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Performance Appraisal of Beximco Textiles Ltd.


There is no doubt that the world of working as we know it is rapidly changing.

Even at little as fifteen years ago, the times were calmer than they are today.
But that doesnt mean that we didnt experience change back then. As part of
an organization then, HRM must be prepared to deal with the effects of the
changing word of work. For them, this means understanding the implication of
globalization, technology changes, work-force diversity, changing skill
requirements, continuous improvement initiative, and employee involvement.
Human Resource Management is highly valued in todays world of rapid
growing and expansion where coping up with the fast changing surroundings is

Organization having a dream of delivering the best in their selected area along
with getting the optimum return cannot visualize their roadmap without valuing
their own people. This valuation takes place with the proper implementation of
HRM. There are many aspects of HRM and our concerned one is Performance
Appraisal. We have studied and observed the Performance Appraisal process
of BEXIMCO TEXTILES LTD. one of the well-known & biggest textiles of
Bangladesh. We tried to know how they made Performance Appraisal for
their Executives. To compete effectively the organization must understand:

1 What is needed for making Performance Appraisal

2. Who are the major Rectors.

3. What method they apply for preparing Performance Appraisal sheet

3. What are the limitations.

Purpose of the Report

The main purpose of this report is to find out the HRM practice in the
organizations of Bangladesh in the aspect of Performance Appraisal .

Main Objectives of the Report

The main objectives of the study are:

To analyze the Performance Appraisal procedure of Beximco Textiles Ltd.

To make a comparison between the theories and their application in real life.

To fulfill the MBA course requirement of the Manpower Planning & Personnel

Way of collect the Information

We have used both primary and secondary source of data to collect all the

Primary source of Data Collections are:

The views and opinion expressed by the HR management of the Beximco

Textiles Ltd.

Secondary Sources of Data Collections are:

HRM manual of Beximco Textiles Ltd.

Annual report of Beximco Textiles Ltd.

Website of Beximco Textiles Ltd.


Since the inception, Beximco Group became the pioneer of head hunting for all
of their Fields and successfully accumulated the best talents from within the
country as well as from abroad and could make an excellent environment to
flourish their qualities and capabilities by utilizing their capacities in the
process of manufacturing, maintenance and of course in the management in
broad. The human resources engaged in Beximco Group are getting the best
value of their potentials and never look anywhere other than significantly
contributing their highest efforts for the continuous development of the

The ideal management of human resources in Beximco Textiles ensured

nurturing of the potentials of these talents through working in an environment
having the state of the art production facilities and getting the satisfaction of

job and reward, On the other hand the company, employer of the highest
number of professional including the MBAs, CAs, CMAs, experts having the
doctors of philosophy (PhDs) has the proud to be the largest employer of the
country and has the strength of making things simply possible which is always
being difficult for the competitors and impossible to the others.

Beximco Textiles Limited a company of continuously maintaining the best

employee- management communication & relationship abiding by the
Internationally recognized and certified standard of compliance has ensured
not only recruiting the best manpower but also has the record of retaining them
through whom the company brought the sheer success of achievements in the
textiles and garments. The story of success, achievements and the glory of the
company as well as the division or the Group as a whole is nothing but the
participation of its human resources and of course, conforming of all the
compliance issues starting from the level of A to Z i.e. production up-to the
feeding of products into the market.

Most important feature:

* Textiles product price is competitive.

Different package.

Design/Getup is very attractive.

Product using in all over the world.

Attractive & effective promotional activities.

Good HRD management.

Strong capital structure.

Different test in product mix.

* Strong distribution network

Different manufacturing zone for frequent istributional.

Strong marketing/sales force.

Recently company introduces a new Brand Name is Beximco which is fulfill the
customer demand in our country.


BEXIMCO TEXTILES LTDs. annual production, capacity is currently 32

million liner meters. The products of BEXIMCO TEXTILES LTD are Shirt, Jens
Pant, Ladies T-Shirt, Denim Jeans, Child wear, Womens wear etc. besides this
they are now producing stretch Denim Slub Denim Tinted Denim, Shredded as
per buyers requirement BEXIMCO Group operating this foundry business since
1990. They operate this business because they have a lot of experience at this

In this whole world there are a great demand of Bangladeshi Garments

Products and now probably this is the prime items to export and earn foreign
currency, So we can say BEXIMCO TEXTILES LTD. developing our export
percentages and earning foreign currency which is affecting in our national
income and our economic growth also.

