Internship Report(Hr Development)

HUMAN RESOURCE MANAGEMENT PRACTICE A consider on Mithun create from raw material And dye Ltd, CEPZ, Chittagong This internship explanation is submitted for the subroutineial fulfillment of the degree of bachelor of Business court (BBA) with major in HRM Prepargond by Md. Nazrul Islam khan Matric No B063061 BBA (Major in HRM) Autumn-2010 segment of Business AdministrationSupervised by Mr . Nazamul Hoque overhaul Professor division of Business Administration Internship continuance 30th defect11- 30th June 11 discover of chockmission 9th June 2011 Signature of the supervisory program Department of Business Administration Faculty of Business Studies International Islamic University Chittagong Date 9th June 2011 To The Head Department of Business Administration International Islamic University Chittagong Sub Submission of internship root wordDear Sir, With collectible respect and humble submission to state that Im a student of BBA, Major in HRM, in your dexterity . I have successfully nail byd my internship in Mithun Knitting and discolour Limited, on valet de chambre preference bore. I tried my direct trump out to cover the report with relevant cultivation that I have accumulate during three month internship period. Garments officials have withal cooperate to make this happen.During this period they shard their accreditledge and to me to know close to various Garments activities. I pink your kind excuse for the error that may take place in the report in spite of my best app arnt movement. I believe that you would be kind plenty to consider this report and evaluate with your sagacious judgment. in truth yours MD. NAZRUL ISLAM KHAN Matric No B063061 BBA (Major in HRM) Autumn-2010 Department of Business Administration International Islamic University Chittagong Accognitionment First I would like to put thanks to almighty Allah for giving me the patience, courage, assiduous and expansion of mantel faculty to narrow up this report.It is an immense pleasure to me that this report is the out come of my dedicated drift to prep be a standard report and know in details close to the HUMAN RESOURCE PRACTICE in Mithun Knitting and Dyeing Ltd. At the very outset, I would like to take this opportunity to carry my honorable supervisor Mr. Nazamul Hoque, surgical incision of Business Administration , IIUC, for his valuable mesmerism and co transaction. I too like to thank my coordinator of my BBA syl science laboratoryus. I would like to thank Mr. Bashir Ahmed ( theatre director, Admin) and Mr. Abdus Sobhan(Sr. ships officer,admin & compliance), for their continuous support ,inspiration and giving me uncountable support to prep atomic number 18 this report . Without their uphold, its non possible to me complete this report. I also very much blithe around to Mr. MD. Showkat Hossain(Asstt. Manager,Commercial) of MKD, to giving me the chance to start my internship in MKD. My sincere thanks go to the man y other(a)s who were involved and overhauled me forthwith and indirectly in preprinting this report as hygienic as my faculties, IIUC. Executive Summary Human Resource Management is angiotensin-converting enzyme of the major fields of the paper in todays byplay world.Human Resource Management means To c atomic number 18 for people or aspect afterward people, to manage mortal-to-personised matters. Its simple meaning is Management of affairs and looking after people HRM is a transition, common to in all group, effort public or private, civil or military, large scale or small scale. It is a do consort of managing effectively and smoothly the functioning of set up governed by its rules and regulations. The main motto of preparing this report is to know the details of HR fargon in MKD. All of you know that HR is a kindly science and talk of snip in todays world. HR play pivotal fibre in smooth operation of memorial tablet.British imbed of HRM defines HR as that p art of management concern with people at work and with their relationship within an enterprise. HR Department does an important component part in MKD ltd. Through this report I will understand about my practical experience in HR act in MKD ltd. I also make you understand about instruct idea of MKD ltd. They practice HR for employee excerpt, increment indemnity, auditing, pedagogy program, about the whole thing of HR practice in MKD ltd. And also add recommendation and conclusion. Table of contents Chapter 1 1. 0 Background of the study 1. 1 Introduction 1. 2 Objectives of the study . 3 Methodology of the study 1. 4 cathode-ray oscilloscope of the study 1. 5 Limitation of the study Chapter 2 2. 0 About MKD Ltd. 2. 1 A brief friendship profile 2. 2 Production adeptness 2. 3 Major products 2. 4 Business out offshoot 2. 5 base profile 2. 6 ken 2. 7 value 2. 8 Objectives 2. 9 MKD performing followers buyers Chapter 3 3. 0 Organogram of MKD department 3. 1 heterogeneo us department Chapter 4 4. 0 Meaning of HRM 4. 1 Function of HRM 4. 2 HRM practice in MKD Ltd. 4. 3 Recruitment policy in MKD Ltd. 4. Employee take upion of MKD 4. 5 endurance process 4. 6 survival policy 4. 7 train & Development 4. 8 study for 4. 9 eudaemonia of teach 4. 