MGT- 351

Section – 11
Course Name: Human Recourse Management
Final Report on Saiham Textile LTD

23November, 2019

Md. Kamrul Hasan

North South University

Subject: Submission of Term Project on Saiham Textile LTD.

Dear Sir,

With due respect, we submit the Term Project that you have assigned to us as an important
requirement of the Human Resource Management course. Please see enclosed here with our
research report on Saiham Textile LTD. This is a great pleasure for us to submit this paper that
you have required. This project provided us a wrathful experience that we will always cherish
for. We have truly enjoyed our time attachment to the preparation of this project.

We have tried to make the report comprehensive one within the time. Any sort of suggestion
regarding the paper would be greatly acknowledged and we would feel gratified if our paper
serves its purposes.

Sincerely yours,
 NAME ID
Sakib Hossen (Performance) 1712911630
Mahmud ur Rahman Saad (Benefit & Policy) 1712617630
Tanvir Sadik (Training) 1731661630
Jemima Jahangir (Recruitment) 1812745630
Rifat Bin Taz (Interview & Drafting) 1811597630
Leader: Rifat Bin Taz Cell: 01674236613

Submitted to
Md Kamrul Hasan
Department of Management
North South University.
Table of Contents
Executive Summary...........................................................................................................5
 Introduction...................................................................................................................5-6
 Methodology....................................................................................................................6
 Background Information about Saiham Textile Mills LTD.........................................6-7
Recruitment Process..........................................................................................................7
 Job Description........................................................................................................7
 Job Specification..................................................................................................7-8
 Internal & External Candidates............................................................................8-9
 Background Investigation........................................................................................9
Interview System................................................................................................................9
 Structure...................................................................................................................9
 Content.....................................................................................................................9
 Other Channel........................................................................................................10
Training............................................................................................................................10
 Methods of TNA....................................................................................................10
 Medium of Training...............................................................................................11
 Upgrading Work Competency...............................................................................11
 Evaluation of Training...........................................................................................11
 Records.............................................................................................................11-12
Performance.....................................................................................................................12
 Feedback................................................................................................................12
 Evaluation on Performance....................................................................................12
 Appraising Performance...................................................................................13-14
 Appraisal Problem.................................................................................................14
Benefits..............................................................................................................................15
 Benefit policies......................................................................................................15
 Insurance................................................................................................................16
 Provident Fund.......................................................................................................16
 Gratuity..................................................................................................................16
  Salary Structure Breakdown.............................................................................16-17
Recommendation.............................................................................................................17
Conclusion........................................................................................................................17
Reference..........................................................................................................................18
Appedix
Executive Summary
Saiham Textile Mills LTD has been a very reassuring organization from when it established. It’s
a very large organization in the textile sector in Bangladesh. Saiham Group diversified into
cotton, spinning and knit composite. Recently, they jumped into the real estate business as well.
They aspire to maintain their leadership position in the Textile Industry by producing the best
quality and various counts of yarns and becoming a reliable business partner of their buyers and
suppliers. Also, support the society through corporate social responsibility initiative.

This report has been set up to show their progressive quality and deficiencies and how they meet
their goal by emphasizing such an extraordinary sum on Human Resource Management. Before
all else, we have introduced the organization and we inspected the establishment of the
organization.

By then we have raised all of the sub reasons for Human Resource Management and inspected
by and large about the Human Resource organization of Saiham Textile Mills LTD. Recruitment,
Training and Development, giving benefits and implementing new ways of company has been
helping the organization to meet its target. Information on all the factors is provided in an annual
book. External and internal factors that are influencing the company’s growth and strategies.

Pushed HR organization of the affiliation is fixated on Strategic Human Resource Management.

As such, they manage their goals better than average assortment with a brain. The Company has
moreover disengaged its HR division. With the objective that they can ensure careful condition
for the laborers and besides for future delegates.

Introduction
In this focused commercial center, each business contends with one another for securing
shoppers. Organizations that have made progress in these aggressive situations are the ones that
make shopper fulfillment a crucial piece of their business procedure. Purchaser fulfillment is a
noteworthy term since it gives an appropriate estimation of fulfillment with the goal that
entrepreneurs and advertisers can use to oversee and prosper their organizations. To fulfill the
client the organization needs a qualified worker.

