My Defense Report, Final

Chapter 01 Introduction Part

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Introduction After liberation when country’s traditional items of export could not yield expected result, in late 70s the government and a section of entrepreneurs – young, educated and dynamic, began to emphasize on development of non-traditional items of export. By the year 1983, ready-made garments (RMG) emerged to be non-traditional export oriented sector most promising in the socioeconomic context of the country. By that time, those entrepreneurs felt a necessity of sect oral trade body, non-government in nature, free from traditional bureaucracy, to help the RMG sector and to boost up the foreign exchange earning of the country urgently needed at that time. Responding to that necessity, 19 (nineteen) RMG manufactures and exports joined together and by their untiring efforts got Bangladesh garment manufacturers and exporters association (BGMEA) incorporated on 20 February 1983, today 2400 small and medium scale privately owned garment factories, registered with BGMEA, spread in cluster over the EPZ and urban areas of Dhaka, Chittagong and Khulna, are manufacturing ready-made garments of varied specifications as per size and design stipulated by the overseas buyers. Starting with a few items, the entrepreneurs in the RMG sector have widely diversified the product base ranging from ordinary shirt, t-shirt, trousers, shorts, pajama, ladies’ wear and children’s wear to sophisticated high value items like quality suits, branded jeans items, jackets-both cotton and leather, sweaters, embroidered wear etc. Besides accounting for 66% of Bangladesh’s total export earnings in 1995, this sector is employing about 1.2 million people of whom 90% are woman. Ancillary industries producing carton, polybasic, woven labels, buttons, sewing thread, strapping band, gum tape etc have emerged in large number with the growth of the sector. The RMG industry has helped the growth of the sectors like banking, insurance, shipping, hotel, tourism, road, transportation and railway container services etc. The sector in which the RMG has helped created the maximum prospect in the country in the textile sector-supply source of mother raw-material of RMG sector. Woven garments is a growing industry in Bangladesh & similarly to woven apparel designs, gives a challenging & responsible career where the complex nature of the global fashion & textile industries must be realize. The woven industry will meet the global challenge through 2

their creative ability & sound background of commercial industrial & operational environments in which professional practice takes place with Bangladesh becoming one of the leading world suppliers of woven garments. The exponential growth of Bangladesh garments manufacturing sector mow necessities the country to become vertical & further growth in backward linkage in the woven & knit sector is essential to complete with china & India. So the impact of management system is absolutely crucial top sustained growth & future expansion of the garment industry through a well planning.

1.1 Background of the Report I have prepared this report as a requirement of the completion of BBA degree. Practicum defense is a must for the BBA students. I am doing my internship at Noman Terry Towel Mills Ltd. I have chosen “Selection and Recruitment” which is a very essential part of HR department.

1.2 Objective of the Study The objectives behind preparing this report are to achieve proper theoretical and practical knowledge. I have prepared this report for the following purposes. That areBroad Objective: 

To develop knowledge about various human resource functions as planning, recruitment and selection, training and development, compensation management etc of Noman Terry Towel Mills Limited.

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To gather practical work experience.

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To understand how services are provided by the organization to their customer.

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To understand the marketing strategies of companies to stay ahead of competitors.

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To understand the problems and barriers they are facing in the way of doing business as a garment industry.

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To develop the report writing skill.

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To get the general idea about overall operation of Noman Terry Towel Mills Ltd.

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To identify the core competencies which differentiate Noman Terry towel Mills Ltd. from other garment industries.

Specific objective: 

To find out different products and marketing strategies which Noman Terry Towel Mills Ltd. is using to attract and satisfy customers.

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To know about the problems and barriers it is facing in providing services.

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To find out the expected level of the customers satisfaction and the services should be offered.

1.3 Methodology Sources of collecting data: When I wanted to collect data, simply two types of data are found. They are1. Primary Data 2. Secondary Data Primary Data Primary data can be defined as the data collected for the first time by the investigator. I have collected data and some valuable information by directly working over there. Others primary sources of information:  Face to face conversation with officials of HR department.  Data collected through observation of the company’s activity.

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Secondary Data I have used secondary data only in the cases where it was not possible for me to use primary data. I collected most of my secondary data from Noman Terry Towel Mills Limited’s official website, annual report of NTTML and other websites.

1.4 Scope of the research The report deals with the recruitment and selection process in terms of theoretical point of view and the practical use. The study will allow learning about the recruitment and selection issues, importance, modern techniques and models used to make it more efficient. The study will help to learn the practical procedures followed by the leading organizations. Moreover the study will help to differentiate between the practice and the theories that direct to realize how the organization can improve their recruitment and selection process.

1.5 Limitations of the study: This study has limitations that should be taken into consideration. These are given below Some of NTTML employees were not interested to give information willingly since they need to maintain confidentiality. When I tried to learn the works by myself or wanted to collect information about them, they did not provide their internal information. So that it was difficult to prepare report perfectly.  There is less availability of data in the website.  Many employers of the organization were not well known about all information that we

asked them. Many of them also hesitated to answer the questions. These things hampered the information collection.

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Chapter 02 Organizational Part

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2.1 Background of the company Noman Group-a pioneer in garment business, started its journey with a vision of establishing itself as the largest textile manufacturer in the world. Noman Group is an example of how a company is built from scratch and how it goes from strength to strength. In the last few years, the conglomerate won a good few awards as a top garment exporter. But the journey to become a leading exporter was not smooth. Md Nurul Islam, chairman of the group, said he started his business in 1968 when he used to sell clothes in Dhaka and Narayanganj after buying those from Chittagong. On that time, he did not have capital to start a business. Islam said he used to work for a company and run his small business at the same time. For the last few years, his company has been exporting garment products worth $500 million a year, he told The Daily Star in an interview at his office in Gulshan. Islam said, when he was able to manage some capital he began dyeing and spinning business. “Then I started to make fabrics and later expanded my business to knitting, terry towel, denim and other segments."Expansion mainly began after the independence of the country and a breakthrough came after 1987 when banks were showing interest to give him loans. Now the group has 28 factories, he said. “All are running very well.” Five more factories that were built in 2009 and have been inactive due to a gas shortage will go into production soon, said the 64-year-old entrepreneur. Around 60,000 people work for his company now, and once the new factories start operations, 30,000-40,000 jobs will be created. Islam said exports of garments will bring an additional $200 million from next year.