10 develop method 4. 11 Training place, duration & flight simulator 4. 12 Training paygrade 4. 13 Training program 4. 14 Compensation 4. 15 Some other hire for 4. 16 compensation of recompense 4. 17 Worker not entitled to compensation 4. 18 Performance discernment 4. 19 Who will be apprised 4. 20 Methods of execution appraisal Chapter 5 5. Findings 5. 1 Recommendations 5. 2 Conclusion 5. 3 type appurtenance 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 unveiling Knowledge acquisition is the foremost duties of a student, knowledge can be contacted finished and by mean s of a process of stages such as reading, writing, visual, touching and doing it practically. As a part of my BBA program, internship is required for the course. Internship program blends practical knowledge with the supposed thought.Undoubtedly this is the very inception period of any individual c arer. As a part of requirement, I did my internship at Mithun Knitting & Dyeing Ltd. ,on HRM for three months, which supply me with disparate tools and mechanism that is do in different profitable and non-profitable organizations through out the world in a social responsible manner. The internship program not only creates opportunity for the student to acquire first yield information on a giving subject but also wide field of information and knowledge for them. I am depute the internship program with the aim of practical knowledge on HR exercise in MKDL. 1. . Objectives of the study It is important to know about the bearings of MKDL. all(prenominal) bodily function has some sp ecific objectives. The main and foremost objectives of the study are to know in details activities of HR practice in MKDL. The other objectives are as follows 1. To acquire practical knowledge and experience on HRM practice in MKDL. 2. To find out the existing HRM activities on MKDL, CEPZ, Ctg. 3. To know the industrial relation between employers, employees, histrions, trade wedding and Government (BEPZA). 4. To identify the problems relating to HRM in MKDL. 5. To get out suggestions to overcome the limitations of HRM in MKDL. . 3. Methodology of the study The current study has been expected through amassing data from primary as well as secondary sources. The sources are interrogate with the management and employees. Organizations military service rules, policies, procedure and records. * Primary data Primary data have been collect by observation of MKDL mankind resource department. Discussion with the officials and resource professionals at this organization. * Secondary data Secondary data have been collected from the easy and relevant magazine, journals, reference book and visit MKDL website. 1. 4 Scope of the studyThis study is confined with MKDL only. I have prepared my report on the undercoat of ga on that pointd knowledge, experience and performed during my internship report. I have do all possible efforts to submit this report. I tried my direct best to collect data from the MKDL HR department. I have a practical knowledge about EPZ sector and also to know how all company in this area make a vital role in Bangladesh. 1. 5 Limitation of the study any activities of the world have some limitation. I face some limitation to complete my internship program. Some are precondition(p) below 1. I have no previous experience to conduct the research work. . Some information is so confidential that the authority is not allowed to provide this information. 3. Due to the strategic decision some crucial information is not possible to collect. 4. I sta rt my internship program lately so, its not possible to me ensnare a best internship report. 5. Garments and Footwear organization are a wide part of out economy but there is no information available in our newspaper or other media. It is the vauntinglygest limitation for data collection. Chapter- 2 * About MKDL * A brief company profile * Production eagerness * Major product * Business procedure * multitude profile Sister concern * Vision * Values objectives * MKDLs buyer list 2. 0 About Mithun Knitting and Dyeing Ltd MKDL acquiring to be one of the best and diversified business groups in Bangladesh. They are still continuing on the journey of growth, diversity 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 fealty hard work of the rest of their team. MKDL total players are 629 the HR department facilities these actors. to a greater extentover for their contribut ion the economy of our country is running. . 1 Company pen Name Mithun Knitting and Dyeing Limited class of Incorporation 1991 Year of Business Commencement 1991 Commercial Operation September 1993 Legal body of the Company Public Limited Company Corporate wrap upice Sena calean Bhaban Suite No. 904, 9th Floor 195, Motijheel C/A, Dhaka-1000, Bangladesh Tel 880-2-9551918,9551890 Fax 880-2-9564929,9553880 E-mail emailprotected take in Location of Factory Plot No. 43-46, Sector-4, Chittagong Export Processing govern South Halishahar Chittagong-4223, Bangladesh Tel 800-31-741281,740220 Fax 880-31-740427E-mail emailprotected net Business Circular create from raw stuffting, dyeing, finishing and knit Garments Product Range Fabrics Single Jersey, Interlock, Rib, French Terry, Flat knit (collar & cuff) pull off Product range Garments T- apparel, polo shirt, ladies tops, ladies case-by-caset, fleece jacket, sweat shirt, pajama, tank top energy Knitting-13500 kg/ day, Dyeing-white- 12375 kg, color-10740 kg/day Garments-basic T-shirt-10000 pc/day, polo shirt-5000 pc/day authorized capital Tk. 100000000 Paid up capital Tk. 50000000 No. of Employment Skilled-224, Officer-16, Stuff-75, Samiskilled-314, append=629Origin of machinery USA, Germany, ITALY, Sweden, England, Korea, Japan, China, Taiwan, Singapore, Hong Kong, India, Bangladesh 2. 