HRM activities of Trouser World (Pvt.) Ltd. and Employees Recruitment & Selection process of TWPL.

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Chapter 1.0
Introductory Part

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1.1. Introduction
Internship program is an important part of Bachelor of Business Administration (BBA). This
program creates a unique opportunity for the student to apply their theoretical knowledge into
practice and gain valuable real world knowledge during the program student can also realize
existing business condition a part from having opportunities to solve many problems. After
completion of course requirements, the students of BBA are sent to various organizations for
12 weeks’ internship to gather practical knowledge. It helps the students to explain the real
life situation. As Trouser World (Pvt.) Ltd. is one of the largest Woven organizations of
Bangladesh. So I have selected Trouser World (Pvt.) Ltd. which is the sister concern of
Spider Group one of the leading garments manufacturing industry of Bangladesh. As a part of
my internship program of Bachelors of Business Administration at IUBAT-International
University of Business Agriculture and Technology, I was assigned for doing my internship
in Trouser World (Pvt.) Ltd .My program started from May 13 2017 to August, 2017 selected
by the registry of IUBAT. In Trouser World (Pvt.) Ltd. I was supervised by Abul Kalam
Azad, GM Spider Group Admin, HR and Compliance. My project was on “Recruitment and
Selection process” of Trouser World (Pvt.) Ltd. This was given by my supervisor Faquir
Mohammad Ishtiaque, Lecturer of College of Business Administration.
1.2. Research Aims
Aim of the research is to let you know about HRM activities of Trouser World (Pvt.) Ltd. and
Employees Recruitment & Selection process of TWPL.
1.3. Objective of the Study
The objective of the report is to discuss the Recruitment and Selection process of Trouser
World (Pvt.) Ltd. The main objectives of this report are as given follows:
1.3.1. Broad objective
The primary purpose of the study is to have a thorough understanding about the Recruitment
and Selection process in Trouser World (Pvt.) Ltd.

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1.3.2. Specific objective
To analyze the whole recruitment and selection procedure of Trouser World (Pvt.)
Ltd.
To focus on major elements of Recruitment and selection process.
To focus on the process of Recruiting and selecting personnel’s.
To focus on the updates and the better and methods of modern techniques.
To provide personal opinion regarding problems and prospects of the Trouser World
(Pvt.) Ltd.
1.4. Scope of the study
I have prepared my report on Trouser World (Pvt.) Ltd. The scope of this study was strictly
confined to the employees Recruitment and Selection process of Trouser World (Pvt.) Ltd.
To collect the information I worked in the H.R and Compliance Department of Trouser
World (Pvt.) Ltd. A questionnaire survey was took for meet the needs of objective of this
research.
1.5. Limitation of the report
Due to the code of the BGME, Organizations does not give the confidential data which are
essential though they were cordial to me. Time constraints also a barrier for me. The
employees were very busy and not willing to give me time to have necessary information as I
desired from them.
This study is subject to the following limitations:
 Most of the employees of the organization were busy and they did not co-operate me
substantially in spite of having desire to do that.
 There are lack of sufficient data and information on the relevant topic as these data
are treated as very much confidential.
 To prepare such report it is needed more time, but the report is made only within the
one & half months time period.

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1.6. Ethical Consideration
Ethical considerations can be addressed at individual and at societal levels. The way that
individuals are affected by the conduct of others merits ethical consideration.
This practicum Report is fully prepared by me. I use many information’s and documents from
my co-worker. The H.R Manager gives permits to conduct the survey among the employees.
I have collected the information from the employees, some of officers of Trouser World Ltd.
They provide me some brief and data while making this research. While conducting the
survey the TWPL employees and officers of the group are also help me to prepare this
research through giving their opinions.

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Chapter 02
Organizational Part

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2. Organizational Overview
2.1 Background of Trouser World (Pvt.) Ltd.
Trouser World (Pvt.) Ltd. is one of the leading woven garments exporter of Bangladesh as
Private Limited Company. It is a sister concern of SPIDER GROUP. All its factories are
committed to its social obligations and also comply with all related National laws &
regulations as well as customer’s code of conduct and assure their requirement to produce
sustainable denim/ non denim apparels for different brand &buyers.
We work out of a Product Life-Cycle Approach from cradle to grave. We keep the highest
focus on ensuring the products we produce are of good quality for the customers/consumers.
We sure the production of our goods does not negatively affect neither individuals working in
our supply chain or the environment.
2.2. Corporate Information of the organization
Corporate governance is the set of processes, customs, policies, laws, and institutions
affecting the way a corporation (or company) is directed, administered or controlled.
Corporate governance also includes the relationships among the many stakeholders involved
and the goals for which the corporation is governed. The principal stakeholders are the
shareholders, the board of directors, employees, customers, creditors, suppliers, and the
community at large. Good corporate governance is the key to the integrity of corporations,
financial institutions and markets, and central to the health of our economies and the stability.
Factory Location
Trouser World (Pvt.) Ltd.
640 Kunia (Targach), Joydabpur, Gazipur, Bangladesh.
Phone: 880-2-9293664-5, Fax: 880-2-9293665.
E-mail: info@spider-bd.com

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2.3. Corporate Governance of TWPL
2.3.1 Board of Directors
Table-1: Company Board of Director
2.3.2. Company Profile
FACTORY NAME: : Trouser World (Pvt.) Ltd
FACTORY ADDRESS : 640, Kunia (Targach), Joydebpur,
Gazipur, BANGLADESH
PHONE NUMBERS
FAX NUMBER
: 880-2-9293664-5
880-2-891 1627, 8918838
LEGAL STATUS OF OUR COMPANY : Limited Company
YEAR OF ESTABLISHMENT : 2007
TOTAL SALES LAST YEAR (2009)
(APPROXIMATELY).
: US$ 14 Million
BANKS : Janata Banks Pvt. Ltd
Bank Asia (Pvt.) Ltd
BANK DEPOSIT LIMIT : 50 Core Taka.
INSURANCE Fsdfsdfsdfsd
Rezaul Karim (Reaz) Chairman
Md Ripan Miah Managing Director
Md Siddikur Rahman Production Director
Md Delwar Hossen Quality Director
Abul Kalam Azad General Manager
(Admin, HR & Compliance)

