Internship Report(Hr Development)

HUMAN RESOURCE MANAGEMENT PRACTICE A study on Mithun knitting And Dyeing Ltd, CEPZ, Chittagong This internship reveal is submitted for the partial fulfillment of the degree of Bachelor of employment brass (BBA) with major in HRM Prepargond by Md. Nazrul Islam Khan matriculation No B063061 BBA (Major in HRM) Autumn-2010 Department of Business AdministrationSupervised by Mr . Nazamul Hoque Assistant Professor Department of Business Administration Internship continuation 30th march11- 30th June 11 appointment of Submission 9th June 2011 Signature of the Supervisor Department of Business Administration Faculty of Business Studies International Islamic University Chittagong Date 9th June 2011 To The Head Department of Business Administration International Islamic University Chittagong Sub Submission of internship revealDear Sir, With ascribable respect and humble submission to state that Im a student of BBA, Major in HRM, in your faculty . I thrust successfully completed my in ternship in Mithun create from raw material and Dyeing expressage, on Human Resource Practice. I tried my study best to cover the report with applicable noesis that I project accumulate during three month internship termination. Garments officials have besides cooperate to make this happen.During this metre they shard their knowledge and to me to know about various Garments activities. I beg your kind excuse for the error that may scoop up place in the report in spite of my best effort. I believe that you would be kind enough to accept this report and evaluate with your sagacious judgment. Sincerely yours MD. NAZRUL ISLAM KHAN Matric No B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration International Islamic University Chittagong Acknowledgement First I would homogeneous to thank to powerful Allah for giving me the patience, courage, assiduous and expansion of mantel faculty to prep atomic number 18 this report.It is an immense pleasure to me that this report is the out come of my dedicated effort to prep be a standard report and know in details about the HUMAN RESOURCE PRACTICE in Mithun puckerting and Dyeing Ltd. At the very outset, I would like to take this opportunity to express my honorable supervisor Mr. Nazamul Hoque, department of Business Administration , IIUC, for his valuable suggestion and co routine. I likewise like to thank my coordinator of my BBA program. I would like to thank Mr. Bashir Ahmed (Manager, Admin) and Mr. Abdus Sobhan(Sr. incumbent,admin & compliance), for their continuous support ,inspiration and giving me uncountable support to prepargon this report . Without their help, its not possible to me complete this report. I excessively very much pleased to Mr. MD. Showkat Hossain(Asstt. Manager,Commercial) of MKD, to giving me the chance to start my internship in MKD. My sincere thanks go to the differents who were involved and helped me directly and indirectly in preprinting this report as surface as my faculties, IIUC. Executive Summary Human Resource heed is one of the major fields of the study in to twenty-four hour periods business world.Human Resource Management means To c are for deal or look after people, to manage affairs. Its simple meaning is Management of affairs and looking after people HRM is a process, common to all group, effort public or private, civil or military, large scale or small scale. It is a process of managing in effect and smoothly the functioning of institute governed by its rules and regulations. The chief(prenominal) motto of preparing this report is to know the details of HR practice in MKD. All of you know that HR is a social science and talk of time in todays world. HR play pivotal subprogram in smooth operation of agreement.British Institute of HRM defines HR as that part of heed concern with people at control and with their relationship within an enterprise. HR Department does an important voice in MKD ltd. Through this repor t I go forth understand about my practical experience in HR practice in MKD ltd. I also make you understand about brief idea of MKD ltd. They practice HR for employee selection, increment policy, auditing, didactics program, about the whole thing of HR practice in MKD ltd. And also add recommendation and conclusion. Table of Contents Chapter 1 1. 0 Background of the study 1. 1 Introduction 1. 2 Objectives of the study . 3 methodology of the study 1. 4 Scope of the study 1. 5 Limitation of the study Chapter 2 2. 0 About MKD Ltd. 2. 1 A brief comp all indite 2. 2 achievement facility 2. 3 Major products 2. 4 Business procedure 2. 5 Group profile 2. 6 Vision 2. 7 value 2. 8 Objectives 2. 9 MKD performing following buyers Chapter 3 3. 0 Organogram of MKD department 3. 1 Various department Chapter 4 4. 0 Meaning of HRM 4. 1 parting of HRM 4. 2 HRM practice in MKD Ltd. 4. 3 Recruitment policy in MKD Ltd. 4. Employee selection of MKD 4. 5 Selection process 4. 6 Selection poli cy 4. 7 disposed(p)ness & Development 4. 8 Training for 4. 9 Benefit of dressing 4. 10 Training method 4. 11 Training place, duration & trainer 4. 12 Training evaluation 4. 13 Training program 4. 