It is with humble honor and respect that I submit my internship report on "Human Resource Management Practices on Apex Footwear Limited". According to the partial fulfillment of the requirements for the BBA degree, this internship has been conducted under my supervision. This report is an integral part of our academic coursework to complete the BBA program, which has given me the opportunity to gain insight into the Human Resource Management practices in the Bangladeshi industry, in particular the real life scenario of Apex Footwear Limited. I hope that this report is a reflection on the current problems in Human Resource Management applied in our country. Certified that this project report entitled “Human Resource Management Practices on Apex Footwear Limited” is the bona fide work of Kazi Ommay Samia, who conducted the research under my supervision, and further certified that to the best of my knowledge, the work reported herein does not constitute any form of part of another project report or internship on the basis of which a diploma is obtained.
During this internship period, I have perfectly executed and completed several tasks and projects of managing HRIS, preparing employee engagement reports and various reports and documents of Apex Footwear Limited. Apex Footwear Limited has helped me to get several maneuvers related to Apex Footwear Limited's Human Resource department which include helping former employees to receive their original certificates and related documents, informing current applicants about their interviews and appointment letters, assisting with the HR -related executions and data entry of employee information and so on. HRM as a special department that mostly incorporates orchestration, remuneration policy, training and preparation of prescribed dictation, worker designations and so on Apex Footwear Ltd.
Executive members of Apex Footwear Ltd. have paid special attention to their staff activities, including superior guidance, policy formulation, career opportunities, etc. and Asia.
Methodology of the study
Limitations of the study
Chapter-02 Company Profile
- Company Profile
- VISION
- MISSION
- Values 1) Gratitude
- PRODUCT AND SERVICE
- SHARE, PRODUCTION CAPACITY & COMPETITORS
- ENVIRONMENT AND LABOR LAWS Environment
Following the motto "Fair Growth", Apex has established itself as a pioneer of finished export products in the leather sector in Bangladesh. To make the customer happy, the company holds 15% share of leather footwear export from Bangladesh. Footwear and non-footwear items for customers are provided by APEX Footwear Ltd.
Production capacity: 10,000 pairs per day and 15,000 pairs of complete shoes with excellent production capacity in the years 2007 and 2008 were produced by Apex. Competitors: Titas Footwear Bangladesh, AIMCO Footwear Limited, Fortuna Shoes Limited, Shampan Shoes Limited and Bay Emporium are major companies. The company has made progress with products that are free of volatile organic compounds (VOC) in its manufacturing process.
It is guaranteed that the job advertisement has access to all qualified candidates and gives rights to collective bargaining. The company upholds the anti-bribery act of various rental countries and also the law of Bangladesh.
Chapter-03
Theoretical Framework
- Human Resource Management History
- Functions of HRM
- HR Department’s responsibility Large Organizations
- Job Analysis
- External sources
- Recruiting internally and externally
The terms "human resource management" and "human resources" have largely replaced the term "personnel management" as a description of the process involved in managing people in organizations. Human resource management is growing rapidly. workforce management methods. The right start for the recruiting fort is to act on a work process anal, documenting the actual or proposed job requirement to be performed. Job anal ysis is a systematic process of collecting all job related information for preparation of job description and job specification aimed at employee selection, job satisfaction and motivation etc.
Job analysis forms the basis for subsequent HR activities such as developing an effective training program, selecting employees, setting performance standards and evaluating employees (performance appraisal), and rewarding employees in the compensation system or plan. a) To determine the most effective methods for performing a job. b) To increase employee satisfaction at work. c) To identify the main areas for employee training and to find the best training methods. d) Development of performance measurement systems. e) Matching job specifications with employee specifications during the selection of a. When the observation method is used, a manager, anal work engineer, or industrial engineer observes the individual performing the work and keeps notes to describe the tasks and duties performed. Personal referrals: When there is a job vacancy in an organization, existing employees will probably know some of their relatives or friends who can effectively fill the job vacancy.
So when an employee reads it and finds out if there is any job vacancy news and is aware of a job opportunity. Outsourcing: Outsourcing is when a recruiter hires candidates from outside the organization. a) Candidates with special skills and good knowledge will be employed. The basic reason is to hire qualified candidates who are able to perform the job successfully.
