INTERNSHIP REPORT
On
HRM Practices and Policies in AJI Group
Of
AJI Group
We care what you
wear
Compliance & HR Division, Corporate Office.
(This report on internship in AJI Group is submitted as a requirement
of the partial fulfillment of BBA Program)
Report prepared for
Prof. Dr. Muhammad Abu Misir
Intern Supervisor
Victoria University of Bangladesh
Report prepared by
Muhammad Rafiqul Islam
Student ID: 110711081
BBA Department,
Victoria University of Bangladesh
Date of Submission:
25th October 2011
Victoria University of Bangladesh
Internship Report
On
HRM Practices and Policies
In
AJI Group
We care what you
wear
Dedication
The Holy Prophet Muhammad (S.A.W.) The greater Social reformer and guide
in every sphere of life.
My affectionate parents who taught me the first word of speak and supported me
morally and financially throughout my studies.
My entire beloved friends who believe in me.
Preface
Internship program is one of the most significant topics of our BBA
program. Now the world is competitive. So we have to earn the
knowledge about the critical environment of business. This type of
program helps the student to acquire practical knowledge about the
contemporary business organization. It will also help the student to be
an effective executive in future. Different organizations take different
kind of policies to operate their business. A reputed Garments
industries like AJI Group, takes different kind of strategy to satisfy
their customers.
As a student of BBA, Victoria University of Bangladesh, I have been
assigned to prepare the internship report on “HRM Practices and
Policies in AJI Group” from the practical exposure I have undergone
at AJI Group, Corporate Office, and HR Division. As a model I have
tried my best with all my aptitude to complete this report with aptness.
ACKNOWLEDGEMENT
First of all, I would like to thank almighty Allah for his grace in
accomplishing my internship report timely.
I would like to express my gratitude to my academic supervisor Prof.
Dr. Muhammad Abu Misir from the core of my heart for his kind
support, guidance, constructive, supervision, instructions and advice
and for motivating me to do this report.
I am also thankful to Head of HR Division of AJI Group for giving me
the opportunity to conduct the internship in AJI Group. I would like to
thank Mr. Ahmed Zia Fahmi, Manager Compliance for supervising
me, Naznin Akhter, Asst Manager Compliance, Mr. Rakibul Hasan,
compliance officer, Abul Fattah Shuhud, asst. compliance officer,
Rima Rahman, welfare officer, and special thanks to Mr. Atiar
Rahman, head of IT department to help me by providing various key
information and giving me the path to write a fruitful report.
I am also grateful to the employees of others Division for their cordial
acceptance. Mr. Hafizur Rahman was too helpful. He helped me a lot
to collect the information correctly. Mr. Kudrat, Mr. Rifat and Mr.
Uzzal also extended their helpful hand to me. They have been very
helpful in showing me the work process and provided relevant
information for my report whenever I approached. It was a great
opportunity to do internship in such an organization. The experience I
have gathered will be a privilege for my future career planning.
LETTER OF TRANSMITTAL
25th September 2011
Prof. Dr. Muhammad Abu Misir
Lecturer,
BBA Department
Victoria University of Bangladesh
Subject: Submission of the internship working report.
Dear Sir,
With due respect, I would like to inform you that, I am Muhammad
Rafiqul Islam bearing student ID: 110711081, a student of BBA
department. My major was on Human Resource Management. It is my
great pleasure to inform you that I have the opportunity to submit an
internship working report on “HRM Practices and policies in AJI
Group”, as a requirement for BBA program. While conducting the
working report, I have gathered extensive knowledge on overall
garments activities from all the relevant departments of AJI Group.
I believe this genuine and honest analysis will help you to have a
positive viewpoint upon me. I will be pleased to deliver you with added
explanations or clarifications that you may feel necessary in this
regard. I shall be thankful if you kindly approve this effort.
Sincerely yours
…………………………………………..
MUHAMMAD RAFIQUL ISLAM
Student ID: 110711081
BBA Department
Victoria University of Bangladesh
COMPLIANCE & HR DEVISION
TO WHOME IT MAY CONCERN
Date: 24 September 2011
This is to certify that Muhammad Rafiqul Islam, S/O: Md. Abu Sayed a Student of
BBA Program, ID # 110711081, Business Administration Department, Victoria
University of Bangladesh has undergone an Internship Program at AJI Group Savar,
Dhaka for the period of 03 months June 04, 2011 to September 04, 2011.
During the period of Internship, he worked on the topic “HRM Practice and Policies in
AJI Group” and on completion of the same has submitted a report accordingly.
For AJI Group
______________
Syed M Nasif
Sr. General Manager (Admin)
Executive Summary
As a student of business administration analyzing today's business world
is very crucial to observe in this complex situation. It is necessary to go
through all fields of knowledge, both theoretical and practical. After
passing four years BBA program, I was sent out to have practical
knowledge in business life as a part of my academic program. An
internship program is organized to give me an opportunity for enhancing
my capabilities. In this report I had tried to focus my both theoretical and
practical knowledge regarding HRM practices. My internship topic is 'HRM
practices and policies in AJI Group”. I have tried to flash out about HRM
practices of this organization and how it is working in progress of the
garments industry.
In the report HRM practice of AJI Group, has been highlighted providing
the basic concept of Human Resource Management side by side. The
intention is to understand the activities of human resource management
by practical survey. The fact revealed from this survey is that all most all
the garments industries are involved in the same type of HR practice.
