This document provides an overview of the internship study conducted at Golden Horizon Ltd (GHL), a garment manufacturing company. The objectives of the study were to examine GHL's HR processes including planning, recruitment, training, compensation and benefits. The study utilized both primary and secondary sources. It describes GHL's HR structure and policies for planning, recruitment, selection, training, compensation including wages, incentives and benefits. It identifies some issues like low wages and skills shortages, and provides recommendations such as increasing wages and hiring more skilled workers.

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.

7. Discussion

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

27. Thank You