Saiham Textile is one of a leading and responsible textile industry, which understands the market
need and people demand. It runs to balance these requirements by producing world-class
products. They stayed at the forefront of technological superiority by adopting. They understand
and implement new innovative concepts for the betterment of the Industry, and the Country. And
also they are trying to obtain customer satisfaction through the enhancement of product standards
and long-term profitable relationship with the customer. The company maximizes on the
workforce by arranging educative workshops and sessions on time-management. They are up for
synchronizing the group's diversified interests with its employees and their important clients.
Overall, ‘Saiham Textile LTD is very much conscious about the quality of their yarn as such
strict conforming of a rule is followed to keep up the goodwill.’

Methodology
Data Type Source

Primary Data Interview

Secondary Data Annual book, Reports, Internet

We five members of a team visited Saiham Tower which is located in Gulshan-1 for gathering
the essential information. We had a conversion with the general manager and he gave us a great
deal of data about their organization. We made some particular inquiry which was recommended
by our faculty. He addressed us affably. For a few auxiliary information, we utilized their annual
report and books, a few reports. Those encourage us a great deal for the entire undertaking.

Background Information

From three decades ago, Saiham Textile LTD has been launched in Bangladesh. The
organization was too small. They built and developed strategies to run a profitable business.
They jumped into a diversified integration strategy and they create a new product line, cotton
mills, spinning mills and knit composite and properties. Saiham Textile Mills LTD was
incorporated on March 27, 1981, as a Public Limited Company vide incorporation. The
Authorized capital of the company is Tk. 1,500 million and paid-up capital is Tk. 905.62 million
the company was listed with the Dhaka Stock Exchange Ltd. in August 1988 and Chittagong
Stock Exchange Ltd. March 1999. The year 2017-18 was a year of consolidation for the
organization. During the year under review, Company showcased its operational excellence
along with consistent financial performance on the top line. In opposition to the backdrop of
provocative market environment, organizations business and it continues to go ahead fulfilling
the demands on the back of a constant change in response to market trends, enduring buyer
satisfaction with a strong product portfolio.
In Spite of crucial market conditions as narrated in industry scenarios, the company can
overcome the competition posed by competitive forces during the year. The quality restriction is
observed to be the primary reason for such industry behavior. High trash content, rampant
adulteration, and abnormal moisture content were observed in Cotton. It could be damage to the
entire textile value chain. This has posed an additional challenge to procure cotton at competitive
costs therefore Bangladesh still depends on the US, West Africa and Australia for the supply of
quality products.

Current Human Resource Management System

Recruitment

Recruitment Process:

The Recruitment process is mostly undertaken by Saiham Textile HR office. This office has to
accomplish candidate sourcing and recruitment. Moreover, it provides the necessary information
on working responsibilities and particulars. The elements of the recruitment processes are given
below:
 Need for assessment 
 Characterizing the position description
 Advertisements through newspaper and internet
 Dropping CV (CV collection)    
 Screening and Shortlisting Applications 
 Call for interview 
 Selection interview  
 Background checking 
 Offer letter 
 Arranging training program for the newly recruited employees. 
 Placement
 Follow-up

Job description: 

To the exclusion of everything else, the Saiham Textile HR overseer perceives the character of
the position. He/she finds the key commitments and obligations of that position. Condition, work
security standards likewise perceived.

Job Specification:
 
Saiham Textile technologists work with an assortment of materials including man-made and
natural textile, fur, plastics, and leather. They might be liable for creating textures for
decorations, clothing, family unit things or textile for use inside the car business. Duties include: 
 Liaising with and giving specialized exhortation to configuration, advertising, obtaining
and generation staff 
 Making items in response to given briefs 
 Delivering samples 
 Coloring and printing materials 
 Decent information on fabric and materials 
 Guaranteeing that items meet set recruitments and determinations (eg. colorfastness,
durability, etc.)  
 Controlling production and quality standards 
 Critical thinking/ problem solving
 Managing client inquiries and grumblings 
 Keeping up with the latest with patterns and innovation. 
 Creativeness 
 Commercial awareness    
 Interpersonal abilities 
 The capacity to work admirably in groups. 

