However, in recent years, the Ready-Made Garments (RMG) sector has emerged as the biggest earner of foreign currency.
Currently, there are 4490 manufacturing units with estimated 4.2 million people employed in this sector; about 50 percent of them are women from rural areas. The RMG sector contributes around 75 percent to the total export earnings.
WELCOME
TO OUR
PRESENTATION
GROUP-12
NAME
JAWAD AHMED HASHIBUL ISLAM TARiQUL ISLAM SAJIBUR RAHMAN
ID
214 287 256 217
MEHaRUN NESA
233
Company Profile
COMPANY PROFILE
Company Profile
Jeans Care Limited is one of the vertically integrated Garments Manufacturers & finest quality Exporters in Bangladesh territory for woven garments. On a regular basis the company is ready to prepare and export basic & fashionable top quality garments items around the world.
At a Glance Overview
Products : All kinds of woven Denim trouser, Short all, Over-all, Year of incorporation : 2007Skirt, etc. with Twill, Canvas & Corduroy Trouser, Shorts, Skirt etc. Country of Export :
100% export oriented Jeans Care 90% of total export is done to Europe (Germany, UK) Jeans Care Rest 10% is to the USA
Certificates Customers :
Compliance Certified by C&A Main customers are the local buying houses (e.g. Mondial, Trinity) and international buyers (e.g. Wallmart, GAP, H&M,
Organic Exchange-100 Certified Production Capacity : Depending on styles and item, monthly production varies from : 348/B, Tejgaon 120,000 to 150,000 pcs.Factory Its Monthly Capacity is 10,000I/A to Dhaka-1208, Bangladesh 12,500 Dozen trousers. Phone : +88 02 8891447-8 Employees & Workers : Fax : +88 02 8891425 Email : info@jeanscarebd.com 650 employees (approximately) are engaged in production and management
COMPANY PROFILE
Company Vision
Jeans Care Limiteds vision is to establish permanently among the best of innovative, high quality branded generic companies.
Company Mission
To make best consumer products for the suppliers and the valued customers. Commitment to work for the Environment
Company Motto Time, Quality & Export is our main and profit is its logical sequence Product Portfolio
Jeans Care Limited produces various kinds of high quality woven Denim, Twill, Canvas & Corduroy Trouser, Short-all, Over-all, Skirt, Shorts.
COMPANY PROFILE
Product Portfolio
Jeans Care Limited produces various kinds of high quality woven Denim, Twill, Canvas & Corduroy Trouser, Short-all, Over-all, Skirt, Shorts, Coats,. Some of the products are shown here.
Sewing
COMPANY PROFILE
Organizational Chart
COMPANY PROFILE
The Human Resource Development (HRD) sector The Admin & Compliance sector
Objective of HRD
The objectives of the Human Resource Development sector are as following: To provide equal employment opportunity and establish the terms of employment within the company. To attract and retain high caliber employees for the company. To identify, provide and track employee training requirement, for the employees in the organization.
COMPANY PROFILE
Admin & Compliance
Compliance and administration are very conflicting sectors. For example, the Administration might say that we must work on Sundays if the need arises, then compliance would say that Sunday is totally off day so we cannot keep the factory open on this day.
The detailed work description of the admin & compliance sector is as following:
Floor visit and check Floor administration Security register check Holiday sheet check New employee details posting and left unauthorized absent Posting attendance and overtime New employee salary posting Monthly check quality report Monthly check cutting report New employee salary collect and take approval Salary sheet setup Print, check and final monthly attendance Holiday sheet send to accounts department
HASHIBUL ISLAM
ID-287
HRM Procedures
(Policies Maintained in Recruiting Employees & Workers)
Hiring Personnel
Requirement of any hiring is identified by concerned departmental head.
The request for new hiring is communicated to the head of Administration (HR)
Head of administration department reviews and assesses the legitimacy and validity of the new hiring and makes recommendations for the new hiring.
The requisition is then forwarded to managing director or director for approval of new hiring.
After approval, suitable candidates are sourced from database of resumes maintained by the administration department. In addition, personnel having any reference may be directly contacted.
The resumes are scrutinized and short listed by administration department basis on the requirements of the job position. Short listed candidates are called for interview.
Managing director Director Admin manager (HR) Finance manager General manager Deputy general manager Concerned departmental head
Recruitment Policies
Benefits Policy
Jeans Care Limited provides the following monetary benefits to its employees.
Incentives House rent fee Medical fee Two (2) Eid bonuses Attendance bonus Medical facility Group insurance
House rent incentive Eid Bonus Group Facility Attendance Bonus In thisInsurance case, Labor and HR Ministrys published gazette-wise every worker is given 30% rent fee of the This kind of bonus is given to ensure and increase attendance in the factory. The system is as following: Basic wage, which specified and directed byand theEid-ul-Azha. ministry itself. For the Islam followers the two mainis religious occasions are Eid-ul-Fitr In both the Eid, every worker gets bonus
For the presence this insurance, of death the workers dependents gets Tk 1,00,000 irrespective of race or of religion. It is given in in thecase following manner.