2 Production Facility * Knitting persona * Dyeing section * * Finishing section * Fleece section * Garments Section 2. 3. major products * Polo shirt * T-shirt * Fleece jacket * Pajama 2. 4 Business PROCEDURE * suppose Execution * Lead time 90 days for new orders and 60 days for repeat order. * Production process time 14 from the picture of receipt of materials. * modality of honorarium * LC at sight with FOB basis. * CMT basis, hire by TT * Documentation FOR LC Original documents to be sent through Bank to Bank as per LC. * FOR CMT * OPTION-1 original documents to be sent through bank to bank to bank and consignee of B L will be any Bangladeshi bank. * Option-2 If need to send original documents directly with customer as consignee in BL, need to make correctments 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. constituted in 1991 * Pure Cotton Knit Ltd. Established in 1991 * Bangos Biscuits Ltd. Established in 1991 Tallu Spinning Mill Ltd. Established in 1990 * Mithun Knitting and Dyeing Ltd. Established in 1991 * Radio Today FM. Established IN 2006 2. 6 MKDL Vision To be * Best quality and right time shipment of the products * The most cost effective procedure of quality products and its item * The best deterrent example of an international export oriented company in Bangladesh. 2. 7 MKDL Values * Team player * Excellence * Responsible * Appreciation * Living * condole with 2. 8 MKDL Objectives * 100% Safety Record * 100% Delivery on Time * 100% Quality Fine Time * 100% committal * 100% Utilization of Resources . 9 MKDL performs the following buyers * Crocodile * Carrefour,Zara * Dullards * GAP, Sears * Zellards * Otto * Auchan * Carriefore * Neckerman/ Ackerman * Peacock * Answer Mode GMBH * QUESTION Fashion BV * Reebok MKDL maximum buyer is from UK, Germany and Europe side. CHAPTER Three Department of Mithun Knitting and Dyeing Limited * Organogram of MKDL * Various Department of MKDL Various Departments part in position SL. NAME DESIGNATION 1 MR. BASHIR AHMED Manager (Admin) Mr. Md. Nurul Islam Asstt. Manager (A/cs) 3 Mr. Moin Uddin ahmed Asstt. Manager(Knitting) 4 Mr. Md. Showkat Hossain Asstt. Manager(Commercial) 5 Mr. Probir Ranjan Dey Asstt. Manager(Dyeing) 6 Mr. Jahangir Alam Asstt. Manager(Mercendiser) 7 Mr. Jahangir Alam Sr. Asstt. Engineer) 8 Mr. Abdus Sobhan Sr. Officer(Admin Compliance) 9 Mr. Shahidul Islam Sr. Marketting Executive 10 Mr. Md. Shafiul Azam Accounts Officer 11 Mr. Md. Shah Alam De velopment Security Officer 12 Mr. Shahidul Alam Officer(MIS) 13 Mr. Seddiqur Rahaman Sub. Asst. Engineer 14 Mr.Maksud Ali Mridha younger Store Officer 15 Mr. Keramat junior 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(Welfare 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 pedagogy * Training method * Training place, duration trainer * Training paygrade * Training program are * Compensation * Some other compensation for * Payment of wages * Worker not entitled to compensation * Performance appraisal * Who will be apprised? * Method of carrying into action 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 contentment and growth of the employees (Glueck, Management).Allah the almighty has endowed human beings with the power inherent in them which if nursed, nurtured, cultivated, developed and sharpened can unveil the secrets of nature. Human beings become human resource when their skills and abilities developed to undertake some productive activities that are profitable to them and to their society. 4. 1 Function of HRM 1. ACQUISATION * Human resource planning * Recruitment * immanent * out-of-door * Employee socialization 2. DEVELOPMENT * Employee growth * Management development * travel development 3. MOTIVATION Job * carrying into action evaluation * rewards * credit line evaluation * compensation pull ahead * discipl ine 4. MAINTENANCE * Safety and health * Employee / lab or relationship 4. 2 HRM practice in MKDL Organization has big collision upon its human resources development and managerial activities. Organization social structure influences person-to-person activities within the department as well as relation with others whom it is to serve. That is carriage MKDL also practices in HRM. Human Resource Department maintains some policy. That also followed by the employee, employed and worker.The policy aims are Achieving, the main objective of the organization, creating pull employees, developing trained personal, recognizing trade unions as representative of worker, consultative service to employees, delegation of authority, co-operation to and from employees, security of employment, opportunity for growth, fair wages and payment, 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 depa rtment maintain policy and they work for the whole organization, as well as for the worker mainly.HRM Practice in MKDL some kinds are given below * Recruitment policy * Selection * Training and Development * Compensation * Performance Appraisal 4. 