Summer 2015

Report – Current HR System of Apex

Course Name – Human Resources Management
Course Code – MGT 351
Section – 08
Submitted To – Naureen Khan (NNK)
Group Name: Sapphire
Date of Submission- 3rd August, 2015
PRESENTED BY:

Student Name Student ID

MamunGazi 1220777030
JarinTasnim 1311230630
Nusrat Farha Trina 1320073030

Learning Grade Class Tutors Internal

Objectives Assessment Moderators Grade
HRM 1 10
HRM 2 10
HRM 3 10
HRM 4 10
Report Writing 10
Total 50
 Current HR System of Apex

Table of Content:

SL. NO Title Page No.

1 Executive summary 3
2 Introduction 4
3 Methodology 5
4 Company Background 7
5 Current HR system 8
6 Recruitment 9-11
7 Selection process 11-13
8 Training and 13-14
Development
9 Benefited Offer 15-16
10 Recommendations 17
11 Conclusion 18
12 References 19

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 Current HR System of Apex

Executive summary:

Apex Adelchi Footwear Limited one of the oldest footwear industry in Bangladesh. It starts its
journey in January 04, 1990 as Apex Footwear limited, Later on in December 27, 2006 it
changed its name in to Apex Adelchi Footwear Limited.

Apex Adelchi Footwear Limited is a fully export oriented company. Now a days it is leading
manufacturer and exporter of leather footwear from Bangladesh to major shoe retailers in
Western Europe, North America and Japan.

We are appoint in Current HR System of this organization as our report. We are maintaining
coordination between HR system which including Recruitment and selection process, Training
and Development and benefits offered. For that reason we prepare our report on “Current HR
System of Apex Adelchi Footwear Limited”.

This report explores the HR Process of AAFL focusing on their HRM Department and
preparation of other necessary documents in a detailed manner. Moreover some error has been
pointed out in findings section like lack of coordination between departments, lack of skilled and
experience employee.

At the end AAFL has been recommended to reduce the intermediaries, provide training to the
employees and introduce an automated system for improving efficiency at the long run.

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 Current HR System of Apex

Introduction:

“APEX” means the peak or the zenith. AAFL is committed to productivity and quality growth to
attain its objective of being a leading footwear manufacturer of Asia through its vision of “ Honest
Growth”.

We choose Apex Adelchi Footwear Limited (AAFL) for our report. We choose this company
because Apex HR Services is a professionally managed organization in the field of recruitment
and type of business whether it is at the executive level professionals, skilled, semi-skilled or un-
skilled workers for all type of industries. With the excellent track record, professional staff and
prolonged years of experience, they have mastered their art, set trends and built up exclusive
clients with reputation of dependability and customer satisfaction. Apex HR Services was
conceived and subsequently established in the year 2010.

They have strong dedicated team. Each team member being a recruitment specialist in the
respective filed. As they all are aware India offer the richest source of manpower with
tremendous job capability. They have at their disposal a computerized data bank with over
thousands of comprehensive resume shortlisted by their expert screening panel ready to fulfill
our requirements. They enjoy a great pleasure to extend their services to our esteemed
organization and take this opportunity to solicit our patronage.

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 Current HR System of Apex

Methodology:

While preparing this report information was gathered from the following sources:

Primary Data:

Interviews with personnel of Apex Adelchi Footwear Limited.

Secondary Data:

Official website of the company, Newspaper

Data Collection Time:

The data is gathered by us. It took 2 months (60 days) just to collect data.

Data Analysis:

To know the company overview better, sources were explored for primary information and data. But
hardly any updated data could be found. In the absence of updated information and data dependency on
secondary has been inevitable. Data has been collected by interviewing the responsible officers and from
some documents & statements printed by the Apex Adelchi Footwear Limited and the website of AAFL.
Still wherever possible primary data has been tried to use.

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 Current HR System of Apex

Overview:

Apex Adelchi has quickly established itself as one of the most recognizable brands in the footwear market
of Bangladesh. AFL pioneered the export of value added finished products export in the leather
sector of Bangladesh and is also involved in the local footwear retail business with the second
largest shoe retail network in the country.

AAFL Company has exported more than 3.6 million pairs of shoes to Europe, Japan and USA per annum.
Their earning was more than 4,000 million Euros from export. They have concentrated mainly on the
export market. These export market comprises them more than 90% of their sales. They also have a
growing local market for their products. Their local products were sold through a chain of retail shoe
outlets in Bangladesh by the name of Galleries Apex.

