This document is a research paper on the industrial relations scenario in the garment sectors of Bangladesh. It includes an introduction outlining the importance of the garment industry and women workers. It then discusses the objectives and methodology of the research, which involved collecting primary data through questionnaires and secondary data from online sources. The limitations of the research are also noted. Several sections analyze the findings, including on working environment and payments to workers. In conclusion, the report examines the industrial relations scenario in Bangladesh's garment sectors.
The level of employees satisfaction ready made sector (rmg) sector in bangladeshasif onik
The document discusses a case study on factors affecting employee satisfaction levels in the ready-made garments sector in Bangladesh. It begins with an introduction that defines employee satisfaction and discusses its importance for companies. It then provides background on the growth of the garments industry in Bangladesh. The literature review mentions that the garments sector is crucial to Bangladesh's economic growth and employment. However, low wages and lack of labor laws have led to conflicts between workers and factories. The document aims to understand the levels of employee satisfaction in the industry and identify factors influencing it.
A Study on Effectiveness of Recruitment ChannelsProjects Kart
The objective of the study is to develop a Recruitment channel, which will be utilized to ensure that GO GO International Pvt. Ltd is able to identify and prepare for filling key organizational positions with qualified candidates, in advance of actual need, and to assist in managing diversity and workforce planning. Another related objective is to have the right people available, at the right place, at the right time in order to ensure smooth ongoing operations. In other words, to develop effective recruitment process which would grow as well as retain talent and maintain leadership continuity· Develop and prepare a pool of talents to meet future business requirements.
Recruiting and retaining employees in the industry is a critical issue. Smart, ambitious, and highly motivated employees are difficult to keep. Attracting and retaining these people is a challenge. Qualified personnel have to be compensated well and require work that develops their skills and matches their personal interests. Since technical employees require challenging and rewarding work, a slightly different plan must be employed to successfully recruit and retain these workers. Some key factors that aid the recruiting of outstanding technical people are salary, benefits, the organization’s reputation, and rewarding work.
The document discusses employee attrition in the IT industry in India. It defines attrition as the reduction in employees due to retirement, resignation or death. High attrition can cost companies more than realized to replace employees. Common causes of attrition include internal factors like compensation and promotion opportunities, and external factors like better offers from other companies. Effects of attrition include loss of productivity and quality for companies, and stress and monetary loss for employees. The IT industry in India provides many jobs but also experiences high attrition, which research papers have studied and suggested ways to reduce.
Quality of Work Life of Indian Bank Employees: A Study in Warangal District, ...INFOGAIN PUBLICATION
Quality of Work Life has assumed increasing interest and importance in both industrialized and developing countries of the world. In India, its scope seems to be broader than all labour legislations enacted to protect the workers. It focuses on job security and economic growth of employees. The issue of Quality of Work Life within banking services has drawn considerable attention over the past few years. The movement towards the better service has increased the development of the banking industry. Employees of the banks are providing lots of services in order to remain competitive in a rapidly changing market. On the other hand banks are rewarding those employees by providing many benefits. However, which increased working hours, stress and responsibilities many bankers are unable to balance their personal and professional lives. And, it is resulting in delivering of poor service to the customers. In this context it is felt necessary to conduct a detailed investigation on how bank employees manage their work and personal life.
The presentation summarizes a study on the industrial relations scenario in Bangladesh's garment sector. It finds that while the sector has grown exponentially and employs many women, workers face numerous problems like low wages, lack of benefits, and unsafe conditions. The study utilized surveys and questionnaires to collect data from 32 garment workers and analyze workplace challenges. Key findings indicate issues with labor laws not adequately protecting workers' rights and health and safety measures not being properly implemented in factories. Recommendations include improving safety, increasing wages, giving workers more say, and avoiding economic downturns.
The document summarizes a study on employee absenteeism conducted at GO GO International Pvt. Ltd. in Hassan, India. The study aimed to identify the reasons for and levels of absenteeism, as well as steps to decrease it. A survey was administered to 95 employees to collect primary data on absenteeism rates, causes, working conditions, and motivational factors. Secondary data was also collected from company records and other sources. The data was analyzed using percentage calculations to understand absenteeism levels and relationships between different factors.
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document summarizes a report on the job market and opportunities in Nepal. It finds that while there are many unemployed people in Nepal, there are also many available jobs that are not being filled due to a lack of skilled candidates. Specifically, there is a gap between the skills and expertise demanded by employers and what is taught in universities. To address this, the report recommends that educational institutions collaborate more with the job market to make their curriculum more practical and ensure students gain the technical skills needed for available positions.
The level of employees satisfaction ready made sector (rmg) sector in bangladeshasif onik
The document discusses a case study on factors affecting employee satisfaction levels in the ready-made garments sector in Bangladesh. It begins with an introduction that defines employee satisfaction and discusses its importance for companies. It then provides background on the growth of the garments industry in Bangladesh. The literature review mentions that the garments sector is crucial to Bangladesh's economic growth and employment. However, low wages and lack of labor laws have led to conflicts between workers and factories. The document aims to understand the levels of employee satisfaction in the industry and identify factors influencing it.
A Study on Effectiveness of Recruitment ChannelsProjects Kart
The objective of the study is to develop a Recruitment channel, which will be utilized to ensure that GO GO International Pvt. Ltd is able to identify and prepare for filling key organizational positions with qualified candidates, in advance of actual need, and to assist in managing diversity and workforce planning. Another related objective is to have the right people available, at the right place, at the right time in order to ensure smooth ongoing operations. In other words, to develop effective recruitment process which would grow as well as retain talent and maintain leadership continuity· Develop and prepare a pool of talents to meet future business requirements.
Recruiting and retaining employees in the industry is a critical issue. Smart, ambitious, and highly motivated employees are difficult to keep. Attracting and retaining these people is a challenge. Qualified personnel have to be compensated well and require work that develops their skills and matches their personal interests. Since technical employees require challenging and rewarding work, a slightly different plan must be employed to successfully recruit and retain these workers. Some key factors that aid the recruiting of outstanding technical people are salary, benefits, the organization’s reputation, and rewarding work.
