1

Internship report
on
“Human Resource Practices of

Universal Jeans Ltd.”

Department of Human Resource Management

University of Chittagong
 2

Internship
Report
on

“Human Resource Practices of Universal Jeans

Ltd.”

Submitted to:
Abdullah Al Mamun
Lecturer
Department of Human Resource Management
University of Chittagong

Submitted by:
Syed MD Riadul Islam

ID No: 16305106

Session: 2015-16

Department of Human Resource Management

University of Chittagong
 3

Letter of Submission

Date: 17 / 03 / 2021
Abdullah Al Mamun
Lecturer
Department of Human Resource Management
University of Chittagong
Subject: Submission of Internship report.

Dear Sir,
With due respect I would like to apprise you that I am Syed MD Riadul Islam, student of
Human Resource Department. I have the pleasure to inform you that, I have accomplished
my internship report on Pacific Jeans Group according to your instructions. I tried to know
about the implication of Human resource practices in Pacific Jeans Group. The topic name is
“Human Resource Practices of Universal Jeans Limited". I have tried to give my best efforts
and concentration during preparing the report. If any part of the assignments means
inappropriate and irrelevant with the subject please advise me.
I would like to thank you for your prolonged support and guidance during my internship and
preparing the report and I hope that you would be kind enough to see inconveniences or
mistakes that may have appeared beyond my knowledge.
Sincerely Yours,
------------------------------------
Syed MD Riadul Islam
ID No:16305106
Session: 2015-16
Department of Human Resource Management
University of Chittagong
 4

Acknowledgements
(All the praises to the almighty Allah)

This report is basically a presentation of my knowledge that I have got during my internship
about HRM practices. I was assisted by a number of employees with kind co-operation and
valuable information in this regard. So I should thank them.

I pay heartiest gratitude and greeting to the Supervisor of my report, Abdullah Al Mamun sir

, Lecturer of Department of Human Resource Management. Without sir‟s co-operation it

would have been impossible to prepare the report into a well-structured form.

I acknowledge with deep gratitude to the Department of Human Resource

Department and Pacific Jeans Group, for giving me the opportunity to study
in this topic in Chittagong EPZ. I am especially grateful to Major Sadin
Tayyeb (retired) Head of HR & Admin, Pacific Jeans Group for giving me
such an opportunity to complete my internship here.

I would also like to acknowledge and thanks the following personnel who has extended their
whole-hearted co-operation for preparing the report:

* Ayrin Sultana Corporate and Administrative Executive of HR and Admin

* MR Syed Mahbub –E – Karim Assistant Genaral Manager of HR and Admin , Universal

Jeans Ltd

* Md Syed Alaudding Senior Manager of HR and Admin , Universal Jeans Ltd

*A.H.M Shahariar, Assistant Manager HR & Admin

* MD Rezaul Morshed , Senior Executive (HR & Admin)

* Victor Hor , Corporate & Administrative Manager (HR & Admin)

I am also grateful to high officials and all the officials and staffs and officers, for their
friendly behavior, heartiest cooperation and other services during my studies.
 5

Supervisor‟s Declaration

This is to certify that the internship report on Pacific Jens Group, titled “Human
Resource Practices of Universal Jeans Limited” is carried out by a student of Department
of Human Resource Management belonging to Syed MD Riadul Islam, ID No: 16305106,
Session 2015-16, for the award of degree of Bachelor of Business Administration (BBA),
major in HRM from University of Chittagong. I certify that this work and contents of this
report has been conducted under my supervision.

He is permitted to submit the report. I wish him every success in his life.

(Supervisor)
--------------------------------
Abdullah Al Mamun
Lecturer
Department of Human Resource Management
University of Chittagong
 6

Executive Summary

As I have mentioned earlier that this is an internship report, which is a partial

requirement of graduation program. It was compulsory to attach myself with an organization
for filling the knowledge gap between the theoretical knowledge and real life practices. I am
very fortunate to get the scope to prepare my internship report on “Universal Jeans Ltd”.

The purpose of this report is to find to find out the functions of various department of
Universal Jeans Limited, Chittagong. This report is divided into six chapters.

The first chapter of this report includes the introduction, objectives, scope, methods used for
collecting data and limitations of the study. Both primary and secondary data are collected
through observation and open interview method. This study is subject to certain limitations
like corona pandemic situation, time constraints, lack of suitable data etc.

The second chapter covered details overview of the company, locations, departments,
mission and vision, products, and major buyers of the company. This chapter reflects overall
formation and structure of the company.

The third chapter discusses about theoretical aspects of HRM regarding functional area,
planning, roles, compensation, promotion, performance appraisal etc.

The fourth chapter deals with the findings and discussions of Universal Jeans Ltd where HR
practices, recruitment, salary, training, motivation, company policies etc are discussed.

The fifth chapter comprises of the SWOT analysis of Pacific Jeans Group where a
company‟s strength, weakness, opportunities and threats are reflected.

And the sixth chapter discusses in detail about Findings, Problems, Recommendations,

Lessons from internship program, Conclusion and References.

And finally some specific valuable appendices are added to complete the report.
 7

Table of contents
Serial No Contents Page No
Chapter One: Introduction
1.1 Introduction 10
1.2 Objectives of the study 12
1.3 Scope of the study 12
1.4 Research methods 13
1.5 Limitations of the study 14
Chapter Two: Company profile
2 Company profile 16-27
Chapter Three: Theoretical aspects of HRM
3.1 Human Resource Management 28
3.2 Human Resource Planning 29
3.3 Major functional area of HRM 30
3.4 The four roles of HR 31
3.5 Top 5 ways to motive your employees 32
3.6 Compensation 33
3.7 Grievance 34
3.8 Promotion 35
3.9 Absenteeism 37
3.10 Employee turnover 38
3.11 Employee separation 39
3.12 Performance appraisal 41
3.13 Human Resource Development 43
Chapter Four: Findings &
Discussion (HR practices of
Universal Jeans Ltd.)
4.1 HR practices of Universal Jeans Ltd. 44
4.2 Organogram of Universal Jeans Ltd. 45
4.3 The main activities of HR Department 46
4.4 Recruitment & selection 47
4.5 Salary & administration 49
4.6 Training & Development 51
4.7 Motivation 53
4.8 Promotion/Demotion 55
4.9 Performance appraisal 57
 8

4.10 Employee morale 59

4.11 Compensation & benefits toward employee 61
4.12 EMS software 62
4.13 Industrial relation 63
4.14 Internship activities in Universal Jeans Ltd. 65
4.15 Worker recruitment system 66
4.16 HR polices of Universal Jeans Ltd. 67
4.17 Company policies regarding minimum wages, 68
allowance & other benefits
Chapter Five: SWOT analysis of
Pacific Jeans Group
5.1 Strength 69
5.2 Weakness 70
5.3 Opportunities 71
5.4 Treats 71
Chapter Six: Findings, Recommendations, Lesson from internship &
Conclusion
6.1 Findings 72
6.2 Recommendations 73
6.3 Lesson from internship 74
6.4 Conclusion 75
References 76
Appendices
Appendix 1: Recruitment information of employee
Appendix 2: Job description form
Appendix 3: Appointment letter form
Appendix 4: Employee job card report sample
Appendix 5: KPI appraisal form
Appendix 6: Maternity benefits form
Appendix 7: After resign allowance form
Appendix 8: Damages & losses information sample form
 9

1.1 Introduction:

The internship program, a part of the academic discipline, for the BBA students it has been
designed to acquire practical knowledge and expected that, the integration of knowledge in
theories and practices will enable us to become effective. Through the internship program, I
have got the chance to acquire some experience which is expected to enlighten my career.
Completing the BBA written and viva examination our department has taken the step of
giving the practical know-how. It's really a great opportunity to have the chance to conduct
internship program in Universal Jeans Ltd., CEPZ, Bangladesh, It‟s really a matter of
immense gladness that, I have concluded my internee program in Universal Jeans Ltd.
Though it was corona pandemic period, maintaining proper health protection it was not
impossible to accomplish internship. During the internship period, I have tried my level best
to be acquainted with the managerial activities & Corporate Human resources practices in
Universal Jeans Ltd. But it is a matter of great delights that to overcome the above situation
and to ensure the theoretical education system applicable.
Garments sector is one of the important export sectors of our country. Today ready-made
garments sector not only earn maximum foreign currency but also engage a lot of
unemployed people in productive industry. For this industry, various bank and insurance
business are now in better position, transportation business now expanded in the country,
shipping business is increasing inside and outside the country, cargo handling, clearing and
forwarding business, buying house, hotel, tourist –all this sectors found possibility of their
 10

business by this readymade garments export. There are more than 36 lakh people engaged in
this sector. So their purchasing powers increases and a group of consumer also created by
this sector. More than 4.5 lakh people are engaged in different accessories industry to earn
their money. As a result our unemployment reduces beside our socioeconomic position also
developed. It is true that, for bright future of Bangladesh the contribution of this sector
cannot be neglected. But now a day there are some internal socio- political problems and for
international depression there is a possibility to reduce our export. We have to carefully
assess our internal problem and try to overcome this problem as early as possible.

The following report is prepared on “UNIVERSAL JEANS Ltd.”, which is one of the
largest among locally invested garments. And “Pacific Jeans Groups” is the 2nd largest
among all garments in Bangladesh

Universal Jeans Limited is a 100% export oriented garments manufacturing industry. It has
started commercial production in 2008. It is a private limited company and it is a “C”
category company that means there are 100% local investors. It is located in Chittagong
Export Processing Zone known as CEPZ, Bangladesh. Md. Nasir Uddin is the Managing
Director of this company. He is a well experienced business personnel and industrialist. He
has the vast marketing experience and for exploring the export business he had the
opportunity to travel all over the world and established a good business relationship with the
overseas buyers.

Universal Jeans Ltd. is one of the foremost manufactures of the garment industry in this
country. Pacific Jeans Ltd. is a 100% export oriented garments manufacturer. To maintain
world-class quality garments Pacific Jeans concentrates on the following factors :

◙ Quality of the input (such as fabrics, accessories, chemicals etc.)

◙ Quality of sewing
◙ Quality of sewing thread.
◙ Quality of washing.
◙ Quality of packing.
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◙ Quality of Finishing.

