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Presentation
On
Internship Study
Human Resource Management Practice
of
Golden Horizon Ltd. (GHL)
(A unit of Sunman Group)
Md. Abu Kausar Bhuiyan
ID: 133302020
Objectives of the Study:
The specific objectives of this study are as
follows:
• To find out the HR planning, recruitment and
selection process of GHL
• To know the training and developement process
• To reveal the compensation and reward process and
employee benefit programs of GHL
• To pinpoint maintainance system of employees in
GHL
Methodology:
The type of method used in this reports mainly in descriptive
nature. Two types of information sources are used:
 Primary Sources
 Oral Interview
 Telephone Discussion
 Face-to-face Discussion
 Secondary Sources
 Website of GHL
 Annual reports and training materials of GHL
 Internet
 Documentary files of the company
 Published materials, books, government publications, journals etc.
Company Profile:
Company Name Suman Group of Companies
Company Logo
Founder & Chairman Major (Rtd.) Abdul Mannan
Key Person Tazrina Mannan (President)
Sayeedur Rahman ( MD)
Year of Establishment 1975
Year of Incorporation 1982
Type of Industry Apparel & Fashion
No. of Employees Above 10000
No. of Factories 51
Nature of Business 100% Export Oriented Garments (Manufacturing)
Exported To U.S.A, CANADA,EU,UK
Company Website sunmangroupofcompanies.songzog.com
Mission & Vision:
Mission:
To become a highly reputed manufacturer of garments in the
international market by producing top quality products which
confirm & surpasses the customer expectation.
Vision:
Continuous improvement of efficiency by introducing latest
technology and technical expert and presenting the best value
through effective cost management.
Discussion
HR Planning:
GHL’s short-term human resource planning is about:
• Order Issue
• Worker needed for the order
• Implementation
• Setting Target ( Per Hour)
• Workers Skill
• Continuous Improvement
GHL’s long-term human resource planning is about:
• Forecasting
• Organizational Development
• Need Assessment
• Budgeting
• Reporting
Figure: Floor Line Up of GHL
HR Manager
Factory Manager
Production Manager
SupervisorSupervisor Supervisor
WorkersWorkers Workers
Cutting
Unit
Iron Section
Finishing Section
Alock
Hole
Sewing Unit-1 Sewing Unit-2 Sewing Unit-3
Recruitment:
Internal Source:
• Promotion
• Demotion
• Transfer
• Separation
External Source:
• Job advertising through newspaper
• Employment agencies (www.bdjobs.com)
• Employee referrals and walking unsolicited application
Selection:
• Selection attempts to thin out the large set of applications
that arrived
• Selection occurs on the given day that was given in the
recruitment advertisement
• Normally the selection occurs at 8 am in the morning
• First of all the applicants need to stand in a line
• After asking some personal information, the candidates are
asked about which machines or types of job they know
• After that, he/she is given for a test job for one or half an
hour. On that time, the candidate is observed and his/her skill
is measured.
Employee Training:
On The Job Training Off The Job Training
Fire Training Lay Out Training
First Aid Training Waste Identification Training
Safety Training Work Place Training
Job Rotation
Fire Training:
• What are the things the worker needed to do in
case of fire incident
• What was their mistake during this training
session
• About the fire extinguisher
• Training fire safety team how to use the fire
instrument
• How to use stairs during the time of fire incident
• How to use the extinguisher etc.
Safety Training:
For the maintenance of safety of the workers there is a safety
committee assigned. The safety committee is given the training
about:
• What can be the risk of the worker during the working time
• What are the risky areas
• How to identify the risk
• What to in the risky zone
• How to make aware the worker about the risk of their job
• How to motivate the worker using safety instrument
• How to check the instruments, whether it is fit or not
• How to identify the level of risk
• How to do report if an risky area is found
Risk Identification Training:
Risky Area Cause of Risk Level of
Risk
Probable
Risk/Damage
Steps that are taken
Stop
Removing
Room
For the use of
Chemical High Risk
•Skin Disease
•Brain Disorder
•Problem on
Respiration
•Lung Cancer
•Eye Problem
•Problem in
Stomach
 Use protector such as-
Hand Gloves, Glasses,
Masks etc.