The document discusses employee attrition in the IT industry in India. It defines attrition as the reduction in employees due to retirement, resignation or death. High attrition can cost companies more than realized to replace employees. Common causes of attrition include internal factors like compensation and promotion opportunities, and external factors like better offers from other companies. Effects of attrition include loss of productivity and quality for companies, and stress and monetary loss for employees. The IT industry in India provides many jobs but also experiences high attrition, which research papers have studied and suggested ways to reduce.
Quality of Work Life of Indian Bank Employees: A Study in Warangal District, ...INFOGAIN PUBLICATION
Quality of Work Life has assumed increasing interest and importance in both industrialized and developing countries of the world. In India, its scope seems to be broader than all labour legislations enacted to protect the workers. It focuses on job security and economic growth of employees. The issue of Quality of Work Life within banking services has drawn considerable attention over the past few years. The movement towards the better service has increased the development of the banking industry. Employees of the banks are providing lots of services in order to remain competitive in a rapidly changing market. On the other hand banks are rewarding those employees by providing many benefits. However, which increased working hours, stress and responsibilities many bankers are unable to balance their personal and professional lives. And, it is resulting in delivering of poor service to the customers. In this context it is felt necessary to conduct a detailed investigation on how bank employees manage their work and personal life.
The presentation summarizes a study on the industrial relations scenario in Bangladesh's garment sector. It finds that while the sector has grown exponentially and employs many women, workers face numerous problems like low wages, lack of benefits, and unsafe conditions. The study utilized surveys and questionnaires to collect data from 32 garment workers and analyze workplace challenges. Key findings indicate issues with labor laws not adequately protecting workers' rights and health and safety measures not being properly implemented in factories. Recommendations include improving safety, increasing wages, giving workers more say, and avoiding economic downturns.
The document summarizes a study on employee absenteeism conducted at GO GO International Pvt. Ltd. in Hassan, India. The study aimed to identify the reasons for and levels of absenteeism, as well as steps to decrease it. A survey was administered to 95 employees to collect primary data on absenteeism rates, causes, working conditions, and motivational factors. Secondary data was also collected from company records and other sources. The data was analyzed using percentage calculations to understand absenteeism levels and relationships between different factors.
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document summarizes a report on the job market and opportunities in Nepal. It finds that while there are many unemployed people in Nepal, there are also many available jobs that are not being filled due to a lack of skilled candidates. Specifically, there is a gap between the skills and expertise demanded by employers and what is taught in universities. To address this, the report recommends that educational institutions collaborate more with the job market to make their curriculum more practical and ensure students gain the technical skills needed for available positions.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
The document provides an overview of the chemical industry and the Indian chemical industry. It discusses the following key points:
1. The chemical industry globally is a $3 trillion industry that produces precursors and intermediates for most other industries. The industry is expected to grow at 8% annually. Asia is the fastest growing region.
2. The Indian chemical industry earned $155-160 billion in 2013 and is expected to grow 11-12% in the next 2-3 years. Key segments like specialty chemicals will see considerable growth.
3. A PEST analysis is provided to understand the macroenvironmental factors impacting the chemical industry in areas like politics, economics, society and technology.
This research report examines the impact of recession on HRM trends in the IT industry in India. It analyzes how the recession has led to changes in traditional HRM approaches in the IT sector. The objectives are to study the effects of recession on employee wages and salaries, HRM trends in the IT sector, and employees' perspectives about the recession. The methodology involves personal interviews using a structured questionnaire. Key findings indicate the recession has compelled IT companies to adopt riskier contract models, reduce variable pay and focus more on offshore locations versus onsite. Employees are also expected to spend more time on the job compared to the pre-recession period.
India Employee Speak 2007 Snapshot FinalJuxtConsult
The document summarizes the findings of a large-scale online survey conducted in India in 2007 that sampled over 16,000 white-collar employees. Some key findings included that the average age of getting a first job was 22.7 years, average work experience was 12.6 years, and average job tenure was 4.7 years. The survey also assessed employee satisfaction, motivations, perceptions of different companies, and job search behaviors. The findings were presented in multiple reports available for purchase.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
The objective was to safeguard the interest of labor/workmen and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of effective production .
In last few decades, Bangladesh Readymade Garment (RMG) Industry of Bangladesh has become a leading
manufacturing industry in the world with its constant growth. The Industry is of major importance to the national economy
of Bangladesh as it contributes more than 80% of the country’s export earnings that amounts to about USD nineteen billion.
The number of workers currently in this industry is more than 4.2 million and the number of factories is 5000 in different
sizes. Despite this impressive growth, the performance of the workers in this industry is poor. Hence, this study aims at
identifying the work stress factors and their impact on work performance of the RMG workers in Bangladesh. This used both
qualitative and quantitative research methods. Respondent workers were selected by simple random sampling method from
ten garment companies that are located in the periphery of Dhaka city. The impact of the stress of the workers was assessed
by structured questionnaires. Two hundred ten readymade garment workers were interviewed from ten companies of
different sizes for this study. Factor analysis was conducted to identify the factors related to stress of the workers that have
impact on the work performance of the workers. Regression analysis was carried out to examine the impact of stress on
workers’ performance. The results show that the factors concerned with work stress symptoms are frustration and feeling of
inefficiency, decrease satisfaction at work, problem of concentration at work and decrease of decision making ability. The
performance impact factors are work pressure and frustration, understaffed workplace and work in holidays, job insecurity
and pressure to complete the assignments. This study suggests that the policy makers should focus on the stress factors
identified in this research that have impact on the performance of the workers in this industry.
This document provides an introduction to small and medium enterprises (SMEs) in India. It discusses that SMEs make up over 90% of enterprises in most developing countries and contribute significantly to GDP, manufacturing output, exports and employment. In India, SMEs account for 39% of manufacturing output and 33% of exports. The document then defines SMEs according to the Indian MSMED Act of 2006, setting investment limits for micro, small and medium enterprises in the manufacturing and services sectors. It notes that while SMEs are important for growth and employment, they face several challenges in competing against large domestic and global firms. The introduction provides context on the historical development and government support for SMEs in India.