External Candidates:

Word of mouth:

Existing workers may have friends and family members who might want to go after this position.
Selecting along these lines seems, by all accounts, to be basic, economical and convenient.
Saiham Textile never use word of mouth as a sole or beginning wellspring of recruitment if the
work force is entirely or overwhelmingly of one sex or racial group. Additionally utilizing
friends and family members of present representatives might be imprudent in light of the fact
that it isn't sure that they are as skilled as the present stuff. 

Newspaper: 

At whatever point there is recruitment in the Saiham Textile it will be publicized in the
newspaper. Since just the newspaper is the wellspring of arriving at the data to every one of the
individuals. 
Internet: 
The Internet is an advanced method of recruitment. If Saiham Textile needs to place or fill a
vacancy inside a brief timeframe through the external source then the internet is the best source.
The Company gives ads in Bdjobs to draw in the abilities from the market. Bdjobs is one of the
fundamental sources to gather resumes of potential candidates. 

Internal Candidates: 
Personal References -
To fill up a job opening, existing employers can also turn to their acquaintances, family
members, companions along with the external candidates. While this step may be seemingly
derogatory to the specialists competent for the aforementioned opening and for potential
employees who share the same views and vision of that of the recruiters, as long as it has nothing
to do with the institution's fundamental ethos, recruitment through personal preference can be
deemed okay.
Promotion:

Promotion alludes to moving of people to positions conveying better distinction, higher duties,
and more pay. The higher positions falling empty might be topped off from inside the
association. A person going to get a higher position will vacate his present position. The
promotion will propel representatives to improve their exhibition with the goal that they can
likewise get promotion.

Background Check: 

Background investigation refers to data acquisition as of a candidate's character, type of job and
suitableness of the candidate for the position. Candidates usually submit information about
themselves through their resume and this is presented as a chance to verify those. Information
about the former position and the salary can be validated over the phone and/or email. To get to
know more about the vision, professional competence, dutifulness, work ethics of the candidate,
one of the former supervisors can be contacted or reached in person. Furthermore, commercial
credit rating companies that provide background information about credit standing, lifestyle,
character, reputation can also be of great use. Finally, in this era of social networking sites,
where tracing people has become easier, following a candidate's Facebook, LinkedIn account is
also useful to the recruiters.

Interview

There are a few steps they follow in the interview process.

Structure:

They take structured and unstructured interviews. 

 Usually, they take structured interviews. They made a set of sequence questions and
asked the candidates. For a junior sales manager, they asked ten questions, use a form to
mark there. 
 For needing any departmental head or financial executive or experienced employee they
take an unstructured interview, conversational type. 
Conduct the interview:
 Three to more interviewer from the different departments will take the interview.
Their interview is situational and job-related. For senior manager posts, the candidate will be
asked by a few job-related questions. And production sector candidates asked a question about
situational.

Other Channel:

They don’t allow web-based or phone-based interviews. If they knew any manager who have
good experience & searching for jobs, they try to communicate with him/her via internet or
phone calls. Then they fixed for a meeting.

Selection and Offer Letter:

After the interview, Company will give an offer letter to the candidate who passes the interview.

Training

Methods of TNA:

Training is about developing a particular skill at the desired level through practice and
instruction. At Saiham Textile, they use the following methods of TNA.

Strategic Training Need Analysis: 

Currently, their main focus is on the textile sector. But when they produce raw materials such as
yarn, they gave their employees strategic directions on it. They used those yarn for their
businesses as well as they sell those raw materials to other companies. In that case, Saiham
Textile faced vertical integration.

Current Training Need Analysis:

Performance Analysis:

In this case, Saiham Textile checks the annual performance report of each employee. After
analyzing the performance report they find out the certain lackings of each employee. Then the
employees have to go through those certain training based on their deficiency. 

Task Analysis:
If an employee needs to do better in his/her field and if they require to update their skill, Saiham
Textile helps their employees to do so. Sometimes they hire trainers from outside to update their
employee core skills.  

