The document discusses the macroeconomic performance of Bangladesh's textile and ready-made garment sectors, highlighting their significance, challenges, and potential solutions. It details the operational strategies of MSRM Textile Ltd, including employee management, production capacity, financial trends, and competitive advantages while addressing issues like employee turnover and low productivity. The document outlines decision-making processes and an action plan aimed at improving employee satisfaction, production efficiency, and overall company reputation.

2.  The macro economic performance of Bangladesh is heavily dependent
on its Textile and Readymade Garment (RMG) manufacturing sector.
And its growing in a vast way
 There are some reasons lying behind our Textile & RMG sector’s
success.
 Flexible labor market law
 Availability of raw materials
 Price competitiveness
 Some of the problems are slowing miserable in this sectors’ growth
 Infrastructure
 Political instability
 Financial condition
 Poor transportation

3. FACT SHEET

4. WHY WE ARE HERE?
 INTRODUCE OUR COMPANY
 ANALYSIS TO IDENTIFY OUR PROBLEMS
 MAJOR PROBLEM AND CURRENT PROBLEMS
 DEVELOPING ALTERNATIVE SOLUTION
 OUR DECISIONS & SUBORDINATE DECISIONS
 JUSTIFICATION OF DECISIONS
 SWOT ANALYSIS
 ACTION PLAN

5. ABOUT DECISION MAKING
 Decision-making is an essential aspect of modern management. It is a
primary function of management.
 Decision Making is a course of action which is consciously chosen from
among a set of alternatives to achieve a desired result.
 A manager has to take a decision before acting or before preparing a
plan for execution

6. ABOUT COMPANY
 MSRM Textile Ltd was established in the year 2002
 MSRM Textile Ltd is a socially responsible business organization and is engaged in Textile
manufacturing & export business in Bangladesh.
“The Objective of the company is to provide professional service and best quality
products to ensure utmost satisfaction to our clients through unwavering commitment
to International Quality Standards in every aspect”

7. PRODUCTS & PRODUCTION
PRODUCT
Polyester, Polar fleece, Micro fleece, CVC fleece,
Single Jersey (Cotton, Polyester, CVC), Rib, Interlock,
Mash.
PRODUCTION
 Knitting Capacity 35,000 kg
 Dying Capacity 35,000 kg
 Finishing Capacity 30,000 kg

8. PRODUCT EXPORT MAP
Exporting in 9 Countries
USA, UK, Germany
Australia, SriLanka, Malaysia
Singapore & UAE

9. HUMAN RESOURCES OVERVIEW
Tiers Designations Number of Employees
Top
Levels
Chairman
Vice Chairman
Managing Director
Deputy Managing Director
General Manager
Mid
Level
Factory In-charge
Manager
Deputy Manager
Assistant Manager
Line
Level
Supervisor
Production Executive
Workers
10
50
450

10. FINANCIAL OVERVIEW LAST 5 YEARS
64.2 63.9
60.8
59.1
55.3
50
52
54
56
58
60
62
64
66
2010 2011 2012 2013 2014
Company Turnover [USD Millions]
8.9 mil.

11. REVENUE TREND
21
22
19 18.5
17 17.3
14
15.6
14
15
12.9
11.3
0
5
10
15
20
25
30
January February March April May June July August September October November December
Revenue Trend (In BDT Cores)

12. PROBLEMS | HR SURVEY REPORT

13. 1
3
5
5
6
16
19
23
28
29
Bribery / Gift
Image / Reputation
Conflict of interests
Personal issues
Information / Confidentiality
Misconduct / Policy violation
HR / Performance /
Functional issues
Human worth / Behavioral
issues
Misuse of Property / Fund /
Tools
Misrepresentation / Forgery
/ Fraud
PROBLEMS | HR SURVEY REPORT
Classification of Employee Termination Incidents Reported

14. PROBLEMS WE ARE
 Company turnover decreased significantly
 Revenue Trend are showing negative impacts
 Company reputation in national and global market are fading
away
 Employees are dissatisfied

15. IMPORTANCE OF DECISION MAKING
 To increase production level
 To increase of our profit margin
 Establishing loyalty between employees and company
 Revert the company reputation in RMG sector

16. IDENTIFYING OUR CURRENT PROBLEMS
 High Rate of Lower Level Employee Turnover
 Living cost and price hike in daily commodities
 Salaries we are paying are not satisfactory and competitive
 Low Productivity
 High rate of turnover and poor job satisfaction level
 Ineffective worker supervision
 Management Functions are disrupted
 Communication gaps among departments
 Improper decision making and execution plan

17. IDENTIFYING OUR CURRENT PROBLEMS
 Lack of Awareness of labor group
 Information gap about company benefits & HSE
 Lack of Motivation
 Management zero tolerance mindset in quality production instead HR appreciation
 Supervisor's improper behaviour
 Job insecurity and less productivity.
 No Labor Insurance, worker participation fund and PF benefits
 Competitors are introducing attractive benefits like health insurance & WPF etc

