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American International University-Bangladesh (AIUB)

Internship Affiliation report on


HRM Practice at BGMEA University of Fashion and Technology
(BUFT)

Supervised By:
Ms. Farheen Hassan
Assistant Professor and Head, Dept. of Management
Faculty of Business Administration

Submitted By:
Mohammad Azizul Haque
Id: 10-94267-3
Master of Business Administration (MBA)
Major: Human Resource Management

Semester: Spring, 2013

Date of Submission: 8th May, 2013.


Internship Affiliation report on
HRM Practice at BGMEA University of Fashion and Technology
(BUFT)

_______________________
Signature of the Student

______________________
Name
Chairman
Internship Defense Committee

The Internship Defense was conducted on _________________ at the American International


University-Bangladesh, Dhaka, Bangladesh.

Attested By: Approved By:

________________________ _________________________

Prof. Dr. Charles C. Villanueva Dr. Carmen Z. Lamagna


Dean, Faculty of Business Administration Vice Chancellor
American International University-Bangladesh American International University-BD
Internship Affiliation report on
HRM Practice at BGMEA University of Fashion and
Technology (BUFT)
Letter of Transmittal

Date: May 08, 2013

Ms.Farheen Hassan
Assistant Professor & Head,
Dept. of Management
Faculty of Business Administration
American International University-Bangladesh (AIUB)

Subject: Submission of Internship Affiliation Report on HRM Practice at BGMEA


University of Fashion and Technology (BUFT).

Dear Madam,

It is my great pleasure to submit the internship affiliation report on HRM Practice at BGMEA
University of Fashion and Technology (BUFT). This is a requirement for the fulfillment of the
MBA degree. Despite of several limitations, I hope that the paper has attained its purpose to a
considerable extent. I am thankful to you for giving me the opportunity to do the report on this
topic.

I have done my level best to complete this paper in time and with the quality of my expectation. I
hope you would be kind enough to accept my report. I will be happy to provide further
clarification regarding this report.

I hope that my report will aid to make concrete decision and live up to your expectation.

Sincerely Yours,

.............................................
Mohammad Azizul Haque
Id: 10-94267-3
American International University-Bangladesh (AIUB)
Letter of Endorsement

The Internship Affiliation Report entitled HRM practice at BGMEA University of Fashion
and Technology (BUFT) has been submitted to the Office of Placement & Alumni, in partial
fulfillment of the requirements for the degree of Master of Business Administration, Major in
Human Resource Management, Faculty of Business administration on 8th May, 2013 by
Mohammad Azizul Haque, Id: 10-94267-3. The report has been accepted and may be
presented to the Internship Defense Committee for evaluation.
(Any opinions, suggestions made in this report are entirely that of the author of the report. The
University does not condone nor reject any of these opinions or suggestions).

______________________
Ms. Farheen Hassan
Internship Supervisor
Acknowledgement

First and foremost, I would like to thank to my Internship Supervisor, Ms. Farheen Hassan,
Assistant Professor and Head, Dept. of Management, Faculty of Business Administration AIUB,
for the valuable guidance and advice. She inspired me greatly to work in this report. Her
willingness to motivate me contributed tremendously to my work. I also would like to thank her
for her valuable time by helping me for this report.

Ms. Farheen Hassan lifted me up when I was not sure that I could ever get to the finish line.
Thank you for supporting me, for guiding me, and most of all, for believing me. Honestly, I
could not have done it without you and your help.

Besides, I am very much thankful to my superior Mr. A.N.M Rafiqul Alam, Registrar, BUFT
and Mr. A.T. M Monowar Hossain, Asst. Registrar, BUFT and also to my colleagues, specially
Mr. Abid Hossain, Asst. Admin Officer, BUFT for their nice cooperation, which really helps me
to analyze and finalize this report.

Finally, an honorable mention goes to my families and friends for their understandings and
supporting me in completing this report. Without helps of the particular that mentioned above, I
would face many difficulties while doing this report.

i
Executive Summary

For the fulfillment of my MBA degree I have to prepare a report and I choose the topic on –
Human Resource Management Practice at BGMEA University of Fashion & Technology
(BUFT).This is the main reason for preparing this report.

