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1. MODULE NAME: INDUSTRIAL PLACEMENT & DISSERTATION
MODULE TITLE: AMM-4325
TOPIC: RESEARCH PROPOSAL
SUBMITTED TO:
FARJANA MITA
ASSISTANT PROFESSOR, SMUCT
SUBMITTED BY:
MD.KHAIRUL ISLAM
ID:161051024
GROUP:B
BATCH:26TH
SEMESTER:12TH
SHANTO -MARIAM UNIVERSITY OF CREATIVE TECHNOLOGY

2. “Human resource management practice in the RMG sector of Bangladesh”
Research topic
 Increasing productivity of workers of RMG sector by establishing child care facility.
 Reducing communication gap between buyer and merchandiser in RMG sector .
 Human resource management practice in the RMG sector of Bangladesh.
 To develop RMG sector of Bangladesh by implementing HRM practice.
Area: this research will conduct based on DEPZ

3. Research objective
The specific objectives of this study will be as follows:
 To understand and analyze HRM Practices of RMG sectors of Bangladesh.
 To find out the pitfalls or problems associated with HRM Practices
 To suggest the ways and means for improvement in policy and techniques in the field of fraud and
forgery.
 To develop the RMG industry by implementing HRM practice

4. Research hypothesis
The study will have both practical and academic value. It will lead anyone to get a clear idea about Human
Resource Management Practices, its procedure and present scenario of BHT Garments Ltd., with two other
garments in comparison with BGMEA rules and regulations. The report also focuses on the issue of fraud and
forgery in Human Resource Management Practices, and their guidelines in prevention. On the other hand the
findings of the study will direct to think about appropriate actions and steps for the betterment of the existing
practice. Garments Industries are growing gradually in Bangladesh. There are many garments organizations
are operating their factories at several districts of Bangladesh. I have been assigned in BHT Garments Ltd. and
it has given me the scope to be familiar with the Garments Industries’ environment for the first time indeed. I
worked with BHT Garments Ltd. at two factories And I took interview of 50 workers and employees. Thus I had
gathered experiences by working at different factories and units of BHT Garments Ltd. The area of
concentration of this report is confined in investigating different aspects of the Human Resource Management
(HRM) Practices of BHT Garments Ltd. according to the BGMEA. In fact, this report is on HRM, especially on
Job analysis, HR planning, Recruitment and Selection of the employees, Training and Development,
Compensation, and Promotion. Theory and application did become a reality. That’s why I choose this topic.

5. Research design
I was talking with General Manager, Production manager, & other supportive labors. Collecting the
information, I was getting together for sorting the information & preparing it into a research. I generate data
for this project in two ways those are Primary Data collection method & secondary data collection method.
Primary data collection:
For this project I have make Group studies to others and visiting garments for generating some ideas and
directly question.
Secondary data collection:
The major portion of this research is based on secondary data. I collect data for this project from internet.
Literature review
Many studies have been conducted to explore the HR practice and implementation throughout the world in
various organization & management related sectors along with rmgs as well. HR practices have remarkable
association with hierarchical responsibility and employee turnover. (Billahet et al., 2009) Rab (1991) explored
the HRM practices in 24 small ventures functioning in Dhaka. He differentiate that in terms of recruitment,
respondent interaction was the crucial means (58%) lagged by advertisement in daily newspaper (21%), walk-
in interview (13%), and notice board of organization (8%). All of the ventures, with the exclusion of one
organization, utilized work sample testing and interviewing for employees’ selection.
Another study to investigate on Khulna Hard Board Mills Ltd about the overall work force management (HRM)
practices. It analyzed about the recruitment policies, selection procedures, training and development
program, compensation management, relationship between management &labor, and the safety and health
issues. The investigator revealed miscellaneous problems recognized with administration practices for staffs,
for instance, collision in faculty division, unstable supervision range, faulty assessment, high proportion of
hostile sentiment neighborhoodlaborers, non-attendance, poor programs for preparation, lack of aptitude
assessment, favoritism and preference in workers’ progression and choice, poor contemporary relationships,
insufficient remuneration, and poor welfare and wellbeing supervisions. (Taher, 1992) Medcof& Song (2013)
Human resource (HR) applications for employee selection, performance evaluation, connection between
training and performance-compensation are discovered as less categorized in entrepreneurial HR
arrangements (exploratory) than in supportive HR arrangements (exploitative).The outcome expresses, HR