SIP on Ir scenario at NALCO damonjodi FINAL REPORTtanmayagudla
The document provides a project report on the IR scenario at National Aluminium Company Limited (NALCO) in Damanjodi, India. It discusses NALCO's history and various segments. NALCO was incorporated in 1981 as a public sector enterprise and is Asia's largest integrated aluminium complex. It has bauxite mining, aluminium refining, smelting and casting facilities. The project report examines NALCO's IR practices including its relationship with trade unions, collective bargaining, implications of labor laws, and welfare practices. It also includes an opinion survey of NALCO employees and suggestions.
Study of Existing Core Competencies, Competency Map and Identification Traini...paperpublications3
Abstract: The industry of Information and Technology in India has showcased phenomenal grown since the past two decades and Chennai is one of the major hub for the industry. By virtue of the nature of the industry, the human recourse is the vital for the industry output which has recorded its contribution significantly for the GDP as well as the trade of export. Hence it is imperative to estimate the level of competencies of the employees and the desired level for a sustainable industrial growth which can contribute to the growth of the nation. The researcher have collected data for the subject analysis from an appropriate instrument of questioner method with a sample size of 500; non-probability sampling method. And analyzed statically by Percentage method, Confirmatory Factor Analysis, Chi-Square Value, Goodness of Fit Index, Comparative Fit Index, Standardized Root Mean Residual etc
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
A Study on Level of employee Job satisfaction in Bharathi AssociatesProjects Kart
A job satisfaction is one of the key factors affecting the employees performance in each and every organization. This research is focused on understanding the problem statement with the help of questionnaires. Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of the person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself( the variety of tasks involved, the interest and challenge the job generates, and clarity of the job description/ requirements)
A study on the effectiveness of recruitment channelsProjects Kart
The document discusses the objectives, scope, and methodology of a study on the effectiveness of recruitment channels at GO GO International Pvt. Ltd. The study aims to identify qualified candidates in advance through effective recruitment processes. It will analyze current recruitment channels and processes through primary data collection like questionnaires and secondary data collection from records and reports. The descriptive methodology uses percentage analysis to evaluate responses from a sample of 50 employees selected through convenience sampling. The document provides background on the textile industry and company to contextualize the study.
Problems and Opportunities of Software Industry in KashmirJunaid Rafiqi
A project report on "Problems and Opportunities of Software Industry in Kashmir" with the objectives to find the current issues and limitations faced by the Software Industry of Kashmir along with the future opportunities of the same.
This document summarizes a study on stress among employees in the business process outsourcing (BPO) sector in Ahmadabad, India. It finds that the rapid growth of the BPO sector has provided many job opportunities but also subjects employees to long hours, repetitive tasks, and strict deadlines, leading to increased stress, health issues, and absenteeism. A literature review shows previous studies found high stress levels linked to performance reviews and incentives. The document also discusses the impact and growth of the BPO sector in India, finding it contributes significantly to the economy and employment but also places pressure on workers.
1. The document is a summer internship project report submitted by Megha Sanghavi to the S.R. Luthra Institute of Management in partial fulfillment of an MBA degree.
2. The report analyzes employee satisfaction at UltraTech Cement, part of the Aditya Birla Group, where Megha completed her summer internship.
3. Various statistical tools like SPSS, MS Excel, and MS Word were used to analyze data collected through a questionnaire to interpret employee satisfaction levels at UltraTech Cement.
In recent year, labor unrest in RMG sector of Bangladesh has been a matter of serious concern. It
is the highest foreign exchange earning sector. It has been able to create employment opportunities
for about few millions of people, most of whom are poor, uneducated and unskilled women from
the rule area. But this sector is infested with a number of problems. Labor unrest is one of them.
For collecting data the study has used questionnaire and interview method. The major causes of
labor unrest irregularities in payment, low wage, absence of trade unionism, non-execution of labor
lows. In key issues regarding labor unrest sector, investigating the incidents of labor unrest,
bridging, gap between the factory owners and workers and improving low and order situations.
This document provides an overview of the current state of trade unions in Bangladesh and their problems and prospects. It discusses how trade unions originated in Bangladesh during British rule and were formally recognized in 1926 with the Indian Trade Union Act. Currently, trade unions face several problems, including a lack of efficient leadership, insufficient funds, and political and employer interference. However, trade unions also provide benefits for both workers and employers by facilitating negotiations and ensuring worker rights and protections are upheld. The document examines the structure, registration process, and various labor laws governing trade unions in Bangladesh.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
The document provides an overview of the chemical industry and the Indian chemical industry. It discusses the following key points:
1. The chemical industry globally is a $3 trillion industry that produces precursors and intermediates for most other industries. The industry is expected to grow at 8% annually. Asia is the fastest growing region.
2. The Indian chemical industry earned $155-160 billion in 2013 and is expected to grow 11-12% in the next 2-3 years. Key segments like specialty chemicals will see considerable growth.
3. A PEST analysis is provided to understand the macroenvironmental factors impacting the chemical industry in areas like politics, economics, society and technology.
This research report examines the impact of recession on HRM trends in the IT industry in India. It analyzes how the recession has led to changes in traditional HRM approaches in the IT sector. The objectives are to study the effects of recession on employee wages and salaries, HRM trends in the IT sector, and employees' perspectives about the recession. The methodology involves personal interviews using a structured questionnaire. Key findings indicate the recession has compelled IT companies to adopt riskier contract models, reduce variable pay and focus more on offshore locations versus onsite. Employees are also expected to spend more time on the job compared to the pre-recession period.
India Employee Speak 2007 Snapshot FinalJuxtConsult
The document summarizes the findings of a large-scale online survey conducted in India in 2007 that sampled over 16,000 white-collar employees. Some key findings included that the average age of getting a first job was 22.7 years, average work experience was 12.6 years, and average job tenure was 4.7 years. The survey also assessed employee satisfaction, motivations, perceptions of different companies, and job search behaviors. The findings were presented in multiple reports available for purchase.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
The objective was to safeguard the interest of labor/workmen and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of effective production .