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2.3.3. Management Structure
The Management of the company frequently focuses on the understanding and anticipating
customers’ needs and offer solution thereof. TWPL has already achieved fantastic progress
within a short period in procedure.
• Top Management
• Executive Level Management
• Mid Level Management
• Junior Level Management
2.3.4. Employment Structure
To attain a diversified and capable workface is the human resource policy of TWPL has a
group of competent Executive & Officers. Skilled personnel have taken into the organization
as a leading Organization in Bangladesh. Up to 2017, more than 80 capable and
knowledgeable workforces have been working in this organization. The ratio of Male and
female workforce are now in factory 35:65 The ratio of high level, mid level and Lower level
are 15%, 35% and 50% respectively.
2.3.5. Other Business of Spider Group
1) Trouser World (Pvt.) ltd.
2) Bottoms Gallery (Pvt.) ltd.
3) Bottom Bazaar (Pvt.) ltd.
4) Knit Bazaar (Pvt.) ltd.
Senior Officer
Management Trainee Officer
Junior Assistant Officer
Senior Executive Officer
Executive Officer
Principle Officer
Deputy Managing Directors
Senior Executive Director
Executive Director
Chairman
Managing Director
Director

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5) 3R Thread (Pvt.) ltd.
6) Laundry Gate (Pvt.) ltd.
7) Spider Sourcing (Pvt.) ltd.
2.3.6. Buyers of Trouser World (Pvt.) Ltd.
Their main customer countries are- England. Spain, Italy, Germany, and Canada.
2.3.7. Our Motto
o To provide adequate protection of the health and safety risks arising from our work
activities.
o To consult with our employees on matters of health and safety.
o To provide and maintain safe plant, equipment & buildings.
o To ensure safe handling and use of harmful substances.
o To provide instruction and supervision for our employees.
o To ensure all employees are competent by selection and training.
o To prevent accidents and cases of work related ill health.
o To maintain safe and healthy working conditions.
o To review and revise this policy as often as necessary at regular intervals to ensure
continuous improvement.
2.3.8. Section Needed in Production
 Merchandising Section
 Commercial Section
 Cutting Sections
 Sewing Sections
 Finishing Section
 QC Section
 Sample Section
 Mechanical & Electrical Section
 Administration Department

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 Doctors Department
2.3.9. Capacity Turnover lead time
Production Capacity per Month 5, 00,000 – PCS
Turnover Annual Turnover USD 20M
Sampling Capacity Sampling Capacity
Capacity 19000PCS/Day (Approximately )
Lead Time 90 Days from order confirmation.
Table-2: Capacity Turnover lead time
2.3.10. Social agreement of Trouser World (Pvt.) Ltd.
A proper business requires special concentration and obligation towards practicing ethical
norms and values and environment; safety at all the manufacturing facilities. As a company
whose products extent the globe, the supervision of Trouser World (Pvt.) Ltd. has a great
liability to persuade the conditions under which it manufactures the product. Trouser World
(Pvt.) Ltd. accomplishments in improving the lives of the people including:
 Competitive wages
 Women Empowerment (80% of our garments workforce is female)
 Maternity leaves
 Day care center for infants
 Medical Facility
 Timely salary disbursement Cash to all employees
 Training Center for human development
 No Entry Child Labor
2.3.11. Certification
BSCI
SEDEX
WRAP

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GOTS
2.3.12. Factory Organization Chart
Figure-1: Factory Organization Chart

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2. 4. Mission of TWPL
We, at the Trouser World (Pvt.) Ltd. are committed to ensure supply of best quality
readymade Garments to our valued customers as per specimen, sample and ensure timely
delivery, always and every time.
2. 5. Vision of TWPL
The management of Trouser World (Pvt.) Ltd. is committed to produce and deliver its
customers the best quality products matching our buyer’s samples and specification to the
best of his satisfaction.
2.6. Porter’s Five Forces Mode of TWPL
Figure-2: Five Forces Model

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 Threat of New Entrants
When any new garments company enter to the market, than it become a threat to this
company. Easy to enter if there is ordinary technology, access to distribution channels, low
scale threshold.
 Capital requirements
 Cost disadvantages
 Government strategy
 Bargaining Power of Buyers
The bargaining power of customers is also described as the market of outputs. The buyer
power is high if the buyer has many alternatives.
 Percentage of sales
 Undifferentiated goods
 cost sensitivity
 Bargaining Power of Suppliers
There is more and more larger number of competitors in the market which has meant a larger
supply of machine in the market.
 Pricing
 Supply/Product available
 value issue
 Threat of Substitutes
Competitor substitutions that can be used in place of a company’s goods or services pose a
threat.
 Buyer set up cost
 Number of substitute products offered in the market

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 Rivalry among existing firms
What is important here is the number and ability of your competitors. Our company has many
competitors, and they offer equally attractive products and service.
 Rate of factory growth
 Number of competitors
 Product or service characteristics
2.7. SWOT Analysis of TWPL
2.7.1. Internal Environment
2.7.1.2. Weakness
Complex Strategy
Workers Turnover rate high
Doesn’t exit customer survey
2.7.1.1. Strengths
Skilled manpower
Production with quality
On time Shipment
Well Management &Well Planning

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2.7.1.3. Internal factor analysis summary (IFAS)
Internal factors Weight Rating Weighted
score
Comments
Strength (50)
Skilled manpower 25 5 125 It’s a most
effective strength
Production with quality 10 3 30
On time Shipment 15 3 45 It’s also a most
effective
Weaknesses (50)
Complex Strategy 15 4 60 Big weakness
Workers Turnover rate high 25 4 100 It’s also a big
problem
Doesn’t exit survey customer 10 3 30
Total score 100
Table-3: Internal Factor Analysis
2.7.2. External Environment
2.7.2.1. Opportunities
Rising customer demand
New technology
Open Market share
2.7.2.2. Threats
Competition
Power of Supplier
Technological change