Zaber & Zubair Fabrics, a subsidiary of Noman Group, manufactures various home textile items for export, mainly to Europe and North America. Zaber & Zubair Fabrics won HSBC Export Excellence Awards in 2012 under the RMG and textile category with an annual export turnover of more than $50 million. The company supplies to renowned retailers such as Walmart, Target, K-Mart, PVH, Nitori,Espirit and HEMA. Different sister concerns of the group export their products to top

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global brands such as H&M, IKEA, Target, GAP, JC Penney, Tesco, Li & Fung, American Eagle, Carrefour, Disney, Nike, Zara, Mango and Uniqlo. Compliance is an important area where the group focuses on the most, Islam said. “I had to spend Tk 300 crore to set up an effluent treatment plant.” With sustained growth over the years and an ever-expanding list of international clientele, Noman Group has solidified its position as a leading vertically integrated textile group in Bangladesh. It was started in 1968 by Mr. Nurul Islam. The product range of NG is spinning fabrics, readymade garments, home textile and terry towel. It is the highest exporter of Bangladesh from 2006 till now in home textile.

2.2 Business of Noman Group                      

ISMAIL SPINNING MILLS LTD NOMAN SPINNING MILLS LTD SUFIA COTTON MILLS LTD TALHA SPINNING MILLS LTD YASMIN SPINNING MILLS LTD ZABER SPINNING MILLS LTD ZUBAIR SPINNING MILLS LTD SAAD SAAN TEXTILE MILLS LTD NOMAN WEAVING MILLS LTD NOMAN TEXTILE MILLS LTD NOMAN COMPOSITE TEXTILE LTD ISMAIL TEXTILE MILLS LTD TALHA FABRICS LTD ZARBA TEXTILE MILLS LTD ARTEX FABRICS LTD MARIUM TEXTILE MILLS LTD SUFIA FABRICS LTD NOMAN FASHION FABRICS LTD NOMAN HOME TEXTILE MILLS LTD ISMAIL ANJUMAN ARA FABRICS LTD TALHA TEXPRO LTD NOMAN FASHIONS LTD 8

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ZABER & ZUBAIR ACCESSORIES LTD

2.3 Organizational Timeline 1968

Nurul Islam commenced his professional career

1980

Started production of Mesh, Net and Jersey Fabrics

1997

Formation of Zaber & Zubair Fabrics

1998

Started “Ismail Anjuman Ara Trust Foundation” (Charity)

2000

Investment in two spinning mills to support Z&Z

2006

Took over as the highest exporter in Bangladesh

2008

Investment in 7 mills locally

2011

Recognition from H&M as “GOLD Supplier” at H&M

2011

Received “Environmental Compliance" certification from

2012

BGMEA, IFC, UKaid & Norad Introduction of mobile banking for all employees

2012

Beginning of Terry Towel manufacturing and denim

2.4 Stakeholders Any organization, association and other entities that have significant influence on Noman Group and also any individual or groups that are influenced by their activity (either directly or indirectly) on a continual basis are considered as their stakeholders. Stakeholders are an integral part of an organization and Noman Group is no exception. They especially consider their

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customers, suppliers, financial institutions, employees and surrounding community as their most vital stakeholders and partners. Noman Group provides a range of products and services to buyers both nationally and internationally. They offer their clientele base superior quality and undeniable commitment. Their strong policy in being environmentally and socially responsible upholds their sincerity towards the stakeholders. On a regular basis, NG engages in dialogue with our suppliers, buyers, and contractors in respect to their performance as well as sharing experience on various aspects. In respect to their commitment to communal development, they regularly meet with people from the community in an effort to understand their needs better. The clients of NG are some of the top brands located in North America, Europe and Asia. Now they are also looking into increasing their presence in emerging markets.

2.5 Product Range

Fashion Fabric  Solid  Yarn Dyed  Print  Mesh/Jersey  Cotton poplins, Canvas and Voiles  Cotton Twills, Chinos and Satins  CVC and Poly Cotton Blends  Heavy and Denser Bottoms wear fabrics 10

 Dobby Woven Fabrics  Rib stop Fabrics  Bedford cord Fabrics  Waffle Fabrics  Slub Yarn Fabrics  High Quality Stretch Poplins (Lycra)

Home Textile  Duvet Cover  Pillow Cover  Bed Linen  Bed Spreads  Bed Throws  Kitchen Cloth  Table Cloth  Curtain  Shower Curtains  Chair Pads  Cotton Rugs 11

 Napkins  Table Runners  Aprons  Mitten  Rug/Mat  Upholstery  Towel (Kitchen Towel, Bath Towel, Robe, Spa Towel, Beach Towel, Tea Towel, Bib, Hooded Towel, Institutional Towel)

Apparel  Shirt  Blouse  Pullover  Gown  Chino  Cargo  Capri  Bermuda

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 Ladies Skinny  Shorts  Skirt  Pajama

Special  Fishing Net  Tent Fabric  Parachute Fabric  Ceramic Fabric  Glass Fabric  Kevlar weave  Mosquito net  Military clothing  Fire-proof clothing  Cut resistant clothing

2.6 Company Profiles

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Noman Terry Towel Mills Limited is the leading terry towel manufacturer in Bangladesh. It started its journey in 2012 at Vowel Mirzapur, Gazipur. It is known to major institutional & retail buyers around the world as the top terry towel supplier in Bangladesh. As a vertically integrated terry towel manufacturer in Bangladesh – it has all the solutions in-house which enables us to achieve short lead times and on-time delivery to buyers worldwide. Their nine modern spinning mills let them produce their own yarns. Along with many weaving units & accessories/packaging unit, it also has a robust transportation facility. It has been credited as having the most compliant terry towel factory in Bangladesh by many of our buyers. Their management consists of young, forward-thinking professionals and seasoned experts in terry towel industry. . Noman Terry Towel Mills Ltd., a part of Noman Group, the largest home textile group of companies with annual revenue of USD 1 billion.