14 earnings 4. 15 almost some other honorarium for 4. 16 Payment of proceeds 4. 17 Worker not entitled to compensation 4. 18 capital punishment appraisal 4. 19 Who will be apprised 4. 20 Methods of accomplishment appraisal Chapter 5 5. Findings 5. 1 Recommendations 5. 2 Conclusion 5. 3 Reference Appendix Chapter-1 * Introduction of the study * Objectives of the study * Methodology of the study * Scope of the study * Limitation of the study 1. 0 Background of the study INTRODUCTION Knowledge acquisition is the foremost duties of a student, knowledge can be gained by and through a process of stages such as reading, writing, visual, touching and doing it practically. As a part of my BBA program, internship is required for the course. Internship program blends practical knowledge with the theoretical thought.Undoubtedly this is the very inception period of any individual career. As a part of requirement, I did my internship at Mithun knitwork & Dyeing Ltd. ,on HRM for three months, which equipped me with different tools and mechanism that is practiced in different profitable and non-profitable organizations through out the world in a social responsible manner. The internship program not only creates opportunity for the student to acquire true first hand information on a giving subject but also wide field of information and knowledge for them. I am assigned the internship program with the aim of practical knowledge on HR Practice in MKDL. 1. . Objectives of the study It is important to know about the objectives of MKDL. Every activity has some specific objectives. The main and foremost objectives of the study are to know in details activities of HR practice in MKDL. The other objectives are as follows 1. To acquire practical knowledge and experience on HRM practice in MKDL. 2. To find out the existing HRM activities on MKDL, CEPZ, Ctg. 3. To know the industrial relation between employers, employees, proletarians, trade union and presidency (BEPZA). 4. To identify the bothers relating to HRM in MKDL. 5. To provide suggestions to overcome the limitations of HRM in MKDL. . 3. Methodology of the study The current study has been conducted through collecting data from primary as well as secondary sources. The sources are interview with the management and employees. Organizations service rules, policies, procedure and records. * Primary data Primary data have been collected by observation of MKDL human resource department. Discussion with the officials and resource lords at this organization. * Secondary data Secondary data have been collected from the available and germane(predicate) magazine, journals, reference book and visit MKDL website. 1. 4 Scope of the studyThis study is confined with MKDL only. I have prepared my report on the basis of self-collected knowledge, experience and performed during my internship report. I have made all possible efforts to submit this report. I tried my aim best to collect data from the MKDL HR department. I have a practical knowledge about EPZ sector and also to know how all company in this subject make a vital role in Bangladesh. 1. 5 Limitation of the study Every activities of the world have some limitation. I face some limitation to complete my internship program. Some are given below 1. I have no previous experience to conduct the research work. . Some information is so clandestine that the pledge is not allowed to provide this information. 3. Due to the strategic decision some crucial information is not possible to collect. 4. I start my internship program lately so, its not possible to me ensnare a best internship report. 5. Garments and Footwear organization are a wide part of out economy but there is no information available in our newspaper or other media. It i s the biggest limitation for data collection. Chapter- 2 * About MKDL * A brief company profile * Production facility * Major product * Business procedure * Group profile Sister concern * Vision * Values objectives * MKDLs buyer list 2. 0 About Mithun Knitting and Dyeing Ltd MKDL getting to be one of the best and diversified business groups in Bangladesh. They are still continuing on the transit of growth, variety and achievement our growth has been one of the most significant in each area of operation. This made possible by the strong drive of the management and continuous dedication hard work of the rest of their team. MKDL total workers are 629 the HR department facilities these workers. Moreover for their contribution the economy of our country is running. . 