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2.7.2.3. External factor analysis summary (EFAS)
External factors Weight Rating Weighted
score
Comments
Opportunities (50)
Rising customer demand 25 5 125 It is the most
opportunities
New technology 15 4 60 It’s also a effective
opportunities
Open Market share 10 3 30
Threats (50)
Competition 25 4 100 Most effective
threat
Power of Supplier 15 4 60 Also most
effective
Technological change 10 3 30
Total score 100
Table- 4: External Factor Analysis

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2.7.3. Strategic Factor Analysis Summary (SFAS)
Table- 5: Strategic Factor Analysis
Strategic factor Weight Rating Weighted
score
Short
term
Intermediate
term
Long
term
Comment
S1:Advertising 15 5 75 × It’s a most
effective
strength
S2:Economy of
scale
10 4 40
W1.Complex
Strategy
15 4 60 × Big weakness
W2:Workers
Turnover rate
high
10 4 40
O1:Rising
customer demand
15 4 60
×
It is the most
opportunities
O2:New
technology
10 5 50
T1:Power of
supplier
15 4 60 × Most
effective
threat
T2:Technological
Change
10 3 30
Total 100

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2.7.4. TOWS Matrix
Internal
External Factors
factors
Strength
Skilled manpower
Production with quality
On time Shipment
Well Management &Well
Planning
Good Supply Chain
Weakness
Complex Strategy
Workers Turnover rate high
Doesn’t exit customer
survey
Opportunity
Rising customer demand
New technology
Open Market share
SO
When the skilled manpower
handle the organization then
customer demand are rising.
WO
Make a easy strategy to
communicate with all and
strategy to make the
company stable.
Threat
Competition
Power of Supplier
Technological Change
ST
On time shipment can
increase power of supplier.
WT
Strategy should be as well
so competitor cannot follow
it and management should
be more effective.
Table-6: TOWS Matrix

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2.8. External and Internal Environment Analysis of TWPL
1) External Environment
2) Internal Environment
1. External Environment
Political Factor
Because of political volatility in our country Garments factory often faces many types of
problem such as delay in production and delivery on time.
Economical Factor
RMG has great contribution on economy. It creates a large number of job opportunities,
which reduce unemployment problem. And they do many works to develop the economic
system of our country.
Socio cultural Factor
When social development changes it can greatly affect the need for a business’s products or
services.
Technological Factor
Importing latest machineries will add value to the run of production. Technology can also
have a great impact on efficient production levels
2. Internal environment
Marketing
Trouser World (Pvt.) Ltd. has its own marketing team. They take their order directly from
buyer. They advertise their product by Magazine, Social media.
Finance
Yearly Turnover of Trouser World (Pvt.) Ltd. USD 20M. Year over year, Trouser World
(Pvt.) Ltd. has been able to grow revenues from $10.7USD to $15.1MUS.

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Human Resource Management
For company's success human resources are essential. If an employee has a positive relation
with customer, definitely customer will be come back. It's important for company to hire and
recruit the right person, train well, motivate and retain them. Therefore, the company should
give satisfying jobs, appropriate work schedules, a positive work environment and fair
compensation and benefits. To gain competitive advantage these activities are necessary of
Trouser World (Pvt.) Ltd. strategy to arrange human resources.

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Chapter 03
Topic Part
SELECTION AND RECRUMENT
PEOCESS

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3.1. Human Resource Management (HRM)
Human resource management (HRM) is the function within an organization that focuses on
recruitment, management and providing direction for the people who work in the
organization. HRM can also be performed by line managers. Job analysis is primary tool in
personnel management. In this method, a personnel manager tries to gather, synthesize and
implement the information available regarding the workforce in the concern. A personnel
manager has to undertake job analysis so as to put right man on right job.
HRM is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the accomplishment of the
organization’s goals and objectives.
3.2. Introduction to Human Resource Management at Trouser World (Pvt.)
Ltd.
Generally, HR department is responsible for the overall management. Trouser World (Pvt.)
Ltd. considers that success depends on the collective effort of entire work force. There are a
number of functions performed by the HR department of Trouser World (Pvt.) Ltd. They are
discussed below –
o Selection and recruitment of general workers and management employees.
o Providing ID card and appointment letter to the employee.
o Updating employee personal file
o Maintaining employee personal file
o Training and development
o Preparing monthly salary sheet
o Preparing increment sheet
o Evaluating performance of the workers and management staff and give promotion or
increment based on the evaluation.

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o Taking disciplinary actions when and where is needed.
o Leave register.
o Collecting attendance.
o Visiting floor and observing whether the workers are maintaining the rules and
regulations or not.
3.3. Recruitment & Selection
The main difference between recruitment and selection is, recruitment is positive process
where candidates are involved for the post apply there. On the other hand selection is a
negative process where competition arises and candidates compete with each other and
meritorious candidates get job. There are two types of recruitment process. They are-
3.3.1. Internal Recruitment
3.3.2. External Recruitment
3.3.1. Internal Recruitment
 Promotions – when a employee promote one level to another level this is also one
kind of recruitment.
 Transfers - when a employee transfer one city to another city, or one department to
another department.
 Job Replacement – its mean that when a employee replace his/her job, One place to
another place
3.3.2. External Recruitment
 Advertisement - when a company need employee then adversities that they need
employee. This is an external recruitment.
 Employee Agencies – there are some agencies who provide the employee to the
company.
 Workers references – sometimes workers refer to another worker for the job.