1.2 Objectives of the study:

General Objective:
Leading objective of the report is to analyze the overall Human Resource practices of
Pacific Jeans Limited.

Specific Objectives:
1. To know about Recruitment and Selection process of the company.
2. To assist the company by identifying its problems, analyzing the information and
recommending for possible solutions.
3. To identify strengths & weakness of Pacific Jeans Ltd.

4.
To make the best use of potentiality of garments industries of Bangladesh.
5.
To develop a set of human resources with the most modern business philosophy,
practice and technology.
6.
To maintain at least 80% efficiency.
7.
To ensure 100% product quality at first time.
8.
To maintain 100% commitment.
9.
To ensure 100% utilization of wealth and resources.

1.3 Scope of the study:

The scope of the study plays a significant role for an internee and in that case my scope was
vast enough. Due to some organizational rules and restrictions in some cases the scope of
learning was limited. All the information have been collected from direct interview, day to
 12

day activities of employees and conversation with employees working there. I had worked in
HR department of “Universal Jeans Ltd.” –a sister concern of “Pacific Jeans Ltd”.

Universal Jeans Ltd (UJL) is the most modern fashion wear manufacturing company at Sea-
port “Chittagong” in Bangladesh. As a sister concern of Pacific Jeans Ltd, UJL deals a great
contribution to boost the economy of Bangladesh by manufacturing casual wears for global
market with about 9500 workforces. This internship program gave me a greater scope or
opportunities for gathering experience and knowledge in several areas which I can evaluate
myself.

1.4 Research Methods:

The methodology of this report is totally different from conventional reports. I have
emphasized on the practical observation. Almost the entire report consists of my practical
observation. While preparing the report, data have been collected from the following
sources:

Primary data: During my industrial tour I visited HR & Admin department and collected
primary information by the following way-

► Observation & Informal discussion with the responsible officials of Universal Jeans
limited.

► Individual experience and job related training area.

► Face to face conversation with the officers and clients.

► Direct interview of top to lower level managers.

► Desk to desk practical experience.

Secondary data: Secondary are collected from the following sources-

 13

► Printing materials & financial reports provided by the company.

► Research Paper

► Newspaper

► Internet

► Various documents such as organizational organogram, Workers guidelines, Code of

conduct are used in preparing this report.

1.5 Limitations of the study:

The limitations were;

→ The main limitation was due to Corona pandemic it was not possible to visit whole
factory, analyze every sector and collect proper information during the internship program.

→ The allocated time was not sufficient enough to get involved with the vast and complex
process of Corporate HR activities of Universal Jeans Ltd.

→ Every organization has their own secrecy that is not revealed to others. That is the
reason they did not disclose much information.

→ Lack of sufficient accessible books and journals about Garments industry.

→ As the organization work as a unit of the main company some information remained
unknown to Manager and executives. As a result this information was kept out of the study.

→ The website of this company does not provide a good deal of information.

→ Since the company‟s personnel are very busy in their activities as Universal Jeans
Limited is a leading export–oriented organization, they could not assist me properly in spite
of their hearty willingness.

→ Published information is not up to date.

→ And also inexperience of mine was one of the main constraints of the study.
14
 15

Introduction:

Pacific Jeans Limited is a world class casual wear manufacturing company known for its
state of the art production facility, extensive and unique research and development center
and high skilled human resources.

Universal Jeans Ltd (UJL) is the most modern fashion wear manufacturing company at
Sea-port “Chittagong” in Bangladesh. As a sister concern of Pacific Jeans Ltd, UJL deals a
great contribution to boost the economy of Bangladesh by manufacturing casual wears for
global market with about 9500 workforces.

Pacific Jeans Ltd (PJL) was setup in 1994 at CEPZ, the mother factory of Universal Jeans
Ltd (UJL). UJL was started its construction work in the year of 2006 and completed in the
year of 2008. Its glorious journey was started from 25 April 2008.
At present Pacific Jeans Limited is one of the premium jeans manufacturers exporting to
over 50 countries. With continuous focus on quality improvement and value addition,
adoption of updated denim processing technology, commitment towards maintaining safe
and healthy workplace for the workers and strict adherence to customers compliance
 16

requirements, this group has become one of the most preferred suppliers of the leading
global fashion retailers.

Mr. Md. Nasiruddin is the Chairman & Managing Director of Universal Jeans Ltd a leading
readymade garment exporter and a pioneer in premium jeans manufacturing of Bangladesh.
He has been working relentlessly to promote RMG industry having contributed enormously
to the national economy, for which he has been awarded of national export trophies several
time. Most excellent awards of the honorable Managing Director are, the winner of National
Export Trophy 2010-2011 by the honorable Prime Minister Sheikh Hasina, “Business
person of the year-2006“ from Dr. Mirza Azizul Islam, Finance Advisor Govt. of the
People’s Republic of Bangladesh and nongovernment award “HSBC Export Excellence
Award – 2010, 2012 & 2014” etc.

UJL is graded as "C" Categories Company that means a 100% local investment. UJL
produces all kinds of jeans and casual wears which are worldly recognized and deals with
world class buyers that are: UNIQLO, H&M, C&A, GAP Inc. Tom Tailor, Inditex and
Charles Vogeleetc. Mainly it imports denim fabric as raw materials from various countries
as per buyer‟s approval. Then the final garments are made by using different processes such
as cutting, sewing, dyeing, dry processing, washing and finishing.

Historical Background:

Before the establishment of Universal Jeans Limited, the company was engaged in the
manufacture of casual wear since 1984. They initially conducted their business with the
three companies named as under:
◌ NZN Fashion Wears Limited.
◌ NZN Garments Limited.
◌ Diamond Fashion Wear (Pvt.) Limited.
Considering the growing s sensitivity of national and international community regarding
quality, environment, health and safety issues, they established a new company “Pacific
Jeans Limited”, in short PJL. In the year 1994, Pacific Jeans Limited was established in its
 17

own building with all modern facilities in consideration to technology and environmental
issues of the international standards in addition to three previous factories. JEANS Limited
(J2L) started its operations soon after. At present Pacific Accessories Limited (PAL) is
engaged in the production of poly bags and cartons. Another company is in the EPZ named
Universal Jeans Limited (UJL) was started its construction work in the year of 2006 and
completed in the year of 2008. Its glorious journey was started from 25 April 2008.Now a
new company is included in Pacific Jeans Limited that is-NHT Fashion Ltd. Pacific Jeans
Ltd has been striving with hard labor and sincere efforts to provide quality and value added
products to its esteemed clients obeying the national and international code of conducts and
lifted the group to a 20% growth annually. Its diversified quality products have attracted the
attention of renowned buyers of the world such as GAP, Old Navy, Lee, Wrangler, H&M,
C&A, and NEXT etc. Through advanced technology, it is firm to improve its growth trend
by satisfying its valued clients at all times.

Vision, Mission &Values Statement:

Vision:

“To be the most regarded company in South Asia” in the following way----------
■ To satisfy and meet our customers‟ expectations by developing and providing products
and services on time, which offer value in terms of quality, price, safety & social
responsibility.
■ To assure complete compliance with the international quality standards.
■ To provide the employees internationally acceptable working condition/ standards.
■ To procure the most advanced & sophisticated technology suitable for producing desired
product.
■ To attain the highest level of competence through continuous development of the
professional management system.
 18

■ To grow our sense of social responsibility reflects through our keen effort towards
employee welfare.

Mission:

We strive to provide quality services on time, based on best practices for the satisfaction of
our Partners & Stakeholders. We foster friendly working environment through open
communication and mutual respect. We encourage initiative, innovation and team work.
Workers welfare and right is our premier focus. We are committed for cleaner and greener
environment. We are driven by our responsibility to the society as a Corporate Body.

Pacific Jeans Group Values:

 Integrity
 Fairness
 Innovation
 Commitment
 Environment
 Customer Satisfaction

With Integrity we work towards business sustainability to ensure Fairness to every

stakeholder. We foster Innovation to enforce our Commitment towards the Environment and
best practices to ensure Customer Satisfaction.
 19

Source: www.pacificjeans.com

Principles of the company:

All the employees, customers/consumers and suppliers are behaved with morality. All types
of corruption must be prevented when and where it is occurred. To recognize the
contribution of all workers and help others to contribute. To ensure the equal facility for all
workers and to avoid all types of partiality. Always ensure the maximum utility of wealth
and resources. To ensure the health care of employees and provide the safe work
environment.

Code of conduct of the company:

Fair and Equal Treatment: “Universal Jeans Ltd” believe in treating their employees,
associates and all those they serve in the course of doing business with the highest levels of
honesty, integrity, consideration and respect. In other words, their workplaces are
completely free of emotional, physical, sexual or verbal harassment or abuse. Moreover,
employees must not be subjected to discrimination in recruitment, hiring, training, working
conditions, job assignments, wages and benefits, compensation, overtime, promotions,
discipline, termination and retirement on the basis of gender, age, religion, marital status,
 20

race, sexual orientation, disability, disease, nationality, pregnancy, or trade union and/or
political affiliation.

Compensation and Benefits: “Universal Jeans Ltd” and its factories are paying wages and
overtime premiums in compliance with all applicable laws. Employees are paid at least
minimum legal wages or higher and provides each employee a clear pay slip in local
language for every pay period. Pacific Jeans Ltd. also provides all legally mandated benefits
like Food allowances; transportation or transportation allowances; Festival Bonus; Other
Cash Allowances, health care, maternity benefit with leave, Earned Leave and other paid
leave; Contribution to Provident Fund; Child Care etc. Pacific Jeans Ltd. is not making any
deductions from wages which are not provided for by national law, or as a disciplinary
measure.

Voluntary Labor: All work should be voluntary and not performed under threat of penalty
or coercion. Forced labor, including bonded, trafficked, indentured or prison labor, is
prohibited.

Child Labor: “Universal Jeans Ltd” does not employ any person below the legal and or
buyer‟s COC required minimum age.

Working Hours: “Universal Jeans Ltd” is maintaining working hours including day off in
compliance with all applicable laws. Working hours may not exceed 60 hours in any seven
day period, except in truly exceptional, unforeseeable circumstances. All overtime is
voluntary and they are carrying out the operations in ways that limit overtime to a level that
ensures humane and productive working conditions.