BEXIMCO TEXTILES LTD is still producing the Garments items. They only
produce quality products-Only this reasons though there is enough Textiles
factory in Bangladesh but they are still leading the market. There products has
good demand all over the world. The major buyers of this textile factory are,
ZARA, JC Penny, PVH, Ashchity, Levies, Contton Groups, Mayoral, H&M, Charter
House, Hanes, Matalan, Vanthusan etc.

BEXIMCO TEXTILES LTD. is a very creative company. They always try to present
different products of customers demands. Before lunch any new products they
analysis the market demand. Their management pay close attention they are
so much struck that if any body copping their products they instantly take legal


Price is very much related with the products quality. It is very much critical for
the company to take any decisions on the basic of price. This is one of the most
important strength for the company. BEXIMCO TEXTILES LTD. always produces
quality products. They can not negotiate with their quality. So they always Use
quality raw materials. They use imported raw materials, to maintain their
products quality. They mainly import raw materials from India, and China, most
of the imported products must need to pass a justified limits. The major raw
materials of any Textiles are Cotton and Fabric Color. The main source of this
items is China and India scrap is chittagong, So they also need to pay a lots
of money for the import some raw material.
So the manufacturing,
price increase a little bit. But considering the above quality the price is not
consider high. Besides this BEXIMCO TEXTILES LTD. always believes in fair
competitive markets. So they dont believes in price dumping Unnecessary. The
price of BEXIMCO TEXTILE LTD. Products are always stagnant, BEXIMCO
TEXTILE LTD. always try to sells their products at very reasonable price, and
nominal profit, which is not over burdened for customers.

2 Years Sales Chart


Price List & Pack Size



For any companys marketing activities. Place is very much important. Place
prays a very important role,on business. BEXIMCO TEXTILE LTD.
establishedcommercial production at 1985. Proper distributionchannel selecting
is very effective for a business
operation. The corporate head office of BEXIMCO TEXTILES LTD. BEL-TOWER ,
Road No-1, Dhnomnid,

Dhaka. Now it is at BEXIMCO INDUSTRIAL PARK, Kashimpur, Gazipur. Its a large

set up and world standard. Any buyer must be conversed if they visit this park.
H is near DEPZ. So there is no problem to distribute the product. Beximco
Textiles Ltd give all the customers same importance, it situated such as place
which is well connected by high way and Its only need one our to reach the
Airport or through its own vehicles one and an half our to reach the Kamlapur
Railway Station.

BEXIMCO TEXTILES LTDs. environment, facilities, technology, securities are

World standard. Always try to fulfill their clients regiment. They give all the
customers sqme importance.

BEXIMCO TEXTILES LTD. Fracture facilities, like national greed line of electricity,
Gas connection, the have water connections. So that BEXIMCO TEXTILES LTD.
get opportunity to operate their business soundly. Though BEXIMCO
but trough their
proper distribution channel this products travel every where of the world,
by the brand name BEXIMCO LTD. BEXTMCO TEXTILES LTD, their own marketing
force they have for the all over the world.. This company has 10 marketing
office all over the world and four showroom. Beside this BEXIMCO TEXTILES
LTD. manufacture this product for Europe, America, Middles countries. Europe is
biggest market for BEXIMCO, then USA, and middles.
for a
range BEXIMCO introduce to new
brand name BEXIMCO yellow and cotton. They maintain close observation to
the market so that nobody can use any fake products by using their company
name or brand BEXIMCO TEXTILES LTD. has large transport facilities. They can
provide their own transport to send their products from their factory to any

Market Segmentation :

Having evaluated different segments BEXIMCO TEXTILE LTD. applied the full
market coverage tragedy. Here the firm attempts to several customers with all
the products they need. Specially BEXIMCO TEXTIEL LTD. produce is product for
Europe, America, Asia and middles countries. BEXIMCO TEXTIEL LTD product is
product for export from 1995. BEXIMCO TEXTIEL LTD. going product some
excellence products like Jacket, Shirt, Denim Jeans, T-Shirt, for the local people
and the foreigner. The product which is available for local people is also world
class standard.