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3.4. Recruitment of General Workers
For the recruitment of general workers, at first the factory General Manager decides that
workers should be recruited. Then he informs this officially to the HR Manager. He orders
his employers to hire employee. Then they select and recruit people as they need.
3.4.1. Recruitment Advertisement
There are various ways by which it is knowledgeable to the workers that there is a garment
that is taking people. Usually Trouser World (Pvt.) Ltd. follows the following policies to
make advertisement-
Reference: Before sometime of recruitment, they inform their present working employees
that they are going to recruit people. They can inform people if they know or with whom they
are familiar with.
Banners and Posters: Trouser World (Pvt.) Ltd. arranges posters and banners for their
advertisement. On these posters, it is usually written that how many peoples are needed, the
position, salary etc.
Announcement: Another way of informing people is announcement. By announcement,
Trouser World (Pvt.) Ltd. informs people that they are going to recruit workers.
3.4.2. Entrance Policy of Recruitment
At the day of recruitment, the officers of HR department who are responsible for selecting
and recruiting, they go to the gate. There is a security room beside the gate. HR officers take
their position over there and candidates come to the room one by one by maintaining a queue.
The candidates are responsible to bring some papers or documents which are-
Photocopy of Chairman Certificate
Photocopy of National Id Card (If available)
Photocopy of Birth Certificate
Photocopy of Educational Qualification Certificate (If available)
Photocopy of previous working experience certificate (If available)

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Once a candidate come with these papers, the employers checks whether the documents are
okay or not. They also observe the fitness of the candidates. If they seem to be all right, they
are sent to the medical.
3.4.3. Health
Medical is a very important part of recruitment. Here, the primarily selected workers come
and the doctors do their age verification. Age verification is important since Trouser World
(Pvt.) Ltd. does not recruit child labor. An eligibility test is also done to make sure that they
are able to do their work properly.
3.4.4. Employment
After the age verification, if the workers are okay from every aspect, they are given an
application form for the job, employee information form, declaration form and finally joining
letter for the post. The workers who are applying for post like helper (cutting, sewing,
washing, and sample), floor cleaner, security guard etc. They are sent for an orientation
program. They can join to the work from the next day of their medical.
On the other hand, the workers who are applying for post like operator (cutting, sewing,
washing, sample), technician, beam fitter, quality checker etc. They are sent to the section
head. He is responsible to ensure who are really able to work and who are not eligible. The
selected workers also need to pass a skin test. Then they are able to join from next day of
their confirmation.
3.4.5. Appointment Letter
The garment is compelled to provide an appointment letter to the recruited workers within 1st
day. They will also receive an identity card which contains name, designation, date of joining
and department. The appointment letter contains information regarding company policy. It
contains information regarding salary, overtime and its payment, leave policy etc. It is a must
that each and every appointment letter will contain workers finger print and signature. The

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main copy of the appointment letter will be provided to the worker and the photocopy will be
reserved by the HR department for updating personal file.
3.4.6. Employee Personal File
When all the procedures are done, the HR department is responsible to keep a personal file
for each workers. It contains the entire document from the beginning to the ending. At first
there is a photocopy of chairman certificate, photocopy of National ID Card/ Photocopy of
birth certificate, photocopy the certificates of educational qualification and work experience
(if available), age verification form, application form for the job, employee information
verification form, declaration form, appointment letter and finally joining letter for the post.
It is obligatory that a personal file have to contain a service book. Each company is
responsible to keep a service book by their own cost. Such as-
 Employee Identification Part –This part contains such information by which they
can be identified. It contains information like employee name, father’s and mother’s
name, date of birth, NID number, blood group, opening date of service book,
signature and finger print of worker.
 Job and Salary Information- This part contains date of joining, ID card number,
designation and salary. In this part, a signature of worker and an HR officer is a must.
 Leave Information - This part contains how many days a worker can take leave. It
will keep all the record of leave taken by a worker.
 Employee Behavior Record - The final part of service book contains the attitude and
behavior record of the worker. This part ensures the dedication and nature of a
worker.

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3.5. Recruitment process of general workers chart:
Figure-3: Recruitment process of general worker
Employee
Personal File
Appointment
Letter
Recruitment/
Employment
Health
Entrance Policy
Recruitment
AnnouncementBanners and
posters
Reference
Recruitment
Advertisement

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3.6. General adequacy for Employment
 The candidate’s age must be 18 years or above.
 The candidate must not be convicted by any criminal court.
 Medically & physically fit for the job he or she is seeking may be confirmed by
reemployment medical checkup.
 The company decision to employ will be based on competence for the job &
demonstrable behaviors.
 If found suitable, preference will be given to internal candidate who is already
employed in some other job.
 The candidate should be asked whether she/he worked in this organization before; if
so, then we must check past record before re-appointing the person.
3.7. The procedure
Following process to be ensured in order to complete the whole recruitment and selection
process:
1. Requisition with Agreement
2. Job Redistribution and Advertisement (Optional)
3. Interviews and Judgment
4. Job Recommend
5. Joining
3.7.1. Requisition & Agreement
Respective Department Heads/ Functional Heads shall provide the application using the
prescribed along with the Role Definition to Group HR.

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3.7.2. Job Redistribution and Advertisement
After receiving the approved requisition by Group HR, as applicable, an internal
advertisement for placement must be put through appropriate media, i.e., emails, employee
notice boards, intranet etc. giving at least seven (7) days for application. All types of
recruitment advertisements will be clear and will contain the following information:
a) Job title & Grade
b) Location
c) Key Roles & Responsibilities (Role Definition)
d) Explanation of the organization
e) Last date for applying
f) How and where to apply
3.7.3. Interview and judgment
Initial screening of the CV applications received considering job requirements will be jointly
carried out by HR and respective line managers. A range of options to develop an interview
process appropriate to the level of post on offer should be used. Options that the Selection
Panel may consider include:
a) Skill based interviews,
b) Practical test, if there is any,
c) Competence based interview by Group HR,
d) Final interview by top management (if required).
3.7.4. Job Recommend
1. The offer of employment shall be issued by Group HR for all Management staff.
2. Only the approved remuneration /grade can be offered by the Group HR. Any deviations
must be approved by Director, HR.