Apex is the local manufacturing and retail wing of Apex Footwear Limited. While AFL has
predominantly earned both critical and commercial fame through export of high quality leather
footwear in the international arena, Apex has sought to adeptly make use of that expertise to
provide high quality, fashionable footwear to the Bangladeshi consumer

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 Current HR System of Apex

Nusrat Farha Trina

ID:1320073030

Company Background:

Apex Adelchi Footwear Limited (AAFL) is a leading export-oriented leather footwear

manufacturer in Bangladesh. It is the largest exporter of leather footwear from Bangladesh.
Currently holding the second position, the company is also one of the fastest growing footwear
companies in the local market. Despite the effects of global economic turmoil and scarcity of
raw hide due to natural disasters, the company has performed well in the last couple of years.
Bangladesh is major shoe retailer in Western Europe, North America and Japan. AAFL was
incorporated on January 04, 1990. In the same year it went into commercial production with an
installed capacity of 1000 pairs per day and 350 employees. Today the company is producing
15000 pairs of shoes per day, employing over 7,500 people in two factories.

Apex Adelchi has quickly established itself as one of the most recognizable brands in the
footwear market of Bangladesh. Apex Adelchi accounts for 45% of the total footwear exports
from Bangladesh. With 6% of market share in local market, they are behind only to Bata Shoe,
which holds 22% of market share. Because of their superior quality compared to that of Bata,
Apex Adelchi’s products have given the local market a very good alternative to Bata. Although
the company remains a predominantly export-oriented company, they have also taken the local
market very seriously, which may prove to be decisive in the long run.

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 Current HR System of Apex

Company Profile

Name of the Company: Apex Adelchi Footwear Limited.

Date of Commencement of Business as Apex Footwear Limited: January 4 1990.

Name Change to Apex Adelchi Footwear Limited: December 27, 2006.

Type of Company: Public Limited

Current HR system:

HR Management centralizes, consolidates, and integrates HR information into a core employee

system of record that goes beyond common HR platforms. HR Management is a key suite
within Apex, the complete people management platform that enables organizations to more
effectively drive their business performance. HR Management is a human resources
management system (HRMS) that serves as the core system of record for all employee-related
information: personal data and history, professional history, talent and job profiles, history with
the organization, payroll and benefits data, and many other details. HR Management simplifies
information management and reduces the cost of ad-hoc integration by centralizing all of the
relevant data required to effectively manage employees. For instance, when an employee’s
current home address is needed – such as for insurance, tax information, or emergency contact
information – the data can be easily accessed since it resides in a central location. Should the
employee’s address change, it only needs to be updated once and in one location. Sophisticated
security at the field level ensures the privacy of all employee data.HR Management also enables

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 Current HR System of Apex

employees and managers self-service access to their relevant information. HR Management also
provides complete time off management capabilities. Employees can see their time off ledger in
real time, as well as view all of their upcoming time off requests in their calendars.
Administrators can easily configure workflows for time off approval, as well as override specific
time off rules in case of one-off exceptions. Country-specific weekends and company holidays
can also be taken into account when requesting time off. Time off management supports one or
more plans in an organization, and customers can apply unique policies to these plans. Some
information can only be seen or changed by designated HR professionals. Other information
(such as job title and work phone number) can be configured to be viewed by all members of the
organization.

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 Current HR System of Apex

Mamun Gazi

ID: 1220777030

Requirement:

Recruitment policies are the appointment of the most suitable person for a given post, based on a
candidate's skills. A fundamental part of the process is to ensure that standards of fairness and
equality are maintained. The business environment is constantly changing, and the way in which
organizations manage recruitment and selection has to match those changes.

Apex Adelchi Footwear Limited (AAFL) always tries to attract and retain highly qualified
human resources who will not only work effectively and efficiently in their relevant fields, but
also contribute towards company’s growth and success as a whole. Apex not only attracts well
qualified candidates but also tries to identify and retain people who are really interested to work
with apex for an acceptable period of time.

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 Current HR System of Apex

Recruitment Philosophy of Apex:

 Apex generally promotes hiring employees within the organizations, but when the need
arises they also hires from outside for vacancies at all level.
 Apex always emphasizes on hiring for a long period of time. The organization tries to
attract and select those candidates who are willing to work for the company and move
through the organizational hierarchy to the senior level positions in the future.
 Apex also developed a corporate culture where employees are not treated as mere
employees. They are treated as associates of the company. Together, they form a family
and all the employee are part of the family.

Types of Recruitment:

Apex Adelchi practices two types of recruitment

1. Yearly recruitment which is designed by HR managers as to how many employee

company needs and in what positions.
2. Need basis recruitment, this is done if there is a sudden vacancy or if they need any extra
employee to handle the situation or any project.