So, in this basis of export quality we can segment the market like following


Company of Opportunity:

In order to service customers in a more efficient manner your company has

moved its Marketing IT, MIS, HRD, Logistics, Commercial, Finance & Accounts,
Administration and Central Procurement to the Industrial Park. This has resulted
in much better co-ordination improving customer service thereby. Your
company has established a central planning department for smoother order
planning and monitoring.

The vision of BEXIMCO for the year 2005 and beyond is of innovation, speed
and service driven marketing whereby customers* faith and BEXIMCOs
capabilities are enhanced in a financially beneficial way JC Penny ZARA, PVH
among others

is a good example of this strategy as their volumes have grown and promised
to grow further. We are trying to add new customers to our customer profile.
Targeting on new customers, we participated in different trade fairs all over the

Human Resources

Beximco Textiles Ltd., the fabric-manufacturing unit of Beximco Textiles Division

has the accumulation of unique human capital of diversified talents who plays
the vital role in managing such a world-class facilities to be the business
partner of the worlds reputed and top ranking customers in the field of global
textiles and apparels market.

The management of Beximco Textiles Limited knows the saying our people are
our greatest asset is not a slogan to put in an annual report, but a bottom line
business reality. No company can provide exceptional service, achieve
innovative breakthroughs, or respond rapidly to the current highly competitive
marketplace changes with an unmotivated, overwhelmed, or burnt out
workforce. They know that todays marketplace, organizations compete not just
on productivity but on knowledge, service, and organizational responsiveness.
To survive, they need to be fast, flexible, focused, friendly and smart.

Thus Beximco Textiles Limited endlessly strives to achieve the best output, by
recruiting, developing, improving and properly utilizing its human capital. The
company through an excellent environment in the Human Resources
management has a very good employee-management communication &
relationship, attractive remuneration, benefits & incentive schemes, superb
working condition maintaining the International standard of compliance have
ensured the highest level of job satisfaction and resulted to retaining of skilled
manpower to ensure the sky-high success for the company.

There are some significant factors, which contributed Beximco Textiles Limited
to reach the sky and being in the front row among the world class competitors,
which can be highlighted as follows:

The company never compromises to select the right people, for the right
position at the right time. It always prefers and encourages its people to work
in a team environment with an appropriate team spirit because the company
strongly feels that all its people should be role driven than personality driven.

All employees have their own defined roles toplay in an independent manner

They are guided by having their own job description

For all processes and operations, Standard Operating Procedures (SOP) are
developed, maintained and available

All company rules, regulations and policies are documented and easily
accessible for the employees

Company provides intensive orientation prior to being assigned to the job

A very scientific and effective employee performance appraisal system exists

which helps to monitor standards of employee performance and at the same
time enables the management to observe and resolve the weaknesses and
shortcomings that the people have

At Beximco Textiles Limited there is a positive and two -way communication

amongst all levels and are regularly administered in such a way, where the
people feel they can express and share their ideas, thoughts, discomfort and
grievances on various personal and management issues

The company provides a very competitive remuneration and auspicious

facilities and benefits for its employees

The company has developed and maintained very clear and transparent
guidelines for employee career progression

By focusing on the above mentioned points the ultimate outcome of people

management has been an effective one by making the people more
responsive, proactive, loyal and committed towards their work.


We are living in a time that needs an demands special attention and fin
commitment towards practicing ethical norms and values and environment;
safety at all the manufacturing facilities.

As a company whose operations span the globe, the management of Beximco

Textile Division has a great responsibility to influence the conditions under
which it manufacture the product. While accepting the fact the management
understand and respect the different norms, ethics and values it encounter and
does not compromise violation of an; human rights and the fundamental
compliance issues at work place. The management always prefer that its all
activities should be in the interest

of society, national & international community and obviously the company


The management of Beximco Denims from the very top to bottom believes that
human beings are its most valuable assets and prim movers. Realizing this,
management makes special attention and huge investments in the area of
overall safety, health, hygiene are environment control for its employees the
ensure a most safe and sound work environment and, to integrate productivity
and safety in a conducive and highly professional environment to achieve the
companys performance objectives.

