Chapter 04

Findings and Discussion Human Resource

Management Practice in
 Introduction

Human Resource Management Department is a very common term of any recognized

organization. Human Resource Management means the recruiting the right number of
employees, developing their potential ities and right kind of employees at the right place,
doing the right things in the right time to achieve the organization’s goal. Human Resource
Management Department of The Frank Group ensures the placement of right person at the
right place at the right time.
The major function of HRMD of Frank Group:

 Human Resource Planning

 Recruitment And Selection
 Training and development
 Compensation Management
 Database update
 Discipline, Grievance and Appeal
 Promotion, Transfer and Placement
 Attendance and Leave Management
 Pension and Welfare

Human Resource Planning

 Initially, HR department follows some procedures during HR planning. If they
needanyworkersinanydepartmentthatdepartmentfilluptherelatedmanpower requisition form
and submit into the unit HR department.
 After that, the unit HR team collects the last 2/3 months recorded data from Oracle software
for ensuring how many people are gone and how many they really need at present and also
how many joined within the last few months.
 After an analysis the unit HR team finds out the ultimate need of the calculative manpower.
 Then, the unit HR team sends the requisition form attached with the last two months Oracle
data to the corporate office and then the corporate office will approved it for confirmation of
the related requisitions.

Job Analysis
Conducting job analysis generally involves a combined effort by Human Resource
Department and employee whose position is to be analyzed. Pacific Jeans Ltd. performs job
analysis in the following manner:
1. Selecting Representative for job analysis:

The kinds of jobs that are to be analyzed are selected with the help of organogram of the
company.

2. Time Allocation:

The sufficient time is allotted for collecting the job details from the employees (The time may
be 3days to 7days).

3. Collecting information

The information from the employees is collected through questionnaires. Job- related data
including educational qualifications of employees, skills and abilities required to perform the
job, working conditions, job activities, reporting hierarchy, required human traits, job
activities, duties and responsibilities involved and employee behavior.

4. Documentation, Verification and Review

Proper documentation is done to verify the authenticity of collected data and then review it.
This is the final information that is used to describe a specific job.

5. Developing job description and job specification

After sorting of the information, the drafts of job description and job specification get
prepared. Job Description describes the roles, activities, duties and responsibilities of the job
while job specification is a statement of educational qualification, experience, personal traits
and skills required to perform the job.

Job description of a worker/Staff

Name Saleha Akter

ID No. 1738
Designation Jr. Operator
Section Sewing
Reporting Line Head- supervisor, line chief, floor in charge

Secondary Production Manager

 Duties and Responsibilities

 A worker has to come in just time in (8 a.m.) Work place and show the card to approve the
present.
 The supplied materials for the workplace such as mask, uniform, scarf must be wearing in the
work time.
 Theworkershavetomaintaintheworkplaceallthetimeneatandcleanincluding the machineries as
well.
 Before start working workers have to check the sewing machines by a waste fabric and they
have to maintain the buyer’s instructions properly.
 To maintain the quality standard along with maintaining the ultimate targeted production quantity.
 During lunch hour the all related switches of machines should turnoff.
 All workers have to maintain the company working procedures, principles and policies.

Job description of a Management employee

Job title Manager

Reporting to AGM
Function HR
Line/Unit Frank Group
Date 23th January, 2019.

Duties and Responsibilities

 Plan and coordinate administrative procedures and systems and devise ways to stream line
processes.
 Recruit and train personnel and allocate responsibilities and office space.
 Assessstaffperformanceandprovidecoachingandguidancetoensuremaximum efficiency.
 Monitor costs and expenses to assist in budget preparation.
 Oversee facilities services, maintenance activities and tradespersons (e.g electricians)
 Organize and supervise other office activities (recycling, renovations, event planning etc.)
 Ensure operations adhere to policies and regulations.
 Keep abreast with all organizational changes and business developments.
 Recruiting and staffing.
 Organizational departmental planning.
 Employment and compliance with regulatory concerns regarding employees;
 Employee on boarding, development, needs assessment, and training;
 Conducts a continuing study of all Human Resources policies, programs, and practices to
keep management informed of new developments.

Recruitment and Selection

Recruitment and selection of the human resources for an organization is the major and basic
function of human resource management.
Recruitment is the first step or process for seeking human resource for employment in
specific job.

Frank Apparel Limited follows two way of recruitment:

 Internal Source

 External Source

Workers Referral
Or 
Directly pickup from

factory 
 Advertisements
through:

• Banner
• Leaflet
• Posters

Recruitment Process of worker/Staff

1. Man power requisition

 Recruitment and selection of the human resources for an organization is the major and basic
function of human resource management.
 Recruitment is the first step or process for seeking human resource for employment in
specific job.
2. Evaluating Need
 HR evaluates the need of manpower and sends to AGM and Director for approval.