18. IDENTIFYING OUR CURRENT PROBLEMS
 Transportation for Mid level Managements
 Distance between Home and Office
 Hectic traffic jam and poor public transport
 Lack of Efficiency & Effectiveness in Merchandising Department
 Unable to meet the requirements of various global buyers
 Following traditional communication technique
 Competitive Market position
 Offering competitive salaries to our existing employees

19. DEVELOPING ALTERNATIVE SOLUTION
Initiatives To Measure
 Brainstorming Session by Top
Level Management
 Analyzing through survey and
interview
Expert feedback for Developing
alternative solution
Alternative Solutions
 Production oriented training
 Review Salary/Incentive Structure
 Implementing Labor Law Practice
 Revise Benefits
 Employing effective & dedicated
Merchandiser

20. DECISIONS WE HAVE TAKEN
Considering the facts & after analyzing the problems & the causes of the current
problems we may take some major decisions along with some other decisions
which will give us a fruitful result.
We will increase the salary for all level of employees. Here we
will follow Cost of living Adjustment method. The increment
will not be same percentage at all level considering the
market demand and competencies
Top Level 2% Mid Level 5%
Supervisor 10% Workers 12%

21. SUBORDINATE DECISIONS
Transportation Facility
 Dedicated Transportation Facility to Mid Level
Managers
 Affiliation with Local Bus Transport for worker group
Providing Advanced Training
 Advanced Training for Merchandising Team and
Production Supervisors
 Induction relevant to HR manual and work life
balance for workers

22. SUBORDINATE DECISIONS
Employee Motivation Program
 Organizing Annual Outing
 Organizing Workshops Quarterly (inform & involve sessions)

23. S.W.O.T ANALYSIS
Strength: Internal Factors that are helpful to
achieve objective
Weakness: Internal Factors that are harmful to
achieve objective
Opportunities: External Conditions that are
helpful to objective
Threat : External barriers that are injurious for
achieving objective

24. S.W.O.T ANALYSIS | STRENGTH
 Will be able to achieve our estimated daily sales and profit target
 Will help to restore our goodwill which is under threat
 Employees will be more benefited
 Satisfaction level of workers & supervisors will increase
 Transportation facility will ensure in-time to work properly and reduce daily hassle
 Production oriented training & awareness program will make our Mid & lower
level management more efficient & effective

25. S.W.O.T ANALYSIS | WEAKNESS
 The budget will increase and some unexpected cost will be added with yearly
expenditure
 Some other factory already using such similar ideas to reduce dissatisfactions
 Some de-motivation will still remain, because it’s difficult to meet all
employees expectations.

26. S.W.O.T ANALYSIS | OPPORTUNITY
 Will be able to run our production smoothly without any interruptions, we will
be able to trade more products at a cheaper rate & in shortest time.
 Many companies may be felt difficulties to invest extra budget to increase
salaries & benefits
 Government will appreciate and may provide support for our company
 May create attention to efficient and dedicated workers from other companies

27. S.W.O.T ANALYSIS | THREAT
 Other companies may also follow our decision more effectively and thereby
snatch our efficient employees.
 Investors & Buyers Impact on this decision.

28. ACTION PLAN
 First we will calculate our existing staff salary cost and increased salary cost
and transportation cost and estimate the added expenditure required to
implement our decision
Level and Tire Current Salary Cost (per anum) Increased Salary cost (per anum)
Top Level : 5 persons 19,500,000 19,890,000
Mid Level 15 persons 14,700,000 15,435,000
Lower Level 25 persons 13,535,000 14,888,500
Workers ( 400 persons) 40,800,000 45,696,000
Total 88,535,000 95,909,500
Extra amount needed 7,374,500
Transportation Cost
4 Bus (50 seated) monthly rent and fuel. 25 days X 6000/= X 12 months X 4 = 72,00,000
2 micro buses (12 seated) monthly rent and fuel 25 Days X 3000 Tk X 12 months X 2 = 18,00,000

29.  We will set new sales target that will recover our extra cost without
hampering our profit margin.
 We will arrange some production oriented & awareness training
programs monthly which will cost approximately BDT 60,000
 We will set controlling and evaluation mechanism to retain our new sales
and profit target.
 Making a interacting system among all the supervisors
 We will always keep a reserve fund & all the necessary parts
 We will analyze our performance every year so that we can come to
know about the current market scenario.
ACTION PLAN

30. CONCLUTION
We think new decision, which came out eventually with the problems we are
facing, shall not only benefit our company but also uphold our country as well.
This is because more companies will become interested to increase salary if
they can strike the balance like we did between disciplines, giving workload,
ensuring facility for the workers and rather make more profit than loss by
utilizing the capability of our workers. May be we will need some extra money at
the beginning but after setting up we will be able to make greater profit & our
investment will be make up within a reasonable time. We will become one of the
competitive remuneration payer company in our country and thus our reputation
will go high. Efficient employees will be attracted to join our company and we
together will ensure better quality of products and services.

31. THANK YOU