Human Resource is the most important asset for any organization and it is the source of
achieving competitive advantage. Managing human resources is very challenging as compared to
managing technology or capital. For its effective management, organization requires effective
HRM system. At the educational institution like university effective HRM system is very much
important towards its success.

Basically this report focuses on the HRM practice of BGMEA University of Fashion and
Technology (BUFT), a prime University of Bangladesh aimed to produce technically competent
human resources for the RMG sector of the country.

In this report it has been try to show that how BUFT performs the recruitment & selection
process, what types of direct & indirect benefits and rewards they offer to their staff to retain
them, how they have perform their performance appraisal of the teaching staff and admin staff
and overall HR functions.

During my internship period while I am preparing this report I have faced some problems like-
too much work pressure, multiple tasks etc. but though I have learned so many things that is
described in the lessons learning chapter.

The findings of this report shows that BUFT doesn’t have any specific HR department and there
is no any Human Resource specialist or any employee who have educational background on
Human Resource Management. All the HR activities have been done through a committee. It is
also found that their job evaluation system is not good enough.

For providing better education service BUFT should manage their Human Resource effectively.
Some recommendation has been added at the end of this report. I hope these will be helpful for
them.
ii
Table of Content

Page No.
Acknowledgement i
Executive Summary ii
1.0 (Chapter-One): Introduction (1 – 12)
1.1 Introduction of the report 2
1.2 Rationale for Selecting the Report 2
1.3 Objectives of the report 3
1.4 Organizational Description 3
1.4.1 Profile of BUFT 4
1.4.2 Aims and Objectives 5
1.4.3 Main Functions of BUFT 6
1.4.4 Programs offered by the BUFT 7
1.4.5 Organ gram of BUFT 7
1.4.6 Total Benefit & Compensation Package offered by the BUFT 8
1.4.7 Performance Evaluation System 11
1.4.8 Recruitment and selection Process 12

2.0 (Chapter-Two): Activities Under Taken (13 – 17)


2.1 Work Related Activities 14
2.2 Organization Wide Activities 15

(Chapter-Three): Constraints/ Challenges and


3.0 (18 – 19)
proposed course of actions for improvement

4.0 (Chapter-Four): Lessons Learned (20 - -21)

5.0 (Chapter-Five): Findings & Recommendations (22 – 24)


5.1 Findings 23
5.2 Recommendation 24

6.0 (Chapter-Six): Conclusion (25 – 26)


Recapitulation /Summary 26

7.0 References
Bibliography
Appendix
Chapter-1
Introduction
1.1. Introduction of the report:

Global opportunities and competitive pressure have made the importance on skillful management
of human resources than ever. Now, in any government-non government, profitable-non
profitable organizations, human resource is the most valuable asset for the company and has
been given more importance than previous on managing this resource. An organization’s success
largely depends on human resources management because it ensures that an organization has
sufficient number of qualified, skilled man power who can accomplish it’s goals. Higher
educational institutions like universities are not being excluded from this.

In higher educational institutions effective HRM practice is mandatory for their success.
Whether it’s a large or small university employees must be selected, trained and manage
effectively so that they can be a good resource for the organization. Many universities are now
seeking to higher such a person, who is a business graduate majoring from HRM for effective
management of their human resource. Many human resource departments in many organizations
are now extended their activities from traditional roles as processors and custodian of personnel
information to more sophisticated and more expanded strategic roles. This activities increase the
demand for human resource management and department.

This report seeks to examine the human resource management practice at BGMEA University of
fashion & Technology (BUFT).Specially their compensation package, recruitment process, job
evaluation system etc.

1.2. Rationale for Selecting the Report:

Skilled Man power is the most valuable resources in any organization to accomplish its goals,
specially in the educational institution where higher education has been offered. There are about
88 universities in Bangladesh. Al most all of them are offering higher education for the students
of our country. Without the top ranked public and private universities, most of the universities
are unable to manage their human resource effectively. As I am working in the admin section in
a university and as a student of Human Resource Management, I have decided to do a report on
Human Resource Management Practice at BGMEA University of Fashion and Technology
(BUFT) for the fulfillment of my MBA degree.
1.3. Objectives of the report

 Broad Objective:
The main objective of this report is to know about the HR practices at the ‘BGMEA
University of Fashion & Technology (BUFT).