 Follow MSDS
 Use poster mentioned “
Caution” near the risky
spot
 The employers working in
the spot removing room
needed to properly trained
in a regular basis
 Entry restriction in the spot
removing room, only
Workers Grades Basic Pay House Rent Allowance (
40% of Basic)
Medical Allowance Total Salary
Grade-1:
Pattern Master
6500 2600 200 9300
Grade-2:
Senior Mechanic
5000 2000 200 7200
Grade-3:
Sample Mechanic
2870 1148 200 4218
Grade-4:
Sewing Machine
Operator
2615 1046 200 3861
Grade-5:
Junior Sewing
Machine Operator
2395 958 200 3553
Grade-6:
General Sewing
Machine Operator
2230 892 200 3322
Grade-7:
Assistant Sewing
Machine Operator
2000 800 200 3000
Incentives:
• Overtime (OT)
• Merit Plan
• Employees Participation
• Piece Work Plan
• Medical Incentive
• Maternity Allowance
• Festive Bonus
• Bonus on Attendance
Overtime (OT)
• The pay rate for work hour is :
(Basic/208)×2×Hour over time
• A worker can work overtime 8 hour a week
• And not more than two hours a day
Employees Participation
In GHL there are 3 types of participatory committee.
• Participatory Committee
• Safety Committee
• Environment Safety Committee
Medical Incentive:
• Medical allowance is 200 tk per month
Maternity Allowance:
The worker is given 16 weeks of basic salary . The condition for this
allowance is:
• The worker doesn’t have more than 2 children
• She does not get this allowance previously twice
Benefit:
• Retirement
• Free Transportation
• Yearly Leave
• Sickness /Medical Leaves
• Festival Leave
• Regular Leave
• Maternity Leave
• Child care room
• Separate Wash Room for Male and Female
• Safe Drinking Water
• Free Medical Service
• Group Insurance
Name Description
Yearly Leave • One day leave for per 18 working days
• (208/18=11.556 or 12 days) in a year
Sickness /Medical Leaves 14 days
Festival Leave Minimum 11 days
Regular Leave 10 days
Maternity Leave (8+8)=16 weeks leave
Separate Wash Room • 10 wash rooms in each floor
• 3 for male and 7 for female
Safe Drinking Water Two drinking water point in each floor
Group Insurance • Life Insurance Policy
• TK. 1,00,000 as per coverage
Retirement Given to the employers only
Health and Safety
• Work Environment Safety
• Fire safety
• Occupational Safety
Communication:
Some of processes to communicate with the workers are:
• Poster
• Leaflet
• Notice Board
• Announcing
• Seminar and Training Program
• Though Different Committee
Employee Relation:
• GHL has no Labor Union
• GHL has a nonunion environment, the grievance procedure to handle one-
on-one
Worker/ Staff
Direct
Hot Line
( Phone
No.
MD/GM-
HR)
Factory/
Production
Manager
WPC/
WA
Welfare/
Compliance
Officer
Supervisor
/ Line
Chief
Personnel
/ Admin
Officer
Suggestion
/
Complaint
Box
HR/ Compliance
Management
FeedbackManaging Director
Figure : Grievance Procedure
Findings:
• GHL follows the ACCORD in case of their rules and
regulations.
• The company follows traditional HRM
• Lack of effective HR planning
• GHL maintains a good relationship with their workers
• The GHL gives PACE training program for the development of
the workers
• Low wage structure for the workers
• Promotion is given based on their performance
• Skilled employee turn over rate increases
• Management have less concern about the employers, they
only think about their production
• The GHL has modern and latest machineries and
technologies
• To motivate the workers they have used 7 grades
Problems:
• Selection is very much influenced by the strong reference
• Wage rate is very low in comparison to other renowned
garment companies in Chittagong
• The GHL doesn’t fullfill 100% of the requirement of the
Accord-Alliance
• The HR Planning are strongly controlled from the corporate
office
• Due to low wage rate the workers are demotivated to work
• The recruitement are mostly done internally. Which results in
lack of skilled person
Recommendations:
• Hire skilled person to increase the efficiency at the work place
• The wage rate should be increased to attract and retain skilled
workers
• Fulfilling the remaining Accord-Alliance requirement
• HR dept should be given some authority to approve change
• The attendance bonus should be increased to reduce
absenteeism
• Hire skilled person to increase the efficiency at the work place
Lessons from the Internship:
• How to calculate earned leave of the workers
• How to make the entry of the worker
• Procedure for sending job notice
• The recruitment and selection process
• Attend different training session
• Maintaining discipline and corporate behavior
• How to maintain the compliance in a factory
• Different production sectors of GHL
• How to complete a service book
Thank You

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Internship presentation2

  • 1. Presentation On Internship Study Human Resource Management Practice of Golden Horizon Ltd. (GHL) (A unit of Sunman Group) Md. Abu Kausar Bhuiyan ID: 133302020
  • 2. Objectives of the Study: The specific objectives of this study are as follows: • To find out the HR planning, recruitment and selection process of GHL • To know the training and developement process • To reveal the compensation and reward process and employee benefit programs of GHL • To pinpoint maintainance system of employees in GHL
  • 3. Methodology: The type of method used in this reports mainly in descriptive nature. Two types of information sources are used:  Primary Sources  Oral Interview  Telephone Discussion  Face-to-face Discussion  Secondary Sources  Website of GHL  Annual reports and training materials of GHL  Internet  Documentary files of the company  Published materials, books, government publications, journals etc.