In last few decades, Bangladesh Readymade Garment (RMG) Industry of Bangladesh has become a leading
manufacturing industry in the world with its constant growth. The Industry is of major importance to the national economy
of Bangladesh as it contributes more than 80% of the country’s export earnings that amounts to about USD nineteen billion.
The number of workers currently in this industry is more than 4.2 million and the number of factories is 5000 in different
sizes. Despite this impressive growth, the performance of the workers in this industry is poor. Hence, this study aims at
identifying the work stress factors and their impact on work performance of the RMG workers in Bangladesh. This used both
qualitative and quantitative research methods. Respondent workers were selected by simple random sampling method from
ten garment companies that are located in the periphery of Dhaka city. The impact of the stress of the workers was assessed
by structured questionnaires. Two hundred ten readymade garment workers were interviewed from ten companies of
different sizes for this study. Factor analysis was conducted to identify the factors related to stress of the workers that have
impact on the work performance of the workers. Regression analysis was carried out to examine the impact of stress on
workers’ performance. The results show that the factors concerned with work stress symptoms are frustration and feeling of
inefficiency, decrease satisfaction at work, problem of concentration at work and decrease of decision making ability. The
performance impact factors are work pressure and frustration, understaffed workplace and work in holidays, job insecurity
and pressure to complete the assignments. This study suggests that the policy makers should focus on the stress factors
identified in this research that have impact on the performance of the workers in this industry.
This document provides an introduction to small and medium enterprises (SMEs) in India. It discusses that SMEs make up over 90% of enterprises in most developing countries and contribute significantly to GDP, manufacturing output, exports and employment. In India, SMEs account for 39% of manufacturing output and 33% of exports. The document then defines SMEs according to the Indian MSMED Act of 2006, setting investment limits for micro, small and medium enterprises in the manufacturing and services sectors. It notes that while SMEs are important for growth and employment, they face several challenges in competing against large domestic and global firms. The introduction provides context on the historical development and government support for SMEs in India.
SIP on Ir scenario at NALCO damonjodi FINAL REPORTtanmayagudla
The document provides a project report on the IR scenario at National Aluminium Company Limited (NALCO) in Damanjodi, India. It discusses NALCO's history and various segments. NALCO was incorporated in 1981 as a public sector enterprise and is Asia's largest integrated aluminium complex. It has bauxite mining, aluminium refining, smelting and casting facilities. The project report examines NALCO's IR practices including its relationship with trade unions, collective bargaining, implications of labor laws, and welfare practices. It also includes an opinion survey of NALCO employees and suggestions.
Study of Existing Core Competencies, Competency Map and Identification Traini...paperpublications3
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2. A Research Paper On
Industrial Relation Scenario in Garments Sectors
Submitted To:
Md. Arafater Rahman Bhuiyan
Assistant Professor In Management
Department of Management
Faculty of Business Studies
Bangladesh University of Business & Technology (BUBT)
Submitted By:
Submitted By:
SL
NO.
Name ID
1. Kazi Jahid Hasan 028
2. MD. Jewel Molla 037
3. Abdur Rashid 142
4. MD. Sakib Ahmed 154
Bangladesh University of Business & Technology (BUBT)
Date of submission: 25/05/2014
3. Letter of Transmittal
Date: 25.05.2014
Md. Arafater Rahman Bhuiyan
Lecturer in Management
Department of Management
Bangladesh University of Business & Technology (BUBT)
Subject: Submission the term paper on “Industrial Relation Scenario in Garments Sectors”.
Dear Sir,
I take this opportunity to express my delight in Successful completion and submission of
this research paper prepared on “Industrial Relation Scenario in Garments Sectors” That has
been assigned to individual. Before going into the report, I express my gratitude to all the sources
and apologize to anybody remaining accidentally unreferenced.
I hope this report despite all its Limitations and mistakes will be considered with utmost
empathy.
Sincerely yours,
Md. Sakib Ahmed
On behalf of
All group members of
Group: Galaxy
4. Acknowledgement
At the very beginning I am very pleased to successfully complete my Research writing on
“Industrial Relation Scenario in Garments Sectors”. I would like to express our gratitude to
my honorable course teacher Md. Arafater Rahman Bhuiyan, who gave us the opportunity to
prove my abilities in formatting a quality report.
I am really thankful to some of my friends and well-wishers who were the real viewers and
helpers of this report. They always gave me new ideas and views to improve the quality of the
research.
Eventually, I recognize the Almighty who has blessed us with the abilities and patience of doing
any tough job easily.
5. Table of Contents
Contents Page
Executive summary 6
Introduction 7
Background 7-8
Objectives 8
Methodology 8-9
Limitation 9
Overview of 10-12
Theoretical Aspect 13-17
Trend Analysis
Status of loan classification
Ratio analysis
18-20
21-22
22-26
Finding analysis 27
Conclusion 27
7. Executive summary
The information received from the both primary and secondary data. We visit the garments
company. Then we find out the information about industry scenario in garments. At the same
time we are faced some problem such as people are not willing to share information. Some
people do not have much time to answer the questions. We also face some problems for
collecting the information from garments.
8. Chapter: 1
1.1 Introduction:
It is well recognized that women’s participation in income generation activities lends
them a better status within the family and provides them with considerable freedom. Role of
women in working environment also give them opportunity to exercise their rights and
responsibilities, which contribute organizational as well as economic development of the
country. It also reduces the possibility of domestic violence against women. Expansion of
women’s employment has contributed positively to the improvement of the savings behavior of
the poor people since women tend to be better savers.
Employment in the RMG (Ready Made Garments) industry human resources especially
women workers but most of the human resources are unskilled, not trained, underutilized and not
educated as required. RMG is mainly human resources especially human resources intensive
industry and its paramount proportion of human resources are women workers, so their attitude
has significant impact on minimizing industrial disputes and improving productivity.