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3. Compensation package will be considered on the basis of Total Cost to Company (CTC).
4. Depending on the qualifications, experience & exposure of previous employment, the
candidate will be offered a package within the range of relevant grade as applicable.
5. Employment Offer Letter to be issued to the selected candidate prior to his joining with
conditions of medical check-up (when applicable) and reference check (if necessary).
3.7.5. Joining
Candidates come and meet with HR manager and then appointed to the job.
3.8. Selection and Recruitment process of Management Staff Chart
Figure-4: Selection and Recruitment process of Management Staff Chart
General
Acceptability for
Employment
Interviews and
Judgment
 Job title & grade
 Location
 Key roles &
Responsibilities
 Description of
the Organization
 Last date for
applying
Requisition with
Agreement
Job Redistribution
and Advertisement
Job Recommend
Joining

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Chapter 04
Actual task Part

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4.1. Learning Outcomes
I joined in Trouser World (Pvt.) Ltd. as an internship student. In the time of internship
period, I worked in office as an internee, under the supervision of Abul Kalam Azad (GM).
He is a great person for me because I learned lot of things from him. He is very kind and
cooperative person.
I have worked for approximately three months with the employers of HR sector. I have
gathered some valuable knowledge during working there. It is very important for a BBA
student to get practical knowledge for the development and preparation of a person in the job
world. Now, I would like to divide my all those learning into two categories:
4.1.1 Primary Learning
4.1.2 Secondary learning
4.1.1. Primary Learning
In primary learning I have learnt some basic things, like as:
4.1.1.1 Organizational Culture of TWPL
Organization culture of TWPL is quite different. They exchange greetings when entering the
office. There is another culture is that they complete their prayers in Zaamat timely.
The behavior of every staffs is so kind. They always try to satisfy their worker. In a
challenging situation they also handle in a smooth way. I have also seen some terrible
situation which was handling by them. Besides it they maintain smoking free zone and they
behave very politely with customers as they are main part of organization.
4.1.1.2. Time Management
I worked in the Human Resource Management Department of TWPL. Especially all types of
daily basis work. I worked there 5 days in a week. My office hour was 9 am to 5 pm. But
sometimes I had to stay more than the office time for work.
At the beginning of my internship they tell me about my duties and then they introduce me
about the whole process of Selection And Recruitment process of TWPL. They gave me
some primary information about the function of the different sections.

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4.1.1.3. How to behave with worker
“To know the worker before providing services is very important.” worker is the main
organ of any company. Any garments business depends on worker. A worker is considered as
a part of organization. TWPL also depends on worker. So it is very important to serve them
the best service.
4.1.2 Secondary Learning
During my three month internship, there are many things to learn which is described in
below-
 Recruiting worker.
 Train worker.
 Updating employee personal file.
 Writing service book for employee record management.
 ID card distribution.
 Leave & update them on leave registry book.
 Performance evaluation based on one year.
 CV sorting.
 Sending letter to the employee who are absent for long
days.
The tasks are described briefly in the following description-
4.1.2.1. Recruiting worker
Recruiting workers was a great task. It taught me some procedure for recruiting worker,
which is helping me to build up my future career.
Picture: Recruiting worker
4.1.2.2. Train Worker

36
Workers had been trained by me during my internship period. To improve the services of the
worker many training had been organized. Such as- environment health and safety training,
risk assessment training, maternity training, grievance training etc.
Picture: Training worker
4.1.2.3. Updating Employee Personal File
Each and every employee of Trouser World (Pvt.) Ltd. owns a file. These files contain
everything about an employee. One of the major tasks of HR department is updating those
personal file. A lot of files have been updated when I was there.
4.1.2.4. Writing Service Book for Employee Record Management
Service book is a book that contains several information regarding employee. This service
book is a must according to regulation. It can be kept separately but in Trouser World (Pvt.)
Lt, it is kept along with the personal files. A good number of service books have been written
during my internship over there.
4.1.2.5. ID card Distribution
Each and every employee is required to hang ID card while visiting the factory Premises. I
have distributed ID card among the workers.
4.1.2.6. Leave Form Management & Updating
In a month, many employees enjoy various types of leave. At the end of every month, HR
department is responsible to update them on the leave registry book. These books contain
information regarding leave. A lots of leave form information have been updated to the
registry book by me.
4.1.2.7. Performance Evaluation based on one year

37
At the end of one year job in a company, one employee gets promotion or increment. HR
department is responsible to make a performance evaluation sheet including name, ID and
department and send it to the department head. Then the department head will judge him on
some criteria and mention how much increment should be made or whether promotion should
be given or not. After doing that, they send it back to the HR department & they promote or
give increment based on this. I have prepared those sheets and sort them according to
department.
4.1.2.8. CV Sorting
The process of selecting candidates starts with sorting out CVs. I have worked a lot in sorting
out CVs initially, especially in the position of floor supervisor, production officer etc. There I
was asked to give emphasis on the educational qualifications, previous working experience
and whether the candidate has done relevant training program which will be appropriate for
the given job responsibilities. After the initial screening has done, I had to make a list of the
candidates who can be called for interview.
4.1.2.9. Disciplinary Actions
I have worked with some activities of disciplinary procedure such as sending letter to the
employees who are absent in the factory for a long time (maximum 10 days are allowed).