Beximco Textiles Division is not merely a manufacturers of quality fabrics and

garments for its global business partners, it is also concerned about
environmental safety and respect the lawful rights and obligations of its
employees. To minimize the environmental impact, all its facilities art carefully

designed and operated in such f caring eco-friendly manner which earns the
incomparable trust of all global partners. In the process of its operational
excellence Beximco Textiles Division has incorporates mechanism to
institutionalize social compliance throughout its all mills am factories.

As there is no short cut way to achieve the ultimate objective of compliance,

the management of Beximco Textiles Divisor has setup Compliance and Human
Right; department in order to fulfill the requirements and standards regarding
all issues related to social compliance and human rights. The division lies a
very competent, knowledgeable and dynamic compliance team which is run by
a General Manager. The entire Compliance and Human Rights department is
extremely dedicated to raise the level of awareness of the entire workforce of
the division about personal safety, occupational safety and environmental
safety at their respective job locations.

With a vision of building a true and dynamic enterprise through maintaining a

very fair and transparent rules of business the compliance department of
Beximco Textiles Division has developed and introduced a unique & universal
code of conduct namely FAIR LABOUR PRACTICES (FLP) for the division in
conjunction with law of the land, buyers code of conducts, 1LO conventions,
Fair Labour Association (FLA), Worldwide Responsible Apparel Production
(WRAP), Ethical Trading Initiative (ETI) and Business for Social Responsibility
(BSR) to ensure its social accountability standard on the following issues .

Child Labour 3 Forced Labor

Equal Opportunity

Harassment & Abuse

Health & Safety Wages & Benefits

Working Condiions

Hours of Work

Environment Requirements

Freedom of Association


.Beximco Textiles division is one of the largest body in our countries textiles
sector. It has six individual units. Those are

Beximco Textiles Ltd.

Padma Textile Mills Limited.

Beximco Apparels Limited

Beximco Fashionss Limited

Beximco Knitting Limited

Beximco Denims Limited

These six individual units all together known as Beximco Textiles. These six
individual units have their own Finance & Accounts Dept, Marketing Dept,
Commercial Dept, Merchandising Dept & others departments, but they are
controlled by the one Human Recourses & Compliance Department.

Almost 500 (five hundred) executives and 7,000 (seven thousand) nonmanagement staffs working in Beximco Textiles Ltd.

Here we only discuss about the Performance Appraisal procedure of the

Executives .





An organizations goals can be achieved only when people put in their best
efforts. How to ascertain whether an employee has shown his or her best
performance on a giving job ? The answer is performance appraisal. Employee
assessment is one of the fundamental jobs of HRM, but not an easy one


In simple terms, performance appraisal may be understood as the assessment

of an individuals performance in a systematic way, the performance begin
measured against such factors as job knowledge, quality of output, initiative,
leadership ability, supervision, dependability, co-operation, judgment,
versatility, health and the like. Assessment should not be confined to past
performance alone. Potentials of the employee for future performance must
also be assessed.

A more comprehensive definition is :-

Performance Appraisal is a formal structured system of measuring and

evaluating an employees job related behavior and outcomes to discover how
and why the employees is presently performing on the job and the employee
can perform more effectively in the future, so that the employee, organization
and society all benefit.

The second definition includes employees behavior. Behavior can be active or

passive do something or do nothing. Either way, behavior affects job results.
The other terms used for performance appraisal are performance rating,

employee assessment, employee performance review, personnel appraisal,

performance evaluation, employee evaluation, merit rating etc.

PROCESS OF APPRAISAL: The following outlines is the performance appraisal

process. Each step in the process is crucial and is arranges logical.



To the question as to whose performance should be rated, the answer is

obviously employees. When say employees is it individuals or group ?
Specially the rate may defined as the individuals. Work group, division or

Work Group Level For merit pay

Individual Level To assess target needs.


As we know that there are two kind of nature which is rated. Thats are


Objective of Nature


Subjective of Nature

Objective of Nature :-

Quality :- The degree to which the process of result of carrying out an activity
approaches perfection in terms of either conforming to some ideal way of
performing the activitys intended purpose.

Quantity :- The amount of product, expressed in monetary terms, number of

units or number of completed activity cycles.

Time lines :- The degree to which an activity is completed or a result produced,

at the earliest time desirable from the standpoint of both coordinating with the
outputs of others and of maximizing the time available for other activities.