The Medium of Training:

Interactive Methods:

It is a classroom-style lecture. In this method, the employees are trained more efficient way.
They can learn all the theoretical terms of just by attending a weekly session.

Hands-on Training:
In this case, the employees are trained practically. When a new machine has arrived from China,
the electricians are come along with the machine to give the factory employees training for two
weeks. After completing the training, the electricians go back to China.

Video Training:

Sometimes in the factory, employees often face some complications. As a result, they can’t work
efficiently. To make it more efficient, Saiham Textile offers video training for half an hour twice
a week. 

Upgrading Work Competency:

In this competitive business world, Saiham Textile now also focusing to gain competitive
advantage. Therefore, they are working very hard to upgrade their work competency. They are
giving training to their employees according to their needs. When new machinery comes to the
company they give their factory employees immediate training. Moreover, after the training, they
make sure that whether the given training fit with the employees or not. If it fits, they found their
employees to work more effectively and efficiently. Then again, if they find no better output,
they try to find out the acute deficiencies and try to work on it.

Evaluation of Training:

After completing certain training programs, they evaluate the training. In that case, if they found
the employees are doing better after the training, they give the employee job enrichment. After
giving job enrichment, if they found out that the employee is doing better then, they promote the
employee. But if they found out, the employee is unable to handle the work of the higher
position, then they just give that employee's job enlargement such as giving a factory engineer to
handle one more machine.

Training Records:
Saiham Textile always keeps the record of training so that they can forecast their revenue and
future performance. Besides, these records help them to take decisions such as, giving
increments to the employees who are doing better after the training. Also, who isn’t doing well
and incurring losses, they give them punishments. In Saiham Textile, they don’t fire people that
much because of their good recruitment. But if an employee is incurring losses for a long time,
they sac the employee.

Performance feedback

Providing the employee with feedback regarding their performance in the company. This type of
feedback is defined such as action taken the external agent to provide information regarding
some aspect the idea that feedback is information or knowledge delivered to an employee to
make him or her aware of the level of their work outcome. Employee performance based on
feedback could serve as an important motivational source for workers if it is conducted
effectively also worker is interested in performance feedback to know they are easily fulfilling
job assignments. Moreover, given feedback to providing a challenging task for the company
because they found that the level of positively or negatively of the feedback. Feedback should
help the receiver learn about on the level of task performance.

• Intervention to feedback

• Situational feedback

Performance Evaluation:

Performance evaluation is necessary for company beneficial process. This company Annual
submitted feedback to staff members about job effectiveness and career guidance. An appraisal is
an important object in manpower management, the employee performed suitable for the
company then it can conduct the organization to their goal and personal will achieve their
interests. Saiham textile to create a performance evaluation system follow these five steps

 Develop an evaluation form.

 Identify performance measures

 Set guidelines for feedback

 Create disciplinary and termination Procedures

 Set an evaluation schedule

Apprising Performance Method:

A company will Special way in which HRM can establish performance stander in a few ways
such as Graphical rating scale, Alternative Ranking Methods, Narrative. Three different
approaches exist for doing an appraisal.

1. Graphical rating scale:

Saiham Textile focusing graphic rating scale is using on a graphical chart. This chart has a
grading point, Rating, Points, and supportive details comment. A very easygoing systematic
way into representing employee performance on their job. End of the year all of the
employees give this chart. If the employee achieves target fulfill and performance is good
than the salary increasing, Promotion, increment. Below this chart is the standard grading
system.

Performance 5. Excellent 4. Very good 3. Good 2. Average 1. Poor

Quality of work

Quantity of work

creativity

Integrity

Total 130 125 110 100 80

 2. Alternative: Saiham textile is an employee performance base that makes a ranking from
best to worst on a particular trait, this chart has a total of 30 traits. Employee position step
by step increasing from lower ranking. At the Saiham Textile Company beginning of the
year the committee makes a chart and list employee job position ranking of organization.
Each trait represented the employee job role.
3. Narrative forms:

Shaiham Textile company employee performance ranking of the employee to write based.
This form notes down some issues, lack of performance. However, when an employee sees
these forms they can easily realize.

