Impact of HR Policies on Organizational Performance of RMG Sector in Bangladesh: A Study on Winter Dress Ltd.”. I based the report largely on “Impact of HR Policies on Organizational Performance of RMG Sector in Bangladesh: A Study on Winter Dress Ltd.”.
Chapter: 1 Introduction
- Introduction
- Background
- Report’s Origin
- Study Objective
The impact of human resources policy is the track along which the country's organizational performance can be developed. In this report, I have tried to find out the impact of HR policies on organizational performance in readymade garments industry which is 100% export oriented garments in Bangladesh and how these policies have an impact on the overall performance of the organization.
General Objective
Specific Objective
Research Scope
Significances
Methodology of the Study
Sources of Data
To identify the loophole and ineffectiveness of the system, I sometimes stayed and passed many times with the employees.
Primary Data
Secondary Data
Data Analysis Technique
Report Prepare and Procedural Time
Limitations of the Study
Chapter: 2
Literature Review
Literature Review of the Study
Among them, one of the most critical reasons requires further research as well as investigation in our country's effects on HR policies on organizational performance. Both of them measured HR policies and found positive relationships related to organizational performance.
Conceptual Framework
Moreover, training and development is also related to the performance of the employees because training and development makes an employee perform better in his or her job. After being trained, employees can perform much better in their respective jobs which brings an employee's 'compensation and various benefits'.
Chapter: 3
Company Profile
- About Winter Dress Limited
- Vision
- Mission
- Background and Experience of the Director
- Company Details
- Total Manpower
- Product and Service
- Organization Floors at a Glance
Since the very beginning, the company has been doing business with many customers with its honesty. Other Sydney Ehsan Group companies are associated with Winter Dress Ltd, Mehta Hot Dress Ltd, Sydney Fashion Limited, Ehsan Fashion Limited etc. Winter Dress Limited is a 100% export oriented readymade garment and sweater factory located at no. 1 Kalma, Dairy Farm, Savar, Dhaka.
As WDL is a 100% export oriented composite knitwear unit with the commitment to meet the global needs for knitwear and casual wear. Winter Dress Limited uses raw materials like Cotton, Acrylic, V/NYL, and Wool, Blend Yarn & Others for production and manufactures sweater and cover, sweater for ladies, men &.
Ground Floor
First Floor
Second Floor
Third Floor
Certificate /License Status of Winter Dress Limited
Name of Certificate/License Number/Status
Responsibility of WDL towards Environment and Society
Fire Equipment List
Machine Details of Winter Dress Limited
Diesel generator (950 kva & 850 kva) Young Mark/Daihatsu 02 Complete Auto Smoke/Heat detector Young Mark/Daihatsu 01 Complete Auto Fire Hose Reel System Young Mark/Daihatsu 01.
Future Plan of Winter Dress Limited
Chapter: 4
Human Resource Management Policies of
Winter Dress Limited
- HR Planning and Forecasting
- Manpower Gap Analysis
- Job Analysis
- Organization & Maintenance
- Recruitment and Selection
On 22nd of that month they issue a circular for this and take end of month viva and finally those who are called to join next month are selected. It may include securing the relevant skills and appointments to perform satisfactorily, recognized professional and company evidence. Staff, in the meantime, is the genuine procedure of dealing with the flow of faculty in, in through exchanges, and out of an association.
The procedure of employment examination includes the examiner portraying the obligations of the occupant, at that point the nature and conditions of work, lastly a few essential abilities. After this, the activity investigator completed a framework called a vocation psychography, which shows the psychological prerequisites of the activity.
Qualification of Recruitment
For the recruitment and selection of employees, the organization follows their recruitment and selection policy, which includes many things which are as follows: -.
Internal Recruitment & Selection
Winter Dress Ltd follows internal recruitment method if HR department feels that there are 2-3 vacancies available which are perfect for their current employees then they select from those vacancies.
External Recruitment & Selection
Posting Job
Requisition
Development and Training
Objective of Training
Purpose of Training
Training Method of Winter Dress Limited
Training Method {on the job}
Training Method {off the job}
Performance Appraisal
The Goal of Winter Dress Ltd for Performance Appraisal
Compensation and Benefit
Winter Dress Limited has survived and become successful as well as contributing to the national economy since five years. Wages are always paid at the end of the month to Winter Dress Ltd. Consequently, Winter Dress Ltd is seeking a better compensation system under Bangladesh labor law 2006 as per the gazette and also Bangladesh Garment Manufacturers and Exporters Association (BGMEA) wage plan.
Generally, Winter Dress ltd provides compensation to an employee which includes basic compensation for doing work which may be salary or wages. Winter Dress Ltd is a fully compliant factory which has several compensation policies and these can be defined with two types of compensation procedure for employee and workman.
Direct Compensation
Winter Dress Ltd provides the employee allowances for new employees and production worker allowances, which according to the implementation in the government gazette are different from those for general employees. Every month, in the first week, Winter Dress Ltd pays the wages and salaries of its employees. Incentive Pay: Winter Dress Ltd management paid incentives when specified performance targets were met. Incentives can inspire employees to achieve higher levels of performance and motivate them to achieve company goals and targets.
