Rajib Tc(1) Intership Hrm

8/11/2019 Rajib Tc(1) Intership Hrm

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Emerging Issues in Human Resource

Management

Submitted To

Mr. BadruzzamanController of Examination

National University

Gazipur, Bangladesh

Submitted By

Rajib umar !aha

N U Exam Roll" ###$%&

N U Reg' No " $()**)!ession " *##+*##$

-'B'. /rogram

-0$*#1" 2iva and /roje3t /aper 4efense

-asters of Business .dministration 5BB.6

.meri3a Bangladesh University 5.BU6

Uttara Campus

4ate" 7*#%*


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Preface

.s part of -B. program, if is essential to 3omplete a + month internship program '8t is

re9uirement for the 3ourse titled 2iva : /roje3t /aper 4efense -0 ;;;'' '8n

preparing this report 8 have .B !?8R0

-.NU>.C0UR8NG @04' to gain pra3ti3al =no


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Declaration

0his report


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Certicate of Supervisor

0his is to 3ertify that Rajib Kumar Saha, Ro !o"#$$$$%, and Registration !o"

'()%%)has


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Table of Contents

Letter of Transmittal

i

Acknowledgements

ii

Executive Summariii

ha/ter "$0 Introduction

%'%'8ntrodu3tion

%'* Ba3=ground of the report

%'+ Abje3tives of the !tudy

%'$ !our3e of 4ata

%'1 -ethodology of the !tudy

%') limitation of the !tudy

ha/ter "%0 om/any In*ormation

*'% !ampling 4epartment*'* /rodu3tion Care

*'+ >a3tory /rofile

*'$ >loor !pa3e

*'1 @ist of 8nstalled -a3hinery and E9uipments

*'& Employee .ge Class

*'( Employee ?ealth7!afety7Dor=ing Environments

*') Commitments

*' @ead 0ime

*'%# /resent Buyer

*'%% -embership

*'%* 0raining: Expertise*'%+ Contra3ts

*'%$ Con3lusion

ha/ter"10 23er3ie4 o* RM5 Sector o* Bangadesh

+'% General information of R-G se3tor in Bangladesh

+'* Bangladesh and international R-G developments

+'+ Bangladesh R-G !e3tor and ->. Fuota

+'$ !DA0 .nalysis of R-G !e3tor


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ha/ter" '0 haenges *or the RM5 industry

6. 7omesticay originating0

$'% 4ependen3e on imported inputs

$'* /rodu3tivity of


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Letter of Transmittal

0o

Controller of Examination

National University, Gazipur'

Bngladesh'

Sub0!ubmission of internship report

4ear !ir,

8 am pleased to present my internship report on Emerging Issues in Human Resource

Management.


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.Acknowledgement

8 ta=e this opportunity to express my graduate to those person those or his guidan3e, 3onstant supervise and 3onstru3tive suggestion'

Dithout his help this report might not have been a 3omprehensive one' 8 have bothered

him so many times in 3onne3tion inally 8


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Executive Summar

0he traditional fun3tions of ?R- no< need to be strategi3ally dire3ted to


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C!apter "#$ %ntroduction

$.$. Introduction

The management of ?uman Resour3es has no< assumed strategi3 importan3e in the

a3hievement of organizational gro


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5ii6 Relationships,

5iii6 !trategi3 fo3us, and

5iv6 @earning fo3us'

0hese areas are different from ea3h of the e3onomy fun3tions, li=e traditional,

transitional and =no


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-ost importantly, organizations 3an hire and retain top performers, improve produ3tivity

and enhan3e job satisfa3tion of the employees'

'

$.%. Bac> ground o* the re/ort0

.fter 3ompleting one hundred and t


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0he first obje3tive of ind Garments !trategies after ending R-G Fuotas'


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$.'. Sources o* 7ata

8 have 3olle3ted primary and se3ondary data for my resear3h paper as mentioned belo