Every operator, quality inspector, folding man, packing man and finishing ironon man gets Tk 200.00 . Medical fee Disablement the worker gets Tk 50,000 to Tk 1,00,000 depending the type of injury. working time of minimum 1 year they get 50% bonus of the basic wage. Every cutting assistant gets Tk 150.00 working time between 6 months and 1 year they get 25% of basic wage as bonus. Every helper , sewing ironman and cleaner gets Tk 100.00-wise as as attendance bonus.is given Tk 200.00 as medical fee. Labor and Ministrys published gazette every worker working time HR between 3 to 6 months , they get 15% of basic wage bonus.
working time between 1 to 3 months, they get 10% of basic wage as bonus.
Regulations
Child labor cannot work for more than 5 hours a day. Child labor cannot be told to work between 7 pm at evening and 7 am at morning A certificate of physical ability is collected from the local inspector Written consent letter of the guardian of the child labor is taken Separate register is maintained for the child labor Child labor is not allowed to work in any hazardous or moving machine.
If any child labor is recruited mistakenly, then the company tries to dismiss him quickly and take all the responsibility of his educational expense
TARIQUL ISLAM
ID-256
Recruitment of workers
Jeans Care Limited, in regards to recruitment policy abides by the national law. Many times the buyers specifications are maintained but it cannot be opposite of the national law.
Means of Recruitment
The means of recruitment for workers depends on the following factors.
Selection Method
(Final Selection Steps)
STEP-01= Line chief or supervisor takes the new worker to the office of HRD STEP-02= Check the experience such as what processes the worker can perform and how much time he takes STEP-03= HRD verify the documents provided by the worker a. Application b. National ID c. Birth certificate d. Age verification letter e. Commissioner certificate STEP-04= Issue of Recommendation letter to the line chief or supervisor
STEP-05= Giving detailed document to worker for his awareness about the organization
STEP-06= Check on the worker by the work study department STEP-07= Worker submits Photo and other necessary documents next day Issue of Attendance/ Working Hour Card
Selection Method
Documents Maintained
By HR DEPT
Documents Maintained
o o o o o o o o o o Resume Educational certificates Identification documents Letter of appointment Terms and conditions Personnel details form Annual report Transfer letter Promotion or demotion letter Training records etc.
All these documents are kept in specific places classified and separated by individual names. Some of these documents are also kept as soft-copy in the Computer for ease of use and as back up.
Documentation
All the documents are kept in a file per person basis. This file has a table of contents of the consisting documents. The initial documents kept are as following:
Request for approval of appointment Application form National ID/ Birth Certificate Chairman/ Commissioner Certificate Age estimation form Appointment letter Initial training instructions
Leave applications
Continual Identification of Training Needs Training needs of employees are continually identified by their departmental heads or in changes as a result of following developments.
Changes in services and operations New or revised procedures, or changes in the quality policy Inadequate performance of individual or groups of personnel Results of internal quality audits Corrective/Preventive actions
External Training
Admin head contacts various external training courses, if they feel that this training will be helpful for the employee. After completion of course, the concerned person submits a copy of course certificate to administration department. These certificates are filled in the personal record and the training records of concerned employees are updated. Staffs are also nominated to attend numerous overseas training sessions at every year. These specialized training sessions are mainly to develop skills on the job.
Grade 1: Pattern Master, Chief Quality Controller Grade 2: Mechanic/Electrician, Cutting Master Grade 3: Sample Machinist, Senior Sewing Machine Operator Grade 4: Sewing Machine Operator, Quality Inspector, Cutter Grade 5: Junior Sewing Machine Operator, Junior Cutter, Folder Grade 6: Sewing Machine, Button Machine, Cunchai Machine Operator Grade 7: Assistant Sewing Machine Operator, Assistant Dry Washing man, Ironman
9300.00 7200.00
200.00 200.00
12230.00 9500.00
4120.00
1176.00
200.00
5496.00
3763.00
1067.00
200.00
5030.00
3455.00
976.00
200.00
4631.00
3210.00
903.00
200.00
4315.00
3000.00
840.00
200.00
4040.00
Apprentice
2500.00
690.00
200.00
3390.00
8000.00
7500.00
5900.00
Performance Evaluation
At the end of each year, employee initiates the performance evaluation of company's personnel. Accordingly, performance evaluation forms of personnel are sent to the concerned departmental heads. Performance results for the previous year are assessed based on the following criteria.
Companys objectives Achievement of specific task Completion of assignments Managements expectations
In addition, the improvement areas and the corresponding training requirements for next year are also identified.
The evaluation forms duly filled are sent back to admin department. Employee compiles the training recruitments identified in the evaluation forms and prepares a tentative annual training plan.
The training plan is thoroughly reviewed by concerned departmental head.