Freedom of Association: All workers are free to join associations of their own choosing.
We are not interfering with workers who wish to lawfully and peacefully associate, organize
or bargain collectively. The decision whether or not to do so should be made solely by the
workers.
 21

Health and safety: “Universal Jeans Ltd” is complying with all applicable laws and
regulations regarding working conditions including worker health and Safety, Safe and
hygienic work place, Fire Safety, Risk Protection and electrical, mechanical &structural
safety.

Environment: “Universal Jeans Ltd” is complying with all applicable environmental laws
and regulations. They are actively working to improve the environmental performance of
our operations. This includes measures to mitigate adverse environmental impacts, and to
improve material and resource efficiency, reduce waste and prevent pollution.

Compliance with buyers/brand Code of Conduct: “Universal Jeans Ltd” is following &
ensures the Code of Conduct of different buyers / brands working with them.

Ethical Conduct: “Universal Jeans Ltd” is operating with high ethical standards and
employees should not be involved in any corruption, extortion, bribery, fraud, false
declarations, counterfeiting or insider trading.

The strategy of the company:

The company strategy is to sustain in the market and expand the company through quality
maintaining. The company is also trying to maintain quality line of the products during
economic rescission period. With the growing difficulties faced with the import of almost
100 % Garment raw materials, Pacific Jeans Ltd. has installed the world latest high–tech in
production process. The mother organization pacific group is a leading Jeans Garment
producer firstly in Bangladesh and then in Asia-pacific region. Through its operational
process, the company is restructuring its business in recent years and targeted 80% growth.

Policies and Procedures:

 Maintain cordial relations with all stakeholders, namely- customers or buyers, suppliers and
employees.
 22

 Fight against dishonesty, fraud and corruption as and when it occurs.

 Recognize the contribution of each individual and assist others to make meaningful
contribution.
 Equal rights for all and no discrimination in any field.
 Always ensure maximum utilization of resources.
 Ensure health and safety of workers and encourage an environment conducive for work.

Products of the company:

Pacific Jeans Limited is a 100% export-oriented manufacturer of branded fashion jeans and
casual wear. It has various products for various genders and age groups. Some of the
products for men and women are shown below:

 Pant
 Skirt
 Denim dress
 23

 Kids pant
 Jacket
 Joggers
 Ladies overall
Source: www.pacificjeans.com

Competitors of Universal Jeans Ltd:

Universal Jeans Limited believes that it cannot identify its competitors in this age of
cutthroat competition. It considers the local and worldwide competition while creating its
products. Apart from local producers and exporters, it faces severe competition from
international competitors like Cambodia, China, Vietnam & India. Still, the company enjoys
some competitive advantages such as:
o Low production cost
o Strong buyers
o High capital investment in technology such as CAD
o Timely delivery and shipment
o Branded products
o Ensure lead time
o Recognized as GAP‟s biggest supplier worldwide High production per day.

Industries & Companies:

At present, PACIFIC JEANS GROUP comprises of eight business units:

 24

NZN Fashion Wears Limited

Pacific Jeans Limited
NZN Garments Ltd.
Diamond Fashion Wear (PTE.) Limited Plot # 14-19, Sector # 05
150, Iqbal Road, Patherghata, Export Processing Zone
Chittagong, Bangladesh.
Chittagong, Bangladesh.
Products: Jeans and Casual Wears
Products: Jeans and Casual Wears
(Bottom)
Per day Capacity: 5,000 pcs Per day Capacity: 40,000 pcs

Year of Establishment: 18.11.1984 Year of Establishment: 25.11.1994

Source: www.pacificjeans.com

UJL DETAILS INFORMATION

1 Location South Halisohor, EPZ, Chittagong.

2 Postal Code 4223
3 Nearest port of Loading Chittagong Port
4 Traveling time from port 30 minutes
5 Type of company Private Ltd. Company
6 Geographical Location Latitude: 22.296091 Longitude: 91.778331
7 Year of establishment 25 April, 2008
8 Factory Land Area 90000 Sq. Ft. 8361 Sq. Mtr.
9 Total building size 4,83,800 Sq. Ft. 44,947 Sq. mtr

10 Manufacturing Floors 4,65,002 (4,83,800-18798) Sq. Ft. 43200 Sq. Mtr.

11 Total Manpower 9593± 51225 (Female – 4468 (Male –

53.42%) 46.58%)
 25

Qty Per Day- 55000 Pcs (4583 Dozen)

Production capacity Qty per week- 3,30,000 Pcs (27500 Dozen)
12
(Sewing) Qty per Month- 14,30,000 Pcs (119167 Dozen)
Qty per Year- 1,71,60000 Pcs (14,30000 Dozen)
Production Capacity of Washing: 43750 Kg Per Day
Washing (Wet Qty (Per Day)- 40,000 Pcs (Per Pcs= 0.800
Process&Dry process) Qty per Months- 1,040,000 Pcs Kg)
Total Qty (Washing) = 35,000 Pcs Per Day
13 Liquor Ratio (Material :Liquor) Washing- 1:8
14 Peak Season October - June
Shift 02 (Day Shift and Night Shift)
All department without Wet 8:00 AM – 4:30 PM (with 1/2 hours launch
Process break)
15 A. Day Shift:8:00 AM - 4:30 PM (Including ½
Washing (Wet Process) hour lunch time) B. Night Shift: 8:00 PM-4:30
AM (Including ½ hour lunch time)
16 Product type & Items All type of Jeans and casual wears (Woven)
17 Product by Gender % Gents – 50%, Ladies – 40%, Children – 10%
Uniqlo – 67.30%, Levi‟s-1.00 %,
Inditex(Zara) – 11.77%, C&A –12.80%, GAP
18 Name of Customers & Production%
– 0%, H&M – 6.30%,
Tom Tailor–0.55%, CV-0%
Uniqlo (Japan)
Inditex - Zara (Spain)
C&A (Germany)
19 Buyer and Country GAP Inc. (USA)
H&M (Sweden)
Tom Tailor (Germany)
CV (Switzerland)
LEVI Strauss & Co. (USA)
Europe 33%,
20 Main Export Markets% Asia-Pacific 65%,
North America 2%
Shipment methods to USA or Other
21 By Sea- 90% By Air- 10%
Countries
Yearly Manpower Turn Over 3.75%
(Worker)
22
Yearly Manpower Turn Over 2.21%
(Management)

23 Yearly Production
24 Yearly Financial Turn Over
Valuable Buyers
26
 2011- 7947768 Pcs
 2012-10103194 Pcs
 2013- 12635900 Pcs
 2014-11123400 Pcs
 2015-11194276 Pcs
 2016- 12526545 Pcs
 2017- 12582456 Pcs
 2015-2016 US$ 188.680 Million
 2014-2015 US$ 193.50 Million
(From Jul to Jun)
Source: www.pacificjeans.com
 27

LICENSE/ CERTIFICATE/MEMBERSHIP

1. Business Social Compliance Initiative (BSCI)

2. Worldwide Responsible Accredited Production (WRAP)
3. ISO 9001:2008 Quality Management System
4. Global Organic Textile Standard (GOTS)
5. Organic Content Standard (OCS)
6. Testing Lab Accreditation by UNIQLO
7. Testing Lab Accreditation by H&M
8. Testing Lab Accreditation by GAP Inc.

Production Capacity of Pacific Jeans Group

Country of Per Day

Name Category Since
Origin Capacity
Pacific Jeans Limited Woven 35,000 Pcs 1994
Jeans 2000 Limited Bangladesh Woven 15,000 Pcs 2004
Universal Jeans Limited Woven 50,000 Pcs 2008
 28

NHT Fashion Limited Woven 25000 Pcs 2014

NZN Fashion Wears Limited Woven 1984
NZN Garments Limited. Woven 1984
5,000 Pcs
Diamond Fashion Wear (PTE) Woven 1984
Ltd.
Pacific Accessories Limited Carton 10,000 Pcs 1998

Source: www.pacificjeans.com

National awards of the company:

Pacific Jeans has been awarded for its outstanding contribution in many occasions. They
have been awarded as the top exporters of Bangladesh for consecutive five years. They have
also been awarded as the company for best product development and innovation by their
customers. The chairman of the company was awarded with best businessman of the year of
Bangladesh in 2006. The Awards Achieved by Pacific Jeans Ltd. Are mentioned below:
National Trophy Silver (1999-2000)
National Trophy Gold (2000-2001)
National Trophy Silver (2001-2002)
National Trophy Gold (2003-2004)
HSBC Export Excellence Award (2010 and 2012)
Bangladesh Business Award (2006)
National Export Trophy (2010-2011)
National Export Trophy (2014-15)
Standard Chartered Trade Awards (2017)
 29

CHAPTER THREE

THEORETICAL ASPECTS OF
HUMAN RESOURCE MANAGEMENT

3.1 Human Resource Management:

According to „Khan and Taher‟:

“HRM is the process of hiring and developing employees so that they become more valuable
to the organization. HRM is the part of the organization that concerned with the people.
HRM is the process of acquiring, training, appraising and compensating employees and of
attending to their labor relations, health, and safety and fairness concern. Human resource
management includes conducting job analyses, planning personnel needs, recruiting the
right people for the job orienting and training, managing wages and salaries, providing
benefits and incentives ,evaluating performance, resolving disputes, and communicating
with all employees at all levels. Human resource management is the process of selecting
right person in right position at the right time.
Human resource management is the process of recruitment and selecting employee,
providing orientation and induction, training and development, assessment of employee
(performance of appraisal), providing compensation and benefits, motivating, maintaining
proper relations with employees and with trade unions, maintaining employee safety,
welfare and healthy measure in compliance with labor laws of the land.
Human resource is one of the most important resource of an organization employees supply
the talent skills, creativity, exert effort and leadership that contribute the level of
performance of the organization.”
 30

According to „Edwin Flippo‟-

HRM defines as “planning, organizing, directing, controlling of procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are achieved.”

According to „Decenzo and Robbins‟-

“Human resource management is the part of the organization that concerned with the
people.”

According to „Gary Desslier‟-

“Human resource management is the process of acquiring, training, appraising and
compensating employees, and of attending to their labor relations, health and safety, and
fairness concerns.”