1 fraternity Profile Name Mithun Knitting and Dyeing Limited Year of Incorporation 1991 Year of Business Commencement 1991 Commercial Operation September 1993 Legal stamp of the Company Public Limited Company Corporate O ffice Sena kalian Bhaban Suite No. 904, 9th Floor 195, Motijheel C/A, Dhaka-1000, Bangladesh Tel 880-2-9551918,9551890 Fax 880-2-9564929,9553880 E-mail emailprotected net positioning of Factory Plot No. 43-46, Sector-4, Chittagong Export addressing Zone South Halishahar Chittagong-4223, Bangladesh Tel 800-31-741281,740220 Fax 880-31-740427E-mail emailprotected net Business Circular knitting, dyeing, finishing and knit Garments Product paradigm Fabrics Single Jersey, Interlock, Rib, French Terry, Flat knit (collar & cuff) Fleece Product range Garments T-shirt, polo shirt, ladies tops, ladies singlet, fleece jacket, sweat shirt, pajama, tank top Capacity Knitting-13500 kg/ day, Dyeing-white-12375 kg, color-10740 kg/day Garments-basic T-shirt-10000 pc/day, polo shirt-5000 pc/day Authorized capital Tk. 100000000 Paid up capital Tk. 50000000 No. of reflect Skilled-224, Officer-16, Stuff-75, Samiskilled-314, Total=629Origin of machinery USA, Germany, ITALY, Sweden, England, Korea, Ja pan, China, Taiwan, Singapore, Hong Kong, India, Bangladesh 2. 2 Production Facility * Knitting section * Dyeing section * * Finishing section * Fleece section * Garments Section 2. 3. major products * Polo shirt * T-shirt * Fleece jacket * Pajama 2. 4 Business PROCEDURE * Order Execution * Lead time 90 years for new orders and 60 days for repeat order. * Production process time 14 from the date of receipt of materials. * Mode of Payment * LC at sight with FOB basis. * CMT basis, concedement by TT * Documentation FOR LC Original documents to be sent through Bank to Bank as per LC. * FOR CMT * OPTION-1 original documents to be sent through bank to bank to bank and consignee of BL will be any Bangladeshi bank. * Option-2 If pauperization to send original documents directly with customer as consignee in BL, want to make payments in advance. 2. 5 Group Profile Mithun Knitting and Dyeing Limited is the parents company of their group. The other sister companies of the group are as fo llows 2. 5. 1 Sister Concern * Toyo Composite Ltd. open up in 1991 * Pure Cotton Knit Ltd. Established in 1991 * Bangos Biscuits Ltd. Established in 1991 Tallu Spinning Mill Ltd. Established in 1990 * Mithun Knitting and Dyeing Ltd. Established in 1991 * Radio Today FM. Established IN 2006 2. 6 MKDL Vision To be * Best quality and right time shipment of the products * The most cost effective procedure of quality products and its peak * The best example of an international trade oriented company in Bangladesh. 2. 7 MKDL Values * Team player * Excellence * Responsible * Appreciation * upkeep * Caring 2. 8 MKDL Objectives * 100% caoutchouc Record * 100% Delivery on Time * 100% Quality Fine Time * 100% loyalty * 100% Utilization of Resources . 9 MKDL performs the following buyers * Crocodile * Carrefour,Zara * Dullards * GAP, Sears * Zellards * Otto * Auchan * Carriefore * Neckerman/ Ackerman * Peacock * Answer Mode GMBH * QUESTION Fashion BV * Reebok MKDL maximum buyer is from U K, Germany and Europe side. CHAPTER Three Department of Mithun Knitting and Dyeing Limited * Organogram of MKDL * Various Department of MKDL Various Departments member in position SL. NAME DESIGNATION 1 MR. BASHIR AHMED Manager (Admin) Mr. Md. Nurul Islam Asstt. Manager (A/cs) 3 Mr. Moin Uddin ahmed Asstt. Manager(Knitting) 4 Mr. Md. Showkat Hossain Asstt. Manager(Commercial) 5 Mr. Probir Ranjan Dey Asstt. Manager(Dyeing) 6 Mr. Jahangir Alam Asstt. Manager(Mercendiser) 7 Mr. Jahangir Alam Sr. Asstt. Engineer) 8 Mr. Abdus Sobhan Sr. Officer(Admin Compliance) 9 Mr. Shahidul Islam Sr. Marketting Executive 10 Mr. Md. Shafiul Azam Accounts Officer 11 Mr. Md. Shah Alam Development Security Officer 12 Mr. Shahidul Alam Officer(MIS) 13 Mr. Seddiqur Rahaman Sub. Asst. Engineer 14 Mr.Maksud Ali Mridha Jr. Store Officer 15 Mr. Keramat Jr. Production Officer 16 Mrs. Sultana Karemunneesa Jr. Officer(DATA COLOR) 17 Mr. Harun-Or-Rashid Jr. Officer(Store) 18 Mr. syed Mizanur Rahaman Jr. Prod uction Oficer (Dyeing) 19 Mr. Boadrul Islam Jr. Production Officer(Knitting) 20 Mr. Shamim Chowdhury Jr. Officer(Welfare Complaince) 21 Mr. Gias Uddin Jr. Officer(Garments) 22 Mr. Md. Mahafizul Hoque Jr. Executive (Marketing) Chapter cardinal HRM as practiced in MKDL * Meaning of HRM * Function of HRM * HRM practice in MKDL * Employee selection * Selection process * Selection policy Training Development * Training for * Benefit of preparation * Training method * Training place, duration trainer * Training evaluation * Training program are * Compensation * Some other compensation for * Payment of wages * Worker not entitled to compensation * Performance appraisal * Who will be apprised? * Method of performance appraisal 4. 0 Meaning of HRM MANAGEMENT of human resources is the function of all enterprises which provide for effective utilization of people to achieve both the objective of the enterprises and the satisfaction and development of the employees (Glueck, Management).Al lah the almighty has endowed human beings with the power inherent in them which if nursed, nurtured, cultivated, developed and sharpened can unveil the secrets of nature. Human beings become human resource when their skills and abilities developed to foreshorten some productive activities that are useful to them and to their society. 4. 1 Function of HRM 1. ACQUISATION * Human resource planning * Recruitment * Internal * external * Employee socialization 2. DEVELOPMENT * Employee instruct * Management development * Career development 3. MOTIVATION Job * performance evaluation * rewards * job evaluation * compensation benefit * discipline 4. MAINTENANCE * Safety and health * Employee / lab or relationship 4. 