Recruitment sources and methods:

Apex usually promotes from within the organizations. But it also recruits from external sources.
The external sources are:

 Different universities
 Competitors and other organizations
 Unsolicited applicants

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 Current HR System of Apex

Campus recruitment is done by the HR division and the overall planningfor this is done based on
annual manpower plan. However, the respective business departments requiring the profiles
should have the responsibility and mandate to shortlist the campus based students. The HR
division needs to identify a set of campuses based on the courses conducted there. HR division
will need to take decision regarding the sources of external recruiting considering variables like –

 Available spread of candidates

 Cost impact
 Time needed

External recruitment methods include:

 Advertising in newspapers, company website etc.

 Employee referrals
 Internships

Nusrat Farha Trina

ID: 1320073030

Selection Process:

Searching for a rental party is new and exciting. Finding the right fit is more than just driving by
a property and dropping off application. The more research you do, the greater your chances of
finding the perfect place to call home for the next year. We have tried to explain the selection
process in great detail to help reduce the possible anxiety in selecting your rental property.

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 Current HR System of Apex

Initial Telephone Introduction:

Following on from your application a member of our recruitment team will contact you. They
will ask you whether you have any previous experience, any qualifications, your current place of
work and the type(s) of work you are looking for.

Interview:

For those progressing onto the next stage you will be invited to attend an interview with key
recruitment worker. During the appointment you can expect the following:

 You will be required to complete our thorough application form

 You will be asked to complete an Enhanced Criminal Records Bureau Disclosure
 You will have a one to one interview with one of recruitment consultants

Your recruitment consultant will also check all the paper work that you will have been asked to
provide. A check list will be sent to you along with confirmation of your interview date.

Processing your Application:

Upon successful completion of the application process your CRB form will be sent off, your
references contacted and a request made for any further information that we may require from

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 Current HR System of Apex

you. Upon receipt of all required information you will be booked on to (if required) the relevant
induction course. 

Below describes the basic selection process:

Step 1: Search our website and review all units that meet your needs regarding price, location,
availability date, amenities, pets, etc. Review all the available pictures, video tours and floor
plans.

Step 2: Call or visit our office for more information and information regarding availability.
Availability can change quickly based on demand. An experienced agent in our office can help
you determine if the exact unit you want meets the time frame and price you need.

Step 3: Review our rental application criteria and our sample lease and deposit agreement to
determine if you are able to meet and fulfill all the requirements. Processing your application
may be delayed or you may lose your place in line if you do not properly qualify.

Step 4: After you have researched the units and selected your top choices, schedule an
appointment to view the unit or submit an application. Once a lease is signed, we will not
schedule any more showings to respect our current tenant’s privacy.

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 Current HR System of Apex

JarinTasnim

ID:1311230630

Training and development:

 Health and OSH awareness program:

The Occupational health and safety awareness training provides a basic understanding of
the Occupational Health and Safety Act (OHSA), and does not replace any sector specific,
hazard specific, or competency specific training.

 Firefighting training & drills:

This kind of training about how to get rid of fire. Staff awareness of fire risks and knowledge
of how to react to situations are essential Health & Safety elements that should be made
available to their employees. Apex Fire can provide a comprehensive training package for
their staff. All training is delivered by our qualified trainers.

 First aid training &drills:

Apex is committed to innovation and excellence. Apex Training Solutions, they believe that
first aid skills are more than a jobsite requirement. First aid training can help save a life,
prevent permanent disability, and provide physical and emotional relief and make people
more aware of safety issues excellence. This training provides the skills and knowledge
required to use specialized equipment in the provision of resuscitation.

 PPE usage training:

Work practice controls are generally the preferred methods of providing protection to workers
against occupational hazards. Some work practice controls that Apex can implement are:

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 Current HR System of Apex

 Using wet methods to minimize dust;

 Job rotation to limit employee exposure to hazards;
 Personal hygiene to eliminate ingestion or skin exposure to hazardous chemicals; and
 Perform routine maintenance on field equipment.

Evacuation drills:

A fire drill is a method of practicing the evacuation of a building for a fire or other

emergency.

 To utilize outside agencies (Apex, local fire station, fire officer) for training and
staff development, so as to enhance safety procedures

 To develop a tried and trusted framework which will ensure the safety of all
school personnel in the event of a fire.

 Quality training:

ASQ is a global community of people passionate about quality, who use the tools their ideas
and expertise to make our world work better.

 Skill up-graduation training:

The objective of this programmer is to upgrade the skill of young work force to meet the
challenges in the overseas employment market.