3. Sourcing

 Once the man power requisition form is approved HR goes for advertisement- a banner is
hung up in front of gate of the company or worker’s referral is used.

4. Assessment

 At the day of assessment, primary selection is done in gate by checking physical appearance
for age and fitness, or checking educational qualification.
 SelectedcandidatesaregiventokenandsendtoHRdepartmentforsecondary assessment.
 Assessment form―Recruitment Information for Employee is filled up by asking information
from candidate.
 Medical Test is done for age detection and other health checkup.
 Technical test is done for operators such as machine or process test and then salary is fixed.
 IE investigation and finalization of selection:
 Checking duel job in same group or factory,
 Checking original copy of all or certificates documents,
 Checking fake name an did entity,
 Verifying various certificates e.g. JSC/SSC/HSC certificate.
 Distribution of documents for appointment after final selection
 Documents relating to appointment such as Job Application form,
 Background Check form, and Nominee form are provided to fill up.
 Asking to get and submit required documents with provided documents on the joining date
such as 6 copy Passport size photo, 3copy stamp size photo, 3copy Nominee’s passport size
photo, 2 copy photo copy of National ID card, 1 copy photo copy of blood group certificate, and 1
copy photocopy of Nominee’s voter ID card etc.

5. Joining

 On the Joining date (usually the second day of assessment), all submitted documents are
checked.
 Information of new workers/ staffs is posted on the Company’s Software named Oracle.
 Appointment letter is issued and worker’s/staff’s signature and HR manager’s signature are
taken on it.
 Online finger print and photo are taken.
 ID card and other documents are provided.
 Placement.
 Worker Recruitment Policy

Factory maintains a policy regarding recruiting the workers. Factory mainly follows the
regulations that BEPZA provided but sometimes buyer sets few regulation and company
follows those and those rules are not against to any local regulations of BEPZA and govt. law.
For example,
 Nation, religion, color or gender are not concern during recruitment.
 Under 18 years is not allowed as a worker.
 Before joining workers must have to provide the photocopy (not the original copy) of
National ID card, blood group certificate etc.
 Work should be done by worker’s consent.
 Any force labor & prison labor is not allowed.
 Appointment letter provided by the company to the newly joined workers.
If any worker is not retrenched within the 4 months of joining, then he/she will have
considered as a permanent worker.

Recruitment and Selection Procedure of Management Employee

Source of Recruitment

 Internal sources ( promotion, Transfer, Employee referral)

 External Sources ( Advertisement, Outside referral)

Recruitment Process

Determine the number of vacant post:

The HRD at first find out the number of vacant post to be filled by direct recruitment
according to the policy of Thee Frank Group.
Approval of DIERECTOR:

After determining the number of vacant post, the HRD send a proposal to Director. When
director approves the proposal then HRD can take further steps of recruitment process.

Advertisement:

After approval of Director the HRD prepare to advertisement and publishes it to newspapers
and also published on the website of the Frank Group with a last date to apply.

Collection of Application:
An applicant can send their CV and other document by online or post. HRD collect the CV
and Document.
Screening of Application:

After the deadline of application the HRD goes through the submitted application and sort by the
application criteria. They also concern on the required document have been submitted or not. They do
not allow any discrepancy application if they find that they cancel that application.

Written Test:

The selected candidates are asked to sit for a written test.

Interview:

Who are qualified on written test they are called for interview from HRMD. Mainly at the
interview, the board judges the candidates personality, attitude, subject knowledge etc.
Final Selection:
After interview the HRD list qualified candidates and send appointment letter to them. If the
candidates accept the appointment letter then they join in the organization.

Training and Development

Training is a learning process that involves the acquisition of skills, concepts, rules and
attitudes to increase the performances of the employees in the organization.
It gives people an awareness of the rules to guide their behavior. It attempts to improve their
performance on the current job or prepare them for an intended job.

Methods Used

Frank Apparel Ltd. follows both “on the job” and “off the job” techniques to train their
human resources.