Recruitment and selection is the process of identifying the need for a job, determining the requirements of the position and the job holder, advertising the position and choosing the most suitable person for the job. Disappointment arising from failures and dropouts in training and later on the job can be avoided by using tests of applicants' skills and potential. The opinions of previous employers and other persons mentioned by the candidate are as reliable as the judgment of the person giving them.
References can help verify certain facts given by the candidate in the application form. Medical tests can vary from comprehensive to nominal, depending on the nature of the job. The selected candidates are issued the appointment letter after the recommendations of the selection board are approved by the competent authority in the company.
This authority comes from the employment requisition as developed by an analysis of the workload and workforce. Employee can be compared, i.e. a comprehensive job description and job specification must be available in advance.
Chapter-04
Human Resource Management Practices of Apex Foot Ltd
- HR PRACTICE
- Recruitment
- Employment Legislation
- Development
- Rewards Systems
- Training
- Measuring performance
- Motivation
- Selection
- Sustaining and retaining HR Inventories
- HR activities of the Company on Day to Day Basis
- FORECASTINGDEMAND
- Forecasting
- Recruitment
- Recruitment Policies of APEX
- Recruitment & Selection Process
- Recruitment: As we know AFL runs retail business and currentl y it has 220 store all over the country so it requires hiring great number of employees
- HEADQUARTER (EMPLOYEE)
- STORE (SALES Person)
- Candidates Background Check
- TRAINING &ORGANIZATIONAL DEVELOPMENT
- The Training Process
- Analysis of Requirement
- DETERMINING TRAINING OBJECTIVE
- DESIGNING TRAINING PROGRAM
- Evaluation
- Other Matters Relating to Training
- PERFORMANCE APPRAISAL
Employees are rewarded based on the methods of assessment and if the results are positive, they will be positively influenced. Final Interview:- In the final stage, the interview proceeds with COO or MD of the company after a series of interviews with HOD and executives. Apex also gives priorities to the internal junior officers to be promoted to the higher posts.
In Apex, it is based on determining the necessities and managing which methods to consider in the interview. AFL conducts the interview through HR, the CEO and Head of Recruiting conduct the first interview, and then the company's CEO interviews at the final stage. Employee background checks are a very important part of recruiting or hiring HR.
As Apex has to provide regular service to the customer, it has a bigger plan for the employees to perform better through training and development. Operations Anal ysis: This includes anal ysis of the operational side of the organization then based on that what needs to be learned is determined. Apex provides different training and development programs for which it defines the objective of the training aimed at fulfilling the gaps that the employee has and what the employee needs.
According to the outcomes of the anal examination, Apex Footwear Limited plans the training sessions. For the design of new training purposes, judgments on the following items are required for this purpose. What types or methods of training should be given depends on the people we need to train.
Trainer must have the knowledge about what will be delivered to the employees. The allocation of resources is an integral part of the design process and this also involves supporting materials such as detailed syllabus, research notes, case studies, guides, brochures, etc. This is one of the most important phases in terms of calculating whether the trainer has really learned and the objective of the training program has been achieved or not.
Training Budget: Top management provides annual budget to the HR department for arranging training and other programs. Previous Training Record: Upon review to the latest document, HR and the individual employee will maintain each employee's training history.
Chapter-05 Findings
Because they have no specific source of recruitment for the sales force, they suffer from this problem. With few reimbursements, which generated more cost, but the training session held in apex is not enough for the new employee to earn.
Chapter-06
Recommendation and Conclusion
APEX must use inventive versatility that implies transferability in the association to any path, including up, down and side to side. I got the chance to see the ERP software which is very important to know to work in big companies. Frequent change of business condition that creates designs in a dynamic circumstance calls for basic investigation of the circumstances and strict adherence to the center head of the association Since AFL is decentralized organization, animation and center values are considered by everyone within the association, working in unique .
In this report I did my best to identify the recruitment and selection procedure used by APEX. Finally, the company should focus more on quality rather than quantity in terms of recruitment and selection process. Retrieved from UKESSAYS: https://www.ukessays.com/essays/business/literature-review-recruitment-and-selection-process-business-essay.php.