3 Recruitment Policy in MKDL RECRUITMENT is a linking function connection those with conjectures to fill and those seeking hypothecate. The objective of MKDL recruitment policy is to develop a group of potential qualified people. The recruitment processes attracts qualified applicants and provide enough information for all kind of employees. Hiring the right employee is a challenge process. Hiring the vilify employee is expensive, costly to work environment, and time consuming.Hiring the right employee, on the other hand, pays indorse in employee productivity, a successful employment relationship, and a positive impact on total work environment. There are six kinds of employees or workers 1) Permanent employees is an employee who h as been engaged on long-lasting basis after complete of his/her information. 2) Temporary employees is an employee who has been for work that is temporary basis. The electrical engineer is MKDL temporary employees. 3) probationer is an employee who is provisionally engaged to fill a permanent vacancy in a post and has not completed the period of his / her privations. ) Employee on snub is a person with who employed on weigh basis. The auditors of MKDL are contract basis. 5) Apprentice means a learner that paid an fee or fixed pay during the period of his/her educational activity. 6) Casual means a worker whose employment in casual basis. 4. 3. 1 MKDL Recruitment Sources There are two sources of recruitment . These are internal and international sources of recruitment. MKDL mainly follows the external sources for recruitment. One main thing is that MKDL is a public Ltd company. Then the recruitment policy is given below * Advertisement on newspaper descend on notice in fron t of MKDL main gate * meshwork ads in there website. 4. 3. 2 Personal File MKDL maintains a personal file for their worker that is part of recruitment policy. In a personal file each worker some record are their. This are * Application * Picture * get on certificate * Medical certificate * subject certificate * Educational certificate * Appointment letter * Confirmation 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 candi run across who is physically fit, intelligent and done their job perfectly. 4. 5 Selection Process There is some process to select employees and worker. MKDL follow these procedures to select best employees to their company for a better output. The process are given below which is follows by MKDL. 4. 5. 1 Reception of Applicant. 4. 5. 2 Preliminary Interview. 4. 5. 3 Filling an Application Blank which provide brief history of an applicants background. 4. 5. 4 Employment Test MKDL follows some procedure to select their employees.Their selection procedure test is reliable and valid. Tests aimed at predicting future success on their job. Verities of test usually used as selection tools. * Intelligent tests * Aptitude tests * Achievement tests * Interest tests * Personality tests For the types of employee or worker HRM department of MKDL choose the one of test. 4. 5. 5 Interview MKDL is a garments company they have worker for factory and employees for several department. To select worker and employees it is different from each other. There are six kinds of employees. For that reason, they follow different types of interviews.Types of interviews * Non directive interview * Patterned interview * Situational interview * Panel interview Interviews process HR department of MKDL have identified certain move small-ar m conducting interviews. * Preparation selecting the interview process to followed. HR department expertness fix ups and selects the employees. * Reception The interview started on time. * Information exchange Applicants essential know what they are applying for and they have to know the idea about it. * Termination Interviewers personal opinions and applicants operation basis HR department select the employees. rating After the interview process HR department select the candidate for next process. 4. 5. 6. Background of adduce checks Good reference check, when used sincerely will fetch recyclable and reliable information about the candidate. 4. 5. 7. Preliminary selection in HR department HR department select the employee or worker. 4. 5. 8. Physical trial run All applicants must(prenominal) a medical certificate in MKDL HR department. 4. 5. 9 Placement Then the following departments select the employee or worker and they should place. 4. 6 Selection policy In the selection policy, an applicant must have some education qualification.For worker Workers must be blow over min. class eight. For employees They must be complete their graduation. In addition, for high schooler level applicant must complete masters degree. 4. 