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$.8.Methodoogy o* the Study0

$.&. +imitations o* the study0

!ome limitation or barriers or more 3omprehensive findings the sample size need to be bigger'

.nother limitation is that the root level Garments


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6s/ects o* HRM

?uman Resour3e /lanning, Re3ruitment, !ele3tion, /la3ement, 8ndu3tions, 0ransfer :

/lanning, Lob .nalysis, /erforman3e .ppraisal, ?R .udit, 0otal Fuality -anagement,

Fuality of Dor=ing Environment, Fuality Cy3le'

?R- in the /resent !3enario

@o< motivation or mounting frustration

/romotions are 3onsolations for transfers

Cadre 3onfli3t

Re


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possible fit betor ?R-, the 3hanges

re9uire planning for flexible staffing levels' Arganizations see= flexibility in staffing

levels through alternatives to the employment relationship' 0hey may use outsour3ing as


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De 3an divide ?R- into seven se3tions, i'e',

5i6 ?R- Environment and !trategies

5ii6 ?R- .39uisition and .bsorption

5iii6 4evelopment

5iv6 -aintenan3e and Retention

5v6 Control5vi6 -is3ellaneous

5vii6 ?R- /ra3ti3es

?R- Environment and !trategies in3ludes obje3tives, s3ope and fun3tions, evolution

and development of ?R-'

.39uisition and .bsorption in3ludes ?R planning, job analysis and design, re3ruitment,

sele3tion, pla3ement, indu3tion and so3ialisation'

4evelopment se3tion in3ludes 3areer planning and development, employee training,

exe3utive development, organization development and internal mobility and separation'

-aintenan3e and Retention se3tion in3ludes job evaluation,


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organization, devising a flat organization stru3ture and organizing training programmes

for 3ontinuing the edu3ation at different levels in the organization'

Best :ractices in HRM

. best pra3ti3e in ?R- has invo=ed a great deal of interest among ?R professionals'

Companies that are 3urrently underperforming in the ?R area 3an learn and adopt some

of the best pra3ti3es from organizations that have a39uired some mastery over the good

pra3ti3es in ?R' 8n the era of liberalization, the 3ompetitive s3enario in the business

environment has 3hanged a lot' Conse9uently, ?R pra3ti3es have also 3hanged

phenomenally' 0he performan3e of the employees determines the failure or the su33ess

of an organization' 0here are four stages of integration bet


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$' !uitable poli3y for pla3ement and transfer of employees'

1' !uitable poli3y of re3ognizing and re


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su3h as training and development, performan3e appraisal and 3areer planning in the

organization' !ele3tion and re3ruitment of personnel is an important responsibility of the

human resour3e department' 0he re3ruitment poli3y provides 3ompetitive remuneration

as per industry norms, maintains high standards for sele3tion of re3ruits, and en3ourages

lateral indu3tion to infuse fresh ideas and ne< s=ills in the organization'

Trends in Recruitment

Re3ruitment is in3reasingly be3oming a t


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Essentias o* :er*ormance 6//raisa

6ignment, Standards, ommitment

/erforman3e appraisal is a pro3ess of assessing the 3apabilities, both =no


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No


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Airtua or/orations

. virtual 3ompany is usually a highly net


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pro3ess in the organization' -ost importantly, organizations 3an hire and retain the top

performers, improve produ3tivity and enhan3e job satisfa3tion of the employees'

?R- has the responsibility to maximize effi3ien3y and profit, but in the emerging

s3enario, the role of ?R manager is 3hanging rapidly due to 3hanges in government

poli3ies, unions, labour legislations and te3hnology' 0he trends have ta=en pla3e in the

organization, human resour3e planning, job design, and motivation, re3ruitment, and s=ill

development and employee relations' 0he 3hallenges 3an be fa3ed by ?R- effe3tively, if

proper strategies are implemented' ?en3e, the role of ?R-

Rajib Tc(1) Intership Hrm

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