RMG is the key contributive sector in economic development of Bangladesh but it has no
proper guideline and systematic policies for human resource development and sectoral
development. It is possible to minimize industrial disputes by contributing women workers the
sector will maintained their leadership in domestic country and will dominant in the international
market.
1.2 Scenario of RMG sector in Bangladesh:
The RMG sector in Bangladesh has emerged as the biggest earner of foreign currency.
The RMG sector has experienced an exponential growth since the 1980s. The sector contributes
significantly to the GDP. It also provides employment to around 2 million Bangladeshis. An
overwhelming number of workers in this sector are women. In the 1980s, there were only 50
factories employing only a few thousand people. Currently, there are over 5,000 manufacturing
units. The RMG sector contributes around 75 percent to the total export earnings of the country.
The RMG sector is expected to grow despite the global financial crisis of 2009.
As China is finding it challenging to make textile and foot wear items at cheap price, due
to rising labor costs, many foreign investors, are coming to Bangladesh to take advantage of the
low labor cost. Garment sector is the largest employer of women in Bangladesh. The garment
sector has provided employment opportunities to women from the rural areas that previously did
not have any opportunity to be part of the formal workforce. This has given women the chance to
be financially independent and have a voice in the family because now they contribute
financially.
However, the women workers are facing many problems. Most women come from low
income families. Low wage of women workers and their compliancy have enabled the industry
to compete with the world market. Women are paid far less than men mainly due to their lack
education.
9. 1.3 Significance:
Report preparing is an important partial requirement of four years BBA graduation
program. This is because knowledge and learning become perfect when it is associated with
theory and practice. The study attempts to quantify the very role that RMG plays in the economy
of Bangladesh. It also attempts to quantify the contribution of the RMG sectors in the social of
the country, such as women empowerment, population control, educational, environment
awareness and elimination of child labor which contributed to overall improvement in the
development of the Industrial Relation.
1.4 Scope of the Report:
As our honorable teacher was assigned us to prepare report on Industrial
Relation Scenario in Bangladesh, there is enough scope of the study. The report
covers the topic “Industrial Relation Scenario in Garments Sectors”. This report is
focus on the relation scenario of people who are working in garments industry. To
conduct a study we target garment workers to gather information which is based on
our topic.
1.5 Objectives:
The main purpose for making this paper is to known the Industrial Relation Scenario in
Garments Sectors. The specifics objective maybe show as under-
To know about the relationship scenario
To acquire knowledge of employees working condition.
To identify the problems of the employees.
To know about employers opinion about employees.
1.4 Methodology:
A method which is followed to perform a job activity to complete a task is called methodology.
1.4.1 Type of research:
This is an exploratory type of research. This research will help us to identify the impacts and
affects of relationship between employers and employees.
10. Sources of Data:
In order to meet the needs of fulfilling the objectives of the research paper both types data are
required.
There are two types of sources-
Primary Data Sources:
In the preparation of this research report, all necessary information are collected and
prepared by using primary sources of data. Questionnaire was collected the required data.
We have applied survey method by using questionnaire to gather primary data.
Secondary Data Sources:
We mainly use net browsing as Secondary sources of data.
Questionnaire:
Questionnaire is attached at last page.
1.4.2 Sampling plan:
Population:
The target population was people who work in RMG industry.
Sample unit:
Among total population, people who work in the RMG are considered as sample unit that
is individual respondent.
Sample Frame:
We do not use any well structured sampling frame for preparing this report.
Sampling procedure:
We have used Non-probability convenience sampling process for sampling as we have
collected information from who work in garments.
Sample size:
Total sample size was 32. Every sample was from a particular place.
Data analysis and Reporting:
Questionnaire analysis has been used to collect the data and to analyze the gathered data
and analyze the gathered data and different types of instrument are used for report evaluation and
preparation information from the analysis, such as- Microsoft Excel and Microsoft Word.
11. 1.5 Limitation:
We have tried our best to make this research as possible; still there are some limitations
of this research. It is acknowledged that the work here is exploratory study because previously no
study was done. The survey took some time due to personal visits. Some time respondents are
unwilling to answer the questions.
12. Chapter: 2
Working Environment
It have much subject matter assembled on Industrial Relation Scenario in Garments Sectors. In
our questionnaire we keep a question about working environment. The response of that question
is expressed below by a figure-
Working Environment
Extremely comfortable 13 41%
Quite comfortable 7 22%
Moderately comfortable 4 13%
Slightly comfortable 7 22%
Not at all comfortable 1 3%
By our observation, we have 41% respondent response that the working environment is
extremely comfortable.
Payments
From below Figure we can say that 44% employees are moderately well paid for their work.
Extremely
comfortable
Quite
comfortable
Moderately
comfortable
Slightly
comfortable
Not at all
comfortable
41%
22%
13%
22%
3%
Working Environment
Extremely
well
Very well Moderately
well
Slightly well Not at all
well
6%
34% 44%
9% 6%
Payments
13. Payments
Extremely well 2 6%
Very well 11 34%
Moderately well 14 44%
Slightly well 3 9%
Not at all well 2 6%
Sick day policy
By our survey we have information about that every garments company have sick day policy. In
figure we find that 25% are extremely fair and 25% slightly fair policy in garments.
Sick day policy
Extremely fair 8 25%
Very fair 4 13%
Moderately fair 7 22%
Slightly fair 8 25%
Not at all fair 5 16%
Safety
Every small or big company has safety measurement. In our survey 33% respondent response
that strongly agree with the statement.
Extremely
fair
Very fair Moderately
fair
Slightly fair Not at all
fair
25%
13%
22%
25%
16%
Sick day policy
14. Safety
Strongly disagree 1 8%
Somewhat disagree 1 8%
Neither agrees nor disagrees 3 25%
somewhat agree 3 25%
Strongly agree 4 33%
Follow up on request
In our survey on the employees in the garment industry are follow up the request of the
employers at every level. We have 33% respondent response with the statement.