3.2 Human Resource Planning:

According to „Khan and Taher‟-

“Human resource planning is the process by which an organization ensures that it has the
right number and kinds of people, at the right place, at the right time, capable of effectively
and efficiently completing those tasks that will help the organization achieve its overall
objectives.”
According to „Werner and Desimone‟-
“HR planning is the process of deciding what positions the firm will have to fill & how to
fill them. HR planners must continually chart the course of an organization and its plans,
programs & actions.”

The main plan of human resource department is a good HR planning. HR planning, in turn,
involves job analysis and forecasting the demand and supply of labor. This company also
makes its HR planning for following reasons:
۞ Supply of skilled manpower is scarce compared to demand.
 31

۞ HR planning is required for rapid technological changes.

۞ HR planning minimizes cost of recruitment & training.
۞ Increase mobility of human resources has created management problem to retain
qualified employees.
۞ Human resource planning can reduce wastage rate caused by labor turnover or executive
turnover.
۞ Human resource department is devoted to providing effective policies, procedure and
people – friendly guidelines within companies.

3.3 Major functional areas in Human Resource Management:

Major functional areas in Human Resource Management are:

Human resource planning: Human resource planning is the process of forecasting an
organization‟s future demand for, and apply of, the right type of people in the right number.
Job analysis: Job analysis is the procedure through which one determines the duties of
position and the characteristics of the people to hire for them.
Job description: Job description is the written description of what the worker actually does.
Training and development: Training and development is an attempt to improve current or
future employee performance by increasing an employee's ability to perform through
learning, usually by changing the employee's attitude or increasing his or her skills and
knowledge.
Training and development need= (Standard performance-Actual performance.)
Remuneration: It is the compensation, an employee receives in return for his other
contribution to organization.
Motivation: Motivation is a process that starts with a psychological or physiological
deficiency or need that activates behavior or a drive that is aimed at a goal or an incentive.
Participative Management: Participative Management means involving workers in the
decision making process.
 32

Communication: Communication is the process if exchanging information, and

understanding among people.
Safety and health: Safety means freedom from the occurrence or risk of injury or loss.
Promotions: Promotion means an improvement in pay, prestige, position and
responsibilities of an employee within his or her organization.
Transfer: Transfer involves a change in the job (accompanied by a change in the place of
the job) of an employee without a change in the responsibilities or remuneration.

3.4 The Four Roles of HR:

To truly understand the field of Human Resources Management, one must consider and
accept the four basic roles of the HR function, no matter how it's defined. Some of these are
already understood and others less so. These are as follows:

1. Compliance and enforcement

2. Management advocacy
3. Strategic partner
4. Employee advocacy

Recruitment

Recruitment refers to the overall process of attracting, short listing, selecting and appointing
suitable candidates for jobs (either permanent or temporary) within an organization.
Recruitment can also refer to processes involved in choosing individuals for unpaid roles.
Managers, human resource generalists and recruitment specialists may be tasked with
carrying out recruitment, but in some cases public-sector employment agencies, commercial
recruitment agencies, or specialist search consultancies are used to undertake parts of the
process. Internet- based technologies which support all aspects of recruitment have become
widespread.

Process:
 33

• Job analysis for new jobs or substantially changed jobs, a job analysis might be undertaken
to document the knowledge, skills, abilities and other characteristics
(KSAOs) required or sought for the job. From these the relevant information is captured in a
person specification.
• Sourcing is the process of attracting or identifying candidates.
• Screening and selection

Sources of internal recruiting:

Rehiring: Hiring someone who left your company once.
Succession planning: Formulated only for top level. It is the ongoing process of
systematically identifying, assessing, and developing organizational leadership to enhance
performance.
Sources of outside recruiting:
1) Recruiting via the internet
2) Job fair
3) Advertising
4) Employment agencies
5) College recruiting etc.

Referral recruitment programs:

Referral recruitment programs allow both outsiders and employees to refer candidates for
filling job openings. Online, they can be implemented by leveraging social networks.

Employee referral:
An employee referral is a candidate recommended by an existing employee. This is
sometimes referred to as Referral recruitment Encouraging existing employees to select and
recruit suitable candidates‟ results in:

■ Improved candidate quality ('fit'), and retention (which in the call center industry is around
45% annually.). The one-to-one direct relationship between the candidate and the referring
 34

employee and the exchange of knowledge that takes place allows the candidate to develop a
strong understanding of the company, its business and the application and recruitment
process. The candidate is thereby enabled to assess their own suitability and likelihood of
success, including "fitting in."

a. Reduces the considerable cost of third parties service providers who would have
previously conducted the screening and selection process. An op-ed in Crain's in April 2013
recommended that companies look to employee referral to speed the recruitment process for
purple squirrels, which are rare candidates considered to be "perfect" fits for open positions.

b. The employee typically receives a referral bonus, and is widely acknowledged as being
cost effective. The Global Employee Referral Index 2013 Survey found that 92% of the
participants reported employee referrals as one of the top recruiting sources for recruiting.

c. As candidate quality improves and interview to job offer conversion rates increase, the
amount of time spent interviewing decreases, which means the company's Human
Resources headcount can be streamlined and be used more efficiently. Marketing and
advertising expenditures decrease as existing employees source potential candidates from
the existing personal networks of friends, family and associates. By contrast, recruiting
through 3rd-party recruiting agencies incurs a 20–25% agency finder's fee – which can top
25K for an employee with 100K annual salary. Referral recruiting can be free (or cost a
fraction). There is, however, a risk of less corporate creativity: An "overly homogeneous"
workforce is at risk for "fails to produce novel ideas or innovations."

Social network referral:

Initially, responses to mass-emailing of job announcements to those within employees'
social network slowed the screening process.
Two ways in which this improved are:
■ Making available screen tools for employees to use, although this interferes with the
"work routines of already time-starved employees".
■ "When employees put their reputation on the line for the person they are recommending".
 35

Screening and selection:

Various psychological tests can assess a variety of KSAOs, including literacy. Assessments
are also available to measure physical ability. Recruiters and agencies may use applicant
tracking systems to filter candidates, along with software tools for psychometric testing and
performance-based assessment. In many countries, employers are legally mandated to
ensure their screening and selection processes meet equal opportunity and ethical standards.
Employers are likely to recognize the value of candidates who encompass soft skills such as
interpersonal or team leadership. Many companies, including multinational organizations
and those that recruit from a range of nationalities, are also often concerned about whether
candidate fits the prevailing company culture. Companies and recruitment agencies are now
turning to video screening as a way to notice these skills have undergone continual change
over the years and often organizations are using video to maintain the aforementioned
standards they set for themselves and the industry.

Disabled candidates:
The word disability carries few positive connotations for most employers. Research has
shown that employer biases tend to improve through first-hand experience and exposure
with proper supports for the employee and the employer making the hiring decisions. As for
most companies, money and job stability are two of the contributing factors to the
productivity of a disabled employee, which in return equates to the growth and success of a
business. Hiring disabled workers produce more advantages than disadvantages. There is no
difference in the daily production of a disabled worker. Given their situation, they are more
likely to adapt to their environmental surroundings and acquaint themselves with equipment,
enabling them to solve problems and overcome adversity as with other employees. The U.S.
IRS grants companies Disabled Access Credit when they meet eligibility criteria.

Diversity:
Many major corporations recognize the need for diversity in hiring to compete successfully
in a global economy. The challenge is to avoid recruiting staff who are "in the likeness of
existing employees"
 36

Recruitment process outsourcing:

Recruitment process outsourcing (RPO) is a form of Business process outsourcing (BPO)
where a company engages a third party provider to manage all or part of its recruitment
process. A major attraction the RPO companies offer is "a broad referral network."

Desslier (2014) Selection

Selection is the process of finding out the best qualified employee by using a systematic
procedure. According to Robbins “Selection is screening job applicants to ensure that the
most appropriate candidates are hired”. The best known selection tools are given in
following.
Application Forms: Almost universally used. It is mostly useful for gathering the personal
and academic information of candidates.
Written Test: Must be job related. It includes intelligence, aptitude, ability, personality, and
interest tests.
Performance-Simulation Test: Use actual job behaviors. Work sampling, assessment
center is the example of this test?
Interviews: Almost universally used. Must know what can and cannot be asked. It is useful
for managerial position.
Background Investigations: Verifying the data given by applicants. The Company can
check the reference. Generally, at least two references are asked for by the company from
the candidate. Reference check is a type of crosscheck for the information provided by the
candidates.
Physical Examinations: Are for jobs that have certain physical requirements. Mostly used
for insurance purpose.

Orientation:
Orientation is the planned introduction of new employees to their jobs, co-workers, and the
organization. However, orientation should not be a mechanical, one-way process. If
 37

employees have any kind of query, they can raise question during orientation session. The
following information is shared during orientation process-
 Employee benefits information.
 Personnel policies.
 Daily routine.
 Safety measure.
 Facility tour.

Probation Period
A probation period is a time during which someone who has been given a new job is
watched to see whether they can do the job well to stay in the position.

Training & Development

Training & Development is any attempt to improve current or future employee performance
by increasing an employee‟s ability to perform through learning, usually by changing the
employee‟s attitude or increasing his or her skills and knowledge. The need for Training and
Development is determined by the employee‟s performance deficiency.

Training: Training refers to the process of acquiring specific skills. Training programs
consist of four steps-

Need analysis step: Identifying the specific knowledge and skills the job requires and
compares these with the prospective trainee‟s knowledge and skills.
Instructional design step: Reviewing possible training program content (including
workbook, exercises, and activities), and estimating a budget for the training program.
Implement the program: Actually training the targeted employee group using methods
such as on the job or online training.
Evaluation step: Assessing the program‟s success or failure.
 38

Education: It is a theoretical learning in classrooms. The purpose of education is to teach

theoretical concepts and develop a sense of reasoning and judgment. In fact, organizations
encourage employees to do courses on part time basis.
Development: Development means those voluntary learning opportunities designed to help
employees to grow. Development is not primarily skills oriented. Instead it provides the
general knowledge and attitudes, which will be helpful to employees in higher positions.

