Internship Report on “Trainin g

Internship Report on

“Trainin g & Development of M& J Group”

Prepared By

Jannat Ara Ferdawshi

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Acknowledgement

To begin with, I would like to acknowledge and extend my heartfelt gratitude to Mr.Rajbir singh, my Internship Supervisor for providing me this great opportunity to work on this Report concerning Training & Development of a company. I am grateful to her for guiding me and showing her best interest in helping me prepare this report. Without her patience, sincere guidance and suggestion I would not have been able to finish this report properly.

Secondly, I heartily thank all the officials of jbm Group for their supporting as well as co-operating me as an intern in their organization. After that, I would like to convey my sincere gratitude to the Head of Group HR, jbm Group for providing their valuable time and cooperate with me. Moreover, I am also thankful to them for providing necessary and valuable information regarding this company and also for being kind to me. Without their help this Internship report would not have been easy to prepare.

Table of Contents

ChapterSubjectPageNo.1Introductory and Organizational PartIntroduction7Historical Background of M&J Group8background of the Report9Code of Conduct9Conflict of interest10CSR activities of M&J Group10-12Product/service offering12Quality policy of M&J Group13Operational network13-15

Organizational structure of M&J Group15-16Mission & vision16Values172Job Description17 to 323Project Part15 to 21summary of the project33-35general objective35specific objective35Methodology36-37Limitations384Data Analysis PartFindings & analysis38-57 Conclusion:57-59Reference58-59Appendix:59-60
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Executive summary

Every organization needs to have well trained and experienced people to perform the activities that have to be done. If current or potential occupants can meet these requirements, Training is not important. On the other hand, if this is not the case, it is necessary to raise the skill levels and increase the versatility and adoptability of the employees. Moreover, employees are the internal assets of an organization. Training presents a prime opportunity to expand the knowledge base of all employees so that they can relate those training with their workplace and give their best performance achieving company goals. Knowledge and skills development is vital to the health of organizations. We live in an information age today and organizations are routinely valued not just on their physical but on their intellectual capital. Training is one of the chief methods of maintaining and improving intellectual capital, so the quality of an organization’s training affects its value. Untrained or poorly trained employees cost significantly more to support than well-trained employees do. Training affects employee retention and is valuable commodities that, if viewed as an investment rather than as an expense, can produce high returns. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provides both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment.

The Organization

Introduction

The Garments Industry has played a pioneering role in the development of industrial sector of Bangladesh. Though it took a rather late start in 1976 but it soon established its reputation in the world market within a short span of time. Resultantly garment is now one of the main export items of the country. Besides, enriching the countrys economy it has played a very important role in alleviating unemployement.

Bangladesh, the southern Asian country has a population of approximately 164 million people. The economy of Bangladesh is significantly dependent on agriculture. But it’s great news for the country that readymade garments (RMG) sector of Bangladesh has raised as the biggest earner of foreign currency. This sector creates about 4.2 million employment opportunities and contributes significantly to the GDP. Readymade garments (RMG) of Bangladesh are powered by young, urbanizing, workers, where most of them are women.

Over a period of 25 years, the garments export sector has grown into a $6 billion industry that employs over a million people. In the process, it has boosted the overall economic growth of the country and raised the viability of other export-oriented sectors.At M & J Group, they attain and maintain their reputable, quality business by:

Strictly complying to customers’ guidelines and requirements

Taking advantages of the latest technologies

Emphasizing on preventions as well as inspection

Always working with Total Quality Management principles

Never missing the delivery schedules

Continuously improving safety levels of products and working environments

Having in-house professional quality management team comprised of Quality Manager, Quality Assurance and Quality Inspectors
Putting research and development activities into the core of the business

Always trying to think from customers’ point of view.

Background of the report:

Through this report an individual can expect to have a good knowledge and understanding on the various operational activities performed by jbm Group particularly in the area of Training and Development division. From the last three months of the jbm Group’s operations, everything is tried to include in precise form. I have tried my level best to put more emphasis on the Training and development part and its operational process since it was the topic of my internship program. This report is to be used only for the academic purpose. I have collected all the necessary and relevant data from various primary, secondary sources. After three months long hard labor, it has become possible for me to make the report comprehensive and factual. The data is truly and strictly confidential and no one can use its components in full or partial. I would like to give thanks to everyone who has helped and encouraged me in the process of preparing this report.