2.7 Functional Departments (Production) of Noman Terry Towel Mills Ltd. Noman Terry Towel Mills Ltd. is a large garment with various functional departments. They are-

 Stitching  Weaving  Terry Dyeing  Yearn Dyeing  Twisting

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 Sizing and Warping  Research and Development (R & D)  Sample  Store  Inventory  Electrical and Utility (E & U) 2.8 Functional Departments (Management) of Noman Terry Towel Mills Ltd.

The number of departments shows the complexity that Noman Terry Towel Mills Ltd. has to go through to make the company work. The departments that deal with the management of the company are given below-

 Marketing Department  Medical Services Department (MSD)  Accounts & finance Department  Information Technology (IT) Department  Human Resource Management (HR) and Admin Department  Human Resource Management (HR) and Compliance  Internal Audit  Quality Management & Audit 15

 Market Research & Planning Cell  Share & Corporate Affairs  Engineering etc.

2.9 Noman Terry Towel Mills Ltd. - At a Glance

Workforce: 6000 Registered Capital: Above US$100 Million Annual Sales: US $50 Million (70% year-on-year growth) Factory Size: Above 100,000 square meters Capacity: 70 Tons of Terry per day & 25 Ton Yarn Dyed Capacity Factory Location: Vawal, Mirzapur Products : Institutional terry towel, Terry beach towel, Terry bath towel, Terry kitchen towel, Terry bath robe, Terry bib, Terry hooded towel etc. Clients: H&M, SEARS CANADA, ALDI USA, Denantes, Rusta, Itochu, Zeeman, La Redoute, OTTO. Certifications: BSCI, OE 100, OEKOTEX, GOTS, WRAP, C-TPAT, EGYPTIAN, SUPIMA, CMIA, SEDEX. 16

2.10 Mission and Vision Noman Terry Towel Mills Ltd. is founded on and committed to a sustainable corporate concept of concomitant prosperity. Their mission consists of 3 intertwined parts: 

Consumer Mission - To manufacture and supply the finest quality textile products on time

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with a continued commitment to compliance. Social Mission - To act responsibly as a global corporate citizen and ensure the well-

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being and growth of our employees and all other stakeholders. Environmental Mission - To foster a sustainable future through collaborating with area businesses, community leaders and neighbors with the end of goal of environmental wellbeing.

2.11 Product The product portfolio includes 

Terry bath towel,

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Terry bath robe,

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Terry beach towel,

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Terry institutional towel,

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Terry wash cloth,

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Terry hand towel,

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Terry bib,

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Terry bath mat,

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Terry kitchen towel, 17

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Terry hooded towel

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And bedspread.

Right now, specialties include velour towel, printed towel, jacquard towel, dobby towel and embroidery towel. They have plans to introduce zero twist terry towel and bamboo towel in Bangladesh in the future.

2.12 Awards and Achievements Over the years, Noman Group has been received numerous awards for its operational excellence and commitment to society & environment. It also complies with all applicable regulations and standards in the industry. They are -

 HSBC Export Excellence Award 2011  Social & Environmental Excellence Award 2012  “Best Example” 2012 Award by H&M  National Export Trophy (Awarded by Ministry of Commerce and Export Promotion Bureau) – 

Zaber & Zubair Fabrics: 2001-02, 2002-03, 2003-04, 2006-07, 2007-08, 2008-09, 2009-10, 2010-11, 2011-12 (Gold)

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Noman Weaving Mills: 2008-09, 2010-11, 2011-12 (Gold)

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Zaber Spinning Mills: 2008-09 (Gold)

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Yeasmin Spinning Mills: 2008-09 (Silver), 2010-11 (Bronze)

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Ismail Textile: 2010-11 (Bronze)

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2.13 SWOT Analysis Strength a. Noman Terry Towel Mills Ltd has been serving the country since 1968. So it has gathered huge experience in the garment sector which is now acting as a very good strength for the company. b. Noman Terry Towel Mills Ltd has achieved national and international awards several times for their excellence at work which helps to hold a very good image in market. c. Size advantages lower Noman Terry Towel Mills Ltd’s risks. The larger Noman Terry Towel Mills Ltd gets, the more resources they have to pursue new markets and defend themselves against rivals. d. An innovative culture helps Noman Terry Towel Mills Ltd to produce unique products and services that meet their customer’s needs. e. A strong supply chain helps Noman Terry Towel Mills Ltd obtain the right resources from suppliers and delivery the right product to customers in a timely manner.

Weakness a. Employee migration is high in Noman Terry Towel Mills Ltd. Almost in every month, people are being recruited. b. Salary structure is not so good. So NTTML is not able to attract potential, effective and experienced employees.

Opportunities a. Existing demand for garment accessories in the neighboring countries is really big opportunity for Noman Terry Towel Mills Ltd. b. New technology helps Noman Terry Towel Mills Ltd to better meet their customer’s needs with new and improved products and services. Technology also builds competitive barriers against rivals. 19

c. New products can help Noman Terry Towel Mills Ltd to expand their business and diversity their customer base. Weakness a. International competitors are numerous and difficult to combat, because they can have many competitive advantages that give them an advantage over Noman Terry Towel Mills Ltd. b. The availability of substitute products hurts Noman Terry Towel Mills Ltd’s ability to raise prices, because customers can easily switch to another product or service. c. The unstable political condition is a big threat for The ACME Laboratories Ltd. Hartal or blockage may result in the delay of distribution of products. It also hampers the regular official work.