Cost Effectiveness :- The degree to which the use of the organizations

resources is maximized in the sense of getting the highest gain .

Subjective of Nature :-

Need of Supervision :- The degree to which a job performer can carry out a job
function without either having to request supervisory assistance requiring .

Interpersonal Impact :- The degree to which measure the environment where

rhe employee is working.


Raters can be immediate supervisor, specialists from HR department,

subordinates, peers, committees, clients, self-appraisal or a combination of

Immediate Superior

Subordinates Can assess the performance of their superiors.

Peers are in a best position to evaluate the job performance.


Rating Committee

Self-appraisal or a combination of several.

HR specialist


Now we will look at special ways in which HRM can actually establish
performance standards and devise instruments that can be used to measure
and apprise an employees performance. Three different approaches exist for
doing appraisal, employees can be appraised against


Absolute Standers
Relative Standards


No one approach is always best :each has its strength and weakness.


Our first group of appraisal methods uses ABSOLUTE STANDERD. These means
that employees are compared to a standard: and their evaluation is dependent

of any other employee in a work group. Include in this group are the following

The Essay Appraisal :A Performance Appraisal method whereby an appraiser writes a narrative about
the employee.

The Critical Incident Appraisal

A Performance Appraisal method that focuses on the key behaviors thats make
the difference between doing a job effectively or ineffectively.

The Checklist Appraisal

A Performance Appraisal type in which a rater checks off those attributes of an
employee that apply.

The Adjective Rating Scale Appraisal

A Performance Appraisal method that lists a number of traits and range of
performance for each.

The Forced-Choice Appraisal

A type of Performance Appraisal method in which the rater must choose
between two specific statements about an employees work behavior

The Behaviorally Anchored Rating Scale

A Performance Appraisal technique that generates critical incidence and
develops behavioral dimensions of performance. The evaluator appraises
behaviors rather than traits.


In the second general category of appraisal methods, individuals are compared

against other individuals.

I. Group Order Ranking :Evaluating an employees performance by comparing the employee with other

II. Individual Ranking :Ranking employees performance from highest to lowest.

III. Paired Comparison :Ranking individuals performance by counting the number of times any one
individual is the preferred with all other employees.


Management by Objectives :- (MBO)

A performance Appraisal method that includes mutual objective setting and

evaluation based on the attainment of the specific objectives.

MBOS advantages lie in its results oriented emphasis. It assists the planning
and control functions and provides motivation, as well as being an approach to
performance appraisal. Thats because employees know exactly what is
expected of them and how they will be evaluated. Moreover, employees
understand that their evaluation will be based on the success in achieving
mutually agreed-on objectives.

The major disadvantage of MBO is that it is unlikely to be effective in an

environment where management has little trust in its employees. This type of
environment could be one where management makes decisions autocratically
and relies heavily on external controls to direct employee behavior. The amount
of time needed to implement and maintain an MBO process may also cause


Halo Error :-

The tendency to let our assessment of an individual on one trait influence our
evaluation of that person on there specific traits

Similarity Error :-

Evaluating employees based on the way an evaluator perceives him-self or


Central Tendency :-

The tendency of a rater to give average ratings.

Attribution Theory :-

A theory of performance evaluation based on the perception of who is control

of an employees performance.

Impression Management ;-

How an employee influence the relationship with a supervisor.

Leniency Error

A means by which performance appraisal can be distorted by evaluating

employees against ones own value system


As we know that there are many method to making Performance Appraisal. An

business organization can apply any one of them. We find that in Beximco
Textiles Ltd. basically follow Checklists method. Here at the end of the one
year, through E-mail a printed form is send to all the executives from HR
department. There is some quarry in that form about the employees like
Name, Designation, Department, Reporting Supervisor, Job description,
Functional area etc. Every executive from Jr. Executive to Sr. General Manager
should fill up that form if they need appraisal.
After fill up that form they
should send it to the HR department through E-mail within fixed date. Generally
at the beginning of a new year (month of January) that form is send to the
executives. They get maximum 15 days to fill it up and submit. HR executives
submit their form to the head of the department, and the head of the
department of HR send his appraisal form to the C.E.O. After the directors the
C.E.O is the al in al of the hole Textiles. So he dont need to appraisal for
promotion, but there is a chance to increase his salary and the others facilities.
Therefore he is also submit his appraisal form to the directors, because without
directors no one can increase his salary or cant give self promotion. Its took
two three months to publish the appraisal report. But it effects from the
beginning of the year, it means the appraisal is counted from the January.
Those who get promotion or get increment they get a CONGRATULATION card
from HRD with a stick of rose. Its not easy to get permission every year but in
Beximco Textiles every body get increment every year. The company deduct
the tax from the salary those who eligible for that. There is no overtime for the
executives. Thats why most of the assistant didnt want promotion; because
we find that with all remuneration a assistant earn more then an executives.