Disciplinary Actions
In case of taking disciplinary actions against any worker, the organization totally adheres to the National Labor Law. The Recruitment act 17, 18, 19 are followed in this case Bad or ill-actions
1.Not abiding by any legitimate instruction of the management 2. Theft, fraud or any other kind of harm to the asset of the organization 3. Taking any kind of bribe for self or any other workers recruitment 4. Leave of more than 10 days outside granted leaves 5. Breaking any organizational rules or regulation 6. Not performing any work or making a habit of it 7. Habitual late coming 8. Creating chaos or any other regulation breaking activity 9. Repeated fault in work 10. Destroying, harming, altering, falsifying any organizational documents or policies 11. Giving false information in regard to name, age, experience etc. 12. Sleeping in workplace 13. Slacking in work 14. Distributing any kind of leaflet or poster in the factory premise without prior permission 15. Leaving the premise without permission
Disciplinary Actions
Procedure of disciplinary action 1. The complains against any worker is presented in written form 2. The worker is given a copy
To terminate any permanent worker from his work, the national labor law is followed.
The worker who has completed one (1) years of uninterrupted work is given 120 days of prior
notice. If notice is not given then 120 days of full salary is paid. For every 1 year of work, the worker gets 30 days of basic salary. Wage is paid of the actual working days.
MEHERUN NESA
ID-233
Welfare Facilities
All the first aid boxes are kept in charge of a responsible person who is trained in first aid treatment, who
is always available during the working hours of the factory.
Notices are posted in every work floor regarding the person in charge of first aid boxes. A medical center is built within the 2nd floor of the factory. The factory has appointed a medical nurse to check up on the workers. The factory is contracted with an External Hospital for emergency cases.
Washing Facility
Adequate and suitable facilities for washing and bathing are provided and maintained for the use of the workers therein. Separate and adequate screened washing rooms are provided for the use of both male and female workers. These facilities are conveniently accessible and kept clean. Soap and towel are provided in the washrooms. Adequate number of sandals is kept in the washing rooms. The rooms are kept well lighted. Continuous supply of water in the washing rooms is provided
Welfare Facilities
Welfare Officer
A welfare officer is appointed in the factory to oversee all the welfare activities.
Safety Issues
Building and Structure
The factory building, wall, road, stairs, floor, fencing etc is built according to the design permitted by the Deputy Chief Inspector of Factory & Institution Department of Bangladesh Government.
Machineries
Cutting Safety: Suitable action is taken to avoid bodily risk in case of electricity supply in the cutting machines. No hazardous machinery is planted in the factory. Pin free environment: Action is taken to keep any of the production area pin free. The factory has a Needle Detection Machine.
Safety Issues
Snap button operator has to be always cautious. In some cases the machines keeps running due to mechanical fault, in this case
the work should be abandoned. The operator always has to wear eye glasses.
Safety Issues
Smoke detector
In the factory on each floor there are smoke detectors according to need and different zones. These will work when there is any fire or smoke and will sent signal to the Fire Alarm Control Panel in the reception room.
Keeping in mind the safety in case of fire, different floor have fire alarm bell setup in various places. Fire Alarm Bell Keeping in mind the safety in case of fire, different floor have fire alarm bell setup in various places.
Exit Passage Excessive Weight Smoking and open fire Instructions and Notices
Conclusions
Although industry-wise it is strong, organizationally it has some drawbacks. Based on the findings the main conclusions that can be drawn are therefore stated as below.
1. Inefficiency caused by Over-Responsibility
Work of various personnel expands beyond their original work description and sometimes overlaps others activities. Personnel of welfare department are posted in two different jobs. Little time for overseeing worker problems and staying with them does not fulfill the departments objectives.
2. Employee turnover and frustration due to weak salary structure The organization has a comparative weak salary structure compared to other organizations of the same kind or above. This leads to employee frustration and increased employee turnover chance. Frustration leads to lower efficiency in work and creates a cold internal environment which is not visible to the management of the organization but hampers or creates a drawback in many situations.
3. Organization would come to a standstill if key personnel turnover the job Due to lack of decentralization of activities there is great chance of facing a time of standstill for the organization if some key personnel resign from the job.
Recommendations
In the light of these conclusions, we recommend the following ideas for the organization to check upon and consider.
Work Study Department should only deal with worker efficiency, factory efficiency and line planning. The Production department should have the responsibility to ensure that the layout and plan given by the Work study department is maintained correctly .
The organization should have a solid salary structure in comparison to other organizations of the same kind. This would reduce employee frustration and number of employee turnovers.
A handsome salary ensures long-term employee presence and greater ease of mind which results in higher productivity and congenial working environment. The salary sheet should be done by the Accounts department, and the HR department would just check the completed sheet given by the accounts department.
In simple words, Jeans Care Limited has all the necessary ingredients to be a successful organization but has simple coordination gaps and partial implementation of all of its rules and regulations, which creates employee frustration. If these simple problems are identified and corrected then it would turn into a solid organization at its core.