Independent University, Bangladesh

Internship Report:

‘HR Practice in RMG Industries- A case of Pacific Jeans Ltd.’

Draft Copy

Acknowledgement

First of all I would like to thank the supreme authority of the universe. Internship was an

exclusive instance of my professional life that I passed and enjoyed. A single individual can

achieve little if acting on their own. Completion of anything requires supports from various

sources. I am very much fortunate to get the sincere guidance and supervision from a number

of people.

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I am deeply indebted to my internship supervisor Mr. Moslehuddin Khaled for his whole-

hearted guidance and supervision. His suggestions and comments on the report provided me

with the right path to follow. His encouragement has served as a great motivation behind this

report.

I am very grateful to the executives of Pacific Jeans Ltd. who extended their whole-hearted

co-operation during my internship period. I would like to extend my gratitude to Mr. Nurul

Huda (General Manager), Mr. M.K Azim (Senior Manager HRD), and Mr. Ismail (Assistant

Manager- HRD).

A heartfelt round of thanks goes out to all the instructors in IUB who have over the course of

the last four ways provided me with the knowledge required for me to function in the

corporate world.

Executive Summary

RMG industry gives employment to millions of people. In order to recruit skilled

workforce in textile sector, proper training would thus facilitate in supply of well

qualified workforce. Thus the role of HRD has gained momentum in terms of employing

manpower that satisfies the professional requirements of this sector and that is well

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skilled. Thus many collaboration among many multinational companies and educational

institutions is been observed.

The HR department of any company is responsible recruiting skilled labors and

executives, allocation and planning of work, monitoring of workforce and performance

appraisal. It is also responsible to timely up-gradation of skills of the workforce by

organizing educative professional workshops or seminars. If HR activities are carried out

in proper professional manner it could result into minimization of cost and wastage, right

recruitment of workforce, increased stability of the company, flexible enough to cope up

with futuristic developments and most important maximizes production.

Pacific Jeans Ltd. has their own separate HR Department. And the position of this

department is in upper level of the organization. The position, status and the job

title of the HR department is Senior Manager (HR & Admin).

My report is titled- ‘HR Practice in RMG Industries- A case of Pacific Jeans Ltd.’

I have discussed the brief scenario of recruitment, selection, administrative action,

Grievance handling procedure, wages & salaries, orientation and training &

development of Pacific Jeans Ltd. In this company all HRM activities are

integrated. All the HRM elements are considered for any HRM function.

Page of Content

Contents Page Number

1.0 Introduction 11.1 Origin of the report 2

1.2 Objective of the study 2

1.3 Scope of the study 2-3

1.4 Limitations 3

1.5 Research Methodology 3-4

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2.0 Company Overview 5-7

3.0 Literature Review 8-9

4.0 Recruitment & Selection Process in Pacific Jeans Ltd.

10-14

5.0 Employee Training & Development Program in Pacific Jeans Ltd.

15-20

6.0 Employer & Employee Relationship

20

7.0 Job Analysis in Pacific Jeans

21-22

7.1 Job Design 22-24

7.2 Incentives Provided by Pacific Jeans

24-25

7.3 Benefits for the Employees

25-28

8.0 Findings and Analysis 29

9.0 Recommendation 30

10.0 Conclusion 31

Appendix 32-34

Bibliography 35

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1.0 Introduction:

The RMG industry has played a pioneering role in the development of industrial sector of

Bangladesh. Though it took a rather late start i.e., in 1976 but it soon established its

reputation in the world market within a short span of time. Resultantly garment is now

one of the main export items of the country. Besides, enriching the country's economy it

has played a very important role in alleviating unemployment. At present there are more

than two thousand one hundred garment factories in the country employing more than 12

lack labors. 85 percent of the labor force is women.

Once Sri-Lanka was leader in this field in South Asia and India was its competitor. After

a bloody civil war resulting in the quick demise of the garments industry of Sri-Lanka

and India, the international buyers and investors diverted their attention towards

Bangladesh. As a result the garments industry of Bangladesh expanded with

unprecedented success. During the financial year 1993-94 Bangladesh earned 6199.8

cores Taka.

RMG industry gives employment to millions of people. In order to recruit skilled

workforce in textile sector, proper training programmes would thus facilitate in supply of

well qualified workforce. Thus the role of HRD has gained momentum in terms of

employing manpower that satisfies the professional requirements of this sector and that is

well skilled. Thus many collaboration among many multinational companies and

educational institutions is been observed.

The HR department of any company is responsible recruiting skilled labors and

executives, allocation and planning of work, monitoring of workforce and performance

appraisal. It is also responsible to timely up gradation of skills of the workforce by

organizing educative professional workshops or seminars. If HR activities are carried out

in proper professional manner it could result into minimization of cost and wastage, right

recruitment of workforce, increased stability of the company, flexible enough to cope up

with futuristic developments and most important maximizes production.