Code Of Conduct of jbm Group:

jbm is committed to following a set of core values – the guiding principles. As an organization, it ensures safe, efficient and harmonious operations and fully informs all employees of their responsibilities for this, jbm has established certain standards as Code of Conduct for the guidance of all employees. These standards mentioned are only a partial list of acceptable behavior and conduct. The standard code outlines how jbm expects its people to treat its valued customers, suppliers and markets, fellow employees, shareholders, and the communities in which we work and live. Any violation of such acts or omissions will constitute misconduct and lead to disciplinary actions.Corporate social responsibilities (CSR) of jbm Group:

Corporate social responsibility (CSR) has become one of the standard business practices of our time. For companies committed to CSR it means kudos and an enhanced overall reputation – a powerful statement of what they stand for in an often cynical business world. Companies that demonstrate their commitment to various causes are perceived as less selfish than companies whose corporate social responsibility endeavors are nonexistent. According to jbm the real business quality cannot be achieved without considering responsibilities for its social, ethical and environmental impacts of customers, employers and worlds we are living in”.

There are basically 4 sections jbm focuses on are below

Caring for environment:

Jbm uses advanced technologies in all our production processes we’re aiming to take care of environmental concerns effectively. They have used waste treatment facilities (ETP) to bring down the waste quality at environmentally acceptable level before discharging.

Social & ethical behaviors:

Taking it as an essential part of jbm core values, they naturally undertake the responsibility to help people aiming to improve their living and working quality. Nevertheless, our competitive advantage of corporate reliability also relies on our social and ethical behaviors including followings:

Buyers’ code of conduct is strictly being followed in all areas with strong emphasis to human rights, occupational health and safety issuesAdherence to all local and international compliances as regards to work environment, physical environment and welfare of work forces
In-house doctors provide round the clock medical services

Child care rooms for the working mothers

Free lunch for employees to ensure proper dietary intake.

Work forces’ voices are being heard and considered through Workers Welfare Committee

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1.7 Product/service offering:

Jbm Group always try to provide the perfect combination of top quality products with value added service. Jbm itself proud of its international reputation as top quality products and customer-focused value-added service provider for more than 2 decades. jbm itself is very much committed to their clients and customers, they always keep on striving hard to add value to the products and services they provide for their customers. That’s why their reputation was entirely based on the reliability and customer satisfaction which has always been the foundation for their growth.

1.8 Quality policy of jbm Group:

Their quality approach is based on continuous improvement of performance which is from well controlled procurement stage to the on-time deliveries of top quality garments. It is not only about the production of quality products, it is about the total quality of business that transforms the needs to satisfaction. That is why they keep trying to improve customer satisfaction through fashion and reliability by always putting full emphasis on quality. Their main concerns are the quality of their business and satisfaction of their customers all together.

The 10 ways that jbm follows to attain and maintain a reputable quality in fashion business are given below

Strictly complying to our customers’ guidelines and requirements

Taking advantages of the latest technologies

Emphasizing on preventions as well as inspection

Always working with Total Quality Management principles

Never missing the delivery schedules

Continuously improving safety levels of products and working environments

Having in-house professional quality management team comprised of Quality Manager, Quality Assurance and Quality Inspectors
Putting research and development activities into the core of our business

Operational Network:

Appropriate operational structure, job positions and defined role are required to ensure continuity of the expanding business and for well-balanced business operations. Analytical review and approval by the Managing Director(s)/Director or the Management Committee, as appropriate, concludes the process for establishing such positions in various departments and functions under the jbm Group. This becomes the Organogram, reflecting the organizational structure.

The Procedures that jbm follows for their operational network are

1. Review, re-evaluation and re-assessment of existing manpower resources is conducted while formulating annual budget, in relation to employee’s job specifications, the needs to satisfaction. That is why they keep trying to improve customer satisfaction through fashion and reliability by always putting full emphasis on quality. Their main concerns are the quality of their business and satisfaction of their customers all together.

