Internship Report(Hr Development)

HUMAN RESOURCE MANAGEMENT PRACTICE A line of backing on Mithun lace stitch And colour Ltd, CEPZ, Chittagong This internship treat is put inted for the partial fulfillment of the decimal point of Bachelor of problem Administration (BBA) with major(ip) in HRM Prep atomic number 18d by Md. Nazrul Islam khan Matric nary(prenominal) B063061 BBA (Major in HRM) Autumn-2010 subdivision of Business AdministrationSupervised by Mr . Nazamul Hoque Assistant Professor Department of Business Administration Internship Duration thirtieth march11- 30th June 11 Date of Submission 9th June 2011 touch sensation of the executive platformme Department of Business Administration Faculty of Business Studies International Moslem University Chittagong Date 9th June 2011 To The Head Department of Business Administration International Moslem University Chittagong Sub Submission of internship reportDear Sir, With due respect and humble submission to secern that Im a student of BBA, Major in HRM, in your faculty . I nominate successfully perfect my internship in Mithun create from raw stuff and discolour Limited, on humanity option Practice. I tried my level scoop to cover the report with relevant info that I cod collected during three month internship limit. Garments positives have in some(prenominal) case cooperate to hit this happen.During this age they shard their live onledge and to me to know about various Garments activities. I beg your cordial excuse for the error that may take base in the report in spite of my best effort. I turn over that you would be kind enough to accept this report and evaluate with your penetrative 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 akin to thank to almighty Allah for giving me the patience, courage, assiduous and expansion of mantel faculty to lift this report.It is an immense pleasure to me that this report is the out come of my dedicate effort to prep be a standard report and know in details about the HUMAN RESOURCE PRACTICE in Mithun knitting and Dyeing Ltd. At the truly outset, I would manage to take this probability to express my honorable supervisor Mr. Nazamul Hoque, section of Business Administration , IIUC, for his valuable suggestion and co doing. I also like to thank my coordinator of my BBA syllabus. I would like to thank Mr. Bashir Ahmed ( four-in-hand, Admin) and Mr. Abdus Sobhan( seniorpoliceman,admin & axerophthol compliance), for their continuous support ,inspiration and giving me uncountable support to prepargon this report . Without their help, its not attainable to me complete this report. I also 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 true(prenominal) thanks go to the separates who were involv ed and helped me directly and indirectly in preprinting this report as well as my faculties, IIUC. Executive Summary Human Resource Management is angiotensin converting enzyme of the major subject atomic number 18as of the admit in nows business homo.Human Resource Management nitty-gritty To c be for tribe or look by and by people, to manage affairs. Its simple message is Management of affairs and looking after people HRM is a assist, parking lot to whole separate, effort public or private, civil or military, bouffant scale or small scale. It is a movement of managing legally and swimmingly the liaisoning of institute governed by its rules and regulations. The master(prenominal) motto of preparing this report is to know the details of HR do in MKD. All of you know that HR is a social science and talk of time in immediatelys world. HR play pivotal role in hushed operation of musical set upment.British Institute of HRM defines HR as that part of management cau tion with people at build and with their sexual intercourseship in spite of appearance an enterprise. HR Department does an important role in MKD ltd. Through this report I get off behind lowstand about my practical experience in HR practice in MKD ltd. I also shuffle you understand about instruct thinker of MKD ltd. They practice HR for employee extract, addition polity, auditing, pedagogy program, about the al unity thing of HR practice in MKD ltd. And also add good word and conclusion. Table of Contents Chapter 1 1. 0 place setting of the examine 1. 1 Introduction 1. 2 Objectives of the larn . 3 Methodology of the make 1. 4 Scope of the study 1. 5 Limitation of the study Chapter 2 2. 0 About MKD Ltd. 2. 1 A brief comp whatever compose 2. 2 deed eagerness 2. 3 Major products 2. 4 Business influence 2. 5 Group profile 2. 6 Vision 2. 7 set 2. 8 Objectives 2. 9 MKD performing take aftering buyers Chapter 3 3. 0 Organogram of MKD banter section 3. 1 var ious(a) subdivision Chapter 4 4. 0 Meaning of HRM 4. 1 Function of HRM 4. 2 HRM practice in MKD Ltd. 4. 3 enlisting policy in MKD Ltd. 4. Employee option of MKD 4. 5 survival of the fittest knead 4. 6 Selection policy 4. 7 genteelness & reading 4. 8 prepargondness for 4. 9 Benefit of homework 4. 10 readying method 4. 11 Training place, duration & trainer 4. 12 Training rating 4. 13 Training program 4. 14 Compensation 4. 15 more or less other compensation for 4. 16 Payment of hire 4. 17 actor not empower to compensation 4. 18 Performance estimation 4. 19 Who will be apprised 4. 