  • 4. Company Profile: Company Name Suman Group of Companies Company Logo Founder & Chairman Major (Rtd.) Abdul Mannan Key Person Tazrina Mannan (President) Sayeedur Rahman ( MD) Year of Establishment 1975 Year of Incorporation 1982 Type of Industry Apparel & Fashion No. of Employees Above 10000 No. of Factories 51 Nature of Business 100% Export Oriented Garments (Manufacturing) Exported To U.S.A, CANADA,EU,UK Company Website sunmangroupofcompanies.songzog.com
  • 5. Mission & Vision: Mission: To become a highly reputed manufacturer of garments in the international market by producing top quality products which confirm & surpasses the customer expectation. Vision: Continuous improvement of efficiency by introducing latest technology and technical expert and presenting the best value through effective cost management.
  • 6.
  • 8. HR Planning: GHL’s short-term human resource planning is about: • Order Issue • Worker needed for the order • Implementation • Setting Target ( Per Hour) • Workers Skill • Continuous Improvement GHL’s long-term human resource planning is about: • Forecasting • Organizational Development • Need Assessment • Budgeting • Reporting
  • 9. Figure: Floor Line Up of GHL HR Manager Factory Manager Production Manager SupervisorSupervisor Supervisor WorkersWorkers Workers Cutting Unit Iron Section Finishing Section Alock Hole Sewing Unit-1 Sewing Unit-2 Sewing Unit-3
  • 10. Recruitment: Internal Source: • Promotion • Demotion • Transfer • Separation External Source: • Job advertising through newspaper • Employment agencies (www.bdjobs.com) • Employee referrals and walking unsolicited application
  • 11. Selection: • Selection attempts to thin out the large set of applications that arrived • Selection occurs on the given day that was given in the recruitment advertisement • Normally the selection occurs at 8 am in the morning • First of all the applicants need to stand in a line • After asking some personal information, the candidates are asked about which machines or types of job they know • After that, he/she is given for a test job for one or half an hour. On that time, the candidate is observed and his/her skill is measured.
  • 12. Employee Training: On The Job Training Off The Job Training Fire Training Lay Out Training First Aid Training Waste Identification Training Safety Training Work Place Training Job Rotation
  • 13. Fire Training: • What are the things the worker needed to do in case of fire incident • What was their mistake during this training session • About the fire extinguisher • Training fire safety team how to use the fire instrument • How to use stairs during the time of fire incident • How to use the extinguisher etc.