Motivation

Motivation is the word derived from the word „motive‟ which means needs, desires, wants
or drives within the individuals. One of the most important functions of management is to
create willingness amongst the employees to perform in the best of their abilities. Therefore,
the role of a leader is to arouse interest in performance of employees in their jobs. The
process of motivation consists of three stages:
 A felt need or drive.
 A stimulus in which needs have to be aroused.
 When needs are satisfied, the satisfaction or accomplishment of goals.
Therefore, we can say that motivation is a psychological phenomenon which means needs
and wants of the individuals have to be tackled by framing an incentive plan. Motivating
your employees doesn‟t take a lot of resources. In fact, it could require you to just a few
minutes on your schedule to say- hi.

3.5 Top 5 ways to motivate your employee by Margaret Jacoby

1. Communicate better:
You should communicate with them frequently, and actually speak with them face-to-face.
Your staff needs to know they are valued, and communicating in person with them is the
best way to show your appreciation for their hard work.
2. Be an example:
 39

You can‟t expect your employees to work hard or behave the way you want them to if you
don„t lead by example. If you show your excitement about the company‟s goals, your
employees will get on-board and work to achieve those goals.
3. Empower them:
Most employees have ideas about how they can be more efficient, but they may not share
them with you unless you specifically ask them. If you really want to empower and motivate
your employees, you need to take their advice and implement it. You should also give them
the authority to make their own decisions, such as providing service for a client up to a
certain point without needing to get prior approval.
4. Offer Opportunities for advancement:
Your employees are more motivated when they know they‟re working towards something.
If they think there‟s no opportunity for advancement, they don‟t have much to work for.
Motivate your employees by offering training that gives them the skills they need to
decorate their career. Give young employees space to discuss among them about their career
which enables you to build your company‟s reputation as a great place to work.
5. Provide incentives:
Incentives are always motivation boosters and they don‟t have to be expensive. You can
offer incentives like an extra paid day off, gift cards, tickets to the movies, or other lowcost
ways to show your appreciation. Of course, cash rewards are always good incentives as well.
Motivation plays a key role in keeping your best employees, too. If you don‟t consistently
motivate your employees, you‟re sure to experience a higher amount of turnover.

3.6 Compensation

Compensation is what an employee receives from the company in exchange of his labor.
Compensation may also be used as a reward for exceptional job performance. Different
types of compensation may include-
 Base pay Commissions
 Overtime pay bonuses, profit sharing, merit pay
 Stock options travel/meal/housing allowance
 Benefits including: Insurance, medical vacation etc.
 40

 Transportation allowances

3.7 Grievance

A grievance is a formal complain that is raised by an employee towards an employer in the

workplace. There are many reasons as to why a grievance can be raised, and also many ways
to go about dealing with such a scenario. A grievance between an employee and employer
can be dealt with either informally or formally, and sometimes both approaches are taken in
search of are solution. In the informal approach, an employee can informally bring a concern
promptly to his or her employer. Here a discussion or similar between the two parties can
result in a mutually agreed upon resolution. In the case that this step fails or is skipped
altogether, a grievance can be raised formally, where formal meetings and options for
appeals become available. Workplaces that have trade union representation often file a
grievance with an employer on behalf of an individual employee request. Most of the
grievances filed by unions are filed on behalf of individual employees (individual
grievances) or on behalf of a group of employees (group grievances). A third type of
grievance is the policy grievance which deals with issues that affect tall employees.

3.8 Promotion

The act of moving someone higher or more important position or rank in an organization. In
simpler terms, promotion refers to upward movement in present job leading to greater
responsibilities, higher status and better salary. Promotion may be temporary or permanent
depending upon the organizational requirement.

Basis of Promotion:
Merit based promotion: When the promotion takes place on the basis of an employee‟s
performance in the current job. It is done on the basis of his skills, knowledge and ability.
Seniority based promotion: Here the employee who has given the long service in the
organization gets promoted. There is no scope for favoritism.
 41

3.9 Absenteeism

Absenteeism is a habitual pattern of absence from a duty or obligation without good reason.
Traditionally, absenteeism has been viewed as an indicator of poor individual performance,
as well as a breach of an implicit contract between employee and employer; it was seen as a
management problem. Top ten causes of short and long-term absence:
 Stress
 Actual medical conditions such as heart attack and stroke
 Musculoskeletal injuries such as neck strains
 Mental ill health
 Back pain
 Recurring medical conditions such as asthma
 Minor illness such as colds and headaches
 Pregnancy-related absence
 Work-related injuries and accidents
 Home/family responsibilities

Source: www.telegraph.co.uk
 42

3.10 Employee Turnover

Employee turnover refers to the number or percentage of workers who leave an organization
and are replaced by new employees. High employee turnover increase the cost of the
organization.
Here are ten critical reasons why employee quit their job-
 Relationship with the boss
 Bored and unchallenged by the work itself
 Relationships with co-workers
 Lack of opportunities to use skills and abilities
 Contribution of work to the organization‟s business goals
 Autonomy and independence 7) Meaningfulness of job
 Organization‟s financial stability
 Overall corporate culture
 Management‟s recognitions of employee job performance

Source: www.thebalance.com

3.11 Employee separation

According to Yoder, “Separation is a negative recruitment”. It may be in the form of

resignation, dismissal or discharge, suspension, retrenchment or lay-off. Employee
separation constitutes the final stage in the staffing process of an organization. Separation is
basically classified into two types. These are as follows-
Voluntary separation: Separation of employees on their own interest.
Involuntary separation: Separation beyond the employee‟s control.
 43

3.12 Performance appraisal

Performance appraisal means evaluating employee‟s current and or past performance

relative to his or her performance standards. Performance appraisal always involves-
 Setting work standards
 Assessing the employee‟s actual performance relative to those standards, and
 Providing feedback to the employee with the aim of motivating him or her to
eliminate performance deficiencies or to continue to perform above par.

Performance appraisal tools:

MBO
Graphic rating scale method Alternation ranking method
Paired comparison method Paired distribution method
Critical incident method Narrative forms
Behaviorally Anchored Rating Scale(BARS)

3.13 Human Resource Development

According to‟ Werner and DeSimone‟: “Human Resource Development can be defined as
a set of systematic and planned activities designed by an organization to provide its
members with the opportunities to learn necessary skills to meet current and future job
demands.”

Human Resource Development Functions:

Training and Development

Organization Development
Career Development
 44

Training & Development: Training and Development focus on changing or improving the
knowledge, skills and attitudes of individuals. Training typically involves providing
employees the knowledge and skills needed to do a particular task or job, through attitude
change may also be attempted.
Organizational Development: Organizational development is defined as the process of
enhancing the effectiveness of an organization and the well-being of its members through
planned interventions that apply behavioral science concepts.
Career Management: Career Development is “an ongoing process by which individuals‟
progress through a series of stages, each of which is characterized by a relatively unique set
of issues, themes and tasks”. Career Development involves two distinct process:
 Career planning.
 Career management.

CHAPTER FOUR

FINDINGS & DISCUSSION

Human Resource Practices of Universal Jeans Ltd.

4.1 HR practices of Universal Jeans Limited:

 45

HRD & Admin is one of the most important department in every garment industry. This
department maintains workforce management and different administrative activities. Like as
recruitments promotion, increment. Leave maintains Transportations, welfare of the workers
etc.
“Our people are our most important asset. Safe work place gives much confidence to
the workers. Human rights, occupational health and safety are our main principle.”
Universal Jeans Ltd. is using this phrase for their HRM practice.
Before discussing the different segments of HRM department we have to know the basic
role of HR department.

The roles of HR department:

There are various roles of HR (Deslier 2007):-

 Maintain Liaison with the Administrative Manager.
 Grievances handling of the workers.
 Undertaking training programs for skill development.
 Counseling the rights and responsibilities among the workers.
 Conducting motivational programs.
 Taking care of in-house cleanliness, health and safety.
 Ethical issues and codes of conduct etc.

Universal Jeans follow a shared responsibility in their HR Department. Line managers have
the prime responsibility for building and sustaining an environment where people have a
sense of personal commitment to their work and give their best to ensure the Company‟s
success. They care for and develop the leaders of tomorrow. Therefore, the mission of HR
managers and their teams is to provide professional guidance to line managers aiming to
deliver superior business results by optimizing the performance of our people, while
ensuring exemplary working conditions. The Human Resources (HR) structure enables and
empowers them in establishing business needs and their corresponding people requirements.
 46

Organogram of Universal Jeans Ltd:

Source: www.pacificjeans.com
 47

4.2 The main activities of HR department:

The main task of HRM is good human resource planning. And another important task is
selecting the right employee in the right position. There is an organized manpower policy in
this type of production oriented company.
This department is so important because, it‟s a labor intensive industry i.e. thousands of
workers is working here. Now we will see the different important segments of HR functions
relating to this type of production oriented industry:
۞ Manpower planning
۞ Recruitment and selection
۞ Salary and wages administration
۞ Training and development
۞ Motivation
۞ Promotion or Demotion
۞ Performance appraisal
۞ Handling industrial disputes
۞ Maintaining Interpersonal Relation
۞ Employee morale
۞ Industrial relations, etc.

4.4 Recruitment and selection:

Today‟s organizations are trying to treat human resource as capital for them. Because its
success and failure in most of the cases depends on the performance of the people working
in it. So recruiting and selecting the right personnel is very important task for the HR
department. Universal Jeans Ltd is practicing separate procedure for recruiting and selecting
employee and worker. This procedure is explained below:
Employee recruitment policy: Departmental manager who decides that he needs to add to his
staff or to replace someone who is leaving the organization customarily initiates the process
 48

of searching for a new employee. Commonly he makes a written request to the personnel
department stating that he wishes to hire. Someone to fill a specific vacancy.
The hiring activity should be integrated with the human resources plans of the company.

The personnel recruitment process:

Human Resource Planning

Personal Recruitment

Internal source External source

Internal method External method

Recruited individual

Recruitment for employee is different from workers. It is inclusive of different stage starting
from job vacancy to employee selection. Because every organization try to recruit best
people and best talent for its organization. Universal Jeans has some specific rules and
process for recruitment and selection of its white color people. The Steps involved in this
respect are-
► Manpower Requisition: When they identify the staffing needs, they send a manpower
requisition form to HR department for evaluate need.
 49

► Job Analysis: HR department prepare job description & job specification for required
position. It describes general task responsibility, function of position and required
skills/experiences/abilities for the position.
► Sourcing: UJL goes for both internal and external sourcing. They use Newspaper,
Bdjobs.com and Azadi.com as a source of recruitment. They prefer job portals for sourcing
candidates. They track the candidates through software.