The 10 ways that M&J follows to attain and maintain a reputable quality in fashion business are given below

Strictly complying to our customers’ guidelines and requirements

Taking advantages of the latest technologies

Emphasizing on preventions as well as inspection

Always working with Total Quality Management principles

Never missing the delivery schedules

Continuously improving safety levels of products and working environments

Having in-house professional quality management team comprised of Quality Manager, Quality Assurance and Quality Inspectors
Putting research and development activities into the core of our business

Always trying to think from customers’ point of view

Always striving for excellence

Requirements and compensation levels. Jbm’s production and growth requirements are

Taken into consideration too.

If Vacancy arising as a result of employee separation for whatever reasons, unless the position is abolished, are approved by the department or functional Head, as the case may be.

Employee Requisition is initiated through the existing Oracle Enterprise Resource Planning by the concerned department head either because of vacancy created due to separation or, creation of a new position. Prior to initiating requisition, the concerned department head critically reviews the Job Description to confirm the followings:

On confirmation, the department head informs the HR Department, who will make certain that the description accurately describes the job, it is updated and finalized for the incumbent to take on.

HR Department will ensure that all positions – other than those in the Organogram is approved by the Managing Director/Directors or the Management Committee.

Before a new position is approved, the Job Description is prepared by the head of the concerned department in consultation with the head of HR to evaluate the position for proper grading and compensation purposes.

All key positions should be re-evaluated on regular intervals.

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2.1 Organizational structure of jbm Group:

To ensure that all employees are aware of the various department and functional organizations, name of supervisory persons etc., the HR Department is responsible for monitoring and when necessary, periodically updating and issuing organizational charts and organ gram. The HR Department distributes copies of respective organizational charts/organ gram to each department/functional Head, who will then make them available, as deemed necessary, for the information of others in the department / section. No department or function will have organ gram of its own without having the same approved or amended in a prescribed manner through the HR Department.

2 Mission

Our mission is to manufacture top quality readymade garments by practicing advanced technology in production processes to attain superior customer satisfaction and maintain excellence.

2.3 Vision

Our vision is to become a leader as a dependable and trend setter supplier of readymade garments in global fashion business by;

Strictly following the latest fashion trends and industry needs

Offering world class products using advanced technologies

and always adhering to on time deliveries

Values

Our core values are built on superior customer satisfaction principles we strive to achieve every day by maintaining;

Fashion sensibility

Service quality

Job satisfaction

To fulfill the requirements of my Degree of Bachelor of Business Administration (BBA) I joined M& J Groups as an intern for 3 months. I worked in the HR department as my major is in Human Resource Management (HRM) and my office hours are from 9:00 AM to 6:00 PM. As I am intern so my main job was to support the executives of the organization.

Specific tasks, responsibilities and duties of the job:

During my internship as mentioned above I had to support the Human Resource Department as a whole so as a result I had to do some specific tasks and had responsibilities and duties related the job. The responsibilities and duties I had to do there are following-

In my internship program I had to support in the following HR activities:

.

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Prepared comparative analysis:

I prepared the comparative analysis of the HR Manager, Senior Executive of CWPL. There I listed the the CV of selected candidates and make a comparative analysis among them. Finally, I made them entry in HR folder and also submit the hardcopy of the CV to the Head of HR.

Biometric entry:

Here, I do the biometric of the new employees following the instruction of my supervisor. I did follow the procedure and get the entry of the new employees.

Prepared flow chart for the recruitment and selection of jbm Group:

There I got instructed by the Head of HR preparing the flow chart for the requisition and recruitment.

Performance Appraisal:

In jbm Group, each week assistant manager of our department reviews my work progress and suggests me accordingly. My recently my organization has introduced new software for the enterprise and that is why top management asked HR department to gather significant information about its human resource so I was actively engaged in posting data of the people of the organization and this activities is checked frequently by one of the senior officer of the HR department and he advised me about the accuracy of the data collection.

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I also support the payroll section of the HR department for the development of monthly salary for the employees. I went bank with them for the salary purpose and it’s documentation process. For the salary purpose I went to the standard chartered and IFIC bank. The senior payroll department always instructs me about proper maintenance of documents.

I was also involved in activities of cell phone communication operation which includes distribution of sim cards, controlling of sim cards, bill collection and payment for the above purpose I frequently visit Baridhara, Boshundhara GP House.

Data Analysis

1. What are the different training methods M&J follows for their employees?

Explanation:

According to this chart we can draw the conclusion that M&J follows 50% Behavioral approach, 30% On the Job training, 20% Off the Job training and 0% cognitive approach for their employees.