 Productivity training:

Time management training to organizational skills several of our productivity

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 Current HR System of Apex

NusratFarha Trina
ID: 1320073030

Benefited offer:

Employees come with all sorts of rules and regulations, but the good news is that most
employees are at-will employees, meaning that you can fire them at any time for nearly any
reason. The problems sneak up when your expectations of the position do not match your
employee’s expectations. To prevent this disconnect between expectations, you should provide
your employees with benefit offered that illustrates what should be expected of him or her.

Equal Employment Opportunity Policy:

All employers are required by a law to provide a workplace with equal employment
opportunities for all persons. A written equal employment opportunity (EEO) policy is a way for
the organization to acknowledge that it embraces the law and to inform employees of its non-
discrimination policy. The EEO policy should state that the organization believes that all persons
are entitled to equal employment opportunity. This statement can specifically list all the
protected classes -- race, color, religion, sex and so on -- or can indicate generally that the
organization does not discriminate against employees protected under the various federal and
state laws.

Open-Door Policy:
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 Current HR System of Apex

Employees who work in an environment where open communication is encouraged may be less
likely to go to an attorney with their complaints. An open-door policy is the perfect vehicle for
encouraging employees to air their concerns before they escalate into a major problem for the
organization. An open-door policy can be a simple statement that encourages employees to
discuss their work-related concerns with management or the human resources department.

Leaves of Absence:

Organizations should be aware that laws require employers to provide certain types of leaves of
absence for eligible employees. Employers may be required by law to provide leaves for
workers' compensation, pregnancy disability, alcohol and drug rehabilitation, military duty, jury
and witness duty, voting time and more.

Workplace Expectations:

Apex is committed to provide a safe, healthy and secure work environment for employees,
sub-contractors and visitors through their work safe program. They achieve their work safe
goals through partnership with their leadership, managers and staff. They collaborate to ensure
that their overall commitment to safety is translated in a way that can easily be applied to their
day to day working activities. Their work safe program is based on the following principles:

 Occupational injuries and illnesses are preventable.

 Safety is everyone’s responsibility
 Working safely is a condition of employment

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 Current HR System of Apex

 Compliance with all applicable safety, health and environmental requirements is

paramount

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 Current HR System of Apex

Recommendation:

After going through the project work we would like to draw their attention over some of the following
facts:

Reducing the Intermediaries:

By introducing their brand to other countries they can create a new market. Participation in the
international trade fairs, exhibitions will create a brand image and eventually they will be able to market
their own product without intermediary.

Skilled and Trained Employees:

AAFL need to provide necessary training in technical and practical field for their employees to develop
skilled manpower.

Transparent Management System:

Participative management is an essential best practice. It means that sharing information about
clients and various business processes encourages employees to work with the management.

Appropriate Work Environment:

They need to ensure that the work environment is safe, happy and healthy. Employees need a
good mind frame in order to perform well.

Accurate Performance Management System:

The HR department must ensure best practices in accurate performance management. There must
be proper communication and feedback between employees and administration. This helps
determine the status of performance and profitability.

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 Current HR System of Apex

Conclusion:

When we began our report in the Apex Adelchi Footwear Limited, we did not know what to
expect from this report because we didn’t have enough insight about the industry. But it turned
out to be useful experience for us. Although we worked for a short period of time with the
company it will be helpful for us to get ahead in the organizational environment. It benefited us
as we were able to gain a lot of knowledge about the company and the industry by observing,
working with the employees of AAFL.

During this time we got an opportunity to observe the overall activities of managing the HR
environment. This report has provided some interesting insight into what kind of HR policies
they follow. Finally, we would say that this report at Apex has increased our practical knowledge
and experience about Business Administration, HR policies and helped us.

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 Current HR System of Apex

Reference:

 http://www.apexadelchi.com/apex_adelchi/Profile
 http://www.apexadelchi.com/Image//bof.html
 http://www.thefinancialexpress-bd.com/more.php?news_id=128957&date=2011-03- 13
 Johnson, Bade, (2005) Export Import Procedures and Documentation, Fourth edition,
Amacom Books.
 Apex Adelchi Footwear Audited Report, Published Year 2010 6. Apex Adelchi Footwear
Limited Project Profile

 Annual Report (2010-2011) of AAFL

 http://www.apexadelchi.com/apex_adelchi/
 HR Manager (HR Department), AAFL, Head Office, Gulshan-1, Dhaka-1212
 Philip Kotler & Gary Armstrong; Principles of Marketing; Pearson Prentice hall, 2007-
08, 12th edition
 Gary Dessler (2015) Human Resource Management, Pearson Education Limited, England pg
no.206, 207.
 HR Manual of Apex Adelchi Footwear Limited.
 http://www.apexfootwearltd.com/apex_footwear/Training-Development

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