7. Training and Development Training and Development has been always an essential part of human life, particularly in working environment. Workers performs better if they are training in the skills necessary for thir jobs, and managers are better leaders if they are trained up with these skills. 4. 7. 1 why training is essential in MKDL Training is essential in MKDL for change their quality, addition production and meliorate organizational climate.Because MKDLs main bag is produce high quality product. For that reason whole organization employees needfully training and develop their skill. It important for * Economy in operation * minimization of supervision * Better transaction * Increase in morale * agreement in work * Effe ctive control 4. 7. 2. Reason for employee training and development Training and development can be initiated for a variety reasons an employee or a group of people * When a performance appraisal indicates performance 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 new performance management system. 4. 8 Training For MKDL has been arranging some kind of training For worker * Behavioral training * practiced training For official To get much efficient officer MKDL arrange some training which a part of their job. Some training fir the technical officer particularly arranged. 4. 9. Benefit of training and development * Increase job satisfaction and morale among employee. Increase employee motivation. * Incr ease efficiencies in processes, resulting in financial gain. * Increase expertness to adopt new technologies and methods. * Reduce employee turn over. * Enhanced company two-bagger 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 detail may not suitable to other site. ON THE JOB education 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 instruct or understudy, job rotation or special assignment. coach 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 oversee through their supervisor and they have three months for apprentice period after successful completion of apprenticeship period they appointed as a unwavering employee/ worker.Job trainee A management or HR department selects a trainee who travel from job to job at certain intervals. Specials assignment MKDL provides lower level executives with first hand experience in working an actual problem. Off the job training Off the job training means that training is not part of the everyday job activity. In MKDL training program, do not arrange by them. BEPZA selected one officer for training and it arrange in outside from the organization. Off the job method following that method. blab out It is an old method. Selected expertise gives some lecture to the trainees ConferenceParticipant gain knowledge and understanding by attending these conferences. Group discussion Group discussion exchange of ideas and opinions take place which help the participants to develop leading qualities. Case studies T he case based on actual business situation are prepared and given to the trainee managers for discussion and arriving ata proper discussion. Role performing The trainer use this method for develop the employer human relation and development of leadership qualities. 4. 11. Training place, Duration and Trainer Place MKDL only arrange training program for their worker and the apprentice.BEPZA select the place for the training program. Duration The training program depends on training objectives. Sometimes for long time or some time for short time. For the apprentices training program arrange for three months. Trainer For the worker and new employees trainer are the upper levels of the worker. However, off the job training, trainers are outside if the organization. 4. 12. Training Evaluation in MKDL Training evaluation model starts with training need assessment it means that what kind of training are essential for smooth operation of the company.MKDL evaluates TNA by the process of empl oyee or the worker working condition or it called yearly secrete report. 4. 13. Training Program are * Personal proactive equipment * First aid * Fair training or dealer * health and safety * sensation safety about toxic hazard * Awareness aids 4. 14. Compensation MKDL compensation systems policies are given below grad 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 works becomes permanent unless terminated during the training period. iii. Junior operator(Jr. ) a) US $36 b) US $30 A helper, when allowed to operate a. m. chain, shall be deemed to have been upgraded as a Jr. operator. iv. OPERATOR a) US $45 b) US $40 A Jr. operator shall be promoted as an operator on completion of 2 years service as such. v. Sr. operator a) US $50 b) US $45 An operator having served of 2 years as such shall upgrade as Sr. operator. vi. High skilled a) US $58 On completion of 2 years service as a Sr. perator,a worker shall be eligible for furtherance as high skilled worker but subject to attaining required skill. 4. 15. Some other compensation for * Maternity benefit A female employee who has completed marginal of six month service shall be entitled on operation to gestation period surrender with pay for eight weeks after confinement 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 holiday with pay in a calendar year. * Compensation for injury sustain while on duty. Every worker shall be entitled to casual leave with full wages for ten days in a year. * Every worker shall be entitled to fourteen days sick leave on half average wages in a year. 4. 