Follow up on request
Extremely quickly 3 25%
Quite quickly 4 33%
Moderately quickly 3 25%
Slightly quickly 1 8%
Not at all quickly 1 8%
Strongly
disagree
Somewhat
disagree
Neither
agrees nor
disagrees
somewhat
agree
Strongly
agree
8% 8%
25% 25% 33%
Safety
25% 33% 25% 8% 8%
Follow up on request
15. Please indicate your level of agreement with the following statement
for employer at garments.
Particular
s
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Employees
are
effective at
his/her job
in your
company
2(17%) 2(17%) 3(25%) 3(25%) 2(17%)
Employees
are well
behavior
with other
employees
0(%) 1(8%) 0(%) 8(67%) 3(25%)
Employees
have much
attention to
their work
0(%) 3(25%) 2(17%) 5(42%) 2(17%)
Employees
can adjust
to changing
priories
quickly
3(25%) 2(17%) 1(8%) 6(50%) 0(%)
Employees
work to
meet the
goals you
set for him
very well
0(%) 1(8%) 1(8%) 2(17%) 8(67%)
16. According to our survey that we find that 25% neutral and 25% agree with employees are
effective at his/her job in Employer Company.
In our survey 67% respondent response agree with that employees are well behavior with other
employees.
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
17% 17%
25% 25%
17%
Employees are effective at his/her job in your company
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
0%
8%
0%
67%
25%
Employees are well behavior with other employees
17. Accounting to our survey 42% respondent responses agree with that employees have much to
their work.
Accounting to our survey 50% respondent responses agree with that employee’s can adjust to
changing priorities quickly.
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
0%
25%
17%
42%
17%
Employees have much attention to their work
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
25%
17%
8%
50%
0%
Employees can adjust to changing priorites quickly
18. Accounting to our survey 67% respondent response strongly agree that employee’s work to meet
the goals you set for him very well.
Challenging job
Employee’s work are challenging at job level. In our survey 30% respondent responses that
employee’s work at garment industry are extremely challenging. Also 20% said that very
challenging.
Challenging job
Extremely challenging 6 30%
Very challenging 4 20%
Moderately challenging 3 15%
Slightly challenging 4 20%
Not at all challenging 3 15%
Stressed at work
In garment industry most of the work is stressed full. In our survey 45% of respondent responses
that work at garment are very often stressed full.
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
0% 8% 8% 17%
67%
Employees work to meet the goals you set for
him very well
30%
20% 15% 20% 15%
Challenging job
19. Stressed at work
Extremely often 4 20%
Very often 9 45%
Moderately often 4 20%
Slightly often 3 15%
Not at all often 0 0%
Expectation from supervisor
Expectation from the employer is always high. In our survey 40% respondent responses that
expectation from supervisor is moderately realistic.
Expectation from supervisor
Extremely realistic 3 15%
Very realistic 3 15%
Moderately realistic 8 40%
Slightly realistic 6 30%
Extremely
often
Very often Moderately
often
Slightly
often
Not at all
often
20%
45%
20% 15%
0%
Stressed at work
15% 15%
40%
30%
Extremely realistic Very realistic Moderately realistic Slightly realistic
Expectation from supervisor
20. Professionally help by supervisor
Every garment have professionally supervisor at work level. Accounting to our survey 25%
response have professionally supervisor at very often.
Professionally help by supervisor
Extremely often 3 15%
Very often 5 25%
Moderately often 5 25%
Slightly often 2 10%
Not at all often 5 25%
Please indicate your level of agreement with the following statement at
employees in the garment.
Particulars
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
The training
you received
from your
supervisor is
effective
1(5%) 1(5%) 7(35%) 6(30%) 5(25%)
your
supervisor
give you
feedback
about your
work often
2(10%) 4(20%) 4(20%) 8(40%) 2(10%)
Your 3(15%) 6(30%) 3(15%) 2(10%) 6(30%)
15%
25% 25%
10%
25%
Extremely often Very often Moderately often Slightly often Not at all often
Professionally help by supervisor
21. supervisor
behave
professionally
Many
opportunities
you have to
promoted the
work
7(35%) 3(15%) 3(15%) 4(20%) 3(15%)
You are
treated fairly
by your
supervisor
8(40%) 2(10%) 4(20%) 4(20%) 2(10%)
Your
supervisor
handle
employee
problems well
1(5%) 2(10%) 7(35%) 4(20%) 6(30%)
Accounting to our survey 35% response are neutral and 30% response agree that they have
training form the supervisor is effective at work place.
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
5% 5%
35%
30%
25%
The training you received from your supervisor is
effective
22. Accounting to our survey 40% employees are agree with that their supervisor receive feedback
from them.
We have 30% respondent response that strongly agree with supervisor behave professionally.
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
10%
20% 20%
40%
10%
your supervisor give you feedback about your work
often
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
15%
30%
15%
10%
30%
Your supervisor behave professionally
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
35%
15% 15%
20%
15%
Many opportunities you have to promoted the work
23. In our survey we find that 35% employees said that they strongly disagree that they have many
opportunities for promoted the work.
Accountings to our survey 40% employees are strongly disagreeing with that supervisor are
fairly treated.
Accounting to our survey 35% majority of employees neutral with that there supervisor handle
employee problems well.
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
40%
10%
20% 20%
10%
You are treated fairly by your supervisor
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
5%
10%
35%
20%
30%
Your supervisor handle employee problems
well
24. Chapter: 3
Hypothesis Test
We made the following calculation that shows us Comfortable environment improve
productivity of the employees.