38
PART D
Chapter 05
Research Part

39
5.1. Problem Statement
To identify their systematic process of effective, strength and future possibilities of their
Selection and Recruitment process.
5.2. Background of the Problem
When I worked on Trouser World (Pvt.) Ltd. I observed that at the very beginning employees
of the Trouser World (Pvt.) Ltd. were very interested to joining the company. But now a days
there have lot of things needs. As like as own phone number, nominee phone number,
relatives phone number and their parents phone number, chairman certificate, birth certificate
though still employees are joining the organization Employees think it is problem but it is
very effective side for the employee, because if any kind of accident happened, then easily
find out his relatives, nominee or his present and permanent address. So it is time consuming
and there are many errors in this process.
5.3. Project time line
To prepare this project report I had to spend total one month. The project activities have
been shown in the following:
Duration Work Description
June 25-July 1 Methodology developed
July 2- July 6 Developed research plan

40
July 7- July 10 Questionnaire finalization.
July 11- July 23 Data Collection
July 24- July 27 Data analysis and Interpretation
Table-7: Project Timeline
5.3.1 Gantt chart
Description of
Activities
June 25-
July 1
July 2-
July 6
July 7-
July 10
July 11-
July 23
July 24-
July 27
Methodology
developed
Developed
research plan
Questionnaire
finalization.
Data
Collection
Data analysis
and
Interpretation
Table-8: Gantt chart
5.4. Budget Information
Project duration= 90 days
Particular’s Amount (Tk.)
Transportation Cost 3,500/-

41
Table-9: Budged Information
5.5. Research Methodology
Research methodology is a method to solve the research problem systematically. It involves
gathering data, use of statistical techniques, interpretations and drawing conclusions about
research data. Keeping in view the objectives of the study. It is a very important guideline
and lead to completion of any project work through observation, data collection & data
analysis. Accordingly the methodology used in the project is as follows:
 Defining the objectives of the study.
 Framing of questionnaire keeping objectives in mind (considering the objectives).
 Feedback from the employees.
 Analysis of feedback.
 Conclusion, findings and suggestions.
5.5.1. Research Approach:
5.5.1.1. Quantitative Research:
Quantitative research is the systematic investigation of observable phenomena via statistical,
mathematical or computational techniques, the objective of quantitative research is to develop
and employ mathematical models or hypotheses pertaining to phenomena.
My research method is Quantitative Research and I have made questionnaires with structure
question by the survey of workers.
Phone Bill 500/-
Internet 500/-
Printing and binding of Report 1,000/-
Snacks 500/-
Total Expenditure 6,000/-

42
5.5.1.2. Research Philosophy:
Research philosophy is the development of logical reasoning that incorporates current ideas
with previously established methods of thought through structural phases. A Research
philosophy can be pragmatism, positivism, realism or interpretive. The type of this research
philosophy is a realism research because Realism research philosophy relies on the idea of
independence of reality from the human mind.
5.5.1.3. Type of Research: Exploratory.
5.5.1.4. Population and Sampling Methods:
Sample frame of this study is direct and Online Portal Visitors.
 Sample Size: 40
 Sample Unit: 400
 Sample Procedure: Probability Sampling (Simple Random Sampling).
5.5.1.5. Research Instrument: Close ended Questionnaires
5.5.1.6. Research Limitations:
In every research there may have some limitations .So in my research I got some limitations.
Such as-
Lack of Time:
Three months are not sufficient to make an extensive study on Selection and recruitment
process of TWPL.
Lack of Practice:
Due to the lack of experience there might be some problem in this study.

43
Lack of Dejection:
Such a rural area of Trouser World Ltd. most of the workers are illiterate and some of the
respondents did not share their information due to their limitation of time or there may be
some reason.
Lack of Information:
Confidentiality about their financial and internal data does not permit me to have access to all
the information.
5.6. Method of Data Collection
There are two types of data collection method in my research:
 Primary Data:
Primary data are those, which were collected afresh & for the first time and thus happen to be
original in character. However, there are many methods of collecting the primary data; all
have-not been used for the purpose of this project. The ones that have been used are-
Questionnaire: A questionnaire was served to all the employees asking their opinion about
the effectives of training and development programs at Trouser World (Pvt.) Ltd.
Personal Interview: A face-to-face interview is carried out with the employees where asked
several employees about their feelings and opinions on various aspects of their jobs and
organization.
 Secondary data:
Data was collected from websites, going through the records of organization etc. It is the data
which has been collected by individual or someone else for the purpose or other than those of
our particular research study. In other words secondary data is the data used previously for
the analysis and the results are undertaken for the next process.

44
5.7. Data Analysis & Interpretation
5.7.1. Result Findings: MS Excel, MS Word
5.7.2. Hypotheses Test: Z test
The following formula has been followed:
We know that,
Z test =
Where,
 µ = mean value
 n = sample size
 σ = Standard deviation
 X = Average
As my sample size is more than 30, I have used Z test for the study.
5.7.3. Hypothesis Scale
Strongly Disagree 1
Disagree 2
Neither Agree nor Disagree 3
Agree 4
Strongly Agree 5
Table- 10: Hypothesis Scale
5.8. Hypothesis Development
With a view to fulfill the objectives, some relevant hypotheses have been formulated for this
study:
n
X
/


45
1. HA. Trouser World (Pvt.) Ltd. enlists the talented graduates.
2. HA. Workers are appointed by selecting the best from the competitors.
3. HA. Human resource Recruitment Process of Trouser World (Pvt.) Ltd. is time
consuming.
4. HA. Trouser World (Pvt.) Ltd. Management is maintaining all set of laws and
recruitment of their organization by providing the workers, their ID card and
Appointment letter on time.
5. HA. Trouser World (Pvt.) Ltd. tries to keep their employees and workers
enlightened through cultural activities.
6. HA. Disciplined employees are selected for the task of the Trouser World (Pvt.)
ltd.
* Sources: Questionnaire Survey
5.9. Hypothesis Testing
Parameter H1 H2 H3 H4 H5 H6
1= Strongly disagree 2 2 2 2 4 2
2= Disagree 2 4 2 4 4 2
3= Neither agree nor disagree 6 8 6 10 10 6
4= Agree 14 16 12 16 10 14
5= Strongly Agree 16 10 18 8 12 16
Total 160 148 162 144 142 160
Average 4 3.7 4.05 3.6 3.55 4

46
Standard deviation 1.109 1.11 1.13 1.08 1.299 1.109
Z-cal value 8.55 6.84 8.68 6.44 5.11 8.55
Table-11: Hypothesis Testing
Source: Authorized By Me
5.10. Graphical Representation
Hypothesis No-01
HO: Trouser World (Pvt.) Ltd. doesn’t enlist the talented graduates.
HA: Trouser World (Pvt.) Ltd. enlists the talented graduates.
HO: μ = 2.5
HA: μ > 2.5
n= 40
Here X̅= 4
σ = 1.109
Zcal= (X̅– μ)/ (σ/√n) = 8.55
At 5% level of significance, follows Z distribution Z0.05. = 1.645
Since Z cal< Z tab, null hypothesis is Accepted. So at 5 % significant level, we can say that,
Human resource Recruitment Process of Trouser World (Pvt.) Ltd. is time consuming.