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1.1 Origin of the report:

The Internship program is the requirement for BBA program in Independent University,

Bangladesh (IUB). The program requires a student to work in a particular institution of

their relative field of study and gain practical knowledge regarding its functions. It is the

opportunity for the students to utilize their conceptual knowledge in the practical field.

The duration of the internship program is 3 months. For this requirement I worked in

Pacific Jeans Limited, EPZ, Chittagong as an intern which helped me in enriching my

knowledge base by matching my theoretical knowledge with real life situations.

This report is titled ‘HR Practice in RMG Industries- A case of Pacific Jeans Ltd.’

1.2 Objective of the Study:

Every research is conducted with the aim of reaching an answer to a question. This

research that I had conducted was aimed at understanding the HR Practice in RMG

industry by Pacific Jeans. The research was conducted in order to satisfy certain

objectives. The objectives are as follows:

To find out the recruitment and selection process of employee in Pacific

Jeans

To find out the employee training and development program of Pacific

Jeans

To analyze the Labor and Employer relation

To be able to describe job analysis, job design, incentives and benefits of

Pacific Jeans

1.3 Scope of the Study:

As an intern in Pacific Jeans, I was assigned to various departments from time to

time, but I spend a quality amount of time working in the Human Resource

Department of the company. The HR Department of Pacific Jeans deals with

recruitment and selection process, training and development, career development,

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promotional activities, performance appraisal, managing compensation, pay for

performance: incentive rewards etc.

1.4 Limitations:

The research contains certain limitations, due to which the findings may not be

completely accurate. The major limitations are given below:

Time constraints of the required personnel to provide information

Reluctance of the personnel to supply information

Limitation to access to the sensitive business data of the visiting company

Lack of experience also acted as constraint in the way of meticulous

exploration

1.5 Research Methodology:

1.5.1 Research Design:

The objectives of this research called for a descriptive research. For this particular

research the data source was both Primary and Secondary Data. In order to collect

Primary Data, Direct Interviews were conducted based on a questionnaire. The

Secondary Data was collected via Secondary Data Analysis. The data collected for the

research contained both qualitative and quantitative data.

I had the pleasure of working under Mr. M.K Azim (Senior Manager- HRD) and Mr.MD

Ismail (Manager- HRD). They were the officials who dealt with HRD related matters and

so it was an opportunity for me to directly observe the HRD related facts and learn from

them. Their relentless support and cooperation helped me a lot in getting information

about the HR practice in RMG industry.

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1.5.2 Data collection method:

In this research both primary and secondary data are used. The sources are-

Primary Sources

Personal interviews with the senior staff members of Pacific Jeans Ltd.

Face-to-Face conversation with respective officers of the company.

Practical work exposures on Human Resource Department of the company.

Conversation with the workers of the company.

Secondary Sources

Annual Report of Pacific Jeans Limited.

Periodical reports published by BGMEA.

Different publications and websites regarding RMG policies.

Relevant file study and research papers as provided by the officers concerned.

1.5.3 Sampling:

As data collection was based on primary sources there was a requirement of

respondents for interviewing. The target population for the research was the worker of

Pacific Jeans Ltd. Convenience Sampling was utilized for sample selection. The sample

size of worker was 50.

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2.0 Company Overview:

Pacific Jeans Ltd. is one of the market leaders in exporting garment products of

Bangladesh. Pacific Jeans Ltd. started in 1987 at CEPZ and since then it has

expanded its business from the Far East to the West with Europe, America and

Canada.

Mr. Nasir Ahmed established Pacific Jeans Ltd. With great skills of managers

and subordinates and also the workers Pacific Jeans Ltd. became an expanded

and established company.

Pacific Jeans Ltd. especially produces “Bottom Jeans” and this co. has more than

10000 skilled professionals plentiful set of Circular Knitting Machines, Sewing

Machines & Sweater Machines.

Pacific Jeans Ltd. always tries to keep confidence of buyers from around the

world. They think the boundless efforts will always keep Pacific Jeans Ltd. as a

unique name in the exporting garment sphere. The co. has a team of dedicated

professional workers who are earnestly sincere and careful about their

responsibilities to produce garments products.

Pacific Jeans Ltd. is a reputed name in the field of industrial sector of Bangladesh.

Mainly in the garments, knitting and textile sector they have already proved their

efficiency by maintaining the quality of their products. Buyers are always satisfied

with their service and goods.

2.1 Company Vision:

Behave honestly and frank with the all workers, buyers/ consumer and suppliers.

Prevent Corruption, if happen in the organization.

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All individual contribution given acceptance and help others to contribute.