 Specific Objective:
Specific objectives of this report are to know the BUFT’s
 Recruitment policy
 Compensation & Benefit management system
 Performance evaluation system

1.4.Organizational Description

BGMEA University of Fashion & Technology (BUFT) was set up in March 2012 under the
Private University Act of 2010 and is dedicated to the development of human resources for the
readymade garment, textile and allied sectors of Bangladesh. The aim is to develop this
university as a centre of excellence for the study, research and development to serve the nation. It
was functioning from 1999 named as BGMEA Institute of Fashion & Technology (BIFT), a
pioneer and leading training institute specialized in the apparel sector of Bangladesh with a noble
mission to produce skilled manpower for the local 100% export oriented readymade garments
(RMG) sector. BIFT started its formal operation in 2000 and was affiliated with the National
University of Bangladesh in 2001. It has to carry on with its current students until they graduate.
BGMEA University of Fashion & Technology (BUFT) is going to start its academic programs
from September 2012 with the first batch of students in its nine programs.

With the advent of the readymade garment industry in Bangladesh, the apex body of RMG
industries, Bangladesh Garments Manufacturers and Exporters Association (BGMEA) visualized
the need for a world class education institution that will deliver quality training and educational
services to produce graduates and qualified practitioners. Skilled personnel who after completing
their education from BUFT will join the export oriented garment industry in Bangladesh and
thereby, help filling up the vacuum of skilled manpower for the growing RMG industry, the
major foreign currency earner in the country’s export basket.
Another feature of Bangladesh garment and textile sector is the constraint of supply of required
qualified mid level managers. As a result, this sector has to recruit and hire thousands of
expatriate with very high salary which cost the country dearly in foreign currency. This situation
is generated from the lack of proper educational facilities and non availability of suitable courses
in the existing educational system of Bangladesh. To overcome this problem BGMEA took a
visionary step by establishing BGMEA Institute of Fashion & Technology in 1999 and finally
the decision to convert this institute into a university. This is another historical landmark which
enables the garment and apparel sector to compete with the global competitors and increase its
market share. Essentially, skill development and enhancement of quality of manpower working
in the RMG sector through training and other related measures has become crucial at this point
of time.

1.4.1. Profile of BUFT:

 Name: BGMEA University of Fashion & Technology (BUFT)

 Slogan: Innovating for Excellence in Education

 Vision Statement: BUFT will establish itself as a “Center of Excellence” to produce


technically competent human resources for the RMG, Apparel and allied sector at home
and aboard emphasizing on innovation and creativity.
 Mission Statement: The mission of BUFT is to establish itself as an international
standard ‘State of the Art’ Institution for education, training, research and development
to produce highly qualified, dynamic, versatile, creative and skilled human resources for
fashion and design, apparel and textile technology and allied industries at home and
abroad.
 Number of Employee: 75 employees
 Members of HR Committee:
 Pro-VC
 Registrar
 Asst Registrar
 Admin Officer-1
 Admin Officer-2
 Board of Trustees of BUFT

Chairman
Mr. Muzaffar Uddin Siddique,
Vice Chairman
 Mr. S.M. Mannan (Kochi) (Admin),
 Mr. Reaz - Bin – Mahmood (Finance).
Other Members
 Mr. Tipu Munshi (MP)
 Mr. Abdus Salam Murshedy
 Mr. Shafiul Islam (Mohiuddin)
 Mr. Nasir Uddin Chowdhury
 Mr. Faruque Hassan
 Mr. Siddiqur Rahman
Vice Chancellor
 Professor Dr. Syed Masud Husain

1.4.2. Aims and Objectives


The aim of BUFT is to produce versatile and resourceful practitioners with scientific,
technological and social knowledge and equip them to overcome the challenge of the 21st
Century with the following specific objectives:

 To develop BUFT as an international standard institute of Apparel, Fashion Design,


Apparel Merchandising, Textile Technology and other allied areas such as leather and
accessories design, fashion modeling, fashion photography, fashion marketing etc.
 To delivery international standard education in fashion and technology and other areas as
mentioned.
 To strengthen the Bangladesh export oriented RMG, textile and other allied industries by
providing technically skilled human resources;
 To increase the overall efficiency and productivity of the RMG, Textile and other allied
sector through development of human resources.
 To develop technical competency and consultancy skill relating to local, national and
international issues on RMG, Textile and allied areas.
 To provide technical assistance in all aspects of Garments Manufacturing, Designing and
Marketing of the local Garment, Textile, Apparel and allied industries.
 To keep close contact with the students and employers to fulfill their intellectual and
creative needs.
 To create opportunities for development and training of the employees and staff of the
RMG, Textile and allied sector.

