Human Resource
Management Practices:
A study on Visual Knitwears Limited
Prepared By
Faiyaz Ebna Osman ID: 17305052
Session:-2016-17 Supervised By Md. Kafil Uddin Assistant Professor
Department of Human Resource Management
University of Chittagong
To know the overall Human resources
practices
To know about the
Recruitment and Selections
OBJECTIVE OF THE STUDY
M a in O b je ct iv e S p e cifi c O b je ct iv e
To know about the Training and Development
To know about the
Performance Appraisal
To know about the
Compensation
RESEARCH METHODOLOGY
Research Setting
HR department, Production units,
IT department Ambulance room/ Dispensary etc
Qualitative method Deductive approach Observation method Two months Duration
Research Design D a ta S o u rc e s
1. Primary sources
a. Observing while working on the Organization, b. Talking,
c. Face-to-face,
d. Reading messages and listening phone calls.
2. Secondary sources
a. Documents and papers, b. Company’s website.
c. Reading books and browsing
WORK PRESSURE
Though the HR team of the company were very helpful, but most of the
time they could not Co-operate me due to their work pressure.
COMPANY POLICY
Company policy resisted me to collect the needed information from there.
DURATION OF INTERNSHIP
The time given, is not enough for the study.
COMPANY WEBSITE
I found a lack of solid information from the company website.
ACADEMIC AND PERSONAL PRESSURE
LIMITATIONS OF THE REPORT
COMPANY NAME Visual Knitwears Limited
COMPANY PROFILE
ESTABLISHMENT
2006
TOTAL EMPLOYEE
1570
TOTAL MACHINE
Apx 650 sets
EXPORT DESTINATION
USA & Europe
Interview&Examine Final
selection/Probation
Recruitment and Selection
Internal sources
Referrals, Transfer, Rehiring
External source
Internet, Job fairs, Advertisements, Employee agency
Advertisement
Filter-out- CV
Re-examine
Selectio n
requireddocuments Medicaltest
Salary
Distribution
Training and Development
✓ Induction Training
✓ Orientation Training
✓ Aids awareness Training
✓ Covid-19 Training
✓ First Aid Training
✓ Fire Safety Training
✓ CPR Training
✓ Disciplinary Training
✓ PPE Training
✓ Grievance Handling Training
✓ Industrial Dispute Training
✓ Health & Safety Training etc.
Including both On-the job and Off-the job Training
The team responsible for the training are:
1. Welfare & Compliance Team 2. (Quality & Production) In- charge
3. Nurse & Doctor
Performance Appraisal
✓ Work Performance
✓ Attendance
✓ Loyalty & Mannerism
✓ Honesty
✓ Attention & Job Interest
✓ Job Knowledge
✓ Initiative Sense of Responsibility
✓ Efficiency
✓ Educational Qualification
✓ Relationship With Fellow Colleagues
Dimensions
:
1. Excellent2. Very good 3. Good
4. Normal 5. Bad
Behavior grading
Compensation
1. Basic salary 2. House rent
3. Medical Allowance 4. Food
5. Transportation 6. Overtime wages 7. Group Insurance
Non-Managerial workers:
1. Basic salary 2. House rent
3. Medical Allowance 4. Food
5. Transportation
Managerial workers
✓ The minimum wage is 8000, (Bangladesh Labor Law 2018 &
2019)
✓ The salaries are paid within one week of every month.
✓ O.T.= (Basic wage/208) * 2
(An employee works 26 days(m) and 8 hours(D). So, 208=26*8)
✓ Medical Allowance, Food, and Transportation are 600, 900 &
350
respectively
OPPORTUNITIES
✓ Availability of workers
✓ Arrival of new training technology
✓ Automated data collection and analytics around employees’ activities
✓Demand for flexible compensation plans
WEAKNESSES
✓ Too many uses of referral hire
✓ No Job fairs & Campus recruitment
✓ Less training resources and expertise
✓ Lack of behavioral training
✓ Biasness & No use of 360-degree appraisal
✓ Unattractive compensation package
THREATS
✓ Lack of Branding
✓ Backdated R&S methods
✓ Competitor’s providing better training facility
✓ Execution of PA by same executives
✓ Competitors providing attractive compensation and benefits
STRENGTH
✓ Sound referral hire
✓ Structured and Unstructured Interview
✓ Well-developed routine for training
✓ Covers 26 areas of training
✓ 10 important dimensions for appraisal
✓ Maintains and updates wage policy
Recommendations
✓ VKL should make proper HR planning for top positions as well as reduce too many uses of referral hires.
✓ VKL should search for talents by arranging job fairs and campus recruitment for effective recruitment.
✓ The investment should be increased to get adequate resources as well as expertise for Training
✓ They should conduct behavioral training at lower levels like; security guard
✓ VKL should take initiatives from now to reduce biasness as well as introduce a 360- degree appraisal system
✓ Adequate monetary and non-monetary rewards and incentives may be increased,
✓ VKL should revise its matching compensation plan so that employees get fair & attractive salaries & benefits.