Observation:

Jbm follows mostly behavioral approach for their employees.

What are some of the barriers employees face when it comes to participating in our training program?

Explanation:

According to this chart we can see that 30% of the employees are too busy at their work, 25% employees faces the lack of their supervisor’s support, 35% employees having inconvenient time/location and 10% employees having lack of confidence in own abilities while participating in training program.

Observation:

I may conclude that most of the employees faces difficulties participating in training program because of the inconvenient time/location.

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If jbm could choose the top three priority topics for employee training and development this year, what would they be?

Explanation:

From the above chart I can say that jbm should give focus 60% on Time management,25% on Leadership & 15% on Negotiation for employee training & Development this year.

Observation:

Among these three jbm can focus more on Time Management for employee Training & Development.

What kind of training session and practices jbm follows avoiding sexual harassment of employees?

Explanation:

From the chart above, we may draw the conclusion that jbm follows 35% by writing & implementing sexual harassment policy, 30% by encouraging appropriate conduct by managers, 20% by getting high level management support & 15% by providing training on sexual harassment.

Observation:

Jbm follows mostly by writing & implementing sexual harassment policy to avoid sexual harassment of employees.

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What kind of development jbm can address to improve time management, technical skills as well as business communication skills for their employees?

Explanation:

According to the chart above we can say that jbm can focus 40% on ORACLE inefficiency of employees, 30% on layers of division, 25% on irrelevant workloads & 5% on motivation to improve time management, technical skills as well as communication skills for their employees.

Observation:

Jbm can focus more on ORACLE inefficiency of employees.

What kind of improvements jbm can think about in terms of safety and health of the workplace for their employees?

Chapter 03

Project

4.1 Summary:

Jbm Group is a leading manufacturer in Bangladesh with its 6 sister concerns. Jbm Group Bangladesh is one of those organizations who implement effective Human Resource practice in the organization to guarantee the development of their employees, which also paves the way for a long term organizational success owing to precise employee participation perfectly. Jbm strongly believes that long-term success depends on the competitive edge that the Company builds in for its people. Dealing with the challenges of the future will require focus, the resilience to handle rapid change, and finding innovative solutions through its people. HR Policy essentially sets the standard rules and guidelines according to the organizational principles, mission and vision. This is a framework that sets out the way that things are done in an organization; thereby this Policy Manual sets the standards for the organization which has arisen from the best practice. Jbm is focused on enabling employees perform better and strongly beliefs that superior Appraise performance can provide a sustainable competitive advantage for the Company. jbm recognizes that the ongoing development of its employees and the existence of a skilled, flexible workforce are critical to the Company’s success in an increasingly competitive global economy. Thus, jbm’s performance management process enables Appraisers to meet specific development objectives by:

Training and Development to performance objectives
and Development events in terms of business imperatives

Assessing: The main contribution made by Training and Development by the Appraiser and the Appraisee.

All Training and Development is targeted towards continual performance improvement by the individual, the team and the Company as a whole. Jbm follows different types of training methods for their employees such as cognitive approach, behavioral approach, on the job training and off the job training. Jbm follows mostly behavioral approach for their employees. Jbm follows steps in training & development process such as

Induction

Core Programs

Tertiary programs

Technical Training

Follows different kind of training session & practices avoiding sexual harassment of employees like getting high level management support, encouraging appropriate conduct by managers, write & implement sexual harassment policy and providing training on sexual harassment. Jbm Group has a through training process in place. After bringing in the right talent for the organization, the training process helps them in growing as leaders. Much of the training is on the job. The HR facilitates different training programs for the employees. Once employees are trained an evaluation process is triggered to ensure the effectiveness of training. The training process of jbm Group is basically centered on developing the employees as future leaders.

4.2 General Objective:

The objective of this Internship report is to evaluate the overall Training & Development practices of jbm Group for its employees. The main purpose of working on this report is to analyze the strategic human resource management practices of a particular company, also to distinguish between SHRM and traditional HRM. This report also focuses on various other companies HRM practices and relates them with our learned theory and how the theories are implied in real life.

Specific Objective:

To know the different training methods of jbm Group.

To know the design of the training program and also conduct the training program.