47
Figure -5: Respondent’s view
Around 75% respondents had identified that: Human resource Recruitment Process of Trouser
World (Pvt.) Ltd. is time consuming.
Hypothesis No-02
HO: Workers are not appointed by selecting the best from the competitors.
HA: Workers are appointed by selecting the best from the competitors.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here X̅ = 3.7
σ = 1.11
Z cal= (X̅ – μ)/ (σ/√n) = 6.84
At 5% level of significance, follows Z distribution Z0.05= 1.645
Since Z cal>Z tab, the null hypothesis is not acceptable. So at 5% level of significance, it can be said that
Trouser World (Pvt.) Ltd. enlists the talented graduates.
5%
5%
15%
35%
40%
H1
strong disagree
disagree
neither agree nor disagree
agree
strong agree

48
Figure-6: Respondent’s view
Around 65% respondents had identified that: Trouser World (Pvt.) Ltd. enlists the talented
graduates.
Hypothesis No-03
HO: Human resource Recruitment Process of Trouser World (Pvt.) Ltd. is not time
consuming.
HA: Human resource Recruitment Process of Trouser World (Pvt.) Ltd. is time consuming.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here X̅ = 4.05
σ = 1.13
Z cal= (X̅ – μ)/ (σ/√n) = 8.68
Strong disagree
5% Disagree
10%
Neither agree nor
disagree
20%
Agree
40%
Strong agree
25%
H2 strong disagree
disagree
agree
strong agree

49
Since Z cal> Z tab, the null hypothesis is not acceptable. So at 5% level of significance, it can be said that
Trouser World (Pvt.) Ltd. Management is maintaining all set of laws and recruitment of their
organization by providing the workers, their ID card and Appointment letter on time.
Around 75% respondents had identified that: Trouser World (Pvt.) Ltd. Management is
maintaining all set of laws and recruitment of their organization by providing the workers,
their ID card and Appointment letter on time.
Hypothesis No-04
HO: Trouser World (Pvt.) Ltd. Management is not maintaining all set of laws and recruitment
of their organization by providing the workers, their ID card and Appointment letter on time.
HA: Trouser World (Pvt.) Ltd. Management is maintaining all set of laws and recruitment of
their organization by providing the workers, their ID card and Appointment letter on time.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here X̅ = 3.6
σ = 1.08
Z cal= (X̅ – μ)/ (σ/√n) = 6.44
5%
5%
15%
35%
40%
H3
strong disagree
disagree
agree
strong agree

50
Since Z cal>Z tab, the null hypothesis is not acceptable. So at 5% level of significance, it can be said that,
Trouser World (Pvt.) Ltd. tries to keep their employees and workers enlightened through
cultural programs and other activities.
Around 60% respondents had identified that: Trouser World (Pvt.) Ltd. tries to keep their
employees and workers enlightened through cultural programs and other activities.
Hypothesis No-05
HO: Trouser World (Pvt.) Ltd. does not try to keep their employees and workers enlightened
through cultural activities.
HA: Trouser World (Pvt.) Ltd. tries to keep their employees and workers enlightened through
cultural activities.
HO: μ = 2.5
HA: μ > 2.5
n = 40
Here X̅ = 3.55
σ = 1.299
Z cal= (X – μ)/ (σ/√n) = 5.11
5%
10%
25%
40%
20%
H4
strong disagree
disagree
agree
strong agree

51
Since Z cal>Z tab, the null hypothesis is not acceptable. So at 5% level of significance, it can be said that,
Workers are appointed by selecting the best from the competitors.
Around 55% respondents had identified that: Workers are appointed by selecting the best from
the competitors.
Hypothesis No-06
HO: Disciplined employees are no selected for the task of the Trouser World (Pvt.) ltd.
HA: Disciplined employees are selected for the task of the Trouser World (Pvt.) ltd.
HO: μ = 2.5
HA: μ > 2.5
n= 40
Here X̅= 4
σ = 1.109
Zcal= (X̅– μ)/ (σ/√n) = 8.55
At 5% level of significance, follows Z distribution Z0.05. = 1.645
10%
10%
25%
25%
30%
H5
strong disagree
disagree
agree
strong agree

52
Since Z cal< Z tab, null hypothesis is Accepted. So at 5 % significant level, we can say that,
Disciplined employees are selected for the task of the Trouser World (Pvt.) ltd.
Figure -10: Respondent’s view
Around 75% respondents had identified that: Disciplined employees are selected for the task of
the Trouser World (Pvt.) ltd.
5.11. Findings
H 1. Trouser World (Pvt.) Ltd. enlists the talented graduates. In this hypothesis 40% of
respondents are strongly agreed, 35% are agreed, 15% respondents are neither agreed
nor disagreed and 5% respondents are disagreed and 5% respondents are strongly
disagreed.
H 2. Workers are appointed by selecting the best from the competitors. In this hypothesis
25% of respondents are strongly agreed, 40% are agreed, 20% respondents are neither
agreed nor disagreed and 10% respondents are disagreed and 5% respondents are
strongly disagreed.
H 3. Human resource Recruitment Process of Trouser World (Pvt.) Ltd. is time consuming.
In this hypothesis 45% of respondents are strongly agreed, 30% are agreed, 15%
respondents are neither agreed nor disagreed and 5% respondents are disagreed and 5%
respondents are strongly disagreed.
5%
5%
15%
35%
40%
H6
strong disagree
disagree
agree
strong agree