2.14 Corporate Social Responsibility Noman Group brings a significant contribution to the community and society through programs, focusing on healthcare and education of children. The company’s social programs reflect a belief that a healthy and educated population is needed to develop society. Moreover, relationships and timely communication are also established with local authorities and stakeholders in order to identify other projects that would benefit the whole community.

In 2012, Noman Group signed an agreement with Dutch-Bangla Bank Limited on to provide mobile banking service to its 50,000 employees. In 2013, Noman Group held its first annual summer blood drive in collaboration with Quantum Foundation. Noman Group is a champion of the idea that everyone is entitled to education. In line with that view, it has been supporting Chunati High School, a non-governmental high school in Lohagara for many years.

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Noman Group is giving now equals more than 10 tons of clothes every month to the communities it serves. Especially during the nation’s biggest festivals, it partners up with local organizations to provide new clothes to underprivileged children.

2.15 Product Responsibility In regard to product safety, Noman Group has obtained the ‘OE 100’ certification. This eco-label is an internationally recognized standard that assesses the presence of harmful substances in their products. All raw materials, intermediate and end products at all stages of the manufacturing chain, including accessories, are included in a thorough testing process.

In the last fiscal year, Noman Group has not been subject to any complaints or concerns regarding incidents of non-compliance with regulations and/or voluntary codes concerning the health and safety impacts of the products and services they provide. Noman Group is in compliance in all material respects with applicable product safety laws and regulations in the jurisdictions in which they operate.

2.16 Social Compliance A proper business requires special attention and commitment towards practicing ethical norms and values and environment; safety at all the manufacturing facilities. As a company whose products span the globe, the management of Noman Group has a great responsibility to influence the conditions under which it manufactures the product. Noman Group endeavors in improving the lives of the people inclu  Competitive wages  Women Empowerment (80% of our garments workforce is female)  Maternity leaves

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 Day care center for infants  Medical Facility  Living accommodations for plant workers  Hygienic dining facility for all employees  Timely salary disbursement through ATM cards to all employees  Training Center for human development  Noise Level Tracking and Monitoring  HIV Awareness Training  No Child Labor

Chapter 03 Human Resource Management of Noman Terry Towel Mills Ltd.

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3.1 Human Resource Management (HRM) Human resource management (HRM) is the function within an organization that focuses on recruitment, management and providing direction for the people who work in the organization. HRM can also be performed by line managers. Job analysis is primary tool in personnel management. In this method, a personnel manager tries to gather, synthesize and implement the information available regarding the workforce in the concern. A personnel manager has to undertake job analysis so as to put right man on right job. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization’s goals and objectives.

3.2 Introduction to Human Resource Management at NTTML

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Generally, HR department is responsible for the overall management. Noman Terry Towel Mills Ltd. considers that success depends on the collective effort of entire work force. . It gives specific guidelines of operation of human resource division with a vision to maintain the expected standards that are maintained. There are a number of functions performed by the HR department of NTTML. They are discussed below –        

Selection and recruitment of general workers and management employees. Providing ID card and appointment letter to the employee. Updating employee personal file Maintaining employee personal file Training and development Preparing monthly salary sheet Preparing increment sheet Evaluating performance of the workers and management staff and give promotion or

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increment based on the evaluation. Preparing iftar bill during the Holy Ramadan. Taking disciplinary actions when and where is needed. Leave register. Collecting attendance. Visiting floor and observing whether the workers are maintaining the rules and regulations or not.

3.3 Training and Development Programs For Human Resource development, increasing efficiency at workplace and enhancing capability; Noman Terry Towel Mills Ltd. conducts several training and development programs. Some of them are mentioned below       

Health and safety First aid Fire fighting Fire and compliance On the job training Chemical handling Product handling Machine operating system 24

3.4 Selection and Recruitment Process of Noman Terry Towel Mills Ltd.

Recruitment of General Workers For the recruitment of general workers, at first the factory GM decides that workers should be recruited be recruited. Then he informs this officially to the HR Manager. He orders his officers to hire employee. Then they select and recruit people as they need. For recruiting workers, NTTML follow “Gate” recruitment policy. They don’t hire people based on reference.

Recruitment Advertisement There are various ways by which it is informed to the workers that there is a garment that is taking people. Usually NTTML follow the following policies to make advertisement

Reference: Before sometime of recruitment, they inform their present working employees that they are going to recruit people. They can inform people if they know or

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with whom they are familiar with. Banners and Posters: Noman Terry Towel Mills Ltd. arranges posters and banners for their advertisement. On these posters, it is usually written that how many peoples are

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needed, the position, salary etc. Miking: Another way of informing people is miking. By miking, NTTML informs people that they are going to recruit workers.

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Gate Policy of Recruitment At the day of recruitment, the officers of HR department who are responsible for selecting and recruiting, they go to the gate. There is a security room beside the gate. HR officers take their position over there and candidates come to the room one by one by maintaining a queue. The candidates are responsible to bring some papers or documents which arePhotocopy of Chairman Certificate Photocopy of National Id Card (If available) Photocopy of Birth Certificate Photocopy of Educational Qualification Certificate (If available) Photocopy of previous working experience certificate (If available)

Once a candidate come with these papers, the officers checks whether the documents are okay or not. They also observe the fitness of the candidates. If they seem to be all right, they are sent to the medical.

Medical Medical is a very important part of recruitment. Here, the primarily selected workers come and the doctors do their age verification. Age verification is important since NTTML does not recruit child labor. An eligibility test is also done to make sure that they are able to do their work properly.