16. Payment of wages * For employee paid on monthly basis , salary paid within the 7 days of the month. * For employee paid on wee kly basis, wages by the first working days of the work. * For terminal employees, termination benefit and any other dues payable to the terminated employee paid within 7 days from the date of termination. * Overtime wages Overtime wages given MKDL by this method Basic salary *2*OT Hours/208 * Provident originThe 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 prevalent working hours at least once a day if so require by the employer or lay-off is due to unauthorized absence from work by workers in another part of the employer. * If worker refuse to accept on the same wages. 4. 18. Performance appraisal Performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables.Job performance is a commonly use, yet poorly d efined conceot in industrial and organizational psychology, the branch of psychology that deals with the workplace. It most commonly refers to whether a person performs their job well. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly certain theories of job performance. 4. 18. 1. Why performance appraisal is important in MKDL * implementation 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 appraise * Self appraise also included, it help to improve employees confidance level to work efficiently. * For worker their performance appraise by supervisor. * Consultant or the auditor appraises whole organization. 4. 20. Methods of performance appraisal procedure appraisal methods are available for judging the performance of the employees. In MKDL performance appraise by upper level of an employee. The method is called the confidential report or yearly secret report. And performance appraise by behaviorally anchored rating scale (BARS) CHAPTER- FIVE * Findings * Recommendations * Conclusion * References 5. 0 Findings Due to my internship program I got some findings. Such as 1. In MKDL both internal and external sources of recruitment are followed. 2. For workers, external sources of recruitment are followed. 3. For officers internal sources of recruitment are followed. . Immediate supervisor provide training to the workers in MKDL. 5. In selecting workers normally previous experience is highly considered. 6. Performance is evaluating by the thickening/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 administrate the worker properly. 10. The company does not pay the salary in due time, trough there is no problem to pay it timely. 1. The salary structure is below standard in some cases. The salary structure is substandard comparing with present economic situation. 12. MKDL does not provide any merchant vessels facilities to their worker. Which is very necessary. 13. The maintain safety and healthy environment for their employees. 14. They arrange on the job training for their employees. 5. 0. Recommendations For smooth operation of HR department the following task must be completed as soon as possible. 1. MKDL should provide the salary in due time because it helps the employee to give more concentra tion to the organization. . They should increase the involvement of employee in designing the training program. 3. expel 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 conveyance wag but when the work late night, they fall in trouble for the transportation. 11. More and more business professional should be appointed in training and development department and it should be off the job. 5. 2. Conclusion Human Resource Depart ment measures the organization strength in every respect. This aspect must from part of the organization strategic and administrative thinking. Effort should constantly be made to improve the organization productive capacity.Human Resource is a cardinal factor to consider in organizational development and must express 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 population 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 function into the tick mark () in the appropriate place) Officer name Age Department Post Name 1.Does your organization practice HR development? Yes No 2. Does HR department give plain 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 Name 1. Do you get facility from HR department? Yes No 2. Do you use any persona l defensive 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 increased? 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 Annual surreptitious Report (Officer) PART-1 (To be filled by concern employee) NAME (IN dandy LETTER) Designation Department Date of birth Age Qualification connective date Salary while joining Last increment present tense salary a) Basic salary TK.Pay scale b) House rent allowance TK c)Conveyance allowanceTK d) Medical allowance TK e) Other allowance TK complete PART-2 TOTAL POINTS 100 POINT SCORED EXCELLENT 91-100 AVARAGE 51-70GOOD 71-90 BELOW AVERAGE 00-50 GRADE sagaciousness 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