PRESENTATION

ON

“””’’’’’’’’’”“””’HR practices of Golden horizon

limited”

DAWLAT-A-ELAHI SAWRAB
ID: 13302147
INTRODUCTION
As a part of my internship program for BBA I got the opportunity to do internship
in a garments manufacturing company named Golden Horizon Limited.
I was assigned in the Human Resource department. My internship period started
from September 18th and ended at November 18th
My organizational supervisor was Md. Neyamat Ali, Senior Executive HR and
Admin, of Golden Horizon Ltd (GHL).
The primary objective of the study was to relate the theoretical knowledge with
practical experience
Objective of the study:

The main objective of this report is to know about the Human Resource Management
practices of Golden Horizon Limited and to try linking the theoretical knowledge with
practical experience.
The specific objectives are:

 To know the company overview

 To discuss the theoretical aspects of HRM
 To explore the overall human resource management practice of
Golden Horizon Limited
 To make SWOT analysis of GHL
 To identify the problems related to HRM of Golden Horizon Limited
 To recommend suggestion for the identified problem
Methodology of the Report
In order to construct the report I have collected necessary information from two
sources:
a) Primary Sources of Information:
b) Secondary Sources of Information:
1. Face to face discussion.
2.Telephone discussion.
3.Oral interview of the responsible officers and.
workers
1. Websites of Golden horizon Ltd.
2. Various documents of Golden horizon Ltd.
3. Internet
LIMITATIONS OF THE STUDY

In this internship program lack of my proper practical knowledge has

greatly influenced in the performance of making the report. The other
limitations are:
 The study was limited to only one organization.
 Some data could not be collected for their confidential documents
but shown to me and make clear about the procedure.
 The production unit is separated from the office so it was very
difficult for me to reach to worker and collect their opinion.
 HR Officials has immense pressure of work.
 Due to maintenance of organizational secrecy and Company HR
policy, GHL could not share some area.
 Golden Horizon Ltd at a glance
Name of the organization Sunman Group of Companies

Founder & Chairman Major (Rtd.) Abdul Mannan

Key Person Tazrina Mannan (President)

Sayeedur Rahman ( MD)
Established 1975
Year of Incorporation 1982
Name of the unit Golden horizon limited

Industry Apparel & Fashion

Product Name Sweater, jackets ,Fila T-shirt, Kids pants, Three quarter
length trousers, Joggers, Denim wears, Three quarter
length trousers, Joggers, Denim wears, Long & short
pants , Cargo Pant, Baby Cloths, Button & Zipper
No of workers and employees 1055
Buyers Name Next, O'Neil's, H&M, E-Land, Mango, Kurabo, J.C. Penny, Gymboree,
Target, TCP, BCBG , Dillard’s, PVH, A&F

Depertments Production, Cutting (Sewing , Quality , Finishing , Storing)

Vision and Mission:

 Vision

 To set benchmark in the 3p, product quality, productivity, process. And to create top quality
management team & disciplined workforce and to become a highly reputed manufacturer of
garments in the international market by producing top quality products which confirm & surpasses
the customer expectation.

 Mission

 Operating facilities that are environment friendly and safe for employees & communicate as a whole.

 Continuous improvement of efficiency by introducing latest technology and technical expert.

 Presenting the best value through effective cost management

 Fail

Pass

Fail

Pass

Fail

Pass
 SWOT analysis of GHL
Strengths: Weaknesses:
 Strong security system  Less promotional activities
 High quality product  Lack of benefits & rewards for the employees
 Latest mechanized machinery  Inadequate financial resources
 Tremendous market positioning  High cost of production
 Highly qualified & skilled management
 Centralized decision making
 ISO 9001-2000
 Weak image in the international market
 Highly motivated workforce
 Competitive advantage  Small international market share
 Equipped with MIS system
 Own power generation plant

Opportunity: Threats:
 Organization can expand product lines  New entry of competitors
 Organization can capture new market segments around the world  Buyer needs & demands changes
 Organization can reduce the cost by proper utilization of resources  Political instability
Human Resource Planning:
GHL has mainly two objectives regarding HR planning of GHL

 Matching current human resource demand and supply:

 For day to day activities. When there is high rate of absenteeism.
 HR depertment gets the information instantly about the total number of
worker present at the morning. If there is shortage of worker in a position the
HR manager of the unit inform the factory manager to change the layout

 Matching future human resource demand and supply

 HR department has to estimate the future demand and supply in case of
new order.
 When new orders take place the whole line up is reordered. A team
rearranges and makes the whole new line up, which is consist of – Designer,
Supervisor, and Factory Manager & Production Manager.
 For new layout and production demand The supervisors inform about the
worker needed.
Recruitment and selection process:

 Internal source:
 The recruitment happens by the reference of the workers or employees work
there
 It is the main medium of recruitement in GHL.
 If there is any vacancy and the GHL asks the workers and employees if they
have eligible candidate for the places.
 External source:
 Doesn’t use external sources generally
 They use posters and banners as medium of advertisement
 Attach big posters around the factory and factory area.
Selection process:
 generally take place on the same day of the recruitment date.
 At the beginning the workers are asked to give the name and position for
which he or she is applying. Then they are called one by one and asked to
provide necessary documents.
 The examiners check the authenticity of the documents.
 Then he or she is asked about the speed rate or production capacity per
hour and inform about the required speed
 the number of production per hour and the number of defect is considered
 If the performance is satisfactory then the amount of payment the company
interested to give are discussed. If agreed Appointment letter will be given.
 Then the candidate will work as a trainee for three months under a
supervisors supervision.
 If the performance is satisfying the worker get the work finally with a
confirmation letter.
Training and Development
 Apprenticeship training:
 Before the final selection the worker enter at GHL as trainee. They
are supervised and trained under the supervisors supervision for
three month
 Work Place Training:
 At the work place training the new workers are introduced with
the rules and regulation of Golden Horizon limited. They are
introduced to organizations culture and values.
 Lay Out Training:
 Before starting production for a new order the lay out training is
must. When new order take place layout is changed according to
the demand of production and design
 The training session conducted by the chief designer and
supervisors.
worker development:
GHL doesn't have development program for workers. GAP inc. one of the most
influential buyer of the GHL provide and supervise a training program to support the
workers personal and professional growth

 Personal Advancement & Career Enhancement (P.A.C.E.) training program

 two-hour sessions every week for conducted by qualified PACE trainers.
 It covers essential life skills such as communication, time management,
financial literacy, problem solving and decision-making.
 Only provided to female workers
 In addition to educating women and increasing their skills P.A.C.E.
delivers knowledge of how women can advocate for themselves.
Compensation and benefit:

Compensation
 Basic pay
 Medical allowance
 Maternity Allowance
 Festive bonus
 Bonus on attendance
 Overtime
Workers Grades Basic Salary House Rent Allowance ( Medical Allowance Total Salary
40% of Basic)

Grade-1: 6500 2600 200 9300

Pattern Master
Grade-2: 5000 2000 200 7200
Senior Mechanic
Grade-3: 2870 1148 200 4218
Sample Mechanic

Grade-4: 2615 1046 200 3861

Sewing Machine
Operator
Grade-5: 2395 958 200 3553
Junior Sewing
Machine Operator

Grade-6: 2230 892 200 3322

General Sewing
Machine Operator
Grade-7: 2000 800 200 3000
Assistant Sewing
Machine Operator
Benefit:
 Free transportation
 Yearly leave
 Festival leave
 Regular leave
 Maternity leave
 Child care room
 Separate wash room for male and female
 Dining room
 Safe drinking water
 Free medical service
 Group insurance
Health and safety:
 Work environment safety:
 An Environment Safety Committee (ESS) oversees the safety issues regarding
work environment. Which includes worker-area proportion, temperature, light,
sanitation etc.
 Fire safety
 To make conscious about the fire danger the workers are provided with training
twice a month.
 GHL has a centralized smoke identifier system, by which if any type of smoke has
created in any portion of the factory, then instantly that spot can be indentified
through the system
 Occupational safety:
 It protect the worker from those parts that have some chances to create some
risks.
 Problems or challenges of GHL:
 Human resource practice is very traditional.
 A huge portion of workers are not productive. A big portion of worker are very old.
 GHL has many facilities which currently are not being used, like printing room, automated
embroidery section, leaser cutting machine etc.
 Though GHL has self-reliant factory it only operates in its 2 units out of 6 units.
 The recruitment are mostly done internally. Which results in nepotism and lack of skill in the
specific position.
 Selection is very much influenced by the strong reference. In some case the most
qualified candidate are not being considered due to lack of reference .
 No employee or worker development program from the GHL
 Salary rate is very less in comparison to other renowned garment companies in
Chittagong. The minimum salary of sewing machine operator is BDT 3322.
 The transportation benefit for the worker has recently been stopped.
 The GHL doesnt fullfill 100% of the requirement of the accord-alliance
Recommendation:
 The HR department of GHL should be introduced to modern approach of human resource
management.
 Utilizing their resources properly may result in a good profit. Since most of the facilities are
not used. And only 2 manufacturing unit is running among 5.
 The wage rate should be increased to attract and retain skilled workers. The attendance
bonus should be increased to reduce absenteeism.
 The workers who are not retrenched from closed department should be used in other
sectors in case of the closed departments are not opening recently.
 More HR expertise employee should be introduced in GHL. To make the HR department
more effective and efficient.
 Should introduce workers development program to focus on the workers needs
for growth and development.
 Fulfilling the remaining accord-alliance requirement may cause a huge advancement in
foreign order taking issue.
Lesson from the study

 Writing service book and auditing the file.

 Data entry in several areas.
 salary calculation off workers with Microsoft excel
 Checking leaves of the employees
 How they discuss among them on various internal issues.
 How to appreciate good performance and how to rebuke the workers while they
make any mistake.
 Attend training sessions
 corporate behavior, maintaining discipline
 How to manage diversified workforce.
 Conflict management.