Recruitment After the age verification, if the workers are okay from every aspect, they are given an application form for the job, employee information form, declaration form and finally joining letter for the post. The workers who are applying for post like helper (ribbon, sewing, washing, sample, terry dyeing), floor cleaner, security guard etc, they are sent for a fire and compliance training. They join to the work from the next day of their medical.

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On the other hand, the workers who are applying for post like operator (ribbon, sewing, washing, sample, terry dyeing), technician, beam fitter, quality checker etc, they are sent to the section head. He is responsible to ensure who are really able to work and who are not eligible. The selected workers also need to pass a skin test. After that, they are sent for a fire and compliance training. They join to the work from the next day. Appointment Letter The garment is compelled to provide an appointment letter to the recruited workers within 3-7 days. They will also receive an identity card which contains name, designation, date of joining and department. The appointment letter contains information regarding company policy. It contains information regarding salary, overtime and its payment, leave policy etc. It is a must that each and every appointment letter will contain workers finger print and signature. The main copy of the appointment letter will be provided to the worker and the photocopy will be reserved by the HR department for updating personal file.

Employee Personal File When all the procedures are done, the HR department is responsible to keep a personal file for each worker. It contains the entire document from the beginning to the ending. At first there is a photocopy of chairman certificate, photocopy of National ID Card/ Photocopy of birth certificate, photocopy the certificates of educational qualification and work experience (if available), age verification form, application form for the job, employee information verification form, declaration form, appointment letter and finally joining letter for the post. It is mandatory that a personal file have to contain a service book. Each company is responsible to keep a service book by their own cost. A service book consists of five parts. They are-

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Part 1- Employee Identification Part – This part contains such information by which they can be identified. It contains information like employee name, father’s and mother’s

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name, date of birth, NID number, blood group, opening date of service book, signature 

and finger print of worker. Part 2-Organization and Employer Information- This part contains information of regarding the organization and the employer. In NTTML, the employer is the HR

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manager. Part 3-Job and Salary Information: This part contains date of joining, ID card number,

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designation and salary. In this part, a signature of worker and an HR officer is a must. Part 4-Leave Information: This part contains how many days a worker can take leave.

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It will keep all the record of leave taken by a worker. Part 5- Employee Behavior Record: The final part of service book contains the attitude and behavior record of the worker. This part ensures the dedication and nature of a worker.

3.5 Selection and Recruitment of Management Staff

General Eligibility for Employment   

The candidate’s age must be 18 years or above. The candidate must not be convicted by any criminal court. Medically & physically fit for the job he or she is seeking may be confirmed by

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reemployment medical checkup. The company decision to employ will be based on competence for the job &

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demonstrable behaviors. If found suitable, preference will be given to internal candidate who is already employed

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at SQ in some other job. The candidate should be asked whether s/he worked in this organization before; if so, then we must check past record before re-appointing the person.

The Process Following process to be ensured in order to complete the whole recruitment and selection process: 28

1. Requisition with Approval 2. Job posting and Advertisement (Optional) 3. Interviews and Assessment 4. Job Offer 5. Joining Requisition & Approval Respective Department Heads/ SBU Heads/ Functional Heads shall provide the Requisition using the prescribed along with the Role Definition to Group HR. Job Posting and Advertisement After receiving the approved requisition by Group HR / SBU HR (as per Clause 5.2), as applicable, an internal advertisement for placement must be put through appropriate media, i.e, emails, employee notice boards, intranet etc. giving at least seven (7) days for application submission through line Manager/ departmental head and Group HR / SBU HR. In case of unavailability of right internal candidate external job posting may be done through appropriate media or source through competent head-hunters. All types of recruitment advertisements will be clear and will contain the following information: a) Job title & Grade b) Location & SBU c) Key Roles & responsibilities (Role Definition) d) Description of the organization/SBU/department. e) Last date for applying f) How and where to apply.

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Interview and Assessment Initial screening of the CVs/ applications received considering job requirements will be jointly carried out by HR and respective line managers. A range of options to develop an interview process appropriate to the level of post on offer should be used. Options that the Selection Panel may consider include: a) Competence based interviews b) Practical test, if there is any c) Competence based interview by Group HR d) Final interview by top management (if required)

Job Offer 1. The offer of employment shall be issued by Group HR for all Management staff. 2. Only the approved remuneration /grade can be offered by the Group HR/SBUs. Any deviations must be approved by Director, HR. 3. Remuneration package will be considered on the basis of Total Cost to Company (CTC). 4. Depending on the qualifications, experience & exposure of previous employment, the candidate will be offered a package within the range of relevant grade as applicable for the SBU 5. Employment Offer Letter to be issued to the selected candidate prior to his joining with conditions of medical check-up (when applicable) and reference check (if necessary).

Joining Candidates come and meet with HR manager and then appointed to the job.

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Chapter 04 Actual Task Part

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Actual Task Part

During my three month internship, I have learned a number of things which I want to mention in below      

Updating employee personal file. Writing service book for employee record management. ID card distribution. Leave form management & update them on leave registry book. Performance evaluation form handling & recording. CV sorting. Sending letter to the employee who are absent for long days.

The tasks are described briefly in the following descriptionUpdating Employee Personal File Each and every employee of Noman Terry Towel Mills Ltd. owns a file. These files contain everything about an employee. One of the major tasks of HR department is updating those personal files. I have updated a lot of files when I was there. Writing Service Book for Employee Record Management Service book is a book that contains several information regarding employee. This service book is a must according to law. It can be kept separately but in Noman Terry Towel Mills Ltd., it is kept along with the personal files. I have written a good number of service books during my internship over there. ID Card Distribution 32

Each and every employee is required to hang ID card while visiting the factory Premises. I have distributed ID card among the workers. Leave Form Management & Updating In a month, many employees enjoy various types of leave. At the end of every month, HR department is responsible to update them on the leave registry book. These books contain information regarding leave. I have updated lots of leave form information to the registry book. Performance Evaluation Form Handling & Recording At the end of one year job in a company, one employee gets promotion or increment. HR department is responsible is responsible to make a performance evaluation sheet including name, ID and department and send it to the department head. Then the department head will judge him on some criteria and mention how much increment should be made or whether promotion should be given or not. After doing that, they send it back to the HR department & they promote or give increment based on this. I have prepared those sheets and sort them according to department.