To find out the challenges that could be resolved with training.

To know the improvements jbm can take delivering their training program.

To know the evaluation process of training for its employees.

To find out the training session and practices jbm follows avoiding sexual harassment.

To find out the improvements jbm can address in terms of time management, technical skills & business communication skills.

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4.4 Methodology:

Research methodology is purely and simply the framework or a plan for study that guides the collection and analysis of data. Research is the specific way to solve the problems and is necessarily used to improve the market potential. This involves exploring the possible methods one by one and arrive the best solutions considering the availability of resources.

Research design: Descriptive.

Data: Primary and Secondary data.

Research: Survey method

Research Instrument: Questionnaire

I have been followed two main ways while working on this report.

Primary data:

Primary data are those which are gathered directly through questionnaire and it is my original sources of data collection method. Primary data is collected with the help of structured questionnaire following Purposeful random sampling method in the managerial group of jbm Group.

= 4

Secondary data

My secondary source is the company’s website. I mainly use their website for in general information and also some of the documents provided by the department such as books and some reports based on Training and Development.

4.5 Limitations

One of the major limitations was gathering information. As there are some confidential matters that a company might not want to disclose, so we had to work with the limited information gathered. Also the time allocated for the report was not that sufficient compared to the amount of work needed in this report. To add more, HR is not widely practiced yet in Bangladesh which made it a bit difficult to gather all the necessary information.

Findings & Analysis

Investment Perspective of HRM

SWOT analysis is a strategic planning tool that examines the strengths, weaknesses, opportunities and threats affecting an organization. Human resource departments of jbm Group use it to measure performance and set future their goals. The HR department also uses SWOT analysis with other planning tools to develop action steps that support the HR strategy and the company’s mission.

Strength:

Weaknesses:

Though, jbm Group is a very stable organization now, presently their one and only weakness is their workers. Seeing the other garments worker, now their workers often put a demand to increase their wages and this act hampers the production.

Opportunities:

The main opportunity of jbm Group is their updated technology. They constantly make use of the latest machines and technology to improve their products more worth and fashionable. Again, as the company provide quality garments to the leading fashion brands of Europe, Asia, USA and Canadian market, so it is a big opportunity to expand their business for those brands. Another vital opportunity is they have in-house professional quality management team comprised of Quality Manager.

Threats:

Currently the main threat of jbm Group is the vague political situation of our country. Because of the extensive strikes, the number of orders has fallen down. Due to political unrest, garments sector of our country undergoes severe problem. Also the garments sector is one main source of

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Strategic Management

Strategic management is a process of determining what needs to be done to achieve corporate objectives over 3-5 years and also examines the organization and the environment in which it operates and attempts to establish an appropriate and optimal “fit” between the two to ensure the organization’s success. It has been already known that jbm garments is a part of business unit group of jbm industries. Jbm Group perfectly combines strength and expertise in garment manufacturing services suitable for industry needs. They are proud of their international reputation as top quality products and customer-focused value-added service provider for more than 2 decades. By being committed, they always keep on striving hard to add value to the products and services provided for their customers. That is why their reputation was entirely based on the reliability and customer satisfaction which has always been the foundation for their growth.

Corporate Strategies:

Growth: Group is a leading manufacturer in Bangladesh. The group is producing a wide range of top quality denim bottoms including some non-denim products. They have four segments. Jbm group of flour mills, jbm group of dyeing, jbm group of washing and jbm group of garments. They currently fall under growth strategy. Day by day they are expanding their business. The company is now doing business in foreign countries and they are well known for their quality. Their economy scale also enhancing and for this reason they are expanding their market in various countries. They are now developing new product and services in existing market.

The company entered already in Australia, Canada, Europe and many other Asian countries. They only supply their product in foreign countries. They now have large distribution network. They provide them their best quality product. For this reason their growth stage is enhancing rapidly.

Business unit strategies:

Jbm Group is now one of the biggest and the most reliable apparel manufacturer providing high quality garments to the leading fashion brands like Replay, H & M, New Yorker, C & A, Esprit, GAP, Old Navy and Macys in the Europe, USA, Asian and Canadian markets. They have 130 management and support staff in corporate office and about 8000 employees forming a big team for services. They always keep on striving hard to add value to the products and services to provide for their customers. That is why their reputation was entirely based on the reliability and customer satisfaction which has always been the foundation for growth.

