I am pleased to inform you that I have completed an internship in Human Resource Management Practices of Aman Graphics & Designs Ltd. I declare that the Human Resource Management Practices Study Report is being studied by Aman Graphics & Designs Limited. I have prepared this report based on my two months practical experience at Aman Graphics & Designs Ltd.
INTRODUCTION
- SCOPE OF THE STUDY
- RESEARCH METHODOLOGY
- Primary Sources
- OBJECTIVES OF THE REPORT
- LIMITATIONS
The main objective of the report is to analyze the human resource management processes of Aman Graphics & Designs Ltd. To find out what types of human resource management practices are being implemented by Aman Graphics & Designs Ltd. Learn about the theoretical framework of the training and development policy of Aman Graphics & Designs Ltd.
THEORETICAL FRAMEWORK
HUMAN RESOURCE MANAGEMENT
- THE GOALS OF HRM
- SPECIFIC HR STRATEGIES
- DEVELOPING AND IMPLEMENTING A CSR STRATEGY
- WORKFORCE PLANNING
- RECRUITMENT
- TALENT MANAGEMENT STRATEGY
- SELECTION
- COMPENSATION & BENEFITS
Selection is that part of the recruitment process that is concerned with deciding which applicants or candidates should be appointed to the job. The interview gives the recruiter an opportunity to: (a) assess the subjective aspects of the candidate. b) I know about his enthusiasm and intelligence. Variable pay is based on the person's performance in that role, for example, how well that person has achieved his or her goals for the year.
COMPANY PROFILE
HISTORICAL BACKGROUND OF UNIFILL GROUP
Today, Unifill Group employs over 10,000 people in its integrated manufacturing units operating in an indoor facility spanning over 12,00,000 sqft. The Unifill Group is dedicated in its efforts in the textile sector, but has also spread its wings. Today, the Unifill Group has six-wing manufacturing facilities that include producer of woven grieving fabric for the Apparel Fashion Industries, among others, with a total annual turnover of US$210 million." (Lucky, 2020).
COMPANY DETAILS IN TABLE
Company Name Aman Graphics & Designs Ltd
Departments 5
- FOUNDER AND DIRECTORS
Abul Hossain Founder & Chairman
- WINGS OF UNIFILL GROUP
- CONCERNS OF UNIFILL GROUP
- GENERAL INFORMATION ABOUT THE GARMENTS SECTORS
- ORGANOGRAM OF UNIFILL GROUP
Also to produce high quality products at competitive prices and to provide customer service that is unmatched in the industry." (Islam, 2020). The Authority is committed to creating a conducive work environment through the daily practices of all affiliates in the conducive work environment through the daily practice of all affiliates in the business chain in a sustainable manner in accordance with all the rules, requirements and objectives of MFORI BSCI The Authority respects the MFORI BSCI Code of Conduct, Values and all the requirements of MFORI BSCI at the same time, the BSCI Code of Conduct, Values and all the requirements in MFORI BSCI at the same time, Aman Graphics & Designs Ltd.
Is empowering their business partners, and in particular respecting labor rights and finding the right thing. Empowering their business partners, and in particular respecting labor rights, and finding the right way to solve and correct problems with necessary guidance for companies in the supply chain. centers to improve the working environment in the long term.” (Islam, 2020). Believes in a gradual development approach and is committed to ensuring the continuous development in a gradual development approach and is committed to ensuring the continuous development of the following organizations, including all its business partners, by adhering to the mfori BSCI Code of Conduct force." (Islam, 2020). Is also committed to playing an equal role in the development of the working environment by creating good relations, unity and role in the development of the working environment by creating good relations, unity and cooperative attitudes with all partners in the business chain.” (Islam, 2020).
The establishment of the "Unifill Group" is a sincere and bold step in dealing with challenges for the well-being of the nation and the country. Over the years of hard work, "Unifill Group" now consists of the following concerns, employing approximately 10,000 skilled workers. The readymade garments unit of the Unifill Group is one of the largest exporters in the RMG sector in Bangladesh.
In all the different productions, the workers have to go through a process of continuous and rigorous training to maintain the high production standard set by the management.
Machines
Production Capacity/Month
Office Management
Production Management
DEPARTMENTS OF UNIFILL GROUP
The RMG sector has the ability to offer a complete product range for the export and domestic RMG markets. The aim of the RMG sector is to become the preferred partner for sourcing high quality garments from Bangladesh. With highly advanced technology and an emphasis on local workforce development, the RMG division has the potential to make a significant contribution to the country's growing ready-to-wear export sector.
On the basis of this group Unifill is exercising all its activity in a very effective and efficient way. It was mentioned earlier that there are different organizational charts for production management and office management.
PRODUCT LIST & CLIENTS
Clients
CERTIFICATION & ACHIEVEMENTS
Outstanding customer service, exceptional quality and unmatched flexibility are the foundations of the entire manufacturing process. The Unifill group always tries to listen to the customer's needs, develop cost-effective solutions and handle production appropriately, so that customers can get the package when they want it. They closely monitor quality during every step of the manufacturing process, from receiving raw materials to final delivery.
Keeping all the above concerns, the Unifill group has achieved the "ECO-Factory Standard" green factory certificate from the U.K. Marks &. It has also achieved "97% Worker Satisfaction", which was surveyed by the US-based company ELEVATE through Laborlink and is the highest score among 180 factories in BANGLADESH. (LTD, 2019).