Class
Interval
Mid Point
(𝑥)
Frequency
(𝑓)
(𝑓𝑥) (𝑥-𝑥̅) (𝑥 − 𝑥̅)2
2
xxf
0-20 10 13 130 -25 625 8125
20-40 30 7 210 -5 25 175
40-60 50 4 200 15 225 900
60-80 70 7 490 35 1225 8575
80-100 90 1 90 55 3025 3025
f 32 fx 1120
2
xxf 20800
Mean:
x =
n
fx =
32
1120
=35
Standard Deviation:
SD 2
=
1
2
n
xxf
=
132
20800
=25.90
2. Now, we do the same thing for well paid for the work improves the productivity.
Class
Interval
Mid
Point
(𝑥)
Frequency
(𝑓)
(𝑓𝑥) (𝑥-𝑥̅) (𝑥 − 𝑥̅)2
2
xxf
0-20 10 2 20 -35 1225 2450
20-40 30 11 330 -15 225 2475
40-60 50 14 700 5 25 350
60-80 70 3 210 25 625 1875
80-100 90 2 180 45 2025 4050
f 32 fx 1440
2
xxf 11200
Mean:
x =
n
fx =
32
1440
=45
25. Standard Deviation:
SD 2
=
1
2
n
xxf
=
132
11200
=19.01
So, we get the following data about comfortable work environment and well paid for work
improves the productivity that the hypothesis.
Types Means ( x )
Standard
Deviation
2
Sample size
Comfortable environment improve productivity 35 25.90 32
well paid for the work improves the productivity 45 19.01 32
µ1 = well paid for the work improves the productivity
µ2 = Comfortable environment improve productivity
Η0: µ1 = µ2 (Null hypothesis)
Η1: µ1 >µ2 (Direction hypothesis)
Calculation of standard Error
21 XX =
2
2
2
1
2
1
nn
=
32
01.19
32
90.25 22
= 5 .67
26. Modeling:
It is tow sample tests. And sample size is larger ( n 1 + n 2 > 30). So we use Z distribution. It is
one tail test. At 5% significant level (α= 0.05) the critical value is 1.64.
Calculation of standardize value
Z =
21
1212
XX
XX
=
67.5
03545
= 1.763
Our calculated standardize value is higher than critical value (1.64<1.76). So we can reject the
null hypothesis.
Decision:
We therefore assume that there is significant difference between the Comfortable environments
and well paid for the work improves the productivity in the context of Bangladesh.
27. Hypothesis Test
We made the following calculation that shows us sick day policy depends on their safety for
employees on formal level
Class
Interval
Mid
Point
(𝑥)
Frequency
(𝑓)
(𝑓𝑥) (𝑥-𝑥̅) (𝑥 − 𝑥̅)2
2
xxf
0-20 10 8 80 -38.75 1501.563 12012.5
20-40 30 4 120 -18.75 351.5625 1406.25
40-60 50 7 350 1.25 1.5625 10.9375
60-80 70 8 560 21.25 451.5625 3612.5
80-100 90 5 450 41.25 1701.563 8507.813
f 32 fx 1560
2
xxf 25550
Mean:
x =
n
fx =
32
1560
=48.75
Standard Deviation:
SD 2
=
1
2
n
xxf
=
132
25550
=28.71
4.
Class
Interval
Mid
Point
(𝑥)
Frequency
(𝑓)
(𝑓𝑥) (𝑥-𝑥̅) (𝑥 − 𝑥̅)2
2
xxf
0-20 10 1 10 -53.33 2844.44 2844.44
20-40 30 1 30 -33.33 1111.11 1111.11
40-60 50 3 150 -13.33 177.78 533.33
60-80 70 3 210 6.67 44.44 133.33
80-100 90 4 360 26.67 711.11 2844.44
f 12 fx 760
2
xxf 7466.67
Mean:
x =
n
fx =
12
760
= 63.33
28. Standard Deviation:
SD 2
=
1
2
n
xxf
=
112
67.7466
= 26.05
So we get the following data about sick day policy receive enough safety for employees
productivity that the hypothesis.
Types Means ( x )
Standard
Deviation
2
Sample size
sick day policy improve work 48.75 28.71 32
enough safety for employees productivity 63.33 26.05 32
µ1 = enough safety for employees productivity
µ2 = sick day policy improve work
Η0: µ1 = µ2 (Null hypothesis)
Η1: µ1> µ2 (Direction hypothesis)
Calculation of standard Error
21 XX =
2
2
2
1
2
1
nn
=
32
05.26
32
71.28 22
= 6.852
Modeling:
It is tow sample tests. And sample size is larger ( n 1 + n 2 > 30). So we use Z distribution. It is
one tail tests. At 5% significant level (α= 0.05) the critical value is 1.64.
29. Calculation of standardize value
Z =
21
1212
XX
XX
=
852.6
075.4833.63
= 2.127
Our calculated standardize value is higher than critical value (1.64<2.127). So we can reject the
null hypothesis.
Decision:
We therefore assume that there is significant difference sick day policy and safety improves the
productivity in the context of Bangladesh.
30. Hypothesis Test
We made the following calculation that shows us quickly employee follow up on requests
depends on challenging job at garments.
5.
Class
Interval
Mid Point
(𝑥)
Frequency
(𝑓)
(𝑓𝑥) (𝑥-𝑥̅) (𝑥 − 𝑥̅)2
2
xxf
0-20 10 3 30 -28.33 802.78 2408.33
20-40 30 4 120 -8.33 69.44 277.78
40-60 50 3 150 11.67 136.11 408.33
60-80 70 1 70 31.67 1002.78 1002.78
80-100 90 1 90 51.67 2669.44 2669.44
f 12 fx 460
2
xxf 6766.67
Mean:
x =
n
fx =
12
460
= 38.33
Standard Deviation:
SD 2
=
1
2
n
xxf
=
112
67.6766
= 24.80
6.
Class
Interval
Mid Point
(𝑥)
Frequency
(𝑓)
(𝑓𝑥) (𝑥-𝑥̅) (𝑥 − 𝑥̅)2
2
xxf
0-20 10 6 60 -34 1156 6936
20-40 30 4 120 -14 196 784
40-60 50 3 150 6 36 108
60-80 70 4 280 26 676 2704
80-100 90 3 270 46 2116 6348
f 20 fx 880
2
xxf 16880
31. Mean:
x =
n
fx =
20
880
= 44
Standard Deviation:
SD 2
=
1
2
n
xxf
=
120
16880
= 29.81
So we get the following data about quickly employee follow up on requests depends on
challenging job at garments.
Types Means ( x )
Standard
Deviation
2
Sample size
quickly employee follow up on requests 38.33 24.80 32
Challenging job at garments employee. 44 29.81 32
µ1 = Challenging job at garments employee.