2 HRM practice in MKDL Organization has big impact upon its human resources development and managerial activities. Organization bodily anatomical structure influences somebodyal activities within the department as well as relation with others whom it is to serve. That is way MKDL also practices in HRM. Human Resource Department maintains some policy. That also followed by the employee, employed and worker.The policy aims are Achieving, the main objective of the organization, creating committed employees, developing trained mortalal, recognizing trade unions as representative of worker, consultative service to employees, commissioning of authority, co-operation to and from employees, security of employment, opportunity for growth, fair wages and wage, objective evaluation of work. MKDL played a vital role in society. MKDL have HR department since 1993. Because it is an export oriented organization. HR department maintain policy and they work for the whole organization, as well as for the worker mainly.HRM Practice in MKDL some kinds are given below * Recruitment policy * Selection * Training and Development * Compensation * Performance Appraisal 4. 3 Recruitment Policy in MKDL recruitment is a linking function joining those with jobs to fill and thos e seeking job. The objective of MKDL recruitment policy is to develop a group of potential fitted people. The recruitment processes attracts qualified applicants and provide enough information for all kind of employees. Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to work environment, and time consuming.Hiring the right employee, on the other hand, pays back in employee productivity, a successful employment relationship, and a positive impact on total work environment. There are six kinds of employees or workers 1) Permanent employees is an employee who has been engaged on permanent basis after complete of his/her cooking. 2) Temporary employees is an employee who has been for work that is temporary basis. The electrical engineer is MKDL temporary employees. 3) Probationer is an employee who is provisionally engaged to fill a permanent vacancy in a post and has not completed the period of his / her privations. ) Employee on con tract is a person with who employed on contract basis. The auditors of MKDL are contract basis. 5) Apprentice means a learner that paid an allowance or fixed pay during the period of his/her culture. 6) Casual means a worker whose employment in casual basis. 4. 3. 1 MKDL Recruitment Sources There are two sources of recruitment . These are intrinsic and external sources of recruitment. MKDL mainly follows the external sources for recruitment. One main thing is that MKDL is a public Ltd company. past the recruitment policy is given below * Advertisement on newspaper Hang on notice in front of MKDL main gate * Internet ads in there website. 4. 3. 2 Personal File MKDL maintains a personal file for their worker that is part of recruitment policy. In a personal file each worker some record are their. This are * Application * Picture * Age certificate * Medical certificate * National certificate * Educational certificate * Appointment letter * Confirmation letter * development paper * Any disciplinary letter 4. 4 Employee Selection of MKDL To select is to choose selection is a screening process. It is the process of picking who have relevant qualification to fill jobs in an organization.MKDL selection objective is to select the right candidate who is physically fit, intelligent and do their job perfectly. 4. 5 Selection Process There is some process to select employees and worker. MKDL follow these procedures to select best employees to their company for a better output. The process are given below which is follows by MKDL. 4. 5. 1 Reception of Applicant. 4. 5. 2 Preliminary Interview. 4. 5. 3 Filling an Application Blank which provide brief history of an applicants background. 4. 5. 4 Employment Test MKDL follows some procedure to select their employees.Their selection procedure test is reliable and valid. Tests aimed at predicting future success on their job. Verities of test usually employ as selection tools. * Intelligent tests * Aptitude tests * Achievemen t tests * Interest tests * Personality tests For the types of employee or worker HRM department of MKDL choose the one of test. 4. 5. 5 Interview MKDL is a garments company they have worker for factory and employees for several department. To select worker and employees it is different from each other. There are six kinds of employees. For that reason, they follow different types of interviews.Types of interviews * Non leading interview * Patterned interview * Situational interview * Panel interview Interviews process HR department of MKDL have identified certain steps while conducting interviews. * readying selecting the interview process to followed. HR department expertise arranges and selects the employees. * Reception The interview started on time. * Information exchange Applicants must know what they are applying for and they have to know the idea about it. * Termination Interviewers personal opinions and applicants performance basis HR department select the employees. val uation After the interview process HR department select the candidate for next process. 