1.4.3. Main Functions of BUFT:


 To offer the students specialized and technical education leading to PhD, M.Phil,
Masters, Bachelor (Hons) degrees. Apart from this BUFT will offer Diploma, Certificate
and other short courses skill training to develop technically competent human resources
for the different levels of RMG, Textile and allied areas and to confer other Degrees,
Certificates and Diplomas in the respective areas and to organize tailor made courses to
meet the specific need of the sector.
 To conduct workshops, seminars and symposia on current issues and the areas of research
and development;
 To develop suitable curriculum and to amend or change, upgrade the curriculum with the
need of time;
 To approach the government and other relevant authorities for such permits and licenses
and authorization as are lawfully required for carrying out its functions and activities.
 To appoint lecturers, teachers, trainers and instructors and staff from the local and foreign
sources for conducting classes and training sessions.
 To promote technical and scientific studies and research on various problems of
garments, textile, and other allied industries individually or in collaboration with local or
foreign institute or organization.
 To initiate actions for the improvement of the technology and management of the
garments, textile and allied industries individually or in collaboration with foreign
organizations or institutes.
1.4.4. Programs offered by the BUFT:

Under Graduate Program (4 Years)

 B.Sc. in Apparel Manufacture & Technology (AMT)


 B.Sc. in Knitwear Manufacture & Technology (KMT)
 B.Sc. in Fashion Design & Technology (FDT)
 B.Sc. in Textile Engineering (TE)
 B.Sc. in Textile Management (TM)
 Bachelor of Business Administration (BBA)

Graduate Program

 MBA in Apparel Merchandising (2 Years)


 Diploma in Apparel Merchandising (1 Year)
Short Course on

 Knitwear Merchandising (KWM)


 Sweater Merchandising (SWM)
 Woven Garment Merchandising (WGM)

1.4.5. Organ gram of BUFT


1.4.6. Total Benefit & Compensation Package offered by the BUFT:

Employee Benefit & Compensation is an integral part of human resource management which
helps in motivating the employees and improving organizational effectiveness. An idle
compensation & Benefit management system will help an organization significantly boost the
performance of its employees and create a more engaged workforce that’s willing to go the extra
mile for an organization.

1.4.6.1. Types of Compensation Provided by BUFT:

BUFT provides both direct and indirect compensation to their employees. They try to match with
the environment of the current situation and the needs of the employees.

Base
Pay
Special
Over Time
Allowan Leave
Pay
ce Policy

Direct
Festival Car
Bonus
Compen Allowance Indirect
sation
Compens
ation
Extransic Retireme
Merit Housing Reward nt
Pay Allowance System Benefit
Medical
Allowance
1.4.6.1.1. Direct compensation
Direct compensation that BUFT usually provide to their employees is:
 Basic Payment: A fixed amount of monetary benefits provided to the employee at the
end of each month in return for their services to the company.

 Over Time Payment: A fixed amount of monetary benefits provided to the employee at
the end of each additional one hour after completed the daily schedule hour (8 hour)

 Car allowance: The HR Committee of BUFT offers their management level employee
the use of a car and/or a fuel allowance.

 Housing allowance: If workers have to relocate because of work the HR Committee of


BUFT offers housing allowance to all level of employees to facilitate the process of
relocation.
 Medical reimbursement: BUFT HR Committee offers their employees medical
reimbursements for medical claims covering not only employees themselves, but also
their family members.

 Merit pay: If sometimes any employee did any unexpected work which cannot be
possible for other employees and to did that should have some additional knowledge on
that cases HR Committee of BUFT give direct financial support to that employee to
motivate both that employees and all others of the company.

 Festival Bonus: BUFT HR Committee also offers yearly festival bonus which is given
two times in a year-Eid-ul-Fitr and Eid-ul-Azha. This bonus is given on the basis of basic
salary. Usually the rate of bonus is 100% of the basic salary.