  • 14. Safety Training: For the maintenance of safety of the workers there is a safety committee assigned. The safety committee is given the training about: • What can be the risk of the worker during the working time • What are the risky areas • How to identify the risk • What to in the risky zone • How to make aware the worker about the risk of their job • How to motivate the worker using safety instrument • How to check the instruments, whether it is fit or not • How to identify the level of risk • How to do report if an risky area is found
  • 15. Risk Identification Training: Risky Area Cause of Risk Level of Risk Probable Risk/Damage Steps that are taken Stop Removing Room For the use of Chemical High Risk •Skin Disease •Brain Disorder •Problem on Respiration •Lung Cancer •Eye Problem •Problem in Stomach  Use protector such as- Hand Gloves, Glasses, Masks etc.  Follow MSDS  Use poster mentioned “ Caution” near the risky spot  The employers working in the spot removing room needed to properly trained in a regular basis  Entry restriction in the spot removing room, only
  • 16. Workers Grades Basic Pay House Rent Allowance ( 40% of Basic) Medical Allowance Total Salary Grade-1: Pattern Master 6500 2600 200 9300 Grade-2: Senior Mechanic 5000 2000 200 7200 Grade-3: Sample Mechanic 2870 1148 200 4218 Grade-4: Sewing Machine Operator 2615 1046 200 3861 Grade-5: Junior Sewing Machine Operator 2395 958 200 3553 Grade-6: General Sewing Machine Operator 2230 892 200 3322 Grade-7: Assistant Sewing Machine Operator 2000 800 200 3000
  • 17. Incentives: • Overtime (OT) • Merit Plan • Employees Participation • Piece Work Plan • Medical Incentive • Maternity Allowance • Festive Bonus • Bonus on Attendance
  • 18. Overtime (OT) • The pay rate for work hour is : (Basic/208)×2×Hour over time • A worker can work overtime 8 hour a week • And not more than two hours a day Employees Participation In GHL there are 3 types of participatory committee. • Participatory Committee • Safety Committee • Environment Safety Committee Medical Incentive: • Medical allowance is 200 tk per month Maternity Allowance: The worker is given 16 weeks of basic salary . The condition for this allowance is: • The worker doesn’t have more than 2 children • She does not get this allowance previously twice
  • 19. Benefit: • Retirement • Free Transportation • Yearly Leave • Sickness /Medical Leaves • Festival Leave • Regular Leave • Maternity Leave • Child care room • Separate Wash Room for Male and Female • Safe Drinking Water • Free Medical Service • Group Insurance
  • 20. Name Description Yearly Leave • One day leave for per 18 working days • (208/18=11.556 or 12 days) in a year Sickness /Medical Leaves 14 days Festival Leave Minimum 11 days Regular Leave 10 days Maternity Leave (8+8)=16 weeks leave Separate Wash Room • 10 wash rooms in each floor • 3 for male and 7 for female Safe Drinking Water Two drinking water point in each floor Group Insurance • Life Insurance Policy • TK. 1,00,000 as per coverage Retirement Given to the employers only
  • 21. Health and Safety • Work Environment Safety • Fire safety • Occupational Safety Communication: Some of processes to communicate with the workers are: • Poster • Leaflet • Notice Board • Announcing • Seminar and Training Program • Though Different Committee Employee Relation: • GHL has no Labor Union • GHL has a nonunion environment, the grievance procedure to handle one- on-one
  • 22. Worker/ Staff Direct Hot Line ( Phone No. MD/GM- HR) Factory/ Production Manager WPC/ WA Welfare/ Compliance Officer Supervisor / Line Chief Personnel / Admin Officer Suggestion / Complaint Box HR/ Compliance Management FeedbackManaging Director Figure : Grievance Procedure
  • 23. Findings: • GHL follows the ACCORD in case of their rules and regulations. • The company follows traditional HRM • Lack of effective HR planning • GHL maintains a good relationship with their workers • The GHL gives PACE training program for the development of the workers • Low wage structure for the workers • Promotion is given based on their performance • Skilled employee turn over rate increases • Management have less concern about the employers, they only think about their production • The GHL has modern and latest machineries and technologies • To motivate the workers they have used 7 grades
  • 24. Problems: • Selection is very much influenced by the strong reference • Wage rate is very low in comparison to other renowned garment companies in Chittagong • The GHL doesn’t fullfill 100% of the requirement of the Accord-Alliance • The HR Planning are strongly controlled from the corporate office • Due to low wage rate the workers are demotivated to work • The recruitement are mostly done internally. Which results in lack of skilled person
  • 25. Recommendations: • Hire skilled person to increase the efficiency at the work place • The wage rate should be increased to attract and retain skilled workers • Fulfilling the remaining Accord-Alliance requirement • HR dept should be given some authority to approve change • The attendance bonus should be increased to reduce absenteeism • Hire skilled person to increase the efficiency at the work place
  • 26. Lessons from the Internship: • How to calculate earned leave of the workers • How to make the entry of the worker • Procedure for sending job notice • The recruitment and selection process • Attend different training session • Maintaining discipline and corporate behavior • How to maintain the compliance in a factory • Different production sectors of GHL • How to complete a service book