4. 5. 6. Background of Reference checks Good reference check, when used sincerely will fetch useful and reliable information about the candidate. 4. 5. 7. Preliminary selection in HR department HR department select the employee or worker. 4. 5. 8. visible examination All applicants must a medical certificate in MKDL HR department. 4. 5. 9 Placement Then the following departments select the employee or worker and they should place. 4. 6 Selection policy In the selection policy, an applicant must have some education qualification.For worker Workers must be pass min. kind eight. For employees They must be complete their graduation. In addition, for higher level applicant must complete masters degree. 4. 7. Training and Development Training and Development has been always an essential part of human life, particularly in working(a) environment. Workers performs better if they are training in the s kills necessary for thir jobs, and managers are better leaders if they are trained up with these skills. 4. 7. 1 Why training is essential in MKDL Training is essential in MKDL for improve their quality, increase production and improve organizational climate.Because MKDLs main theme is produce high quality product. For that reason whole organization employees needs training and develop their skill. It important for * Economy in operation * Minimization of supervision * Better performance * Increase in morale * Uniformity in performance * Effective control 4. 7. 2. Reason for employee training and development Training and development can be initiated for a variety reasons an employee or a group of people * When a performance appraisal indicates performance return is needed. * To bench mark the status of improvement so far in performance improvement effort. As part succession planning to help an employee be eligible for a planned change in role in the organization. * To train about a specific topic. * As part of an overall professional department program. * The operation of a new performance management system. 4. 8 Training For MKDL has been arranging some kind of training For worker * Behavioral training * Technical training For official To get more efficient officer MKDL arrange some training which a part of their job. Some training fir the technical officer specially arranged. 4. 9. Benefit of training and development * Increase job satisfaction and morale among employee. Increase employee motivation. * Increase efficiencies in processes, resulting in financial gain. * Increase capacity to adopt new technologies and methods. * Reduce employee turn over. * Enhanced company image e. g. conducting ethics training. * Risk management e. g. training about sexsul harassment, diversity training. 4. 10 Training method at MKDL MKDL provides two types of training that is on the job training and off the job training. The best technique for one event may not suitable to other situation. ON THE JOB TRAINING Employee or worker coached and instructed by skilled co-worker.By supervisor, by the special training instructor. MKDL also provides various types of on the job training these are coaching or understudy, job rotation or special assignment. Coaching Coaching method, which also cognise as internship and apprenticeship method, the employees/ worker is, trained on the job by his/her immediate supervisor. Apprenticeship In MKDL the person who decreed under apprenticeship, they supervised through their supervisor and they have three months for apprentice period after successful completion of apprenticeship period they appointed as a regular employee/ worker.Job trainee A management or HR department selects a trainee who moved from job to job at certain intervals. Specials assignment MKDL provides lower level executives with first hand experience in working an actual problem. Off the job training Off the job training means that training is not part of the everyday job activity. In MKDL training program, do not arrange by them. BEPZA selected one officer for training and it arrange in outside from the organization. Off the job method following that method. babble It is an old method. Selected expertise gives some lecture to the trainees ConferenceParticipant gain knowledge and understanding by attending these conferences. Group discussion Group discussion exchange of ideas and opinions take place which help the participants to develop leadership qualities. Case studies The case based on actual business situation are prepared and given to the trainee managers for discussion and arriving ata proper discussion. Role playing The trainer use this method for develop the employer human relation and development of leadership qualities. 4. 