CV Sorting The process of selecting candidates starts with sorting out CVs. I have worked a lot in sorting out CVs initially, especially in the position of floor supervisor, production officer etc. There I was asked to give emphasis on the educational qualifications, previous working experience and whether the candidate has done relevant training program which will be appropriate for the given job responsibilities. After the initial screening has done, I had to make a list of the candidates who can be called for interview. Disciplinary Actions I have worked with some activities of disciplinary procedure such as sending letter to the employees who are absent in the factory for a long time (maximum 10 days are allowed).

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Chapter 5 Compliance Issue for Garments Workers

34

5.1 Historical Development of Compliance Initiatives Sweater labor practice & workers exploitation are very common especially in the developing countries. In 1990s continuous reports by human rights group and media in the USA & Europe created tremendous consumer on sweatshop labor practices. The famous American coffeehouse china standard was applied in 1995 when its outlets picketed because workers rights were abused in the Central American coffee fields. Nike, Reebok, Philip van hessen, the gap & other major companies have experienced numerous protest about conditions in factories abroad, where their products were manufactured in sweatshop conditions,. Now retailers & manufactures did not like to take risk damaging their reputation of their brands, in respect of workplace abuse. So they have developed compliance codes. Compliance codes have become a fact of life for virtually all exports in Bangladesh to market produces in the developed countries. Following and maintaining compliance issues means to work according to law and fulfilling the requirements of different buyers. Noman Terry Towel Mills Ltd. follows Labor Acts very strictly.

5.2 Bangladesh Labor Law

1) Wages & Working Hours Minimum Wage Minimum wages as per minimum wage ordinance of Bangladesh Labor Act for garment workers is 5300 tk. per month. In this salary, 40% is for Hose rent allowance, medical and transport bill is 400 tk, and rest is gross salary. Besides these, a worker will get 650 tk. as dearness allowance every month along with the salary.

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Ref: Bangladesh Gazette 2006 as per section 3 & 5 of minimum wages ordinance (Amendment)

Working Hours Normally working hour is 08 eight hours/day and it may be up to 09 (nine) hours when there will be 1 hour break for lunch and rest. No one is allowed to work more than 48 hours per in a week and on an average 56 hours per week in a year Ref: sec-50 of Bangladesh Labor Act 2006

Overtime Hours If any worker is required to work for more than 8 hours in a day or for more than 48 (forty eight) hours in a week, that will be treated as overtime hours. That overtime hour is maximum 2 hours in a day and not more than 60 hours in a week. Ref: sec-57 & 58 of Bangladesh Labor Act 2006

Overtime Pay Where a worker works in factory for more then 8 (eight) hours in a day or more then 48 (forty eight) hours in a week, he shall in respect of overtime work, will get payment as the double of his basic salary per hour. Ref: sec-58 of Bangladesh Labor Act 2006 Intervals for Rest or Meal no adult worker in a factory shall be liable to work either for more than six hours in anyone day unless he has been allow in interval of at least one hour during that day for rest or meal.

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For more than five hours in anyone day unless he has been allow in interval of at least half an hour during that say for rest or meal: or for more than five hours during that say for rest or meal or For more than eight & half hours unless he has an interval under clause (a) or two such intervals under clause (b) during that day rest or meal. Ref: sec-54 of Bangladesh Labor Act 2006

2) Special Law Applying to Women No women shall be allowed to work in a factory between 7 pm to 8 am. Provided that the government may be notification in the official gazette in respect of any class or classes of factory & for the whole year of any part thereof decide the working hours for women between 5 pm & 8:30 am. Ref: sec-65 of Bangladesh Labor Act 2006

3) Weekly Holiday no adult worker shall be required or allowed to work in a factory on Sunday or a Friday as the case may be unless he / she has had or will have a holiday for a whole day, or one of the three days immediately before or after that Sunday or Friday. Ref: sec-103 of Bangladesh Labor Act 2006

Compensatory Weekly Holiday If any worker is derived from weekly holiday he has to grant the equal number of compensatory holiday within that month or within next 02 (two) month. Ref: sec-104 of Bangladesh Labor Act 2006

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4) Leaves A worker is capable of enjoying different types of leaves with full payment. They can enjoy the following types of leaves – Casual Leave (CL) – an employee will get 10 days casual leave in a year. Ref: sec-115of Bangladesh Labor Act 2006

Sick Leave (SL) – if an employee becomes sick or unable to work due to illness, they will be able to take maximum 14 days sick leave. Ref: sec-116 of Bangladesh Labor Act 2006

Earn Leave (EL) – if an employee works at least one year in an organization, he will earn leave. According to law, for every 18 days of their work, they will earn 1 day leave. Ref: sec-117 of Bangladesh Labor Act 2006

Festival Leave (FL) – each and every employee will be able to enjoy leave on different occasions and festivals which are 11 days in a year. Ref: sec-118 of Bangladesh Labor Act 2006

Maternity Leave (ML) – if any female employee works in an organization for at least six month, she will be able to enjoy maternity leave. This leave is allowed for 120 days or 4 weeks. Ref: sec-45-50 of Bangladesh Labor Act 2006

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Chapter 06 Project and Research Part

39

6.1 Problem Statement From my observation and experience during my internship, I have found that Noman Terry Towel Mills Ltd. performs their activities in a proper and systematic way but still I have seen some problems. I want to measure employee satisfaction based on selection and recruitment. Basically I am trying to find out how they select and recruit employees and whether the employees and employer both are satisfied with each other or not. If there is any lacking in selection and recruitment, they need to solve those problems immediately. So, based on these problems I have done my hypothesis testing and I have given some recommendation.