Differentiation:

Jbm Group focus on differentiate of products. They do not maintain cost leadership because they have maintained the quality of product. Normally they deliver the product in foreign countries and their buyers are foreigner so they do not need to maintain cost leadership of product. Their products are different because they have distinguished their products in four categories like boys, girls and children. They normally focus on youth generation fashion trends. When they supply the product they have knowledge about the fashion trends of generations and then they produce the product in this sense. It aims to develop market unique products for different customer segments and has clear competitive advantages. It wants to deliver excellence product which make them different from other garments industry and it has different customer segments in various qualities of fabrics for children, men and ladies. This company may charge a premium for its product or service. The company does so with confidence because of a highly developed and strong corporate identity. The company can readily pass along higher supplier costs to its customers because of the lack of substitute or alternative products on the market. Moreover jbm can be able to overcome its HR challenges as it has a good balance by competing on such things as price, service and quality, or on any combination of attributes that it believes are important to its customers to gain a competitive advantage. Besides, this company offers employee incentives and compensation for the creativity so that it can be able to add innovative design to differentiate from the others.

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Evolving Role of HRM

Every company has to follow some roles either they can be traditional or strategic. The company jbm follows the roles of strategic human resource management system. In the organization the persons who are responsible for the HR jobs are actually the line managers. A strategic approach

places the responsibility for managing people with the individuals most in contact with them, their respective line managers.

Strategic HR is flexible enough to consider the various time frames such as low, medium and long-run as necessary to facilitate the development programs and policies that address the critical strategic challenges faced by the organization. The jbm Group does have the policies but they try to cope with the situations. That is why they follow the organic control which includes flexibility and whatever is necessary to succeed. Control systems are modified as needed to meet changing conditions.

Strategic HR is more proactive and systematic in change initiatives. As they follow the organic control of flexibility, their initiatives are obviously proactive and integrated.

they are following total quality management principles and strategic HR role to cope with the rapid changes among the situations.

Human Resource Planning

Like the other organizations, Human resource planning plays eminent role in jmb group. The process of HRP is intended to match projected human resource demand with its anticipated supply, with explicit consideration of the skills mix that will be necessary throughout the firm. Human resource planning helps to forecast the manpower requirements, provide the manpower for different department of the company. Jmb Group go through the human resource planning process to determine the demand of the requirement manpower. Though they do not follow any formal method to determine their employee demand but they select the number by the requirements of line managers/supervisors/department heads. Jmb Group always maintain a shortage of employees, as they do not prefer the surplus.

Strategies for employee shortage:

jbm group always maintain the number of employees lower than their demand, which means their strategy is to maintain a little shortage rather than maintain a surplus of the employees. As it is a garments company, so during shortage it is easier to offer overtime to the employees. When they get a big proposal from their buyer they make their employees to do overtime to fulfill the desired target. In the time of employee shortage often they hire new employees as they do not prefer to hire temporary employees. They also use job rotation in their different departments.

1. Aggregate Planning:

Through our research and interview we came to know that jbm Group follows some of the rules of aggregate planning. Aggregate planning usually anticipates needs for groups of employees who are working as customer representatives.

Unit forecasting:

As we already came to know that the jbm Group focuses more on their customer relations thus their role of customer representatives is very important. They follow the process of unit forecasting with some other combinations also. They follow it because this technique has the potential for being the most responsive to the needs of the marketplace because it places responsibility for estimating employee needs at the “point of contact” in service provision or

Skills inventory system:

Jmb Group uses the skills inventory system to assess the ability, skills, experience of existing employees. The employees provide their information about education, qualification, age, ability, skills etc. Their inventory system is actually computerized databases and combination of both job description and job specification which is also an important part of their overall HRIS system. They also update the system annually.

Usually an aggregate planning is an operational activity done for the production process in advance which is also considered as the long term decision. But in jmb Group it is actually both long term and short term depending upon the customers need and demand as they are changing frequently and affecting the overall situation of both market and production.