µ2 = quickly employee follow up on requests.
Η0: µ1 = µ2 (Null hypothesis)
Η1: µ1 >µ2 (Direction hypothesis)
Calculation of standard Error
21 XX =
2
2
2
1
2
1
nn
=
32
81.29
32
80.24 22
= 6.85
32. Modeling:
It is tow sample tests. And sample size is larger ( n 1 + n 2 > 30). So we use Z distribution. It is
one tail test. At 5% significant level (α= 0.05) the critical value is 1.64.
Calculation of standardize value
Z =
21
1212
XX
XX
=
852.6
033.3844
= 0.8277
Our calculated standardize value is lower than critical value (0.8277<1.64). So we can not reject
the null hypothesis.
Decision:
We therefore assume that there is no significant difference quickly employee follow up on
requests depends on challenging job at garments.
33. Chapter: 4
Findings and Recommendation:
In light of growing competition among readymade garment (RMG)
Exporting countries and consumers’ preference for products which meet
internationally recognized social standards, it is essential for Bangladesh’s RMG
suppliers to improve social compliance in their factories. Training and upgrading
the skills of government inspectors, social compliance trainers and especially
factory staff, including mid-level managers and workers, is a necessity.GIZ is one
of the main development partners of Bangladesh’s RMG sector. Since mid 2006,
the GIZ – supported development program progress has been assisting the RMG
sector to improve working conditions and strengthen its competitiveness.
Problems of Garments worker:
1. Poorly served by labor laws.
2. Promote and protect workers’ rights and enforce
3. Too much of trade unionism
4. Do not provide weekly holiday, casual leave increase in their wages and safe
conditions of work in the factories.
5. The lowest salary.
6. Government is not trying to serve the interests of garment worker.
7. Do not implement any worker health and safety measures.
34. 8. Do not pay workers their salaries on time.
9. No residential facilities
10.Overtime work is compulsory and forceful
11.Women workers are deprived from Equal dignity, Equal rights and Equal
promotions.
Solution:
1. Take care of employee interest the owners of the garments should take care the need of
the employees properly.
2. The owner should take the decision of the worker for making main decision.
3. Government should not impose the unnecessary law against export import of garments
product.
4. Economic fall should be avoided.
5. Improvement the environment of safety in garment.
Chapter: 5
Conclusion:
The Garment industry occupies a unique position in the Bangladesh economy. It is the
largest exporting industry in Bangladesh, which experienced phenomenal growth during the last
25 years. It attained a high profile in terms of foreign exchange earnings, exports,
industrialization and contribution to GDP within a short span of time. The industry plays a key
role in employment generation and in the provision of income to the poor.
The government and the RMG sector would have to jointly work together to maintain
competitiveness in the global RMG market. Given the remarkable entrepreneurial initiatives and
the dedication of its workforce, Bangladesh can look forward to advancing its share of the global
RMG market. The Bangladesh RMG industry has grown tremendously in thirty years, bringing
huge profits to a factory owning class and employment to millions of poor women. Bangladesh
RMG sector has an advantage in continuing to offer low prices which buyers are demanding
across the board, its weaknesses in productivity and efficiency.
36. 6.2 Survey Questionnaire:
Bangladesh University of Business & Technology
Program: _____________
Questionnaire
(The information is highly restricted. It will not share with anyone.
Only used for educational purpose)
Industrial relation scenario in Garments sector
Course Teacher: Md. Arafater Rahman Bhuiyan Semester:
Name of the interviewer: Intake:
ID number: Course no:
Interview Date: Submission Date:
(Personal Information)
1. Name of the respondent: ___________________________________2.Sex: ____ (1-male, 2-
female) 3. Contact no: _____________________4. Designation: ______________________
(Questionnaire related with the scenario in garments sector)
5. How comfortable is your work environment?
1. Extremely comfortable
2. Quite comfortable
3. Moderately comfortable
4. Slightly comfortable
5. Not at all comfortable
6. How well are you paid for the work you do?
1. Extremely well
2. Very well
3. Moderately well
4. Slightly well
5. Not at all well
7. How fair is your sick day policy?
1. Extremely fair
2. Very fair
3. Moderately fair
4. Slightly fair
5. Not at all fair
37. Employers
8. Do you receive enough Safety for employees on a formal level?
1. Strongly disagree somewhat disagree
2. Somewhat disagree
3. Neither agrees nor disagrees
4. Somewhat agree
5. Strongly agree
9. How quickly does your employee follow up on requests?
1. Extremely quickly
2. Quite quickly
3. Moderately quickly
4. Slightly quickly
5. Not at all quickly
10. Please indicate your level of agreement with the following statements.
Particular Strongly
Disagree(1) Disagree(2) Neutral(3) Agree (4)
Strongly
Agree(5)
Employees are effective at his/her job in
your company
Employees are well behavior with other
employees
Employee have much attention to their
work
Employee can adjust to changing
priorities quickly
Employee work to meet the goals you
set for him very well
Employees
11. How challenging is your job?
1. Extremely challenging
2. Very challenging
3. Moderately challenging
4. Slightly challenging
5. Not at all challenging
12. In a typical week, how often do you feel stressed at work?
1. Extremely often
2. Very often
3. Moderately often
4. Slightly often
5. Not at all often
13. How realistic are the expectations of your supervisor?
1. Extremely realistic
38. 2. Very realistic
3. Moderately realistic
4. Slightly realistic
14. How often do the tasks assigned to you by your supervisor help you grow professionally?
1. Extremely often
2. Very often
3. Moderately often
4. Slightly often
5. Not at all often
15. Please indicate your level of agreement with the following statements.
Particular Strongly
Disagree(1) Disagree(2) Neutral(3) Agree (4)
Strongly
Agree(5)
The training you received from your
supervisor is effective
You supervisor give you feedback about
your work often
Your supervisor behave professionally
Many opportunities you have to
promoted the work
You are treated fairly by your
supervisor
Your supervisor handle employee
problems well
Thank You