Raters can be immediate supervisor, specialists from HR department,

subordinates, peers, committees, clients, self-appraisal or a combination of
several. Here we find that in Beximco Textiles Ltd. raters are the specialists
from HR department. We find here that every kind of specialist is available
here. We also find that almost 15-20 Chartered Accounts working here in
Finance & Accounts department. Lots of foreigner (from India, Pakistan, Srilanka, Denmark, Holland) working here. We are telling this history because in
every department we find lots of specialist. Obviously in HR department also.
There are some very high quality specialist serving in the HR department.
Some of them are 30 years experienced.


At first the specialists selected the item for the appropriate information about
the employee. So they prepare preliminary appraisal sheet for collect the
information. There they include employees name, department, reporting
supervisor, job description, scope of working etc. Through E-mail they send this
information collection sheet to the all executive, with this sheet the also send a
forwarding letter where they describe some points like scope, the last date
of submitting the sheet etc. After ending the last date they (HR person) took
the print copy (hard copy) which they get from the executives. Then they set a
panel for analyzing all the sheets. Some times they themselves collect
information for justifying the statement. After collecting everything the panel
then decide is he or she eligible for promotion or only for increment. Thus they
prepare the Performance Appraisal sheet . Here we should remember that no
executives cant eligible for the Performance Appraisal if he or she didnt pass
one working year after successfully


As we know that there are three kind s of Performance Appraisal used in the
business organization. But we also know that

No one approach is always best :each has its strength and weakness.

The Performance Appraisal process and techniques that we have suggested

present system in which the evaluation is free from personal biases, prejudices,
and idiosyncrasies. This is defended on the basis that objectivity minimize the
potential arbitrary and dysfunctional behavior of the evaluation, which may be
detrimental of the achievement of the organizational goal. Thus our goal
should be to use direct performance criteria possible.

Obviously in every method there is some distort . The following distort we find
in the method which is applying in Beximco Textiles Ltd.

There are some distort in the system which is followed by the Beximco
Textiles. Some times the employees can give excess information or work
description in which he is not involved.

Some times the employees cant understand what he/she will actually
described in the column of Scope and Report Produce.

In this method the specialist have a chance to be appear in conflict with the
others panel members.

There is a great chance for the panel members to do partiality. One or more
panel members may have their loving employees. So in the appraisal they
might try to give them priority then others.

In the big organization like Beximco Textiles there we can expect Conflict .
Some managers might have conflict with the person who is the honorable
member of the panel. In that case that members apply all his power to stop
that managers promotion.

Some panel members may have the bad impression about some units. In that
case they didnt fill interest to give promotion of that particular units

Lastly we can say that A completely error-free performance appraisal is only

an ideal we can aim for. In really, most appraisals falls short of this idea. This is
often due to one or more actions that can significantly impede objective


As we found that in every method there is some error. No one approach is

always best :each has its strength and weakness. So individually no method is
so strong to apply. Our suggestion is that try to be honest from your mind and
apply it in your work. No matter what method you are applying. Mind it do no
do ant injustice to any body, because some where, some how you will get its
return. One increment or promotion can change some bodies life. So be clear to
your mind when you are in that position.

Its better for the organization to mixed some method which is appropriate for
their own and apply in the partial field. Collect some good side from some
method and prepare a appraisal policy. Apply it in the organization to reach the
organization in its destination

You should remember that An organizations goal can be reached only when
people put their best efforts. How to ascertain whether an employee has shown
his or her best performance on a giving job? The answer is Performance
Appraisal Select the right person and give them award through Performance
Appraisal. Then they will give their best effort for the organization.