1) Internal Source: The Company search for employee internally from its different sister
concerns.
► Promotion: If the management thinks any employee best fits for filling a higher position
then the position is fulfilled by promotion.
► Internal Job posting: This is mainly done for technical workers. The vacancy is
advertised within the organization and the existing employees are asked for applying the
post.

2) External Source: When internally any suitable employee is not found then they go for
external sourcing.
► Resume Archive: Resume that was found in the previous job advertisement is saved
according to position and reconsidered for a vacant post.
► Advertisement: UJL advertise in the website as well as in the newspaper for any vacant
position. It‟s the most effective way as external sourcing.
► Employee Referrals: It is the recommendation from the current employees for a vacant
post.
► Job Portal: Company advertise in the website and different job web portal like
bdjobs.com or prothom-alojobs.com for any vacant post.

Selection:

After recruitment, the company maintains selection procedure. Universal Jeans Ltd makes a
short list of applicants from among all before selection test. This type of short list is
 50

prepared on the basis of qualification and experience. Normally the company follows the
following test for selection of employee.
 Written (subjective type) test
 Interview
 Appointment Letter

After making short list, a written (subjective type) test is taken from the selected candidates.
Then another short list is prepared for final interview. Final selection is done from the
interview. The average time of each interview is 10-20 minutes.

Selection process:

APPOINTMENT
LETTER

INTERVIEW

WRITTEN TEST

Worker recruitment policy:

Only the external source is used for recruiting the worker.

For recruiting the worker, a banner is hung up in front of gate of the company and worker‟s
referral is used.
 51

The garments and other units are consisting of a number of workers and they are most
valuable resources in business. The workers in garments units come from a variety of
culture, religion and ethical norms and values and thus it is very important to check and
verify their previous records before hiring any worker. The management of Pacific Jeans
Group follows specific procedure to verify the employees of the different units to protect
and ensure overall security of the factory. The following credentials are collected from the
workers before recruiting them in the factory.
► Job Application
► Curriculum Vita with proper contact address (with employment history).
► Photograph of the workers
► Educational certificate (if remains)
► Reference (if any)

Pre-screening procedure has to conduct for all employees to strengthen the security inside
the factory. The new employees will now submit a testimonial from respective chairman of
Union Personal / City Corporation mentioning that the bird employees are not engaged
previously or currently in any sort of illegal activity deleterious for the nation‟s security or
image. The existing employees who do not have such testimonial will also be required to
submit it immediately. Pre-screening procedure has to conduct once in a year.

Selection:

1. Primary selection by verbal interview and forwarded to different sections for practical
test.
2. After receiving documents and photographs, HR team forwarded the same for approval to
Section Head, Department Head, HR Head, Group General Manager / Managing Director
for final approval.
3. Finally selected employee will report to HR department for collecting the appointment
letter. If the documents and approval are properly collected, the selected candidate/s may
join on the joining date.
The whole selection process can be shown in the following diagram.
 52

VERVAL PRACTICAL DOCUMENT Appointment

INTERVIEWW TEST RECIEVING LETTER

4.5 Salary and administration:

Personnel department has its own policy for salary and wage administration. There are some
bases for setting pay. These are as follows:
■ Seniority
■ Experience
■ Performance
■ Position
■ Geographical distance
■ Academic qualification
■ Personal relation
■ Others

The minimum wages for worker is BDT 8250 and for staff is BDT 11000. Universal Jeans
provide two Eid bonuses to employees and workers.
Universal Jeans Ltd provides promotion and extra benefits to retain quality people to the
organization. There are basically two types of benefits provided by the company.
These are:
• Financial benefits
• Non-financial benefits

Financial Benefits: Financial benefits are as follows:

• Salary and Bonus
• Incentives
• Group insurance
• Food subsidies
 53

Non-financial Benefits: Non-financial benefits are as follows:

• Communications/transport
• Free medical services
• Entertainment.

4.6 Training & development:

For increasing the knowledge, skill and improvement of competency of employees both in-
house and out-door system are followed. There are some training methods for developing
employees. They are:
► On the job training,
► Apprenticeship method, Lecture and conference method
► Sensitivity training.

Universal Jeans Ltd follows on the job training. It means informing the trainees about the
nature of work, conditions, and environment within a short period of time. The company has
a separate training department in which a continuing training system is maintained.
Employees are also sending to train up in foreign country.
Universal Jeans Ltd also gives training to the workers. They give motivational training on
wages, leave, holidays, working hours, abuse & harassment, disciplinary procedures,
WWC, freedom of association etc. Universal Jeans Ltd is very strict about worker‟s
protection. That‟s why they give Awareness training and personal protective equipment to
the workers. Some other trainings given to the workers are:
► Injury health & safety training.
► Machine safety and operation.
► Fire hydrant operation.
► QMS training.
► Basic fire safety training.
► Awareness training on WRAP principles.
 54

4.7 Motivation:

Motivation can be defined as the process that account for an individual‟s intensity, direction,
and persistence of effort toward attaining a goal. The three key elements in this definition
are important. In motivating the employees the HR department of Universal Jeans Ltd has
introduced financial incentives, increment, profit sharing, job security. Universal Jeans Ltd
follows the two-factor theory of motivation.
► Intrinsic factors or Motivational factor which is related to job satisfaction such as
recognition, growth, advancement, work itself and achievement etc.
► Extrinsic factors are associated with dissatisfaction such as company policy,
administration, supervisions and salaries.
If extrinsic or hygiene factors are available than employees will not be dissatisfied, it does
not mean that employees are satisfied. Because, these are very common factors and exist in
every organization.
Universal Jeans Ltd motivates their employees through some facilities. These are:
■ Handsome basic pay
■ Increment in basic pay
■ Job security
■ Job status
■ Good behavior
Universal Jeans Ltd also motivates workers and staffs through various types of motivational
training programs, which is organized by sustainability team 2/3 times in every month.

4.8 Promotion/demotion:

The most important policy question in promotion is the relative significance of seniority and
competence. In recent times potentiality and competency are considered as most important
basis for promotion.
Universal Jeans Ltd considers the followings as the basis for promotion.
■ Seniority
 55

■ Experience
■ Performance
■ Academic Qualification.
Like public concerns, they do not have any system of demotion. HRM urged that the
incompetent employee has to be trained. Pacific Jeans Ltd motivates their employees
through some facilities. These are:
■ Handsome basic pay
■ Increment in basic pay
■ Job security
■ Job status
■ Good behavior.

4.9 Performance appraisal:

Performance appraisal is a process for evaluating the past performance of an employee by

his supervising officer who is conversant with the employees‟ job performance. There are
two types of performance appraisals.
■ Traditional performance appraisal
■ Result oriented performance appraisal
In Universal Jeans Ltd, result oriented performance appraisal is followed. There is a
continuous evaluation system for performance appraisal. The company has professional
appraisers to evaluate the performance. For evaluating performance, this company uses an
appraisal form to be filled by nominee‟s associates and superior.

4.10 Employee morale:

The company emphasized on group moral rather than personal. It has no particular system in
measuring the morale of employee. Being an employee of this concern the entire employee
possesses good social status and therefore, they have high morale.
The organization has good reputation in practicing ethical business. To ensure the ethical
behavior of the employees it follows basic policies.
 56

• Not to do any unethical business.

• Avoiding market and price manipulation practices.
• Giving tax (Customs, Income, duty, others).
• Not to offer and receive bribe for doing anything.
• Social welfare involvement.

4.11 Details of Compensation and Benefits toward

employees: Other Benefits providing as per
requirement by Law / BEPZA:

Benefits Description

Provident Fund. Deducting 8.33% of basic salary in every month as

subscription & same amount also deposited by the
company to their account
Festival Bonus. 2 Basic Salary per Year

Tiffin Allowances. Taka 10 / day for Washing Section

Taka 5 / Day for remaining departments
Food Subsidies Tk 5 /day for all workers

Transport / Transport Transports on free of cost for those workers are

Allowances. availing transport. Tk. 100 per month for those
workers are not availing transport.
Yearly 10% increment on 10% yearly increment added to the basic salary in the
Basic Salary. joining month after completion of one year service.
Maternity Leave & 112 Days leave with benefits
Benefits.
Group Insurance for Yearly subscription fee is paying by the company.
Death & Workers are getting Tk. 200,000 for death & Tk. 225,000 for
Disability. disability.
Yearly Earned Leave 17 Days in a Year with full pay (Basic)
Encashment
 57

Other Paid Leave Casual Leave – 10 Days (Full Pay), Sick Leave – 14 Days
(Average Basic full
Pay )
Overtime 200% of basic salary
Compensation
(In case of
Overtime work)
Attendance Bonus. Tk. 400 for full month present (All workers except helper)
Tk. 250 for full month present (All
helper) Only Washing Department:
Tk. 400 for full month present (All workers of Washing)

Production Incentive. Production Incentives is only paying to Sewing

department as details provided below:
 Tk. 60 per Day - Operator, Mechanic, QC, Issue Boy /
Girl (Staff) of Sewing Section.
 Tk. 20 per Day - Helper, Ironer, Mechanic Helper,
Input Boy (Worker) of Sewing Section.
 Tk. 80 per day- Only for Staff/Supervisor.

Wages Payment All employees‟ wages & benefits paying through Bank.

Wage Pay Periods Monthly

Pay days 7 working day.

Source: www.bepza.com

Compensation is the total cash and non-cash payments that we give to an employee
in exchange for the work they do for the business. It is typically one of the biggest expenses
for businesses with employees. Compensation is more than an employee‟s regular paid
wages. It also includes many other types of wages and benefits.