On the Job Training Off the Job Training

 JobInstruction Slide Presentation andDiscussion

Special Meetings of Lecture (Orientation)

Employees

Training Schedule for Workers and Staffs

Training Topic Training Method Participants

Awareness Training on Slide Presentation and All Workers including

Injury-Health and Safety Discussion section in charge

Waste Management Slide Presentation and All Workers including

Training Discussion section in charge

Awareness Training on Health Slide Presentation and All Workers including

& Safety Discussion section in charge

Training on operating Practical and Discussion All Workers including

sewing machine section in charge

Training for rescue team Slide Presentation and All Workers including
Discussion section in charge

Training on Fire Safety Audio Visual and All Workers including

Discussion section in charge

Training on Preserving Audio Visual and All Workers including

Chemical and its use Discussion section in charge

Training on Providing First Aid Audio Visual, Slide All Workers including section
Presentation and Discussion in charge

Training for Management Employee

Following training are provided to Mid-level management employee

 Fire Safety
Motivational and Awareness Training

Compensation and Benefits

 Salary

Minimum wage for workers is 8000 tk the wage include

- Basic wage
- House Rent Allowance (50% in Basic)
- Medical Allowance 600tk,
- Transport 350tk
- Food 900tk

Overtime
- Any work after 8 hours of each and every normal working day treated as overtime.
- For weekly Holiday and Govt. holiday total working hours count as OT hours.
- Maximumtotalworkinghoursinadaywithovertimeare10hoursandperweek 60 hours.
- A worker will get double payment of the basic for working overtime.

Overtime Calculation

Basic ÷ 208 × 2 × Total O.T. hours.

208 means total working hours in a month = 26 days × 8 hours.

Bonus Attendance Bonus

A worker gets attendance bonus for presence of whole month’s working day. And the amount is 300
taka.

Festival Bonus
All workers are entitled to get two festival bonuses in a year. One on the eve of Eid-ul- Fitre
& the other on the occasion of Eid-ul-Azha. Each Bonus is equivalent to 50% of one month’s
basic salary.
Production Incentive Benefit

The PIB is extra rendition provided to the workers of sewing section for their meritorious performance
in terms of time, costs and quality. A Production target is set and bonus is paid for each additional
production from target.

Facilities

Medical Facilities

 Frank Group provides necessary in house medical facilities for workers/staffs that may fall
sick or injured while performing the job. A medical room is existed in the factory.
 The medical team is composed of a doctor, nurses.
 If any worker/staff gets seriously injured in workplace, not treatable in house medical, he/she
 is referred to Midpoint hospital.
 In case of the patient's condition is not treatable at Southern hospital he/she is referred to
CMCH.
 The company bears all kind of financial expenses and takes full responsibility for that
worker/staff up to recover.
 In case of death, the company performs entire process of reaching the dead body to the
relatives along with arrangements of all the necessary requirements including ambulance for
transporting.

Transport Facilities

 Workers are provided transport facilities.

Though transport facility is provided, a fixed amount of conveyance allowance is provided
with salary.

Child Care Centre

 Frank Group is bestowed with child-care center in the factory for the children of female
workers whose age is 3 to 5years.

Group Insurance

Frank Group ensures the benefit of their all workers, staffs & employees after death, permanent and
total disability of body, permanent partial disability of body by Group Insurance Policy.

Areas Cover by Group Insurance

 Death due to Sickness/natural/accidental

- Sum Assured Payable: TK. 200000

 If disable company paid 250000tk

 Permanent and Total Disability: The Company recognizes Total and Permanent Disability as
the entire and irrevocable loss of:
- Both eyes,
- Both hands above the wrist,
- Both feet above the ankle,
- One hand above wrist and one foot above the ankle
- One eye and one hand above the wrist,
- One eye and one foot above the ankle.
Deduction Policy
 Deduction is done from salary sheet only for PF loan, PF loan interest and absent on working day

Career Development
Pacific Jeans believes that talent and creative people are essential for continuous success. An
employee is not just a retained employee but an ambassador for the brand, internally and
externally. Nowadays, it is rare that people stay in the same company or occupy the same
function over their whole career. Employees need to develop their professional life.
The company has employee-driven programs that allow employees to move up the career
ladder.
Promotion
After every three years, management employees are promoted (grade promotion).

Succession Planning
Frank Group doesn’t practice succession planning.

Grievance Handling Procedure

- Any worker having any grievance/complaint at the workplace places the grievance in writing
before his/ her departmental head.
- In case of the departmental head fails to provide satisfactory solution, the problem is placed
before Human Resource Department (HRD) through complain box for better out come.
- Human Resource Department (HRD) inquiries into the matter and provides a satisfactory
solution in writing to the concerned worker.

Human Resource Information System

For establishing an effective and efficient HRIS program Frank Group installed an effective
and advanced data driven system software’s. By these data driven system software’s Frank
Group can regulate their information’s HUB and that is-
Oracle is partially developed and regulated online database system software by which HR department
can input and process all management related data regarding personal profile, employee termination
and separation procedures, employee tenure and present status of work and related records.