Ensure equal right for all and to prevent discriminating conduct.

Ensure good health for all workers and ensure safe work environment.

Ensure proper use of company asset.

Ensure 100% due time delivery.

Ensure 100% cleanliness.

2.2 Objective of the company:

To increase economic stability by garments industries of Bangladesh.

Latest technology use in business.

To develop the socio-economic condition of Bangladesh.

Identifying new job opportunities.

Use a set of human resource with the most modern business philosophy, practice

and technology.

To participate in generating national income.

Increase in productivity and gross national product.

Earn more foreign currency.

2.3 Basic Products:

The basic products produced by Pacific Jeans are-

Pocket Jeans for men, ladies.

Cargo pants/ shorts.

Overall/ Short all

Men, ladies and kids wear.

Chinos

2.4 Buyer of Pacific Jeans:

Pacific Jeans has potential buyers from all over the world. The main buyers are-

JC Penney

C & A

Tom Tailor

GAP

H & M

Uniqlo

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Charles Vogele etc.

2.5 Different Departments of Pacific Jeans:

The working departments in Pacific Jeans are in a vast area. It has the following

departments-

1. Admin & HRD (Human Resource Division)

2. Commercial Department

3. Accounts Department

4. Merchandising Department

5. CAD & Sample (Computer Add Design)

6. Production Department

7. QAD (Quality Assurances Department)

8. Production accounting department

9. Store Department

10. Supply Chain Department

11. Washing Department

12. IT (Information technology Department)

13. Compliance Department

14. Work Study Department

2.6 Social Programs of Pacific Jeans Ltd:

The company is established to fulfill the given achievements through its business

operations, which are directly or indirectly related with the social supplement of the

nation;

Employment opportunity

Good working environment for women

Educational Program for the child labor through BGMEA and UNDP as BGMEA

member factory

Not to employ the child labor

Donation and rehabilitation program for the distressed people affected by natural

catastrophe like flood, storm, tornado etc.

Training of the local workers in the factory through foreign experts.

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3.0 Literature Review:

The RMG industry is the most vital sectors of Bangladesh national economy. Major

foreign currency earnings come from this sector and it is mentionable that 2 million

workers are working in this sector of which almost 80% workers are female and 20% is

male. Due to this industry number of backward linkage sector, Bank, Insurance and

others business related industries established in our country. But this sector is now faced

with a challenging situation due to open market; withdraw of quota system, Generalized

System of Preference (GSP) and MFA-phase out, etc. Bangladesh garment sector now

passing a very crucial time due to Codes of Conduct problem massively. Though number

of factories have a very few Code of Conduct (COC) activities but which not covering

fully according to local law to ensure the garment workers basic rights. Due to COC

problem off and on we heard that factories orders are canceling by the oversees buyers.

So, COC set up is the prime issue to save the garment factories now (Breuer, 2007).

Babihuga (2005) explores that, the Quota free system started in the RMG industry and at

the same time international buyers are pressurizing on the issue of Codes Conduct

Compliance. Before placing the orders at the factory buyers are auditing the factories to

assess the labor standards and meeting whether or not they are-employment conditions,

working conditions, occupational safety and health, industrial relation and management

systems exactly to the words. The main problem is that the people those are working in

the compliance, administration even human resource division/section have little or no

adequate/required knowledge and understanding to handle the compliance issues.

Regarding the situation bdjobs.com has taken initiatives to enhance the knowledge and to

develop the standard Codes of Conduct Compliance potentials of factory by different

techniques and methods in different industry level.

WTO (World Trade Organization: 2005) analyzes that, the advent of HR practices in

textile sector was rather slow in comparison to other industrial sectors. But due to

globalization there is increase in competition as a result development of human resource

has become essential. However organized HR practices are being adopted mostly by the

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mill sector. In last decade we have seen not so good performance by textile sector, this

was because of lack of HR department in many mills. But the scenario has changed as

HR departments have taken up their role in textile sectors. Various training programmed

pertaining to training of workforce; textile related topics have helped in enhancing the

overall performance of the textile companies.

In order to get increased productivity from workforce it is essential to have a well framed

HR system in the organization. If the principles of HR department are adopted it could

result in decrease in non-attendance by 20% and increase in productivity by 30%. So to

cope up with the market competition HR department is very essential element for the

textile industry.

HRD department is responsible for developing the feeling of motivation in the

employees; this motivation in other words is the commitment of the employees towards

the job and the organization. When the work of HRD is done effectively it would result

into co-operation among team members, demolition of centralized system of decision

making, creates homely environment, feeling of ownership and positive working

atmosphere.