2. Succession Planning:

Jmb Group prefers to follow succession planning for their top level positions. They follow this system as it is very easy to execute and the employees are known about the company. Usually they do not inform the employees about the vacancy of the top levels. They evaluate the employees for the position by observing the employee’s work and their performance card, which is kept in the skill inventory for so long. After observing some targeted employees, they take interview of them. After selecting the employee the company gives them training which could be on the job training, off the job training or seminars and workshops. Completing the training successfully the employee is ready for the vacant position.

Staffing

Staffing is the step done after conducting a successful HRP. Once the demand for manpower is calculated, jbm then undergoes various steps of staffing. It is necessary for conducting proper staffing that the staffing strategies used should comply with business strategy.
interview of head of HR department, we got to know that M&J mainly focuses on permanent employee. They do not rely on temporary employees.

Recruitment of employees:

Since jbm does recruitment and selection semi annually, therefore between those time gaps supervisors keep a performance track record of the garments worker level employees. This record helps them to determine employee needs. When the time of posting job vacancy comes,

the recruitment need and the job position.

Sources:

For junior level recruitment, job vacancy is announced internally as well as externally. Job description and specification is clearly mentioned in the vacancy advertisement.

Internal sources: Initially, same vacancy ads are posted in the bulletin board of the company. This is done to encourage existing employees to apply for the desired post. Also, company considers applicants who are referred by existing employees if the reference is through valid source and reliable.

External sources: Vacancy ads are posted in their own web-site also various job sites. Fresh graduates are also welcomed. Ads are also posted in local news papers.

For top level employees, a closed recruitment process is followed. No vacancy ads are posted. Top level managers or head of HR decides who will be recruited by conducting a meeting with the board members.

Selection of employees:

All the CVs of the interested applicants are sorted. These CVs are then initially screened by the line managers, here they match them with the job description and then decide which applicants have the possibility to precede to interview level.

After the initial screening of the CVs, the chosen CV candidates are called for an interview session conducted by the senior level management along with supervisor.

A written test is conducted and the chosen candidates undergo that test. From the written assessment, few candidates proceed to the next level.

Again candidates are sorted depending on their interview session and written test; few are selected for further and final interview.

Training & Development

Training is an educational process. People can learn new information, re-learn and reinforceexisting knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace.

Organizational Development is a process that “strives to build the capacity to achieve and sustain new desired state that benefits the organization or community and the world around them.”

These two processes, Training and Organizational Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Organizational Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem.

Identification of training objectives:

As a garment company, jbm has to cope with and adopt all the new advancement of and rapid changes in the technology, demand patterns, customer tastes and competitors’ threats and their employees also need to learn all about them, the terms, new discoveries, new breakthroughs, improve their skills and knowledge, and all these are done by providing needed training to the employees. So to improve their skill and broaden their knowledge, the HRD of jbm Is working

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. Three steps of need assessment are:

Organization analysis

Task analysis

Individual analysis

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Process of training evaluation:

Good modern personal development and evaluation extend beyond the obvious skills and knowledge required for the job or organization or qualification. Effective personal development must also consider: individual potential (natural abilities often hidden or suppressed); individual learning styles; and whole person development (life skills, in other words).Workers’ performances are recorded in jbm garments which give a clear idea at a glance that who needs training to improve or who are performing the best. I have discussed earlier that the company provides workshops and seminars to every employees who requires it. After providing with the training for a certain period of time, the managers then check out their performances again to
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evaluate whether the training was successful or not. The evaluation is basically made through observation and interview. As producing the clothes is something very physical so, they prefer mostly for the direct observation. The managers look at some of the vital points while evaluating and they are:

Is the unit better because of training?

Are trainees behaving on the job after training?

To what extent trainees have greater knowledge after the training program?

What are the trainees’ reactions about the overall training program?

The evaluated performances are then recorded again to update the previous performance data. If the training program really improves the performances and can obtain a great success then it is continued for the upcoming groups and if this does not bring any success to the organization then the whole program is restructured. However training sometimes fails because of program mentality, duration fixation and wrong assumption.

Integration of training outcomes with other HR practices:

Training outcomes integrate with the other HR practices in jbm garments. It integrates with the best HR practices of the company and they are:

Training helps achieving organizational goals every year.

Delight employees with unexpected things i.e. rewards. It is mainly o motivate the workers.

Recognizes employee talents by public appreciation i.e. colleagues.

Highlight the best performers and make them visible so that the others put their best and the environment becomes pure competitive.