6.2 Project Timeline To prepare this project report, I had to spend total one month. The project activities have shown in the following: 

Week 01

:

Developed the research plan



Week 02

:

Developed the hypothesis



Week 03

:

Conduct survey research



Week 04

:

Data analysis and Interpretation

6.3 Project’s Expenditures The budget or expenditures of this project are-

Particulars Transportation Internet Bills Primary Data Collection Printing and Book Binding Total =

Cost (Taka) 2000 500 500 1600 4600

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6.4 Methodology of the Study In order to find the required information, I have gone through different published articles, journals, brochures, and web sites. The research is basically based on both primary and secondary data. All the information incorporated in this report has been collected both from the primary sources and as well as from the secondary sources.

6.4.1 Data collection I have collected data from two sources which is primary source and secondary sources.

Primary Sources of Data I have collected the primary data from the employees of Noman Terry Towel Mills Ltd. through structured questionnaires and also my three month observation at Noman Terry Towel Mills Ltd.

Secondary Sources of Data Secondary data are collected from:    

Different Annual reports of Noman Terry towel Mills Ltd. Wed site of the garment. Questionnaire. Files & Document of the factory.

6.4.2 Data Collection Instrument Data collection instrument are the questionnaire with mostly close-ended questions.

6.4.3 Sample: The sample of this study is the all employees of Noman Terry towel Mills Ltd.

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6.4.4 Population Sampling unit or population of my study is every employee of Noman Terry Towel Mills Ltd.

6.4.5 Sample size The sample size of my survey is forty (40) employees of Noman Terry Towel Mills Ltd. Here, n = sample size = 40

6.4.6 Sampling Procedure To accurately determine the probability, probability sampling is selected and it is simple random sampling in a systematic way because each member of a population has an equal chance of being included the sample.

6.4.7 Analysis of Data Relevant data for this report has been collected primarily by direct investigation of different records, papers, documents, operational process and different personnel. Questionnaire has been used. Information regarding office activities of the garment has been collected through consulting and discussion with factory personnel. Based on my analysis I made findings, limitation, recommendation and conclusion.

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6.5 Hypothesis Development H1: NTTML’s interview process is lengthy. H2: NTTML’s interview is effective. H3: Noman Terry Towel Mills Ltd. recruits fresh graduates. H4: Selected employees are good enough for the factory. H5: NTTML Authority is happy with the people getting selected.

H6: The recruitment process of Noman Terry Towel Mills Ltd. is fair.

6.6 Hypotheses Testing Liker Scale

H1

H2

H3

H4

H5

H6

1=Strongly Disagree

5

5

10

5

0

10

2=Disagree

9

10

10

5

7

7

3=Neither Agree Nor Disagree

7

5

5

7

5

4

4= Agree

10

12

8

15

16

11

5=Strongly agree

9

8

7

8

12

8

Total

129

128

112

136

153

120

Average

3.23

3.2

2.8

3.4

3.8

3

Standard Deviation

1.367

1.36

1.47

1.296

1.059

1.52

Z-test value

3.37

3.26

1.29

4.39

7.76

2.08

1. H0: NTTML’s interview process is not lengthy. HA: NTTML’s interview process is lengthy. 43

HO: μ = 2.5 HA: μ ≠ 2.5 n = 40 Here

X´

= 3.23

σ = 1.367

´ Z cal= ( X

– μ)/ (σ/√n) = 3.37

At 5% level of significance, the value of Z-Distribution table is: Z0.05 = 1.96 Since Z cal >Z tab, the null hypothesis is not accepted. So at 5% level of significance, it can be said that NTTML’s interview process is lengthy.

H1 Strongly Disagree 23%

13%

Disagree 23%

25%

Neither Agree nor Disagree Agree

18%

Strongly Agree

Interpretation: Around 48% respondents had identified that the interview process of Noman Terry Towel Mills Ltd. is lengthy. 02. H0: The interview process of Noman Terry Towel Mills Ltd. is not effective. 44

HA: The interview process of Noman Terry Towel Mills Ltd. is effective. HO: μ = 2.5 HA: μ ≠ 2.5 n = 40 Here

X´

= 3.2

σ = 1.36 ´ Z cal= ( X

– μ)/ (σ/√n) = 3.26

At 5% level of significance, the value of Z-Distribution table is: Z0.05 = 1.96 Since Z cal > Z tab, the null hypothesis is not accepted. So at 5% level of significance, it can be said that the interview process of Noman Terry Towel Mills Ltd. is effective.

H2 Strongly Disagree 20%

13%

Disagree 25%

30%

Neither Agree nor Disagree Agree

13%

Strongly Agree

Interpretation: Around 50% respondents had identified that the interview process of Noman Terry Towel Mills Ltd. is effective.

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03. H0: Noman Terry Towel Mills Ltd. does not recruit fresh graduates. HA: Noman Terry Towel Mills Ltd. recruits fresh graduates. HO: μ = 2.5 HA: μ ≠2.5 n = 40 Here

X´

= 2.8

σ = 1.47 ´ Z cal= ( X

– μ)/ (σ/√n) = 1.29

At 5% level of significance, the value of Z-Distribution table is: Z0.05 = 1.96 Since Z cal Z tab, the null hypothesis is not accepted. So at 5% level of significance, it can be said that the selected employees are good enough for Noman Terry Towel Mills Ltd.

H4 Strongly Disagree 20%

38%

13%

Disagree 13%

Neither Agree nor disagree

18%

Agree Strongly Agree

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Interpretation: Around 58% respondents had identified that the selected employees are good enough for Noman Terry Towel Mills Ltd. 05. H0: The authority of Noman Terry Towel Mills Ltd. is not happy with the people getting selected. HA: The authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected.