53
H 4. Trouser World (Pvt.) Ltd. Management is maintaining all set of laws and recruitment of
their organization by providing the workers, their ID card and Appointment letter on
time. In this hypothesis 40% of respondents are strongly agreed, 20% are agreed, 25%
respondents are neither agreed nor disagreed and 10% respondents are disagreed and 5%
respondents are strongly disagreed.
H 5. Trouser World (Pvt.) Ltd. tries to keep their employees and workers enlightened
through cultural activities. In this hypothesis 30% of respondents are strongly agreed,
25% are agreed, 25% respondents are neither agreed nor disagreed and 10% respondents
are disagreed and 10% respondents are strongly disagreed.
H6. Disciplined employees are selected for the task of the Trouser World (Pvt.) ltd. In this
hypothesis 40% of respondents are strongly agreed, 35% are agreed, 15% respondents
are neither agreed nor disagreed and 5% respondents are disagreed and 5% respondents
are strongly disagreed.
Table-12: Research Findings
5.12. Recommendations
1. Trouser World (Pvt.) Ltd. enlists the talented graduates. It gives the graduate a chance to
prove himself.
2. Workers are recruited by selecting the best from the competitors. So recruited workers are
ideal for doing their work.
3. Human resource Recruitment Process of Trouser World (Pvt.) Ltd. is time consuming.
Because a lot of information is needed before recruiting a worker.
4. Trouser World (Pvt.) Ltd. Management is maintaining all set of laws and recruitment of
their organization by providing the workers, their ID card and Appointment letter on time. So
they can manage their employees and follow the rules and regulation.

54
5. Trouser World (Pvt.) Ltd. tries to keep their employees and workers enlightened through
cultural activities. So Trouser World (Pvt.) Ltd. should arrange more cultural activities for the
workers. This also helps the workers to refresh themselves.
6. Disciplined employees are selected for the task of the Trouser World (Pvt.) ltd. By this
discipline prevails in the entire place.
5.13. Conclusion
Trouser World (Pvt.) Ltd. is one of the foremost readymade garments mechanized company
in Bangladesh. They provide incomparable products to their buyers to keep hold of them.
Trouser World (Pvt.) Ltd. chooses the best personnel to be the leader for the future. For this
reason, there is no conflict between workers and the supervisor since I was doing my
internship there. Trouser World (Pvt.) ltd. is well eminent for recruiting and training their
employee. From the very beginning, the company had faced many problems and triumphs
over those problems and become a most important company in Bangladesh. Strong training
process of the employee and the hardworking of the management team of the company assist
them to reach in their accomplishment.
Bibliography

55
Books
Zikmund, G. William. Business Research Methods. 7thed. Singapore: Thomson
Learning South Western, 2003.
Zikmund, G. William. Business Research Method. 8th
ed. South-Western Engage
Learning.
Website
Five Potter’s at https://www.mindtools.com/pages/article/newTMC_08.htm
(Accessed on: 15 July 2017)

56
TOWS MATRIX at
https://www.google.com.bd/search?q=TOWS+matrix&sa=X&espv=2&biw=1366&bih
=613&tbm=isch&imgil=5NxHAmSf4nkkOM%253A%253BvlmEOpuqpY0FRM%253Bht
holidays%25252F&source=iu&pf=m&fir=5NxHAmSf4nkkOM%253A%252CvlmEOpuy
Pjgmd_QAhUKOI8KHeA2DQAQyjcIOg&ei=vX1GWKP2A4rwvATg7TQ#imgrc=HZ_xiheu
hMZ-fM%3A
Others
They provide their information face to face.
Specially Thanks
1. Mansura Akter(Welfare Officer)
2. Md. Abdullah Al Masud(H.R Officer)
3. Md. Hasan (H.R Officer)
4. Siddikur Rahman (H.R Officer)
They Try to and help me to collect all kinds of information in Trouser
World (Pvt.) Ltd.

57
Survey Questionnaire:
Dear Respondents, I am Rubiya Azmir Chowdhury Mim and a student of B.B.A. from
IUBAT. As part of completion my Practicum (BUS-490) course I am conducting a survey of
Selection and Recruitment Process of Trouser World (Pvt.) Ltd. The questionnaire will take
only 5 to 10 minutes to fill out at your convenience. The data collected through the survey
will be used for only developing the internship report and will not be disclosed anywhere.
This information will be kept strictly confidential.
Appendix

58
(Information of Respondents)
Gender: Male Female
Age: 25- 30 years 31- 35 years 36- 40 years above 40 years
Occupation: □ Service holder □ Student □ Businessman □ Housewife
□ Others…………........................
1. Trouser World (Pvt.) Ltd. enlists the talented graduates.
a) Strongly Disagree
b) Disagree
c) Neither agree nor disagree
d) Agree
e) Strongly Agree
2. Workers are recruited by selecting the best from the competitors.
b) Disagree
d) Agree
e) Strongly Agree
3. Human resource Recruitment Process of Trouser World (Pvt.) Ltd. is time consuming.
b) Disagree
d) Agree
e) Strongly Agree
4. Trouser World (Pvt.) Ltd. Management is maintaining all set of laws and recruitment
of their organization by providing the workers, their ID card and Appointment letter
on time.
b) Disagree

59
d) Agree
e) Strongly agree
5. Trouser World (Pvt.) Ltd. tries to keep their employees and workers enlightened
through cultural programs and other activities.
b) Disagree
d) Agree
e) Strongly Agree
6. Disciplined employees are selected for the task of the Trouser World (Pvt.) ltd.
b) Disagree
d) Agree
e) Strongly Agree

HRM activities of Trouser World (Pvt.) Ltd. and Employees Recruitment & Selection process of TWPL.

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