 Special Allowance: BUFT HR Committee also offers mobile phone bill to their
employees for personal and official use.
1.4.6.1.2. Indirect Compensation benefits:

BUFT not only gives the direct compensation but also compensate their employees indirectly.
Company gives so many facilities for the employees to become a friendly relation with the
management and the employees.

 Leave Policy: BUFT offer paid leave to its employees.

The leave entitlement is–


Type of Leave Number of Days
Casual Leave Maximum 10 days with pay
Medical Leave Maximum 15 days with pay
Earned Leave 1 day Earned Leave for every 11 working days
Maternity Leave (For Women) 6 months from to the declaration of the employee.
Hajj Leave Maximum 45 days with pay
Study leave is normally granted if the course of
study which the employee intends to pursue is
likely to benefit the Company’s operations.
Study Leave
Study Leave can be given for up to a maximum
period of two years. The employee must be
permanent.
Extraordinary leave may be decided to the
enduring or Contract employees with or
Special Leave
without pay and allowances at the sole
discretion of the management.

The employee is entitled to exercise all type of Leave from the very next day of his/her
confirmation of job. For approving any kind of leave the applicant has to fill a specified form
and with the concern of the Head of the Department the form goes to the HR Committee. The
HR Committee then approves the leave.
 Retirement Benefit: At the time of retirement to facilitate the employees BUFT includes
provident fund facility in its compensation package. It is a fund into which the employer
and the employee both pay the same amount of money regularly, so that when the
employee retires or leaves the company, he or she receives a sum of money.

1.4.7. Performance Evaluation System:

For measuring employee performance at the end of each fiscal year the HR Committee of BUFT
discuss among themselves about each employee and give their comment in ‘Employee
Performance Evaluation Form’ and place it to the BOT for approval. After that it is recorded in
the employees’ personal file.

For faculty members the rating of Teachers Evaluation Form (TEF) from the students has been
given more preference and then Employee Performance Evaluation Form has been prepared.

For measuring employee performance BUFT consider the following factors:

 QUALITY OF WORK: Consider accuracy, thoroughness, effectiveness.


 FLEXIBILITY: Consider performance under pressure and handling of multiple
assignments.
 INITIATIVE: Consider the extent to which the employees sets own constructive work
practice and recommends and creates own procedures.
 DEPENDABILITY: Consider the extent to which the employee completes assignments
on time and carries out instructions.
 INTERPERSONAL RELATIONS: Consider the extent to which the employee is
cooperative, considerate, and tactful in dealing with supervisors, subordinates, peers,
faculty, students and others.
 SAFETY COMPLIANCE: The degree to which the employee complies with or oversees
the compliance with University safety rules.
1.4.8. Recruitment and selection Process

In BUFT two types of recruitment has been done:

 Internal Recruitment: In BUFT internal recruitment practice is most usual. The top
level management comes with a person and gives instruction to the HR Committee to
make process for a specified department, though the department doesn’t have any
requirement for manpower.

 External Recruitment: External recruitment and selection process is as follows:

Searching need for man


power

Getting approval from BOT

Provide Advertisement

Short listing

Arrange Interview Board

List the toppers

Select the qualified applicant


according to the requirement
Chapter-2
Activities Undertaken
2.1. Work Related Activities:

During my internship period following HR related activities I have done at BUFT:

2.1.1. Recruitment & Selection related activities

1. Collecting manpower requirement from different department and providing that data to
the head of HR committee (Pro-vc) for analyzing in collaboration with the Accounts &
finance department with financial feasibility of the recruitment.
2. After judging the feasibility the approved number of vacancies, I was responsible to
informed to the job market through following media:
o The company website
o Online based job portal
o English and bangla news paper
3. Consulting with the newspaper advertisement agency over phone and collecting price list
through email and approve it from the head of HR.
4. Making communication with different job portals for the job advertisement.
5. Reception of application of the candidate filled up through internet online form and
through courier service.
6. Evaluating the candidate’s data, verify the validity authenticity of the information
presented on the CV and selecting the applications for test.
7. Calling the selected candidates for viva.
8. Making appointment letter for the finally selected candidates and placing for signature to
the head of HR.
9. Introducing newly appointed employees with the existing staff.