HO: μ = 2.5 HA: μ ≠ 2.5 n = 40 Here

X´

= 3.8

σ = 1.059 Z cal= (X – μ)/ (σ/√n) = 7.76 At 5% level of significance, the value of Z-Distribution table is: Z0.05 = 1.96 Since Z cal > Z tab, the null hypothesis is not accepted. So at 5% level of significance, it can be said that the authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected.

H5 Strongly Disagree 18%

30%

Disagree 13%

Neither Agree nor Disagree Agree

40%

Strongly Agree

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Interpretation: Around 70% respondents had identified that the authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected. 06. H0: The recruitment process of Noman Terry Towel Mills Ltd. is not fair. HA: The recruitment process of Noman Terry Towel Mills Ltd. is fair. HO: μ = 2.5 HA: μ ≠2.5 n= 40 Here

X´

=3

σ = 1.52 Z cal= (X – μ)/ (σ/√n) = 2.08 At 5% level of significance, the value of Z-Distribution table is: Z0.05 = 1.96 Since Z cal > Z tab, the null hypothesis is not accepted. So at 5% level of significance, it can be said that the recruitment process of Noman Terry Towel Mills Ltd. is fair.

H6

Strongly Disagree 20%

25%

Disagree Neither Agree nor Disagree

28%

18% 10%

Agree Strongly Agree

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Interpretation: Around 48% respondents had identified that the recruitment process of Noman Terry Towel Mills Ltd. is fair.

Findings

1. The interview process of Noman Terry Towel Mills Ltd. is lengthy. In this hypothesis, 23% of respondents are strongly agreed, 25% are agreed, 18% respondents are neither agreed nor disagreed, 22% respondents are disagreed and 12% respondents are strongly disagree. And alternative hypothesis is accepted.

2. The interview process of Noman Terry Towel Mills Ltd. is effective. In this hypothesis, 20% of respondents are strongly agreed, 30% are agreed, 13% respondents are neither agreed nor disagreed, 25% respondents are disagreed and 12% respondents are strongly disagreed. And alternative hypothesis is accepted.

3. Noman Terry Towel Mills Ltd. recruits fresh graduates. In this hypothesis, 25% of respondents are strongly disagreed, 25% are disagreed, 12% respondents are neither agreed nor disagreed, 20% respondents are agreed and 18% respondents are strongly agree. And null hypothesis is accepted.

4. The selected employees are good enough for Noman Terry Towel Mills Ltd. In this hypothesis, 20% of respondents are strongly agreed, 38% are agreed, 8% respondents are neither agreed nor disagreed, 12% respondents are disagreed and 12% respondents are strongly disagree. And alternative hypothesis is accepted.

5.

The authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected. In this hypothesis, 30% of respondents are strongly agreed, 40% are agreed, 13% 50

respondents are neither agreed nor disagreed, 17% respondents are disagreed and 0% respondents are strongly disagree. And alternative hypothesis is accepted.

6. The recruitment process of Noman Terry Towel Mills Ltd. is fair. In this hypothesis, 20% respondents are strongly agreed, 28% are agreed, 10% respondents are neither agreed nor disagreed, 17% respondents are disagreed and 25% respondents are strongly disagreed. And alternative hypothesis is accepted.

Recommendations

In this part of recommendation, some valuable issues of Noman Terry Towel Mills Ltd. are discussed. NTTML is a very well-established, famous and large garment. So, it is really tough to recommend something on any aspect of the factory. However, I have tried to come up with few recommendations. According to the findings, some decision can be taken that are discussed below-

1. The interview process of Noman Terry Towel Mills Ltd. is lengthy. So they should concentrate on this fact otherwise they may lose potential and experienced employees since they don’t want to wait too much for the job.

2. The interview process of Noman Terry Towel Mills Ltd. is effective. But they can create more friendly and relaxed environment so that they can make if more effective.

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3. Noman Terry Towel Mills Ltd. should think of recruiting new and fresh graduates because they are keen to accept new challenges. Management can make them work as their own wish. They will not show any kind of objection when it is not possible to expect the same from the senior or experienced employees.

4. The selected employees are good enough for the factory which means the employer are able to recruit the right person for the right job. They should keep continuing this as the selection and recruitment is happening properly.

5. The authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected which mean that the employees try to perform their work properly. It means that the employees they are satisfied with the organization and its behavior and they try their level best to be dedicated to their work.

6. The overall recruitment process of Noman Terry Towel Mills Ltd. is fair enough but they should concentrate on making it more attractive.

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Conclusion Noman Terry Towel Mills Ltd, the sister concern of Noman Group is a manufacture and global exporter of various types of towels in the whole world. From the very beginning, the company had faced many challenges and defeat all the obstacles and complications successfully. Noman Group - From a small business, now has become the leading position in the market. Human resource division at Noman Terry Towel Mills Ltd is vast and elaborative which compromises the overall management process. Strong recruitment and selection process and teamwork is the secret of Noman Terry Towel Mills Ltd’s success. Since its setting up in 1968, Noman Terry Towel Mills Ltd has been working relentlessly with a vision to ensure the best quality products for all and they are truly focused on it with optimism about perpetual growth and success with time.

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Bibliography

    

http://org.history_of_noman_group.com/en.Web. 15 April 2009.11 July 2015 http://www.nttml.com.Web. 23 June 2012.13 July 2015 http://www.en.wikipedia.org.sustainability_of_NG.Web. 8 January 2009.5 August 2015. http://www.care.org/becomingpioneer_NG.Web. 29 August 2007. 5 August 2015. http://www.contribution_to_society/welfare_activiies.Web. 21 September 2010.7 August



2015. Annual Report of Noman Terry Towel Mills Ltd, 2013-2014.

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