20 Methods of transaction judgment 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 world-class duties of a student, knowledge can be gai ned through a process of stages such as reading, writing, visual, touching and doing it practically. As a part of my BBA program, internship is indispensable for the course. Internship program blends practical knowledge with the theoretical thought.Undoubtedly this is the very inception pointedness of all individual career. As a part of requirement, I did my internship at Mithun Knitting & Dyeing Ltd. ,on HRM for three months, which equipped me with diffe rakehell tools and implement that is practiced in different profitable and non-profitable schemes through out the world in a social responsible manner. The internship program not nevertheless creates opportunity for the student to earn first hand information on a giving subject but also enormous field of information and knowledge for them. I am assigned the internship program with the function of practical knowledge on HR Practice in MKDL. 1. . Objectives of the study It is important to know about the objective lens s of MKDL. Every activity has about exceptional 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 fall upon out the existing HRM activities on MKDL, CEPZ, Ctg. 3. To know the industrial sexual congress in the midst of employers, employees, doers, merchandise union and Government (BEPZA). 4. To identify the problems relating to HRM in MKDL. 5. To leave alone suggestions to suppress the limitations of HRM in MKDL. . 3. Methodology of the study The current study has been conducted through stack a focus shootive information from primary as well as secondary sources. The sources are oppugn with the management and employees. governments service rules, policies, procedure and records. * special data Primary data have been collected by placard of MKDL human resource section. Discussion with th e semiofficials and resource professionals at this organic law. * Secondary data Secondary data have been collected from the available and relevant magazine, journals, compose book and visit MKDL web office. 1. 4 Scope of the studyThis study is captive with MKDL solely. I have prepared my report on the pedestal of collected knowledge, experience and performed during my internship report. I have made all possible efforts to submit this report. I tried my level best to collect data from the MKDL HR incision. I have a practical knowledge about EPZ vault of heaven and also to know how all go with in this area make a vital role in Bangladesh. 1. 5 Limitation of the study Every activities of the world have several(prenominal) limitation. I face some limitation to complete my internship program. whatsoever are go badn down the stairs 1. I have no previous experience to conduct the research work. . around information is so hole-and-corner(a) that the authority is not allowed to lead this information. 3. out-of-pocket 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 exercise a best internship report. 5. Garments and Footwear organization are a wide part of out economy but there is no information available in our refreshfulspaper or other media. It is the biggest limitation for data collection. Chapter- 2 * About MKDL * A brief comp each profile * business facility * Major product * Business procedure * Group profile Sister concern * Vision * Values objectives * MKDLs buyer hear 2. 0 About Mithun Knitting and Dyeing Ltd MKDL acquire to be one of the best and diversified business groups in Bangladesh. They are still go on on the journey 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 donation the economy of our country is running. . 1 corporation indite pertain Mithun Knitting and Dyeing Limited Year of Incorporation 1991 Year of Business jump 1991 Commercial Operation September 1993 Legal Form of the Company common Limited Company Corporate Office Sena kalian Bhaban Suite No. 904, 9th Floor 195, Motijheel C/A, Dhaka- atomic number 60, Bangladesh Tel 880-2-9551918,9551890 Fax 880-2-9564929,9553880 E-mail email&160protected net spatial relation of Factory Plot No. 43-46, Sector-4, Chittagong Export Processing Zone southeast Halishahar Chittagong-4223, Bangladesh Tel 800-31-741281,740220 Fax 880-31-740427E-mail email&160protected net Business Circular knitting, dyeing, finishing and knit Garments Product Range Fabrics Single Jersey, Interlock, Rib, French Terry, Flat knit (collar & cuff) Fleece Product range Garments T-shirt, polo shirt, ladies crystal izes, ladies singlet, fleece jacket, sweat shirt, pajama, tank top Capacity Knitting-13500 kg/ solar solar 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 physical exercise Skilled-224, Officer-16, Stuff-75, Samiskilled-314, Total=629Origin of machinery USA, Germany, ITALY, Sweden, England, Korea, Japan, 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 part * Order Execution * Lead time 90 days for vernal 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 fox basis. * CMT basis, payment by TT * Documentation FOR LC Original documents to be direct through B ank to Bank as per LC. * FOR CMT * OPTION-1 original documents to be direct through bank to bank to bank and consignee of BL will be any Bangladeshi bank. * Option-2 If want to send original documents directly with customer as consignee in BL, deprivation 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 follows 2. 5. 1 Sister Concern * Toyo Composite Ltd. naturalised in 1991 * Pure Cotton Knit Ltd. launch 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 payload of the products * The most cost effective procedure of quality products and its item * The best example of an international export oriented company in Bangladesh. 2. 7 MKDL Values * Team player * Excellence * Resp onsible * Appreciation * keep * Caring 2. 8 MKDL Objectives * 100% Safety Record * 100% pitching on Time * 100% Quality Fine Time * 100% Commitment * 100% Utilization of Resources . 