2.1.2. Regular Activities:


1. Maintaining Leave status: It was one of my regular activities at BUFT. I was
responsible for receiving all types of leave application form of the employees and
maintaining a leave register for them. Here my task was receiving leave application from
the employees, checking it properly, placing it to the head of HR for the approval, input it
in the leave register after getting approval and put it to the employee personal file.
2. Making salary statement at the end of every month: Here I had to prepare a list of the
all employees mentioning that how many days an individual employee was present for
work and was leave during the whole month.
3. Writing letters & Notices: Writing promotion letter, conformation letter and different
types of official notice according to the instruction of the HR committee and getting sign
of them was one of my regular activities.
4. Prepare list of promotion.
5. Maintain inward and outward Register.
6. Preparation of total staff list.

2.2. Organization Wide Activities

Head of HR Committee (Pro vice Chancellor)

1. Monitoring the works done by other officials of the committee.


2. Give instruction and guideline to the subordinates for performing all the activities
properly.
3. Placing of official notes to higher authority for taking decision or approval.
4. Checking Performance Evaluation Report of the officials consulting with all departmental
head.
5. Attend interview board with the recruitment and selection committee.
6. Approving leave of the officials.
7. Other works as and when required as instructed by the authority.
8. Issuing invitation letter to the members of BOT for board meeting.

Registrar

1. Monitoring all the activities of the subordinates and help them to solve any problem.
2. Approving leave of the officials.
3. Handling any type of conflict between the employees.
4. Issuing different official notices & different types of letters- show cause letter, promotion
letter, confirmation letter, experience certificate, release order, appointment letter etc.
5. Attend interview board with the recruitment and selection committee.
6. Making policies and organ gram for the organization.
7. Setting job description for the employees.
8. Preparing official notes and placing at the Board of Trustees for the approval.

Asst. Registrar

1. Monitoring all the task of the subordinates and performing all the activities instructed by
the superior.
2. Helping Registrar and Pro -vice-chancellor in making performance evaluation report of
the employees.
3. Arrange interview Board for the recruiting and selecting the employees.
4. Maintain the list of contract service officials and preparation of necessary office orders.
5. Works relating to resignation cases.
6. Checking Daily attendance register of the officials.
7. Prepare Annual increment sheet once in a year.
8. Making coordination with all levels of employees and support them in their activities.

Admin Officer

1. Maintaining employees personal file and timely update the file with proper document.
2. Prepare list of confirmation and put up with office note.
3. Maintain inward and outward Register.
4. Preparation of total staff list.
5. CV/ Bio-Data collect and maintain.
6. Writing names of all staff of H.O in the Attendance Register.
9. Consulting with the newspaper advertisement agency over phone and collecting price list
through email and approve it from the head of HR.
10. Making communication with different job portals for the job advertisement.
11. Reception of application of the candidate filled up through internet online form and
through courier service.
12. Evaluating the candidate’s data, verify the validity authenticity of the information
presented on the CV and selecting the applications for test.
13. Calling the selected candidates for viva.
14. Preparing Monthly salary sheet and overtime sheet based on the daily attendance register
and send it to the accounts section.
15. Maintaining Leave status of the officials:
 Providing prescribe leave form to the applicant.
 Checking all the points stated in the leave form properly, which is submitted by the
applicant.
 Place it to the proper authority for the approval
 After getting approval put of it to the employees personal file.
16. Monitoring confirmation date of the individuals and issue the confirmation latter through
proper signing of the authority on time
17. Provide the Teacher’s Evaluation Form (TEF) to the students for rating.
18. Input the rating in a Microsoft Excel generated program that create an average rating
number and send the report to the head of HR committee.
Chapter-3
Constrains/ Challenges and Proposed
Course of Action for Improvement
3.0. Constrains/ Challenges and Proposed Course of Action for Improvement:

While preparing my report on the particular topic I have faced some dilemma which devaluated
the weight of my report to some extent. I have faced the following situation which, I consider as
the limitation of my report.

 Too much work pressure did not make sense to study widen.

 Multiple tasks of different department have to be performed.

 Lack of job freedom.

 Miss use of reference power.

 Management doesn’t want to disclose the information to the employee, because of their
confidentiality.

 Lack of coordination of the colleagues.