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4.0 Recruitment and Selection Process in Pacific Jeans:

Recruitment is the process through which the organization seeks applicants for potential

employment. Selection refers to the process by which it attempts to identify applicants

with the necessary knowledge, skills, abilities and other characteristics that will help the

company achieve its goals, companies engaging in different strategies need different

types and numbers of employees. The strategy of a company is pursuing will have a

direct impact on the types of employees that it seeks to recruit and selection.

4.1 Sources of Recruitment:

The main sources of recruitment are newspaper advertisement, BD Jobs, Print Media,

university graduates, Youth Development Organization and retired employees. There are

several test are used for evaluating the candidates like written test, interview, intelligence

test, attitude test, personality test, psychological test, physical test, medical test, technical

test and others. For the labor selection the basic procedure are Physical, Fitness and

minimum class 8 pass. For manager selection the basic procedure are experience and

education.

Basically they follow the given kind of sources to recruit employees:

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Sources of Recruitment

Internal Source External Source

4.1.1 Internal source

Pacific Jeans thinks that current employees are a major source of recruits for all but

entry-level positions. Whether for promotions or for ‘Lateral’ job transfers, internal

candidates already know the informal organization and have detailed information about

its formal policies and procedures. Promotions and transfer are typically decided by

operating managers with little involvement by HR department.

Pacific Jeans follows the following methods to internal recruitment of employees:

Job-posting programs

HR departments become involved when internal job openings are publicized to

employees through job positioning programs, which informs employees about opening

and required qualifications and invite qualify employees to apply. The notices usually are

posted on company bulletin boards or are placed in the company newspaper.

Qualification and other facts typically are drawn from the job analysis information.

The purpose of job posting is to encourage employees to seek promotion and transfers the

help the HR department fill internal opening and meet employee’s personal objectives.

Not all jobs openings are posted .Besides entry level positions, senior management and

top stuff positions may be filled by merit or with external recruiting. Job posting is most

common for lower level clerical, technical and supervisory positions.

Departing Employees

An often overlooked source of recruiters consists of departing employees. Many

employees leave because they can no longer work the traditional 40 hours work week.

School, child care needs and other commitments are the common reason. Some might

gladly stay if they could rearrange their hours of work or their responsibilities .Instead,

they quit when a transfer to a part-time job may retain their valuable skill and training.

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Even if part-time work is not a solution, a temporary leave of absence may satisfy the

employee and some future recruiting need of the employer.

4.1.2. External source

When job opening cannot be filled internally, the HR department of Pacific Jeans must

look outside the organization for applicants. We discuss all the external source of

recruitment at bellow:

Walk-ins and Write-ins:

Walk-ins are some seekers who arrived at the HR department of Pacific Jeans in search

of a job; Write-ins are those who send a written enquire. Both groups normally are ask to

complete and application blank to determine their interest and abilities. Usable

application is kept in an active file until a suitable opening occurs or until an application

is too old to be considered valid, usually six months.

Employee referrals:

Employees may refer job seekers to the HR department. Employee referrals have several

advantages. Employees with hard –to –find job skill may no others who do the same

work.

Employees’ referrals are excellent and legal recruitment technique, but they tend to

maintain the status quo of the work force in term of raise, religions, sex and other

characteristics, possibly leading to charges of discrimination.

Advertising

Advertisements describe the job and the benefits, identify the employer, and tell those

who are interested how to apply .They are most familiar form of employment advertising.

For highly specialist requites, ads may be placed in professional journal or out of town

newspaper in areas with high concentration of the desired skills.

Example:

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General Manager- production (ref: PM)

-Age: 28-35 years; Graduate with specialization in garment mfg technology from NIFT

or equiv.

-Minimum 10 years experience in similar position of a unit with a minimum of

1000machines.

-Must have detailed hands on knowledge of industrial engineering.

We offer competitive salary which is commensurate with experience and qualification.

If you aspire to an exciting and rewarding career, send your detailed resume, quoting

your present and expected salaries to jobs.

Internet

Now today nobody thinks anything without internet. So Pacific Jeans give their job

openings at internet.

Example:

www.bdjobs.com

www.prothom-alojobs.com

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The overall recruitment process of Pacific Jeans in terms of organization is given below:

Vacant or new position occurs

Perform job analysis and plan recruiting effort

Generate applicant pool and via internet or external recruitment methods

Short listing of applicants

Evaluate applicants via selection process/test

Final selection via interview

Make job offer to the selected applicant

Enrollment of the employee to the HR software

Providing BEPZA ID Card and Proximity Card to the employee

The given structure is the general process of hiring new employees/ workers. The

recruitment procedure might be changed through the interference of top management.

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5.0 Employee Training and Development Program of Pacific Jeans:

Training is a process of learning a sequence of programmed behavior. It is the application

of knowledge. It gives people an awareness of the rules procedures to guide their

behavior. It attempts to improve their performance on the current job or prepare them for

an intended job.