Systematic knowledge sharing that supports the strategy.

Performance linked bonuses which increase the motivation, productivity and the competition.

Performance

Management

Compensation

3.8 Performance Management System

Performance management system is designed to manage employee’s performance. It is a review for each employee that identifies the strengths and weaknesses. Jbm Group does this in both manual and digital way.

Performance appraisal is a part of performance management system. Performance Appraisal is a process through which a manager evaluates and examines an employee’s behavior by comparing it with the standard or performance of others. Every successful organization has to evaluate their performance to find out organizational progress. This evaluation process varies from company to company.

Performance management system has to go through four steps to get the best result.

First of all, the organization must determine the purpose of the system and how it will be used. A performance management system may have several purposes and the organization has to design that in such a way that goes with their objectives. jbm group’s purpose is mainly to develop employees, enhance motivation and facilitate human resource planning.

Second step of the system is to decide who will be responsible for this performance management system. According to senior executive of HR, Amit Kumar Deb, three participants are involved in their PMS- Supervisor, employee himself and subordinates. First they do the self assessment, then subordinates give their opinion and supervisor plays the most important role by updating their appraisal form.

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Next step is to find how to evaluate – absolute or relative. Absolute is comparing one’s performance with the standard and relative is to compare with other employee’s performance. Jbm Group never does the absolute process. Instead they compare their performance with pre decided standard.

Finally organization decides the method to be used in the system. Many methods are available including Graphic rating scale, Behaviorally Anchored rating scale , Management by objectives, Forced distribution etc. jbm Group basically follows MBO where they have corporate goal, individual employee has a goal, supervisor monitors the progress, and then evaluates the performance and finally department heads decide the reward. Jbm Group keeps computerized document for each employee which is being updated after every appraisal.

management system:

They do this PMS to find out what kind of training is needed for individual employee

By updating the performance management form to adjust compensation

In garments, supervisor watches over the employees which makes them perform better

Jbm Group believes if the leader is not cooperative, subordinates will not give their best. That is why they take their opinion in performance management system.

Supervisor knows his employees, their nature, skill very well. So the main responsibility of updating the performance document is given to him. He decides which employee needs training, after training their changes in performance etc

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Recommendation & Conclusion

Recommendation

In strategic management they only focus on quality and services but they do not focus on cost. In competitive advantages they should attain cost also.

They only provide services to foreign countries and foreign buyers but they should deliver the product in our country also because it also expands the business and product.

Without knowing about the best practice model they are following all the elements but not simultaneously. If they were familiar to this, the model may be used more precisely. Our suggestion for jbm group is to select HR manager who has proper knowledge on HR practices.

jbm group should be more focused on following all the elements of best practice

equally as they have opportunity to use every bit of it.

4.2 Conclusion

It was a great opportunity for me to work on this company and acquire a wider view on the reality. I learned a lot regarding how this business sector operates and how this company managed to gain its position in all these years. As an organization, jbm Group has earned the reputation of a leading garments manufacturing company. It has access to foreign market and is gaining a global market penetration through its quality of product. One of the strongest factor of this company is they focus highly on quality management and not only that, they are also up to date. They use latest technologies on requirement which is very good. Overall, this company is in a stable position, its market hold is also very strong; the business is in growth stage. In conclusion, jbm Group has a long way ahead and with the vast knowledge of their HR professionals, if they can maintain their wide range of workers properly with right managerial skills and maintain the standard they set, soon they will shift from growth stage to maturity stage.

4.3 References:

Annual report of jay bharat maruti group

http://www.mj-group.com/

http://forum.business.org.bd/index.php?topic=556.0

http://edupedia.educarnival.com/human-resource-policy-of-garments-sector-of-bangladesh/

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Appendix

Survey Questions regarding Training & Development of jay bharat maruti

What are the different training methods jay bharat maruti follows for their employees?

How jay bharat maruti do issues the design of training program and also conducts the training program?

What are some of the barriers employees face when it comes to participating in our training program?

What about the budget jay bharat maruti allocates for different training for their employees?

What types of challenges jay bharat maruti faces that could be resolved with training?

If jay bharat maruti could choose the top three priority topics for employee training and development this year, what would they be?

What improvements overall can jay bharat maruti makes to the way they deliver our training program?

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