OVERVIEW OF HR
DEPARTMENT OF AMAN
- HUMAN RESOURCE PLANNING
- RECRUITMENT & SELECTION PROCEDURE
- Recruitment Process (For Worker)
- Selection Process (Staff Level Employees)
- Sources of Recruitment
- TRAINING & DEVELOPMENT
- Fire Safety Training: These training includes
- First Aid Training: These training includes
- COMPENSATION & BENEFITS
- Wages
- Overtime
- Leave Procedure
HRP understands the objectives of the links in terms of professionals expected to fit the destinations. In the first step of the HR & .. recruitment process, the administrative department determines whether workers are needed or not. In the recruitment process of Aman Graphics & Designs Ltd there is a term called CV interview.
Internal recruitment sources used by Aman Graphics & Designs Ltd. It means training provided to employees outside the office at a training institute for a specified period of time, ie. The ultimate goal of such development programs is, of course, to improve the future performance of the organization itself.
This type of training is necessary to improve workplace productivity and ensure business competitiveness. One of the types of training programs developed by the Unifill group is skill development training. Compensation can be defined as all rewards earned by employees in exchange for their work.
Indirect financial compensation, including all financial rewards that are not included in direct compensation and are understood as part of the social contract between the employer and the employee, such as benefits, vacations, pension plans, education and employee services.
LEAVE
Other Benefits
- PERFORMANCE APPRAISAL
Medical pass: if any employee feels sick during work, he or she will be judiciously allowed to go to hospital for treatment. Absent: if working hours are less than 4 hours, they will be treated as absent which will be adjusted with his/her leave balance. Attendance collected through punch card: It is very important for the workers to calculate the working hours.
All employees and workers have a punch card, which is used as their signature on the attendance sheet. Companies use performance appraisal to give employees feedback on their work and to justify pay increases and rewards, as well as termination decisions. The managers of Unifill Group Ltd measure employee remuneration based on performance and contrast it with their organisation's goals and objectives.
The managers evaluate which components should be identified to improve the performance of the employees. 46| P a g e Unifill Group Ltd, the rating system is based on these two types.
For Worker
For Staff & Management level employee
DISCUSSIONS (ANALYSIS &
FINDINGS)
SWOT ANALYSIS
Strength
FINDINGS & ANALYSIS
The main purpose of the report is to apply my academic knowledge in the field of Human Resources so that I can gain a particularly meaningful practical understanding of the nature and importance of recruitment and selection process. After that, I can easily identify the different strategies used by Aman Graphics & Designs Ltd of Unifill Group for their employees while recruiting and selecting them. To justify the purpose, I made a survey about existing employees of the organizations, so that I can get a thorough knowledge of my study.
After the factors of recruitment and selection process have been identified, these were put into a questionnaire.
Survey
It is very clear from the survey results that Aman Graphics & Designs Ltd clearly defines the position objectives, requirements and candidate specifications in the recruitment process as 15 out of 21 respondents agreed with the statement. 4 out of 21 people disagree with the statement. The survey results show that Aman Graphics & Designs Ltd is hiring and selecting on time as 10 out of 21 people agreed with the statement. On the other hand, they sometimes failed to maintain the timeline, as 8 out of 21 people, which means 38% of the total population, disagree with this statement.
From the data we can understand that 17 out of 21 people agreed with the statement where a few disagreed with the statement. Survey says that 11 out of 21 people agreed with the statement and 9 out of 21 disagreed with the statement. From the survey I found 15 out of 21 people who are satisfied with CV screening and shortlisting method used by the organization.
The survey data shows that 14 out of 21 people are satisfied with the criteria for the shortlist of candidates. From the survey it is clear that 16 out of 21 people are satisfied with the selection policy, four people disagree and one remains neutral about the organization's selection policy. The survey shows that HR finds good candidates from non-traditional sources when necessary, as 10 out of 21 people agreed with the statement.
The research shows that while some people are satisfied with the interview methods and process, some disagree with the statement.
LESSONS FROM THE INTERNSHIP ()
- INTERNSHIP PROCEDURE
- LEARNING FROM INTERNSHIP
- INTERNSHIP EXPERIENCE
- SPECIFIC RESPONSIBILITIES OF THE JOB
- Communicating With The Candidates
- Conducting The Preliminary Test
- Evaluating the CVs
- Preparing The Selection Minutes
- PERSONAL DEVELOPMENT
- PROBLEMS & RECOMMENDATIONS
- CONCLUSION
On the very first day, he gave me a brief briefing on the organisation, showed me the entire HR department and introduced me to the department's other staff. Throughout my internship, I also assisted other HR managers in the unit in carrying out their daily work and supported these activities. Second, after evaluating their answer script, I called the candidates to inform them of the date, time and place of the face-to-face interview.
Finally, I had to communicate with the selected candidates for the post to inform them of their selection. I had the opportunity to conduct a viva test for the post of cutting, swinging, helper etc. in which more than 30 candidates participated. Those who could meet the requirements were selected for further evaluation by the hiring manager.
Again, there was a different format for the Minutes approved by Aman Graphics & Desings Ltd. All the promotional activities of the management level employees were done by the senior management. Most of the recruitment and selection process at staff level was done through internal recruitment.
As per my experience, the working environment of the organization is comparatively very inspiring.
APPENDIX
APPENDICES
QUESTIONNAIRE