 Disorganized work system
Chapter-4
Lessons Learned
4.1. Lessons Learned from the Internship Program:

From my experience with the admin section of BUFT I have learned so many valuable
knowledge which helped me a lot to understand the HR activities and as well as to prepare this
report. Through this internship affiliation report I got a chance to have a very closely observe
about all the HR activities of BUFT. Followings are my understanding from this internship
program:

 First of all, I have learned about the organizational behavior, i.e. how individuals and groups
act in the organization, what is the people-organization relationships in terms of the whole
person, whole group, whole organization etc.

 Secondly, I have learned about the compensation management practice. Here I have learned
about different form of direct-indirect, financial-non financial benefits and rewards that has
been provided to the employee in exchange for their work. The most important lessons from
this part is that before making compensation policy for the employees, the policy maker must
be keep in mind about the Management Philosophy.

 Thirdly, use of reference power in the compensation factor affects the equal employment
opportunity. It means, sometimes employees are directly appointed through reference and
because of their strong reference they got some extra benefit which other employee at the
same rank doesn’t get.

 Fourthly, I have learned mostly about the leave management system. Here I have learned
about the category of leave, leave entitlement, how to process a leave application, how to
calculate earned leave etc.

 Fifthly, I have gathered experience about recruiting and selection process from CV short
listing to appoint an employee in the organization.

 Finally, through writing different type of letters and notices my writing skill has been
developed.
Chapter-5
Findings & Recommendations
5.1. Findings:

1. BUFT doesn’t have any separate Human Resource Division. To perform HR activities
they have made a committee with the personnel of different department. As a result
activities of other department have been affected by this.

2. There is no any Human Resource specialist or any employee who have educational
background on Human Resource Management.

3. They don’t have any Human Resource software. All the activities have been done
manually.
4. The current approach to hiring staff into various positions is not good enough. Both the
Internal and external recruitment system is weak. There is no any exam and presentation
part in their recruitment process.

5. Compensation package of BUFT is not attractive to hold a qualified employee. Under the
direct compensation system BUFT offers almost all type of compensation for the
employee but under the indirect compensation system they should offer something new.

6. The objective of compensation system of BUFT is to achieve the organizational goal not
to motivate the employee.

7. Job evaluation system of BUFT is not satisfactory. They evaluate the performance of the
employee based on the observation. There is no scoring system for the admin staff.
8. BUFT keep hide their job evaluation system to the employee except the employee
involve in the process.

9. Employees can not show their talent when they will not get job flexibility.

10. Too much misuse of reference power affects the equal employment opportunity.
5.2. Recommendations:

From my work experience with BUFT I think I can make some recommendation for the
university. These recommendations are completely from my personal point of view and I think
they have possibilities to improve in the recommended areas. My recommendations to BUFT
are:

1. As soon as it is possible BUFT should make the Human Resource Department totally
separate from other department with professional human resources management
administration.

2. BUFT spends considerable productive time on recruitment, promotions and other staff
matters. To save productive resources, Human Resources should consider installing the
automated and web based technology for recruitment to replace the manual processing
for recruitment and hiring and free staff time and space for more productive HR
activities.

3. Due diligence should be given to manpower planning and the luxury of filling positions
without recourse to efficiency and standards should be reconsidered.

4. BUFT should arrange some annual event for their employees, to entertain them, motivate
them, give them relief from their monotonous work and also make them feel that the
company also care about each and every employee

5. In the Indirect compensation system they can add Housing, food, Loans Children’s,
education expenses, discount on purchase, credit card etc.
6. The university should revise their job evaluation system for the admin staff. They should
add scoring system in their job evaluation process for measuring the performance of the
employee.
7. BUFT should open their job evaluation system to the employee and should set some
standard, so that competitiveness can grow in the employees mind to achieve the level of
standard.
8. The university should take steps to stop the too much exercise the reference power, it will
affects the other employees confidents and willingness to the work.
Chapter-6
Concluding Statements
6.0.Recapitulation /Summary:

The aim of every educational institution is to provide better educational service to their students
through their good teaching quality and a good administration system, so that the students can be
a good product for the institutions and also for the nation. To ensure this better educational
service effective Human Resource Management Practice is very much essential. This is certainly
the case at the BGMEA University of fashion & Technology (BUFT). To ensure better
educational service the university must have to ensure a good Human Resource Management
practice.