Development is a related process. It covers not only those activities which improve job

performance but also those which bring growth of the personality; help individuals to the

progress towards maturity and actualization of their potential capacities so that they

become not only good employees but better men and women. In organizational terms, it

is intended to equip person to earn promotion and hold greater responsibility.

Pacific Jeans Ltd. considered training & development as an investment. Frequency of

organizing of training program is with Interval and according to pre-plan. According to

individual needs Pacific Jeans designed the training program. The personal needs are

considered to design the training program are Behavioral, Skills, Ability, Knowledge,

Character, Future Needs and others.

- For Manager both on the job training & off the job training are considered.

- For Officer both on the job training & off the job training are considered.

- For Employees on the job training, off the job training and computer based

training are considered.

- For Labor only on the job training is considered.

The organization also sends their employees outside the organization like BGMEA to

train up. HR Department is responsible to train up the employees. They also organize

development program for their employees and managers.

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5.1 Job Training Methods:

There are many types of training method practicing in Pacific Jeans. These are follows

below with details-

5.1.1 On the job training

On the job training is a training that shows the employee how to perform the job and

allows him or her to do it under the trainer’s supervision.

On the job training is normally given by a senior employee or a manager like senior

merchandiser or a manager. The employee is shown how to perform the job and allowed

to do it under the trainer’s supervision.

5.1.2 Job rotation

Job rotation is a training that requires an individual to teach several different some in a

work unit or department and performer each job for a specified time period.

In job rotation, individuals learn several different jobs within a work unit or department.

One main advantages of job rotation is that it makes flexibilities possible in the

department. When one employee likes junior merchandiser absence another merchandiser

can easily perform the job.

5.1.3 Apprenticeship training

Apprenticeship training provides beginning worker with comprehensive training in the

practical and theoretical expect of work required in a highly skilled occupation.

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Apprenticeship program combined of the job and classroom training to prepare worker

for more than eight hundred occupation such as computer operator, sewing technician.

Length of selected apprenticeship courses of Pacific Jeans-

Occupation                                    length (months)

1. Quality control manager                    13

2. Quality control officer                      15

3. Cutting Astt. Manager                        7

4. Packing Astt. Manager                      7

5. Ware house Astt. Manager                5

6. Production officer                              3

7. Sewing technician                              5

8. Sewing Supervisor                            5

5.1.4 Classroom training

Classroom training is conducted off the job and probably the most familiar training

method .It is an effective means of imparting information quickly to large groups with

limited or no knowledge of subject being presented. It is useful for teaching factual

material, concepts principle other theories, portion of orientation programs, some expects

of apprenticeship training and safety programs are usually presented utilizing some form

of classroom instruction. More frequently however, classroom instruction is used for

technical, professional and managerial employee

5.2 Development in HRD of Pacific Jeans:

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The long term development of human resources as distinct from training for a specific job

is of growing concern to HR departments of Pacific Jeans. Throw the development of

current employees the department reduces the company’s dependents on hiring new

workers. If employees are developed properly the job openings found throw HR planning

are more likely to be filled internally promotions and transfers also show employees that

they have a career not just a job. The employee benefits from increased continuity in

operations and from employees who fail a greater commitment.

HR department is also an effective way to meets several challenges including employee

obsolescence, international and domestic diversity, technical challenges. Affirmative

action’s and employee turnover by meeting these challenges the department can, maintain

an effective workforce.

Steps in the Evaluation of training and development

Evaluation criteria > pretest > trained or developed-

Workers > posttest > transfer to the job > follow-up studies.

Pacific Jeans practices the following employee development strategies-

5.2.1 Performance Management

Performance appraisal is the process of assessing employee’s past performance, primarily

for reward, promotion and staff development purposes.

‘Performance appraisal (is) a process that identifies, evaluates and develops employee

performance to meet employee and organizational goals.

Performance Appraisal doesn’t necessarily use to blame or to provide a disciplinary

action. Previous management theories used to view performance appraisal as a stick that

management has introduced to beat people. Performance appraisals are now more

clarified and they concentrate on developing organizational strengths and employee

performance.

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5.2.2 Purpose of Performance Appraisal in Pacific Jeans Ltd.

To fulfill the following purpose Pacific Jeans consider performance appraisal-

To review past performance

To assess training needs

To help develop individuals

To audit the skills within an organization

To set targets for future performance

To identify potential for promotion

To provide legal & formal justification for employment decision

To diagnose the hidden problems of an organization

5.2.3 Performance Appraisal Process:

Who Appraises?  