Winter Dress Ltd offers two types of bonuses to its workers and employees. This type of bonus is to motivate the worker to show up at his workplace at the right time.
Indirect Compensation
Disciplinary Action of Winter Dress Limited
Winter Dress Ltd attaches great importance to maintaining discipline and if an employee breaks any rules, he or she will be punished or his or her salary may be cut. Written warning: This type of warning that a supervisor gives his subordinates formally by giving a warning documents which is sometimes followed by HR for Winter Dress Ltd. Suspension: If an employee disrespects their supervisors or managers, they must be suspended from the organization, which is obeyed by the HR staff of Winter Dress Ltd.
In addition, the HR managers and employees of Winter Dress Ltd have the power to terminate the employee. For example, an employee of Winter Dress Ltd stole another employee's money and then he or she was punished with dismissal.
Relationship between HR Employee-Staffs-Workers-Buyer
Compliance and Human Recourse Department
Chapter: 5
Analysis, Findings & Discussion
Demographic Profile of the Respondent
- Age of the Respondent
- Education Background of the Respondent
Among the 50 respondents, the male respondents were 37, which is 74% of the total respondents, and female respondents were 13, which is 26%. As a result, the majority of the respondents are male employees with 37 out of a total of 50 employees. The questionnaire shows that most of the respondents are male which is 74% and female is 26%.
It is a fact that in Bangladesh, the number of female Human Resource managers constitutes one-fourth of the male Human Resource managers. Among the respondents, it was found that most of the HR employees at Winter Dress Ltd are between 25 and 35 years old.
Exploratory Factors Analysis
Age is taken in four categories, with 15 to 19 being the least and 40 and over being the most. In addition, some HR staff have worked for more than 8 years in Winter Dress Ltd. Furthermore, it is also shown that no HR managers in Winter Dress Ltd are under 20 years of age.
After the survey, it was found that the respondents who currently work at Winter Dress doo have different educational backgrounds. However, fewer employers have completed postgraduate studies who are in senior management positions.
Questionnaire Analysis
Recruitment and Selection
Recruitment and Selection Satisfaction
Training and Development
Compensation Package & Benefits
Performance Appraisal
Rewards and Incentives
Reward and Incentive Satisfaction of the
Employee’s
Organizational Performance
Recommendation & Conclusion
Recommendation for Future
The concept of HR policies on organizational performance covers two things, what has already been done to increase organizational performance and in the future, how organizational performance will be improved based on HR policies. First of all, some HR policies need to be changed to increase the performance of the organization. So giving an employee fair and judgmental compensation and providing benefits like (transportation, food, disability, picnic, insurance, pension, vacation, etc.) will make an employee dedicated to his work and all these benefits must be included and very high. necessary to increase the performance of the organization.
Involving employees in profit sharing and gaining market share motivates an employee to perform much better. Furthermore, the training structure should be made in such a way that an employee can get the right training in their respective work, which will make an employee increase the organizational performance.
Conclusion
In today's world it is being lost day by day and it is the thing that cannot be brought. Not only in personal life but also in corporate and work life it is very necessary. So, if an employee receives good behavior from his/her supervisor, then his/her organizational performance will automatically increase and he/she will realize that his/her dedication is valued in the organization and he/she will motivated only to work collectively. towards achieving the organizational goal.
Therefore, Winter Dress Ltd has been established by doing so much work about 8 years as a clothing manufacturing company to achieve high reputation and create a better customer profile, which has made and recognized Winter Dress Ltd as one of the best garment company in Bangladesh. Furthermore, Winter Dress Ltd is very optimistic that in the future it will expand its clothing sector and improve the HR staff to make the best policies for their company's workforce as well as to make the product best quality remembering their mission and vision and best organization as one of the most reliable export outfits in Bangladesh by '2025'.
Appendices
Questionnaire
Impact of HR Policies on Organizational Performance of RMG Sector in Bangladesh”
Note: There is no right or wrong answer, you are asked to rate your opinion on a "5 Point Scale". Where…. Please tick (√) only one option that best describes your opinion in each statement.
Please tick (√) only one option that best describes your opinion in each of the statements
- Recruitment and Selection
- Training and Development
- Compensation Package
- Performance Appraisal
- Rewards and Incentives
- Employee Benefit
- Organizational Performance
- REFFERENCES
7 The salary increases offered by my organization are much better than other organizations to support process and performance. The goal of my organization's performance appraisal is improvement. employee performance and strengthening of employees' work skills. 18 The existence rewards and incentive plans that I receive from my organization fully motivate me to perform better.
The benefits I received from my organization are similar to most. of the other organizations in the industry provide to their employees. Academy of Management Journal, Vol.37, No.3, p. 1995), The Impact of Human Resource Management Practices on Revenue, Productivity, and Corporate Financial Performance.