The area of Human Resource Management is very wide. In this report it has been tries to show
the extent at which BUFT practices Human Resource Management at their organization. That
covers their recruitment and selection process, total compensation package, performance
appraisal system.

Human Resource management is the heart of an organization which plays an important role of
getting the right people to do the right job and at the right places, which helps to ensure the
overall achievement of the goals of the organization. Therefore, the practice of Human Resource
Management must be well performed.
Reference
Bibliography
1. http://bift.info/www/index.php
2. http://dspace.bracu.ac.bd/bitstream/handle/10361/726/Internship%20report
%20on%20Aarong.pdf?sequence=1
3. BUFT Prospectus
4. http://www.nou.edu.ng/noun/NOUN_OCL/pdf/pdf2/MAIN%20EDA%207
21.pdf
5. “Management” by Griffin (8th edition)
6. Human Resource Management H.John Bernardin (4th edition)
Appendix
A. Format of Performance Evaluation Form

BGMEA University of Fashion & Technology (BUFT)


Employee Performance Evaluation Form

Employee Name: ………………………………………………………………………………


Department: ……………………………………………………………………………………
Designation: ……………………………………………………………………………………
Evaluation Done by: ……………………………………………………………………………
Evaluation Date: …………………………………………………………………………….…

PERFORMANCE EVALUATION FACTORS


QUALITY OF WORK: Consider accuracy, thoroughness, effectiveness.
(Put √ Exceeds Require Not
Superior Competent Unsatisfactory
mark) Requirement Improvement Applicable
1
Comments:

FLEXIBILITY: Consider performance under pressure and handling of multiple assignments.


(Put √ Exceeds Require Not
Superior Competent Unsatisfactory
mark) Requirement Improvement Applicable
2 Comments:

INITIATIVE: Consider the extent to which the employees sets own constructive work practice
and recommends and creates own procedures.
(Put √ Exceeds Require Not
Superior Competent Unsatisfactory
mark) Requirement Improvement Applicable
Comments:
3
INTERPERSONAL RELATIONS: Consider the extent to which the employee is cooperative,
considerate, and tactful in dealing with supervisors, subordinates, peers, faculty, students and
others.
(Put √ Exceeds Require Not
Superior Competent Unsatisfactory
4 mark) Requirement Improvement Applicable
Comments:

SAFETY COMPLIANCE: The degree to which the employee complies with or oversees the
compliance with University safety rules.
(Put √ Exceeds Require Not
Superior Competent Unsatisfactory
mark) Requirement Improvement Applicable
5 Comments:

DEPENDABILITY: Consider the extent to which the employee completes assignments on time
and carries out instructions.
(Put √ Exceeds Require Not
Superior Competent Unsatisfactory
mark) Requirement Improvement Applicable
6 Comments:
B. Format of Monthly Salary Statement

INTEROFFICE MEMORANDUM
Teacher's Salary Sheet

Total working
From : Registrar days:25
To: Deputy Director (Accounts & Finance) Govt. Holy day : 0
Date: 26th January,2012 Friday : 04
Others: 02
Subject: Working Days Status of BIFT Employee Total : 31 Days
26th December,2011 - 25th January,2012

Worked
Sl Name Designation Total Leave Absent
For
1 Mr. M. Jamal Uddin Asso.Prof. 25 24 CL(1)
2 Ms. Rushmita Alam Asso.Prof. 25 25
Mr. .Kazi Shamsur
3 Sr.Asst.Prof. 25 25
Rahman
4 Mr. Md. Obaidullah Sr.Asst.Prof. 25 24 CL(1)
Mr. A.K.M. Shafiqur
5 Sr.Asst.Prof. 25 20 CL(5)
Rahman
6 Ms. Mahmuda Begum Sr.Asst.Prof. 25 25
7 Engg. Md. Abul Basher Sr. Lec. 25 24 CL(1)
8 Mr. Biman Barua Sr. Lec. 25 25
9 Mr. Faruk Ahmed Sr. Lec. 25 25
10 Mr. Motiur Rahman Sr. Lec. 25 25
11 Mr. Imrul Kaes Sr. Lec. 25 25
12 Md. Morshed Mohiuddin Sr. Lec. 25 22 CL(3)
13 Ms. Shahriar Parvin Sr.Lec. 25 16 EL(9)
14 Ms. Summiya Sultana Lec. 25 21 ML(4)