Supervisor Subordinates

Peers

Clients/customers

Self appraisal

180/360 degree approach

5.2.4 Approaches to measuring performance in Pacific Jeans

There is various kind of method for measuring performance appraisal. But we get

information that Pacific Jeans uses three type of performance method. These are at

below:

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360-degree feedback : One currently popular methods of performance appraisal is

called 360-degree feedback. With this method managers, peers, suppliers or

colleagues are ask to complete questionnaire. The questionnaires are generally

lengthy.

Experience based : Pacific Jeans measure the performance of employee by

experience. For example MR. X has been working in Pacific Jeans for three years

and MR. Y has been working in Pacific Jeans for two years. So Pacific Jeans

favor MR. X for his more experience. 

Skilled based: Skilled based payment is considered to determine the

compensation package of the employee. The main purpose of compensation

management is to motivate the employees. In this organization compensation

Management is linked with the performance management. There is a person based

compensation system also. Performance is considered for determining person

based compensation. As incentives they give 10% increment on basic salary.

6.0 Employer and Employee Relation in Pacific Jeans Ltd:

Employers and employees each have their own sets of needs and values, and successful

relationship between these two sides requires that some sort of balance be struck. This

balance often takes the form of a psychological contract, an understood agreement

between employer and employees that defines the work relationship. This contract with

or without support of a formal collective bargaining, agreement influence the outcome

achieve by each side.

Pacific Jeans varies into three channel categories that are-

1. Employee safety

2. Employee health

3. Employee working condition

1. Employee safety-

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Pacific Jeans provide the employee safety. It ensures all kinds of job safety such as

insurance of each employee not this it provide insurance to the labor.

2. Employee health-

Free medical checkup, provide health care and also provide necessary medical facilities

for each employee.

3. Employee working condition-

The working condition of employee is very hygienic. Pacific Jeans is ISO 9001-2000

Certified company.

7.0 Job Analysis in Pacific Jeans:

Job analysis is the procedure for determining the duties and skill requirement of a job and

the kind of person who should be hired for it.

The supervisor or HR specialist of Pacific Jeans normally collects one of the following

types of information:

Work activities- First he or she collects information about the job actual work

activities such as marketing, sewing, production. This list also include how, why

and when the worker performance each activity.

Education and qualification- Pacific Jeans collects the information about

education background and qualification.

Experience- Experience must be needed for any job in Pacific Jeans.

Sample of job analysis of Pacific Jeans:

Position: Quality control manager

Qualification:

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Master in any subject

Bachelor/diploma in textile and clothing or related discipline will be given preference

Must have at least 7 years practical experience in similar position in any garments

factory.

Position: Ware house Astt. Manger

Qualification

Masters/ bachelor in any subject preferably commerce.

Bachelor/diploma in textile and clothing or related discipline will be given preference

Must have at least 5 years practical experience in similar position in any garments factory

Skill for all above jobs:

Candidate must have experience to work with world reputed buyers

Good writing and communication both in Bengali and English

Should be capable of making QA reports on daily basis

Computer literacy in MS world , Excel , e-mail etc.

7.1 Job Design

Job design is the process of structuring work and designating the specific work activates

of an individual or group of individuals to achieve certain organizational objectives.

The job design can generally be divided into three phases:

1. The specification of individual task.

2. The specification of the method of performing each task.

3. The combination of individual tasks into specific job to be assign to individual.

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Pacific Jeans generally consider the following issues in case of designing the jobs for

employees:

Organizational considerations

Effectiveness

In the context of job design, to remain effective, organizations may have to redefine jobs, monitoring, and using technology so that the firm can even compete against giant rivals.

Efficiency

Maximum outputs through minimum inputs of time, effort and other resources. In the context of job design, efficiency in time, effort, labor costs, and training should be done accordingly.

Technological Considerations

Task Interdependence

The dependence of one task from another is task dependence. In this context, the task

interdependence can be high or low depending on the product or service.

Technical constraints

Scarcities of machines are constraints, which in turn leads to the increase and decrease of

production.

Ergonomic constraints

Greek word where Ergo = Work & Nomos = Laws, i.e Laws of work. Optimal

productivity requires a relationship between the worker and the work, thus designing a

job needs this consideration.

Employee considerations

Skill variety

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Variety refers to the use of different skills and talents to complete an array of work tasks

and activities.

Autonomy

Autonomy refers to the freedom and independence to plan and schedule the work and

determine the procedures used to carry it out.

Task identity

Task identity means doing something from beginning to end rather than just part of it.

Task significance

It is the degree to which a job has substantial impact on an organization.

Feedback

Feedback is the degree to which employees can tell how well they are doing based on information from the job.

Environmental considerations

Social expectations

In designing jobs, the surrounding social expectations must be considered to avoid possible worker dissatisfaction.

Workforce availability

Job requirements should be balanced against the availability of the people who are required to do the work.

Work practices

Work practices are set methods of performing work. These methods may arise from tradition or the collective wishes of employees.