6. methods and implication should diverse in dainty of the organizational procedures in which those are being
functioned. Shelly (1994) scrutinized the functions of HR base on the procedure of industrialization in
Bangladesh. He inspected that insufficient Human Resource Management (HRM) exercise was one of the
factual problems confronted by industrial zone of Bangladesh. A bulk portion of the HR implications, for
example, HR positioning, organization, determination, progression, execution assessment, remuneration,
motivations, and contemporary relationships were not executed justifiably in commercial organizations.
The progress of learning orientation is checked as a managerial responsibility but HR policy makers can play a
crucial role in the endorsement of learning by boosting the more conventional HR practices towards the feat
of organizational successes (Gardiner & Sadler-Smith, 2001). Islam (2003) A study on miniature organizations’
HRM practices of Bangladesh. Result showed that small ventures did not provide rational pay rates and
compensation, training & development facilities to their workers. The researcher pointed out that the reason
of old trait HR rehearses, the success and encouragement level of the respondents of those Bangladeshi small
ventures were low.
Ozola (2014) the purpose of the exploration was to detect the HRM practices which are effective for the
dropping of employee turnover. For this resolution the approaches of document study and expert anwere
used. On the base of exploration of the scientific works reclaimed from academic databases the HRM
practices, stated in linkage with worker turnover, were noticed and defined its effect on worker turnover. By
guiding two distinct expert investigations, the preliminary information about the extent of some known HRM
practices and about the possible effectiveness of those practices in organizations of Latvia, is developed and
study
40years, study on recruiting employee has increased drastically. The paper observes the study on recruitment
issues that have received substantial consideration (e.g., recruiting techniques, accurate job performances). It
also addresses topics (e.g., aimed recruitment, the spot visit) that have established relatively low attention but
which have the probability to be pretty significant. In exploring these issues, the variables of job applicant
(e.g., self-insight), that should impact how a boss conducts the recruiting procedure but that have regularly
been mistreated, are narrated. Throughout the research, significant areas for future exploration are
recommended. (Breaugh, 2008) In an investigation of HR practice in Lebanese hospitals of a group of 96
respondents from 61 various hospitals. The result disclosed that, the most commonly responded challenge
was weak employee maintenance (56.7%), limitations of experienced personnel (35.1%), and short of proper
performance appraisal system (28.9%). A little number of strategies utilized to alleviate the mentioned
challenges consisted with offering continuous training & education for employees (19.6%), upgrading salaries
(14.4%), and developing maintenance strategies (10.3%). Difference between strategies & responded
challenges were detected. (El-Jardali et al., 2009)
Zhu et al. (2008) in a study of 618 managers, employed in state-owned enterprises, foreign-invested, and
domestic/private firms running at the Jiangsu Province in China; explores the degree to which Human
Resource practices have been strategically development to line/middle managers and the affiliation between
this development and those firms’ performance. On the whole, there was little substantiation of devolvement
to line or middle managers and found no substantiation of an association between the performance of firm
and the extent of devolvement, though the provision of official training to middle or line managers was
predictive of performance. Different categorized fifteen industries in India (such as, automobiles, chemicals,
gas, infrastructure, metal, mining, oil, power etc) that use best HR practice were selected for the study. The
paper tried to estimate whether all the selected organizations have same manner of HR practice or not and

7. their relevant corporate strategy was classified as focusing quality, reducing cost, and flexing the systems.
(Tomar, 2011)
The above literatures reviewed the HR practice in many managerial sectors both the Bangladesh and foreign
countries. Based on this literatures the study explore the HRM (Human Resource Management) practices &
implementation in garments industry of Bangladesh by using the four HR functions as, staffing, training &
development, motivation, and maintenance proposed by decenzo& Robbins and provide some guidelines to
the concerned authority for improving the existing circumstance of human resource management practices &
implementation in garments industry of Bangladesh.
Research methodology
The research proposal will be conducted and prepared through both primary and secondary data. For the
empirical part of the study primary data will be collected through a structured questionnaire. This
questionnaire will include some statements regarding the security and employment relations of RMG sector
in Bangladesh. Qualitative technique like Focus Group Discussion (FGD) was also used to collect primary
data. For this study we will conduct interview to gather new information, through facts and opinions of the
garments workers and experts besides to investigate and aimed to verify the information gathered through
the literature review .The interviews will be in open questions in order to give room to the
interviewees to express their own view regarding the question asked. The open question choice is also
given due to our research aim to give a qualitative analysis of the current situation of the security and
employment relation.
The secondary data will be collected through literature review from various reliable sources like
Journals, Research articles, Thesis papers, Newspapers, Online news and survey reports, garments
,manufacturing Industries Annual reports, Export Promotion Bureau (EPB) Reports, BGMEA, BKMEA and
BTMA Yearly reports and Files etc.
The questionnaires will be designed in such manner so that the garments workers can express their opinions
without any prejudice and bias finding the obstacles as to safety net in consonance with ILO Conventions
and standards. The findings of the mixed approach will be categorized systematically and the common
findings will be offered as recommendation to amend the current labor law regarding the security issue in
the country

8. Limitation
I have some limitations to conduct this research such as-
• Shortage of time and money.
• Problems in data collection.
• A tendency of hiding the real information among the respondents.
• Methodological Limitations.
• Because of concealing real information we can’t collect authentic data from respondents.
• Because of limited time we can’t properly observe the behavior of person with disability
Research plan
Time Frame:
1st Phase: 27 August, 2019-Preparation of the questionnaires and Data Processing. Observation and
target area visiting also will be conducted in this phase.
2nd Phase: sample survey and data processing will be completed during 29 August,
2019. Final report writing will be completed during the 30 August,2019
Money Budget:
Item Amount
Transport cost 1000
Typing of letters,questionnaires 200
Final report 400

9. Others 500
Total 2100
Thank you