11. Training place, Duration and Trainer Place MKDL only arrange training program for their worker and the apprentice.BEPZA select the place for the training program. Duration The training program depends on training objectives. Sometimes for long time or some time for short time. For the apprentices training program arrange for three months. Trainer For the worker and new employees trainer are the upper levels of the worker. However, off the job training, trainers are outside if the organization. 4. 12. Training Evaluation in MKDL Training evaluation model starts with training need assessment it means that what kind of training are essential for smooth operation of the company.MKDL evaluates TNA by the process of employee or the worker working condition or it called yearly secrete report. 4. 13. Training Program are * Personal proactive equipment * First aid * Fair training or dealer * Health and gumshoe * Awareness safety about toxic hazard * Awareness aids 4. 14. Compensation MKDL compensation systems policies are given below Gradation of workers Minimum wages Remarks i. Apprentice US $20(consolidated) Training for 3 months may be extended for another 3 months in the max imum. ii.HELPER a) US $30 b) US $25 ON completion of training, a works becomes permanent unless terminated during the training period. iii. Junior operator(Jr. ) a) US $36 b) US $30 A helper, when allowed to operate a. m. chain, shall be deemed to have been upgraded as a Jr. operator. iv. OPERATOR a) US $45 b) US $40 A Jr. operator shall be promoted as an operator on completion of 2 years service as such. v. Sr. operator a) US $50 b) US $45 An operator having served of 2 years as such shall upgrade as Sr. operator. vi. High skilled a) US $58 On completion of 2 years service as a Sr. perator,a worker shall be eligible for promotion as high skilled worker but subject to attaining required skill. 4. 15. Some other compensation for * Maternity benefit A female employee who has completed minimum of six month service shall be entitled on application to maternity break with pay for eight weeks after confinement on ground maternity. No female worker is entitled to such kinds of mate rnity benefit if she has two or more children. * Festival leave Every employee allowed at least eleven days festival holiday with pay in a calendar year. * Compensation for injury sustain while on duty. Every worker shall be entitled to casual leave with full wages for ten days in a year. * Every worker shall be entitled to fourteen days sick leave on half average wages in a year. 4. 16. Payment of wages * For employee paid on monthly basis , profit paid within the 7 days of the month. * For employee paid on weekly basis, wages by the first working days of the work. * For terminal employees, termination benefit and any other dues payable to the terminated employee paid within 7 days from the date of termination. * Overtime wages Overtime wages given MKDL by this method Basic salary *2*OT Hours/208 * Provident pedigreeThe provident fund given by this method Basic salary *8033% 4. 17. Worker not entitled to compensation in certain cases * If worker does not present himself for work a t the appointed time during normal working hours at least once a day if so require by the employer or lay-off is due to unauthorized absence from work by workers in another part of the employer. * If worker refuse to accept on the same wages. 4. 18. Performance appraisal Performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables.Job performance is a commonly use, yet poorly defined conceot in industrial and organizational psychology, the branch of psychology that deals with the workplace. It most commonly refers to whether a person performs their job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance. 4. 18. 1. Why performance appraisal is important in MKDL * PERFORMANCE AP PRASIAL can serve as a useful basis for promotion or reward. It serves as a guide for formulating a effective training and development program. * Managers can identify employees who are performing at or above expected level. Then it may help to increase competition. * It identifies the employees good or poor performance. * It helps to understand that in which way employer improve their performance. 4. 19. Who will be appraise * self appraise also included, it help to improve employees confidance level to work efficiently. * For worker their performance appraise by supervisor. * Consultant or the auditor appraises whole organization. 4. 20. Methods of performance appraisalPERFORMANCE appraisal methods are available for judging the performance of the employees. In MKDL performance appraise by upper level of an employee. The method is called the confidential report or yearly secret report. And performance appraise by behaviorally anchored rating scale (BARS) CHAPTER- FIVE * Findings * Recommendations * Conclusion * References 5. 0 Findings Due to my internship program I got some findings. Such as 1. In MKDL both internal and external sources of recruitment are followed. 2. For workers, external sources of recruitment are followed. 3. For officers internal sources of recruitment are followed. . Immediate supervisor provide training to the workers in MKDL. 5. In selecting workers normally previous experience is highly considered. 