7.2 Incentives provided by Pacific Jeans Ltd.:

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In Pacific Jeans compensation fluctuates according to the following categories-

Individual

Group

Company-wide

Individual incentive plans

– Quantity of work output (How many units produced) – Quality of work output (What was the quality of the product or service being produced or served) – Monthly sales (How much sales was generated) – Work safety record (How many hazard or errors are being reduced.– Work attendance (If the absent is reduced or attendance is good)

Group incentive plans– Customer satisfaction – Labor cost savings– Materials cost savings– Reduction in accidents– Services cost savings

Company-wide incentive plans–   Company profits–   Cost containment/prevention–   Market share–   Sales revenue

7.3 Benefits of Pacific Jeans:

Employee benefits & services were formerly known as fringe benefits and these benefits

were primarily the in-kind payments employees receive in addition to payments in the

form of money.

In addition to paying employees fairly and adequately for their contributions in the

performance of their jobs, organizations assume a social obligation for the welfare of

employees and their dependents

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Employees benefits are usually inherent components of the non-compensation system are

made available to employees that provide:

– Protection in case of health & accident

– Income upon retirement & termination

These benefits are components that contribute to the welfare of the employee by filling

some kind of demand.

7.3.1 Legally required benefits of Pacific Jeans:

1. Social Security

– Social security benefits include the general benefits like unemployment

insurance & benefits, old age insurance, Provident Fund and Medicare facilities.

2. Workers’ Compensation

– Worker’s compensation includes the compensation when an employee becomes

injured or disable due to extreme working conditions or while working at the job

site.

3. Family & Medical Leave

– Family leave includes the compensation continuation during the family leave

such as maternity or paternity leave and other family leave. The company leave

rules are as follows

Festival leave – 12 days

Casual leave- 10 days

Medical Leave- 14 days with half salary

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Earned leave- 17 days for management and 14 days for worker and staff

Maternity leave- 16 weeks (4 weeks before the birth of the child & 4

weeks after the birth of the child)

If any employee and worker need leave then he/she must be given application to

their assigned supervisor. Any worker/ employee absent from his/her job for 10

days then he/she will be suspended from job.

4.  Old age, Survivor, Disability Insurance requirements for getting compensation:

– Earn 40 quarters of credit, or

– Be employed for 10 years

– Be age 62 for partial benefits

– Be age 65 for full benefits

– Now the age has been extended to age 67 because more and more workers are

retiring late.

– Widow aged 60 +

7.3.2 Medicare

Depending on the country’s policy, Medicare facilities are generally government services

to citizens. Organizations add some value to Medicare facilities. In some countries

Medicare is financed together by employees’ tax, employers and the government.

Provided insurance coverage for

– Hospitalization - Covers inpatient & outpatient hospital care & services.

– Major doctor bills – Charges of visiting a doctor or specialist.

– Prescription drug costs.

– Provides unlimited in-home care in certain situations.

7.3.3 Workers’ Compensation

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Workers’ compensation is a legally required benefit is included in the compulsory

disability laws of many countries. Mostly, employer is seen liable regardless of

the fault.

Objectives of Workers’ compensation:

– Provide income & medical benefits

– Reduce litigation

– Eliminate legal fees & time

– Encourage employer safety

– Promote accident study & avoidance

Workers’ compensation claims

– Injury

– Occupational disease

– Death

 Workers’ compensation benefits

– Medical services

– Disability income

– Death benefits

7.3.4 Discretionary Benefits

Discretionary benefits are judgment based benefits that the organization provides to its

employees. These benefits are not legally required benefits but enhance organizational

culture and corporate image.

Benefits include:

– Protection programs

– Pay for time not worked

– Other services

7.3.5 Pay for time not worked

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Holidays Vacations

Funeral leave

Marriage leave

Sick leave

Stress leave

Blood donation or welfare work

Personal leave

Sabbatical leave/ For Muslims, leave after death

Other religious leaves such as pilgrimage or preaching

8.0 Findings and Analysis:

Pacific Jeans Ltd. Is a rapidly expending Company. Standing its journey in 1993

it has already doubled the net turnover by the year of 2005. All the units of the

factory enjoy highly of machinery are imported from Germany, Switzerland, Italy

& Japan. As a result it can maintain a smooth rate of production. Well trained

human recourses are strength of the Company. They train up their key personally

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in the country and abroad. So that the Company can get some competitive

advantages over the competitions. The HRM practice is also remarkable.

There are too many departments under the super vision of the general manager

which can cause low productivity due to large span of super vision.

Starting only in 1993, it has managed to be grown up as one of the country’s

leading Textile Company. Its increase turnover has been significantly increasing,

since 2003-2005. It is providing employment to a large number of skilled and

unskilled people all over the country.

