards and interest. m) Salary expectation n) References 4) Employment test and interview: Employment test includes written test and oral test. In this step candidates are needed to appear in written, oral or both test. The applicants who are passed from the written tests call for interview. Very often this garment selects the employees through only the interview process. Additional information is collected through interview tests.

For this purpose a board in formed. A place is determined for taking the interview from the applicants. Different sides of applicantts are justified through the interview. Intellectual ability, skill. Expressing power. Personal characteristics, attitudes, working ability are justified. Through the interview it can be predicted that the candidate will be selected. Applicants can get information about salary, work environment, working condition and other facility etc. 5) Psychological test: To select the best employee the Psychological test is arranged.

Intellectual ability, tendency, interest, personality, motivation nature, is justified through Psychological test. It is something quantitative. Through the intellectual test the mental ability and power of perception are measured. Through the tendency test the tendency for work is measured. And through the personality test the mental frame, self-confidence, emotional balance, temperament, motivation etc are measured. Psychological test can compare among the applicants and through this test the best qualified employee can be selected. This test is information basis and it helps to achieve the goal. ) References and background investigation: it is also followed by this garment, in this step the character, knowledge and skill, of applicants are justified from the reference provider. Whether the applicants are good or bad it can be known through this investigation. Previous job place information of applicant is justified. 7) Preliminary election: in this step from the result of different test and information, the possible or potential applicants are primarily selected. 8) Physical examination: this garment arrange for the physical examination before the final selection of employee. An applicant can be deducted for the ault in physical examination. If the employees are the holder of sound heart then they will able to perform more tasks for the garments. For this reason a medical test is arranged for final selection of employees. 9) Final Selection: After completing the required stages on steps the applicants are finally selected. The top level management of employment department determines the decision for finally selected employees. 10) Placement: after final selection the employees get placement for the job. 11) Induction training: in this step new employees are introduced with the work environment, condition, task echo the garment.

Generally uses methods of selection: The selections methods are used by the crest Garments are determined by the top decision makers of the crest Garment. The methods are up-to-date according to the leading garments of the country and world famous garment. Selections are very important for any organizations, because through the selection methods the best people or employees are selected to accomplish the organizational works and the organizations can reach to the goal. So by considering this matter crest garments have determined the methods and new ideas also applied by the crest garments for the selections purposes.

Employee Selection Methods of crest Garment [pic] Recruitment and selection body: This garment has a recruitment and selection body to operate the activities properly. The human resources manager arranges and controls for the recruitment a selection process. It includes HR planning, employee recruitment and selection, placement and orientation. The crest Garment Weakness of recruitment: The weakness of recruitment found in this garments are the following: 10) Promote from within: In this case , to fill the higher position the garment give preference to internal people.

It restrict to brilliant and enthusiastic people to enter. 11) Employment status policies: in this garments . fulltime, part-time, nonpermanent and contract basis employee are recruited. It is a weakness. 12) Compensation policy: Many times the selection body fails to attract the best qualified people by the untrusting salary. 13) Recruiter habits: Recruiter habits habits can resist the selection of the best people. 14) Job requirement: Legal and others environmental restriction can create problems for recruitment and selection. 5) Image of the organization: the image of this garments affect the recruitment policy, it is a weakness for this garments. These garments are trying to improve the image. 16) Attractiveness of the job: Many times the attractiveness of job creates problem for recruitment. 17) Government Influence: Religion, race, sex, tribal, matter etc. creates problems. 18) Cost: A budget is fixed for recruitment policy. So, to maintain the cost or budget is a problem for the recruiter. Staff Criteria: This garment arrange the different recruitment policy for different level of employees.

It has the different recruitment for the top ,mid and lower level employees for the higher level and mid level the garment arrange written test and interview and for the lower level the garment only arrange for interview to select. Conclusion and recommendation: The crest garment has some problems. I think the problems about recruitment and selection can be eradicated through the proper planning and implementation. It cans higher the better consultant to solve the problems of recruitment such as promote from within, compensation policy, job recruitment, government influence and cost.

Through the crest garment are performing well. Yet it has some thing problem. It is earning profit and also doing social work for the society. It has contribution to earn foreign currency and development of our country. Reference: Crest garment New- eskaton road Bangla motor, Dhaka-1217 Internet: google. Com. Book: (1)Human resource management(Gray Dessler). (2) Human resource management(prof Md. Mohiuddin ———————– Chairman Finance Director Planning & Implementation Director Technical & Engineering Director Production Director Commercial Director

Head of the Personnel Dept. (Senior GM) M. I. S. Dept. (Senior GM) Audit & Investigation (Senior GM) Secretary (Senior GM) Recruitment & Training (GM) Administration (GM) Labor & Staff Administration (GM) Health & Medical (GM) Chairman Finance Director Planning & Implementation Director Technical & Engineering Director Production Director Commercial Director Head of the Personnel Dept. (Senior GM) M. I. S. Dept. (Senior GM) Audit & Investigation (Senior GM) Secretary (Senior GM) Recruitment & Training (GM) Administration (GM) Labor & Staff Administration (GM) Health & Medical (GM)