6. Performance is evaluating by the boss/supervisor and it is done annually. 7. The relation is good between employers, employees, worker, trade union (WRWC) and (BEPZA). . 8. The have no internal auditor. In MKDL HR department so the have to face problem to audit their report. 9. Supervisor are not more efficient thats why the cant supervise the worker properly. 10. The company does not pay the salary in due time, trough there is no problem to pay it timely. 1. The salary structure is below standard in some cases. The salary structure i s insufficient comparing with present economic situation. 12. MKDL does not provide any transport facilities to their worker. Which is very necessary. 13. The maintain safety and healthy environment for their employees. 14. They arrange on the job training for their employees. 5. 0. Recommendations For smooth operation of HR department the following task must be completed as soon as possible. 1. MKDL should provide the salary in due time because it helps the employee to give more concentration to the organization. . They should increase the involvement of employee in designing the training program. 3. Fire training and other injury training should be providing to the new workers. 4. Supervisor have to more effective because the motivate worker to do their jobs better. 5. Training should be evaluated properly. 6. HR department should recruit an internal auditor. 7. Company HR department should be free from any types of biasness especially on recruitment and selection process. 8. Sala ry structure should be updated and matched with the market situation.. 9.Companys HR department should arrange more effective training program in order to increase the employees ideas and creative power. 10. The organization provides conveyance bill but when the work late night, they fall in trouble for the transportation. 11. More and more business professional should be appointed in training and development department and it should be off the job. 5. 2. Conclusion Human Resource Department measures the organization strength in every respect. This brass must from part of the organization strategic and administrative thinking. Effort should constantly be made to improve the organization productive capacity.Human Resource is a fall upon factor to consider in organizational development and must emphasized in responding the micro and macro environment changes of Bangladesh. MKDL played a challenging role in Bangladesh. Because MKDL REPRESENTIATIVE OF Bangladesh. For their contributi on, our country economic growth increases. Our population directly benefited through the operation of the organization. MKDL and their sisters company engaged to increase our economic growth. Bangladesh disposal should provide necessary opportunity for EPZ sector so that it can operate smoothly. . 3 References 1. Profile of MKDL 2. Many official report of MKDL 3. Different officials and workers working area in MKDL 4. Web site of MKDL 5. Human Resource Management and Industrial Relation By Dr. Abdul Awal Khan Dr. Md. Abu Taher Appendix Questionnaire for Management Staff (Give the answer into the assay mark () in the appropriate place) Officer name Age Department Post Name 1.Does your organization practice HR development? Yes No 2. Does HR department give extra priority to their employee? Yes No 3. Are you getting any extra allowance for training? Yes No 4. Do you get any facility (Lunch or Tiffin) during your office time? Yes No 5. Is your organization getting any suggestion fr om you if they needed any strategic decision? Yes No 6. In department of HR training and development officers are available? Yes No 7.Do you face any problem when HR department need some improvement for their worker? Yes No 8. What is the time duration of training? 3 month 6 month 1 year Questionnaire for Worker (Give the answer into the tick mark () in the appropriate place) Worker name Age Department Post Name 1. Do you get facility from HR department? Yes No 2. Do you use any personal protective equipment?Yes No 3. Do you get personal equipment from your organization? Yes No 4. Do you get train about cease drill training? Yes No 5. After training program has your performance ability increased? Yes No 6. Are you get OT and provident fund tote up from your organization? Yes No 7. Are you satisfied on your increment amount? Yes No 8. Who get the more priority for training program in your organization? Technical person Non Technical personMITHUN KNITTING AND DYEING LIMITED Annual Confidential Report (Officer) PART-1 (To be filled by concern employee) NAME (IN roof LETTER) Designation Department Date of birth Age Qualification Joining date Salary while joining Last increment Present salary a) Basic salary TK.Pay scale b) House rent allowance TK c)Conveyance allowanceTK d) Medical allowance TK e) Other allowance TK TOTAL PART-2 TOTAL smudgeS 100 POINT SCORED EXCELLENT 91-100 AVARAGE 51-70GOOD 71-90 BELOW AVERAGE 00-50 GRADE Assessment of Dept. Head Signature with date Name Designation PART-3 (To filled by approving authority) Remark/ normal/ Assessment Approval- Signature with date Signature with date Name Name Designation Designation