The Company contributed an amount of taka 37.892 million to the national

exchequer in different forms like Cooperate Income Tax, Advance Income Tax,

Ecise, Vat, Import Duties, Taxes, Government Taxes, Stamp Duties, License Fees

etc. The Company contributed substantially to the Foreign Exchange Reserve of

the country through its export marketing operation. In 2007its net export earning

was taka 1021.368 million.

9.0 Recommendation:

Introduction of new technologies and processes in the textile industry have

increased productivity on the one hand, but had been the cause of redundancy and

eventual retrenchment for a lot of workers who used to work in repetitive, boring

but labor intensive job in this particular sector. This condition is happening not

only in developing countries like India, Pakistan, Bangladesh etc. but in

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industrialized countries as well, which were able to increase productivity through

developments in technology.

From the analysis with the organization structure we have seen that its span of

super vision is too large. A number of departments report directly to the general

manager. If the number were less the efficiency and productivity of the

organization might be increased.

Quality control department should remain prompt always. So that it can maintain

a certain level of standard as per the market demand to capture the foreign market

share it should strive more.

There are four elements of production namely manpower, time, materials and

machines. Due to globalization seen in the textile industry out of these four

elements of production, the two viz. manpower and time are to be cut down, i.e.

sacrificed as the invent of improved machines and the cost of materials.

Due to the modern HR practices are affected by terms such as multi skilled,

production measures, advantages of competition, casual labor, social security,

subcontracting, etc. Now-a-days a lot depends on the bargaining power of the

labor, legal policies and the scenario of the labor market. This has started since

the foundation of WTO (World trade organization).

10.0 Conclusion:

Bangladesh is in the ready garments industries since 1968 and it boomed in the mid of

90's. In this sector here 25-30 million peoples are directly or indirectly involved. These

peoples are simply lying on the top of 5 million garments workers whose are working in

this sector from dawn to dust and to some extent working till the mid of night

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In Bangladesh 90% workers are female and they are simply coming from the rural area.

Now keeping themselves staying in this sector they have to live in the slum area where

living cost is the cheapest. They are taking the low cost food, free schooling for their

children if any stays with the mother. They can not afford that much as they are getting

the minimum wages from their works. They are the efficient workers in the world. The

wages they are getting that is based on the local market standard. But the Buyers are

paying too low prices that no owner can pay more than that. Some of the factory owners

can pay better, but they won't like to pay more as they don't want to make the market

mess in long run.

Now a days the buyers are paying attention on compliance of the garments factories

where the workers are the part of the compliances. But this sort of compliances won't

make any better result unless the owners of the factories get higher price from the buyers

and pay higher salary to their workers. To implement higher wages for the workers the

buyers can add the cost breakdown of the CM (cutting & Making) where one need to

mention clearly the cost of making this garment and wages that workers will get.

So better earning can improve better living and better health to make better works.

The development of any industry requires combined efforts and co-operation from

several parties. Social, political and macroeconomic environment play pivotal role in this

regard. Though Pacific Jeans is a newly Ventured Company in the respective sector, its

growth and expansion is praiseworthy. It’s contributing the country and serving the

nation in different ways. If it can up hold it’s much toward advancement, it will be able to

set a role model in our country.

Appendix

Survey Questionnaire:

Employee Information

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Name:

Level of Position: Entry Mid

Sex: Male Female

Age:

Monthly income:

□.1200-2500□.2600-3500□.3500-5000□.6000 and above

Worker’s Database

1. For how many years you are working in Pacific Jeans?□ Less than 6 months□ 1 year□ More than one year□ More than 2 year

2. Do you have a previous work experience?

□Yes □ No

If yes, which garments? --------------

3. Is this your first job in Pacific Jeans?□. Yes □. No

Level of satisfaction in terms of wages and salaries

1) What is your expected salary?

------------------------------------------

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2) Do you have any suggestion regarding your pay scale?

Yes No If yes, answer

---------------------------------

Level of satisfaction in terms of benefits and incentives

1. You are satisfied with the benefits provided by Pacific Jeans

Highly agree agree neutral disagree highly disagree

2. What is your expected provident fund rate? 5% -9% 7%-10%

3) What is the expected gap between your leave application and its approval?

□ Three days□ Seven days□ 10-15 days

4. You satisfied with the time required to process the leave

Highly agree agree neutral disagree highly disagree

5. How would you rate our overall services provided by Pacific Jeans

□. Excellent □ Average □ Satisfactory □. Unsatisfactory

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Suggestions

1. If you have any suggestions regarding the HRD of Pacific Jeans please specify

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Bibliography:

www.pacificjeans.com.bd

http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1319833

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BGEMEA Policy, 1993

Bangladesh Labor Act 2006

BEPZA Instruction

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