Avoid Appraisal problem:

The Saiham Textile supervisor’s tendency to rate all subordinates, specialist from HR
department, committees, peers, clients, also a fair rating is a part of mission actual rating to
collect both current and past employees on organization the company do seem if they are
reduced this type of rating error such as Personal biases, halo effect, and central tendency. Then
the company found an actual rating of all the employees and measures the performance.

Central Tendency:

Rating them all average marks. Given the employee performance rating 3 out of 5. Saiham
textile most of the new employee gives an average rating. However, the employees try to do
improve their performance.

Leniency Error:

Saiham Textile avoids a leniency error because their cultures are more creativity doesn’t strictly
rate on their employees.

Personal Biases:

Saiham Textile mainly focuses based on employee’s skills. Hire in job position on skilled based.
A company avoids an employee's age, gender, race. If the company anyhow knows that your bias
of a particular employee then fire employee job and give a punishment.
Benefits & Policy
Medical Repayment:
Saiham provides medical fund for employees and their wives and children.

Vehicle Remittance:
Company also offer transport facility to its employees. Employees who hold the managerial
position they get cars and its maintenance cost. Staffs and other employees get the free bus
service.

Refreshment Tour:
The company organize a refreshment tour for employee’s altogether

Mobile, Internet and Data Stipend:

Here every one of the representatives appreciates free portable, web and information bundles for
the simplicity of their work

Subsidize Lunch:
It provides some of the time offer free lunch for their representatives.

Leave Policy:
Company offers an employee 40 days' leave. But if anyone needs more leave then he/she gets the
leave based on the situation.

Sick Leave:
If employees get sick they will get sickly facilities.

Parental Leave:
When the women employees get pregnant they get to leave.

Vacation or Holiday Leave:

If anyone goes for a vacation they get to leave.

Insurance policy:
Right now company doesn’t give any insurance to their employees but they are working on it.

Provident Fund:
Every month 10% of the basic salary is deducted from each employee and the company also
adds the same amount and saves it in the bank. If any employee resigns in one year he/she
doesn’t get the fund.

Gratuity:
If the owner wants to give any fund to the employee after retirement then the employee gets it.

Salary Structure Breakdown:

Mr. Syed Rakibul Hasan (General Manager) didn’t provide us the actual amount of
salary. He told us an approximate salary of a junior HR officer. We are doing the
calculation on basis of that.
# Basic Salary = 20,000

Gross Salary: (Appx)

Basic Salary 20,000

Medical Fund 5,000

Transportation Cost 2,000
House Rent 10,000
Others 3,000
Total 40,000 (appx)

*(Cost Calculated as BDT)

Salary Increment:
(Confidential)

PF Policy:
(Confidential)
Recommendation
 The radiation of dyeing shade should be enhanced.
 More efficient and skilled workers should be used on each project to maximize
the overall efficiency.
 The types of machinery need to be taken care of when they are out of action.
 They should maintain a good understanding between the floor level personnel and
the top-level personnel.
 Workers have to wear their gloves and gown while they are performing their
tasks.

Conclusion
Saiham Textile is a well-designed company. The management, administration, and chain of
command of the company are nicely organized. Moreover, they are very dedicated to satisfy their
customers through their activities.

We have got the basic information of their large factory which helped us to understand the
requirements of that company. Also, we have got a clear idea of their manpower and types of
machinery. Then again, we got to know about their quality management system of different
sections. As a result, we were able to identify the processing sequence of various units that give
us the exact picture of running a program. In fact, after knowing about the wastage amount of
different units helped us to measure the loss and benefits of their ongoing projects. Furthermore,
we have gained the practical aspects of every step which are related to the production and
management issues. Lastly, in that company, all the pieces of stuff and officers are very cordial
and dedicated to their work and that will be going to help us in the long run.

Reference
1. https://www.saihamtextile.com/report-financial.html
 2. https://www.pearson.com/us/higher-education/product/Dessler-Human-Resource-
Management-15th-Edition/9780134235455.html
3. https://www.inc.com/encyclopedia/human-resource-management.html
4. https://www.bdjobs.com/

Books:

Human Resource Management – Garry Dessler (15th Edition)

Appendix