Types of compensation include:

• Base pay (hourly or salary wages)
• Sales commission
 58

• Overtime wages
• Tip income
• Bonus pay
• Recognition or merit pay
• Benefits (insurances, standard vacation policy, retirement)
• Stock options
• Other non-cash benefits

4.12 EMS Software:

An employee management system consists of crucial work-related and important personal

information about an employee. In a nutshell, it is an online inventory of all employees of an
organization. Employees are the strength of any organization, and it is more so in case of a
growing business. It is crucial to handle this aspect of business well. A good employee
management system can actually make a world of difference to an organization, where the
focus should be on growing the business more than anything else.
Top 5 reasons why Employee Management System is important for Universal Jeans Ltd:
Employee Management System is a ready source of information: It performs as a readily
available source of information between the organization and the employee. Contact
information, salary information, posts, work schedule, education information etc. is what
most database systems consist of. Such information is readily available through HR
software.
Highly efficient system: Employee management systems are highly efficient. A member of
the organization can easily retrieve information about his/her colleague whenever required,
and that too on short notice. One can avoid making calls to the employee out on vacation
just to retrieve an address to send an important letter.
Reliable accuracy: Reliable-Accuracy-employee-management-system. Since the
information is mostly fed in by the employees themselves, it can be sure the information is
accurate since it‟s straight from the source. Moreover, an employee can access their
information at any time. Therefore, he/she can keep it updated and correct mistakes, if any.
 59

Updated data: The information added to the employee management system can be
available for as long as an employee is working in a firm or if needed, longer than that. Also,
if at any point in time, the employee data changes the employee themselves can make the
alterations. As a result, obsolete data is a rare find on such systems.
Employee management systems allow for confidentiality: Employee-Dataconfidentiality.
Specific information about the employee can not only be set to be kept private from public
viewing but can also be set to be kept private from anyone other than the admin of the
software or the head of the organization. Therefore, it is safer to have an employee
management system in an organization.

4.13 Industrial relation:

Industrial relation occurs within dynamic conflict situation which is permanent and
unalterable so long as the structure of society of the social remains unaltered. PACIFIC
JEANS follows the industrial relation ordinance of 1969 properly. The existence
relationship between labor and management is good. The management tries to develop the
relation with the labors. There are no trade union activities in the organization. The worker
welfare committee discussed with BGMEA to solve the any problem.
The company also emphasizes on the following factors to develop industrial relation:
■ Payment the proper wages within due time.
■ Ensure better working condition.
■ Ensuring participatory management.
■ Arrangement training facilities

4.1Worker recruitment system:

 60

Collection from Gate

( HR+Production )

Under age check (HR)

Select from Gate

Worker assesment (HR) (background

& other information)

Selection > (Medical)

Send to floor (Production)

Selection for joining

HR Policy project: Universal Jeans Ltd has updated their HR policies through a project
work. I have supported in this project by reviewing them and giving suggestions to better it.
The policies which was undermine are:
 Document preservation policy.

 Expatriate hiring policy.

 Entertainment.

 Guest/Guest house management policy.

 Canteen policy.

 Company accommodation policy.

 Dormitory policy.
 61

Moderator: Universal Jeans Ltd takes written examinations to recruit employees. I have
also worked as a moderator in 2/3 examinations in Universal Jeans Ltd.

Personal data updating: I have updated personal data file of the employees of the
Universal Jeans Ltd.

File reviewing: I reviewed the workers file to find the loopholes and corrected it.

Documentary observation: I have observed documents of Motivational training

programs and personal protective equipment training.

Factory visit: I have visited their factory and observed their production process.

4.15 HR policies of Universal Jeans Limited:

Policy is a guideline to action. The same kind of human resource is not appropriate for all
kinds of organization. Human resource policy can be projecting the future requirements of
human resources. In projecting manpower requirement, skill requirement of today &
tomorrow has got to be considered. Human resource policies are continuing guidelines on
the approach the organization intends to adopt in managing its people. It states different
aspects of human resource management such as recruitment, promotion, compensation,
training, selections etc. The personnel manager is responsible for all the decisions regarding
HR department but before taking any decision he consults with HR officer. There is an
organized HR policy in this type of production oriented company. It is discussed in below:

The contents in HR Policy:

The content of HR of PJL is given below:

 Type of employee: All the executives/staff and worker according to BLL 2006.
 Employment terms & conditions: appointment, probation, resignation, dismissal,
termination, retrenchment, retirement.
 62

 Procedure of employment: In the procurement procedure of UJL follow the following

procedure:

All workers are procured according to labor law.

 There is no discrimination among employees in behavior on the basis of religion,

gender, ritual.
 The recruiting committee recruits workers.

 For recruiting the worker, a banner is hung up in front of gate of the company and
worker‟s referral is used.
 Primary selection by verbal interview and forwarded to different sections for practical
test.
 After receiving documents and photographs, HR team forwarded the same for approval
to Section Head, Department Head, HR Head, Group General Manager / Managing
Director for final approval.
 Finally selected employee will report to HR department for collecting the appointment
letter. If the documents and approval are properly collected, the selected candidate/s
may join on the joining date.
 On the date of joining factory is providing induction training including security training
to all the newly joined employees.
 An employee handbook is providing to all newly joined employees immediately after
their joining.
 After joining the selected candidate/s will report to section Head for posting or
placement.
 After joining a copy of approval along with the joining letter copy is providing to pay
roll member for including the name in the pay roll.
 Immediately on the date of joining facility has issued an ID card for all the employees
which is also using as a swipe card for automated attendance of concern employee.
 To take all necessary steps for criminal background checking for concerned employee
and it will run once in a year.
 63

 After creating ID, the personal file will be open and stored properly with a copy of ID
Card & other relevant documents
 All employees must always wear their company Identification Card (ID).
 According to the company policy they are not recruiting any contractual employee.
 According to the company policy they are not using any daily labor/worker.

Attendance policy:

Attendance means full day of work following EAS is followed by the company:
Working days-6.
Working hour- 8 am to 5 pm (With half an hour lunch break).
Day (OT Worker): 8:00 am.-8:00 pm.
Night (OT Worker): 8:00 pm- 8:00 am.
Day (staff): 8:00 am. - 6:00 pm.

Attendance Bonus:
Worker:
For presence of whole month‟s working day a worker gets “A” grade of attendance
bonus.

1) For one day absent of the Whole month, a worker gets “B” grade of attendance bonus.

Attendance Bonus amount:

A) All section other than Washing:
For helper Category “A” ---------------------------------TK 200.00
For helper Category “B” ---------------------------------TK 100.00
For rest Worker other than Helper get “A” ---------TK 350.00
For rest Worker other than Helper get “B” ---------TK 100.00

B) For Washing Section

For all worker category- “A: ----TK 350 & category- “B”---TK 200
 64

Revised Attendance Bonus:

a) All opt. and helper of wet processing plant will get TK.400/- per month without
enjoyed any leave or unauthorized absent.
b) Others department helper and operator‟s will get TK.250 and TK. 400 per month
respectively without enjoyed any leave or unauthorized absent with effect from 1st
April, 2018.
c) And there is no attendance bonus for category “B” or one day absent/leave.

Grading system:

Category of employees and Grading

A well-structured grading of employees is helping to fix-up salary and also to keep

employee motivated. Employees have been categorized as follows:

1. Work force

2. Staff

3. Jr. Management

4. And Sr. Management

There has been also Department wise grading.

Overtime:

Workers: Overtime calculates after 4.30 pm of each and every normal working day.

For weekly Holiday and Govt. holiday total working hours count as OT hours.

Overtime allowance is calculated on twice the basic pay. i.e (Basic / 208 x 2 x OT hours)
 65

Staff: If any staff working from (8.00am to 12.00a.m) continuously then it will be count as
an extra day.
For weekly holiday and Govt. holiday work also count as an extra day.
Extra day calculation: Proportionate one day wages for each extra working day i.e. (Gross
pay/30(calendar month) x Extra days)
Jr. /Sr. Management: If any Jr. /Sr. Management working from (8.00 am to

12.00am) continuously then it will be count as an extra day.

For weekly holiday and Govt. holiday work also treated as extra days.

Calculation: Proportionate one day wages for each extra working day. i.e. (Gross
pay/30(calendar month) x Extra days)

For Sr. Management: TK.300/= for every extra working day.

Yearly festival holidays: according to BEPZA instruction, the number of yearly festival
holidays is 11 days.

Festival Bonus: All employees are entitled to get 2 festival bonuses in a year. One is in Eid
Ul Fitre and another is Eid Ul Azha. After completion of the probationary period before the
respective festival day.

Medical pass: If any employee feels sick during work, he or she will be judiciously allowed
to go to BEPZA hospital for treatment.

Absent: if working hours is less than 4 hours, they will be treated as absent which will be
adjusted with his/her leave balance.

Attendance collected through punch card: This is very important for the workers to
compute the working hours. All the employees and workers have punch card which is used
as their signature in the attendance sheet.
Leave procedure: Leave is a privilege & it cannot be claimed as right. Employees are
allowed to go for leave with prior permission of HOD with the sign of official leave
application form & forwarded to HR department immediately.
Casual leave: 10 days with pay in a year. Consecutively not more than 3 days.
 66

Sick leave: 17 days for management and 14 days for worker in a year. Consecutively more
than 2 days- medical certificate.
Annual leave: 17 days with full pay. Availed in 1 or 2 periods or in several broken periods.
Maternity leave: (prenatal and post-natal) leave for a period of 112 days including weekly
and other holiday. After completion of probation period- leave with full pay. Probation – no
pay.
Extraordinary Leave: with the approval of Head of Operation.
Expatriate leave: sick + casual + annual is 14 days. After 3 years of service 21 days.
AL is cashable if not consumed. For CL/AL permission have to take prior permission. In
case of compensatory holiday within 1-week subject to management approval should be
taken.
Consecutive absenteeism: if any employee absents before a holiday & also absent
immediate after holiday the total holiday will be treated as holiday. The day will be adjusted
with the leave days. Any trainee employee who makes consecutive absent for 3 days without
informing will be terminated.
Half day leave: Half day leave should be approved by the concerned HOD & HR
department reporting through security office.
Smoking, Alcohol & anti-drugs substances: Smoking Cigarette and drinking alcohol are
strictly prohibited in the factory and office premises of Pacific Jeans Group.
Housekeeping: UJL is practicing 5 “S” concept to create more productive process in its
facility. Every employee is responsible to keep his or her workplace neat & clean & tidy
condition.
Probationary Review: “Probationer” is an employee who is provisionally engaged to fill a
permanent vacancy in a post and has not completed the period of his probation. At present
the company practices (04) four months Probationary period for worker and (06) six months
Probationary period for management. There is no such policy about Probationary review.
Increment policy: Yearly each employee is entitled to get minimum 10% increase of salary
on pay as per part VI (111) of BEPZA instruction-2 of 1989.
 67

Special increment

Apart from BEPZA instruction the company has its own increment policy known as special
increment which is being provided only to the employees who are found very competent and
dedicated based on performance and strongly recommended by the respective departmental
head for such increment. Such increment is being granted in the month of December of
every year. Separate increment sheet is being maintained for yearly special increment.