For example, organogram of the company, recruitment and selection
procedures, training institute, increment and bonus facilities etc are
typical in the garments industry which are operated in the private sector.
The more modern is their approaches the more they can resolve their
problems regarding handling employees in the organizations.
I have tried to follow the right methodology for preparing this report,
which is very important to find out the truth, which is hidden behind the
curtain. In the case study of AJI Group, effort has been given to disclose
about organizations system and procedure step by step. Finally,
conclusion and findings are also included in the report.
Table of Contents
Introduction Page No
1.0 Prelude 2
1.1 Origin of the Report 3
1.2 Purpose of the Study 3
Chapter 1.3 Objective of the Study 4
1.3.1 Broad Objective 4
1 1.3.2 Specific Objective 4
1.4 Methodology of Data Collection 4
1.4.1 Primary Sources 5
1.4.2 Secondary Sources 5
1.5 Limitations of the Study 5-6
The Organization 7-22
2.1 Background of AJI Group 8
2.2 Mission Statement 9
2.3 Goal 9
2.4 Strength of AJI 10
2.5 Name of the Units 11
2.6 Working Space 11-12
2.7 Production Section 13
2.7.1 Knit Section 13
Chapter 2.7.2 Dyeing Section 14
2.7.3 Printing Section 15
2 2.7.4 Embroidery Section 16
2.7.5 Sewing Section 16
2.8 AJI Show Room 17
2.9 Production Capacity 18
2.10 Annual Turn Over 18
2.11 Management 19
2.12 Management hierarchy of AJI Group 20
2.13 Organogram 20
2.14 Compliance 21
2.15 Mother & Child Care 21
2.16 Prevention of Child Labor 21
2.17 Insurance 22
2.18 Corporate Information 22
Chapter Observation 24-25
3.1 General Responsibilities 24
3 3.2 Essential Duties 24
3.3 Critical Observation 25
Chapter Bangladesh Garments Industry 26-34
4.1 Market Structure of Bangladesh Garments
4 Industry 27
4.2 Recent Performance of the Apparel Export
Sector 30
4.3 Recent Growth Performance 33
Chapter Project 35-87
5.1 HRM Operations 36
5 5.2 Human Resource Planning 37
5.3 Structure of the HRM Department 37
5.4 Functions of the HRM Department
5.4.1 Major Functions 38
5.4.2 Standard Operation Procedure 39
5.5 Training Need Assessment 40
5.6 Conceptual Framework
5.6.1 Manpower Planning 40
5.6.2 Recruitment and selection of
employees 41
5.6.3 Employee motivation 42
5.6.4 Employee evaluation 43
5.6.5 Industrial relations 43
5.6.6 Provision of employee services 44
5.6.7 Employee education, training and
development 45
5.6.8 Staffing 48
5.6.9 Performance Appraisal 48
5.6.10 Safety and Health 49
5.6.11 Employee and Labor Relations 50
5.7 HRM Resource Planning 51
5.8. Employee Recruitment and Selection Process 52
5.9 Employee Compensation Benefits 52
5.10 Employee Relations 53
5.11 Policy Formulation 53
5.12 Human Resources Information Systems 54
5.13 Purpose 54
5.14 Key Strategic HRM Concepts 58
5.15 HRM and Organizational Effectiveness 58
5.16 HRM Activities 59
5.17 New Labor Relations and Work Ethics 60
5.18 Expatriate Management 60
5.19 Cheap Labor Label 60
5.20 HRM Roadmap 61
5.21 HRM Approach 62
5.22 Role of HR department 63
5.23 The Challenges of Workplace 63
5.24 Planning a Mentoring Program 63
5.25 Diversity 64
5.25.1 Workplace diversity 65
5.25.2 Cultural diversity 65
5.25.3 Managing Workforce Diversity 66
5.26 Sexual Harassment 66
5.27 Works-Life Balance 66
5.28 The open external labor market 67
5.29 The occupational labor market 67
5.30 The nature of labor markets and employment
systems 68
5.31 The rise and fall of garment employment
systems
5.31.1 Employee pressure and influence 70
5.31.2 Distinguishing contractual and 70
statutory garment sector employment rights
5.31.3 Contractual rights 71
5.31.4 Statutory rights 72
5.31.5 The contract of employment 73
5.32 Termination of the employment contract 73
5.32.1 Fair dismissal 73
5.32.2 Unfair dismissal 75
5.32.3 Wrongful dismissal 76
5.32.4 Constructive dismissal 77
5.33 Establishing the terms and conditions of
garment sector employment 77
5.34 Development 79
5.34.1 Training and Development Options 80
5.34.2 Training and Development Option
Job Content and Responsibilities 81
5.34.3 Training and Development Option
Formal Training and Development 81
5.34.4 Performance Management and
Development in the General Work System 82
5.34.5 Immediate Preparation for the
Performance Development Meeting 83
5.34.6 The Performance Development
Process (PDP) Meeting 83
5.34.7 Following the Performance
Development Process 85
5.35 Management by Objectives 85
5.36 Innovative Employee Reward System Is Very
Important for Motivating the Employees Its
Importance is discussed below 86
Chapter Conclusions 88
6.0 Conclusion 89
6
References 90-92
AJI Group
We care what you
AJI Group
HR Division
Corporate Office
226, Singair Road, Hemayetpur, Savar,
Dhaka, Bangladesh.