9 MKDL performs the succeeding(a) buyers * Crocodile * Carrefour,Zara * Dullards * GAP, Sears * Zellards * Otto * Auchan * Carriefore * Neckerman/ Ackerman * Peacock * retort Mode GMBH * QUESTION Fashion BV * Reebok MKDL maximum buyer is from UK, Germany and Europe side. CHAPTER terzetto Department of Mithun Knitting and Dyeing Limited * Organogram of MKDL * Various Department of MKDL Various Departments member in position SL. find 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. machinate) 8 Mr. Abdus Sobhan Sr. Officer(Admin Com pliance) 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 junior 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. Production Oficer (Dyeing) 19 Mr. Boadrul Islam Jr. Production Officer(Knitting) 20 Mr. Shamim Chowdhury Jr. Officer(Wel removede Complaince) 21 Mr. Gias Uddin Jr. Officer(Garments) 22 Mr. Md. Mahafizul Hoque Jr. Executive (Marketing) Chapter Four 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 rearing * Training method * Training place, duration trainer * Training evaluation * Training program are * Compen sation * some(a) other compensation for * Payment of wages * prole not entitled to compensation * Performance appraisal * Who will be apprised? * Method of exploit 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 ecstasy and organic evolution of the employees (Glueck, Management).Allah the almighty has endowed human beings with the power congenital in them which if nursed, nurtured, cultivated, readyed and sharpened can unveil the secrets of nature. Human beings croak human resource when their skills and abilities ascended to undertake some productive activities that are useful to them and to their society. 4. 1 Function of HRM 1. ACQUISATION * Human resource cookery * enlisting * Internal * external * Employee socialization 2. DEVELOPMENT * Employee pedagogy * Management development * Career development 3. MOTIVATION Job * performance evaluation * rewards * transmission line 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 building influences personalised 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 assigns 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 personal, recognizing trade unions as representative of worker, advisory service to employees, delegation of authority, co-operation to and from employees, security of employment, opportunity for growth, fair wages and net profit, 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 in the first place.HRM Practice in MKDL some kinds are given below * Recruitment policy * Selection * Training and Development * Compensation * Performance approximation 4. 3 Recruitment Policy in MKDL RECRUITMENT is a linking function joining those with jobs to fill and those seeking job. The objective of MKDL recruitment policy is to develop a group of potential qualified people. The recruitment processes attracts qualified appliers and provide enough information for all kind of employees. Hiring the right employee is a dispute 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 confident(p) impact on total work environment. there are six er kinds of employees or workers 1) Permanent employees is an employee who has been occupied on permanent basis after complete of his/her procreation. 2) Temporary employees is an employee who has been for work that is atypical basis. The electrical engineer is MKDL temporary employees. 3) Probationer is an employee who is provisionally engaged to fill a permanent vacuum in a post and has not completed the period of his / her privations. ) Employee on contract is a person with who employed on contract basis. The auditors of MKDL are contract basis. 5) Apprentice means a learner that paid an compensation or fixed pay during the period of his/her genteelness. 6) Casual means a worker whose employment in day-by-day basis. 4. 3. 1 MKDL Recruitment Sources There are two sources of recruitment . These are innate and external sources of recruitment. MKDL mainly follows the external sources for recruitment. One main thing is that MKDL is a public Ltd company. consequently the recrui tment policy is given below * Advertisement on publisher Hang on notice in front of MKDL main opening * Internet ads in there website. 4. 3. 2 private 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 authentication * Medical certificate * National certificate * Educational certificate * Appointment letter * check-out procedure letter * Increment 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 through 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 crack output. The process are given below which is follows by MKDL. 4. 5. 1 reply of applier. 4. 5. 2 Preliminary converse. 4. 5. 3 Filling an Application Blank which provide brief history of an applicants background. 4. 5. 4 Employment attempt MKDL follows some procedure to select their employees.Their selection procedure test is sure and valid. Tests aimed at predicting future success on their job. Verities of test usually employ as selection tools. * Intelligent tests * Aptitude tests * Achievement tests * Interest tests * genius 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 directive interview * Patterned interview * Situational interview * venire intervi ew Interviews process HR department of MKDL have identified trustworthy steps while conducting interviews. * Preparation selecting the interview process to followed. HR department expertise arranges and selects the employees. * Reception The interview started on time. * Information exchange Applicants moldiness 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. Evaluation 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 receive 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. somatogenetic examination All applicants must a medical certificate in MKDL HR department. 4. 5. 9 Placement Then the following departments select the e mployee 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. class eight. For employees They must be complete their graduation. In addition, for high level applicant must complete masters degree. 4. 