4.16 Company policy regarding minimum Wages, allowance and other

benefits:

1. Salary scale:

Minimum Wages for the workers of the enterprises on the EPZs

Grade Minimum Wages

Basic Rate of Yearly House Rent Medical Gross Wages

Wage increment on 50% on Allowance
Basic Basic (Fixed)
High Skilled 9000 10% 4500 1450 Tk. 14950/
(US $182.32)
Sr. Operator 5700 10% 2850 1450 Tk. 10000/
(US $121.95)
Operator 5400 10% 2700 1450 Tk. 9550/
(US $116.46)
Jr. Operator 5100 10% 2550 1450 Tk. 9100/
(US $110.98)
Helper 4500 10% 2250 1450 Tk. 8200/
(US $100.00)
Apprentice 3200 10% 1600 1450 Tk. 6250/
(US $76.22)
 68

2. Working Hour:

Worker:

26 days per Month

48 Hours per Week

Maximum 60 hours per week with Overtime Allowance
Security, Driver, Gardener and Staffs are getting extra days for holiday if works.

3. Overtime Hours and payment Calculation:

Hour:
Normal Working Hours: 8:00 am – 4:30 pm
Lunch Hour: Half Hours
Payment

4. Food subsidy:
Basic÷208
After 4:30 pm -7:00 pm = 02 Hours are allowed OT
2 OT hrs

A) Worker: For every full working day performance

1) General workforce: Per day Tk.5/=
2) Workforce of wet processing: Per day Tk. 10/=

5. Attendance Bonus:
A) Worker:
For presence of whole month‟s working Day, a worker gets “A” grade of Attn. Bonus.
A worker gets “B” grade of Attendance Bonus if they remain absent one day

A (Tk.) B (Tk.) A (Tk.) B (Tk.)

All Operator, Ironer, QC & Packer 350/= 100/= All Worker: 350/=
200/=
 69

Helper & Other 200/= 100/=

6. Tiffin Allowance:
Worker:

For Working up to 8.00 pm

Driver, Gardener & Staff:
1) Tk. 5/= per day
All Work forces except Wet Process Wet Process
(For performing up to 8.00 pm)

7. Provident Fund Contribution:

Worker and Staffs per month 8.33% of basic pay Self contribution
8.33% of basic pay Company
contribution.

8. Absenteeism Deduction:
For absenteeism only basic pay is deducted proportionately

9. Maternity Leave Benefit:

A female employee who has completed a minimum 06 (Six) months service be entitled
to maternity leave with pay for 08 weeks before give birth a child and 08 Weeks after
the confinement on the ground of maternity. This benefit may be granted only twice in
the whole period of service life.

10. Festival Bonus:

All employee are entitled to get 2 festival bonus in a year, one is in Eid-ul-Fitre and another
is in Eid-ul-Azha, maximum service length is 6 (six) months before the Festival Leave.

Source: www.pacificjeans.com
70
 71

CHAPTER FIVE

SWOT ANALYSIS OF PACIFIC JEANS

GROUP

5.1 Strength:

Organization Strengths as skills and capabilities that enable an organization to convince of

and implement its strategies. Here I discuss strengths of Pacific Jeans Group. These are
given bellow:
 Pacific Jeans Group is a rapidly expanding Company.
 72

 All the units of the factory enjoy highly of machinery are imported from USA, UK,
China, France, Italy, Taiwan, Thailand & Japan. As a result, it can maintain a smooth
rate of production.
 Dedicated & Competent workforce.
 Management team comprising hard core professionals
 Focus on continuous improvement.
 Pacific Jeans Group has independent Merchandising control unit. Each
Merchandiser is assign to specific customer account to follow up right from the
sampling stage of export shipment.
 Proactive planning.
 Latest machinery & technology.
 Competitive Pricing.

5.2 Weakness:

Organizational weaknesses are skills and capabilities that do not enable an organization to
choose and important strategies that support its missions. Weaknesses of Pacific Jeans
Group are given bellow:

 There are too many departments under the supervision of the General Manager
that can cause low productivity due to large span of supervision.
 Employee turnover exists because of the availability of job in garments and buying
house.

5.3 Opportunities:

Organizational opportunity is areas in the environment that, if exploited, may generate

higher performance. Opportunities of Pacific Jeans Group are given bellow:
■ There are bright opportunities for the Company in the overseas market. If it can
communicate well and capture a significant market portion in the Europe and USA
market, it can possible to contribute a large scale of national economy.
 73

■ This Group Head office and factory is situated at CEPZ Industrial Area. Both areas
are renowned as a commercial area and this area could be an opportunity for this
organization.
■ Pacific Jeans Group emphasized on expanding business in various sector. So it can
be a great opportunity for them.
■ Pacific Jeans Group has emphasized on market segmentation in a regular basis.
Through segmenting market in the existing market share, the company can gain
potential market opportunities.
■ As garment sector earns high amount of foreign currency, the government
encourages this sector to explore. Therefore, it is also an opportunity.

5.4 Threats:

Organizational threats increase the difficulty of an organization performing at a higher level.

Threats of Pacific Jeans Group are given bellow:
■ Because of Globalization, competitors are increasing rapidly worldwide
■ Day by day technologies are changing and to adopt those technologies are big
threats because it requires large amount of investment
■ Employees are generally afraid of new technologies
■ Foreign buyers get afraid of placing order in Bangladesh because of political
environment.
■ Labor unrest is increasing day by day in RMG Sector. So it can be a great threats
for them.
■ Economic recession is occurred all over the world. It can be a threat for garments
Industry as well as Pacific Jeans Group.
 74

CHAPTER SIX
PROBLEMS, RECOMMENDATIONS AND
CONCLUSION

6.1 Problems:

During these two months of internship, I have observed many things, which was a learning
experience for me. On the basis of my experience at UJL, I have found the following:

 UJL has strong HR format and they follow the rules of HR strictly.
 UJL follows the BEPZA wage structure for the compensation and Incentives of the
workers.
 There is a high turnover rate at all levels except senior management.
 Communication gap created by incomplete knowledge of English.
 Employee service book is maintained through company’s personal software called
EMS (Employee Management System) software.
 Only workers and staffs have provident fund, Management has no provident fund
facility.
 Most of the recruitment of UJL is done through internally by which company is
deprived of getting highly potentials candidates.
 There is not enough arrangement of any food facilities for worker.
 Lack of promotional and motivational activities for worker.
 The company mainly uses job portals to source candidates and tracks them through
software.
 In previous, factory management of the sister concerns of the company was
separate, but recently they have centralized it.
 75

6.2 Recommendations:

Basically recommendations mean suggestion about what should be done. Therefore, as an

intern, I have limited knowledge about the respective field. But, from my learning
experience, some suggestions are given below:

 The attendance bonus should be increased to reduce absenteeism.

 Need more campus recruitment should be introduced so that fresher from reputed
universities can be employed.
 Company should circulate the vacant position in different media so that it could
reach maximum number of candidates.
 Externally job circulation improves the company branding.
 Extensive training programs and plans should be organized so that this will
contribute to enhancing working ability of employees and workers.
 Job security must be ensured.
 Fair treatment should be given to all employees and workers irrespective of
personal relationship.
 The company should provide special benefits that motivate employees to work for
the overall welfare of the company.
 Investment in research and development has to extend to initiate a new idea.

6.3 Conclusion:

Universal Jeans already established a brand name in Garments industry. Now they have lots
of foreign customers and demand for their Garments is increasing day by day. Universal
Jeans is providing washing, printing, embroidery facilities and sometimes accessories for
Universal Jeans garments which make production much easier. So if it can maintain its
quality and standard it can have a huge business potential.
At present, competitive & dynamic environment human resource is being viewed as the
most valuable mean for gaining advantages over others. Competitive advantage can only be
 76

achieved by building up highly motivated & skilled employees. To fulfill the vision,
mission, core objectives of a company, the management has needed to establish an effective
and efficient human resource department and hire the confident and most promising
professionals. Human resources constitute the most important component of modal
organizations. The accomplishment of organizational mission & objectives depends to a
large extent on having right person in a right position as well as the commitment &
contribution of those involved. The HR department of “Universal Jeans Ltd” is performing
their job efficiently. The company is maintaining a high quality work environment in
accordance with the labor law of Bangladesh.
Finally, I am really grateful to “Universal Jeans Ltd” and their HR & Admin department
for giving me the chance to visit with them, helping me to increase my learning capabilities
and skills and experiences. I am also thankful to my supervisor Abdullah Al Mamun sir for
supporting me cordially.
 77

References

Dessler, G. (2014). Human Resource Management, 12th edition, Pearson, New Delhi, India.

George T Milkovich, J. M. (2015-2016). Compensation (Ninth Edition ed.). McGraw Hill

Education Private Limited.

Griffin, R. W. (2012). Management, 9th edition, Houghton Mifflin Company, Boston, New Yoke.

Khan, A.A. & Taher, M.A (2009). Human Resource Management and industrial relation, 3rd

edition, Abir publication, Dhaka, Bangladesh.

Martocchio, J. J. (2016-2017). Strategic Compensation (Sixth Edition ed.). Pearson.

Robbins, S. P. and Coulter, Management, 10th edition, Pearson, New Jersey, USA.

The Bangladesh Labor Code, 2006 (Fourteen Edition ed.). (As amended up to March, 2018). (M. A.

RAHMAN, Trans.)

Werner M. Jhon & DeSimone L. Randy (2006), Human Resource Development, 5th edition,

Cengage learning, New Delhi, India.

 78

Appendix 1: Recruitment information of employee

 79

Appendix 2: Job description form

 80

Appendix 3: Appointment letter

 81

Appendix 4: Employee job card report sample

 82

Appendix 5: KPI appraisal

 83

Appendix 6: Maternity benefit form

 84

Appendix 7: After resign allowance form

 85

Appendix 8: Damage and losses information form

sample