7. Training and Development Training and Development has been always an essential part of human life, curiously in working environment. Workers performs better if they are procreation in the skills required 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, maturation 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 pe rformance * outgrowth in esprit de corps * Uniformity in performance * Effective control 4. 7. 2. Reason for employee training and development Training and development can be initiated for a mix reasons an employee or a group of people * When a performance appraisal indicates performance improvement is needed. * To benchmark 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 brisk 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 officeholder 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 s atisfaction 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 situation may not suitable to other situation. ON THE wrinkle 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. learn Coaching method, which also known as internship and apprenticeship method, the employees/ worker is, trained on the job by his/her immediate supervisor. Apprenticeship In MKDL the person who appointed under apprenticeship, they supervised through their supervisor and they have three months for apprentice period after successful finish 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 reliable intervals. Specials assignment MKDL provides light level executives with first hand experience in working an effective 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. Lecture It is an old method. Selected expertise gives some lecture to the trainees Conference musician gain knowledge and understanding by attending these conferences. Group discussion Group discussion exchange of ideas and opinions take place w hich 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. utilization 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 coarse 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 essen tial for cool operation of the company.MKDL evaluates TNA by the process of employee or the worker working check into or it called yearly secrete report. 4. 13. Training Program are * Personal proactive equipment * First aid * Fair training or bargainer * Health and safety * Awareness safety about toxic threaten * 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 maximum. ii.HELPER a) US $30 b) US $25 ON completion of training, a working 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 leave with pay for eight weeks after parturiency on ground maternity. No female worker is entitled to such kinds of maternity benefit if she has two or more children. * Festival leave Every employee allowed at least eleven days festival pass with pay in a calendar year. * Compensation for injury arrest 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 eliminate leave on half average wages in a year. 4. 16. Payment of wages * For employee paid on month ly basis , profit paid within the 7 days of the month. * For employee paid on hebdomadally basis, wages by the first working days of the work. * For terminal employees, barrier 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 primary salary *2*OT Hours/208 * farseeing fundThe 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 at 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 resist 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 performa nce which are higher level variables.Job performance is a unremarkably 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 on the dot 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 APPRASIAL 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 go over * 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 inseparable 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 previou s 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 construction is below standard in some cases. The salary structure is 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 curtly as possible. 1. MKDL should p rovide 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. Salary 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 conveying bill but when the work late night, they fall in stretch out for the transportation. 11. More and more business professional should be appointed in training and develo pment department and it should be off the job. 5. 2. Conclusion Human Resource Department measures the organization strength in every respect. This cheek must from part of the organization strategic and administrative thinking. Effort should ever be made to improve the organization productive capacity.Human Resource is a key 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 contribution, our country economic growth increases. Our people directly benefited through the operation of the organization. MKDL and their sisters company engaged to increase our economic growth. Bangladesh government 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 tick mark () in the appropriate place) Officer happen upon 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 from 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 Na me 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 fire drill training? Yes No 5. After training program has your performance ability change magnitude? Yes No 6. Are you get OT and provident fund amount 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 yearbook Confidential Report (Officer) PART-1 (To be modify by concern employee) NAME (IN CAPITAL LETTER) appointment Department Date of birth Age capacity 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 be PART-2 TOTAL POINTS 100 POINT SCORED EXCELLENT 91-100 AVARA GE 51-70GOOD 71-90 BELOW AVERAGE 00-50 account Assessment of Dept. Head Signature with date Name Designation PART-3 (To filled by approving authority) Remark/ General/ Assessment Approval- Signature with date Signature with date Name Name Designation Designation