Internship Report

On
“Human Resource Management Practices”
-A Study on Sonnet Textile Limited, Agrabad, Chattogram

SUBMITTED TO:
Controller of Examinations
National University
Gazipur- 1704

SUPERVISED BY:
Shyamaly Bhattacharjee
Assistant Professor
Department of Business Administration
Chattogram Cantonment Public College, Chattogram

SUBMITTED BY:
Sanjida Iasmin
Roll: 1860606
Reg. No.: 15501000593
Program: BBA
Session: 2015-2016
Major: Marketing

Date of Submission: 10th June, 2021

Department of Business Administration
Chattogram Cantonment Public College, Chattogram
 Letter of Transmittal
Dated: 10th June, 2021
To,
Shyamaly Bhattacharjee
Assistant Professor
Department of Business Administration
Chattogram Cantonment Public College, Chattogram

Subject: Submission of Internship report.

Dear Sir,

With proper honor I would like to state that I have completed the Internship report on
“Human Resource Management Practices” -A Study on Sonnet Textile Limited,
Agrabad, Chattogram. I have tried my best to fulfill all the requirements to make my
Internship report according to your expectation. Without the sincere cooperation and
proper guidance of you, it is not possible for me to prepare the report. For this act of
kindness, I am grateful to you. So, I would like to request you to accept my Internship
report that is enclosed with this application for your kind consideration.

Sincerely yours-

Sanjida Iasmin
Roll: 1860606
Reg. No.: 15501000593
Program: BBA
Session: 2015-2016
Major: Marketing

ii
 Student's Declaration

This internship report entitles “Human Resource Management Practices” -A Study

on Sonnet Textile Limited, Agrabad, Chattogram has been prepared by me. It is my
original work performed through primary and secondary data collected from Sonnet
Textile Ltd. This internship report has been submitted to the National University
Bangladesh, as the partial fulfillment of the BBA program, with major in Marketing. I
would further like to declare that the internship report has not been submitted to any
other university or institution to get any Degree or Diploma, also not submitted for
publication or fulfillment of any other purpose.

Sincerely yours-

Sanjida Iasmin
Roll: 1860606
Reg. No.: 15501000593
Program: BBA
Session: 2015-2016
Major: Marketing

iii
 Supervisor's Approval
This internship report entitled “Human Resource Management Practices” -A Study
on Sonnet Textile Limited, Agrabad, Chattogram is submitted for the partial
fulfillment of the requirements for the degree of BBA from the National University
Bangladesh by Sanjida Iasmin, Roll: 1860606, Reg. No.: 15501000593, Program:
BBA, Session: 2015-2016, Major: Marketing, Chattogram Cantonment Public
College Chattogram, has been completed under my supervision and guidance. It is an
original piece of work on the basis of field investigation and also has made
contributions to the existing store of knowledge. His thirst over seeking depth of every
aspect is very much satisfactory. I suppose, the internship report may be considered for
the award of BBA Degree.

…………………………
Shyamaly Bhattacharjee
Assistant Professor
Department of Business Administration

iv
 Acknowledgement

As a student, I was nominated to the topics “Human Resource Management

Practices” -A Study on Sonnet Textile Limited, Agrabad, Chattogram for three
months under the supervision of Shyamaly Bhattacharjee, Assistant Professor,
Department of Business Administration, Chattogram Cantonment Public College,
Chattogram.

I am grateful to Mr. Iqramul Hoque Tofial, Assistant Manager (Compliance) for your
continual support, constant encouragement and timely suggestions for the successful
completion of this report.

Thanks everybody from the core of my heart.

Finally, I would like to convey my gratitude to all my teachers, friends and many others
who showed and provided their support to prepare the Internship Report.

v
 Executive Summery

This report is the analysis of Human Resource Management of Sonnet Textile

Industries Ltd. This report is also prepared with the help of the Executives and
guidelines of supervising Manager of Sonnet Textile Industries Ltd. and some third
party sources that are appropriately cited in this report. During my internship I gained
practical knowledge on how the human resource department of the organization
operates and coordinates its activities to ensure smooth functioning of the organization
at all levels by ensuring right numbers of people at the right time at the right places.

This report is focuses on the overall Human Resource Management practice of the
company. To Identify and to make analyses of the practice performance based on the
available data, the report is mainly divided into four chapters.

The report starts with discussing the introduction, purpose, scope, methodology and
limitations of the study.
Next, the second chapter comprises the profile of Sonnet Textile Industries Ltd. giving
its origin, mission, and vision, goal along with its products details, machinery details,
contact information and the company organogram. There is also a SWOT analysis in
chapter four where the strength, weakness, opportunities and threats of Sonnet Textile
Industries Ltd. are mentioned.

The next chapter contains the discussion of theoretical aspects of Human Resource
Management includes the detailed discussion of the Human Resource Management
functions practiced by Sonnet Textile Industries Ltd. which covers the areas like job
analysis, employment conditions, hiring procedure, their performance management
system, how they compensate their employees, which training they provides, health and
safety initiatives and how they are maintaining their industrial relationship.

In the fourth chapter there are some problems mentioned which I have found and I gave
some recommendations to solve those problems regarding HRM practices of Sonnet
Textile Industries Ltd in the following chapter with conclusion of the report.

vi
 Table of Contents
SL Topics Page Number
Letter of Transmittal ii
Declaration iii
Letter of Acceptance iv
Acknowledgement v
Executive Summary vi
Chapter-1 Introduction 01-04
1.1 Background of the study 2
1.2 Origin of the Study 3
1.3 Scope of the Study 3
1.4 Objectives of the Study 3
1.5 Methodology of the Study 4
1.6 Limitations of the Study 4
Chapter-2 Company Profile 05-13
2.1 Profile of SONNET TEXTILE LTD. 6
2.1 Corporatization 6-8
2.3 Awards and Achievements 8
2.4 Best Corporate Award 8-9
2.5 Management 9
2.6 Vision and Mission 09-10
2.7 Objectives 10
2.8 Current scenario of Garments Industry 10-11
2.9 Process of Garments Business 11
2.10 Organogram 12
2.11 Pioneer Aspects 13
Chapter-3: Induction of Resource Management of 14-27
SONNET TEXTILE LTD.
3.1 HR Planning 15-16
3.2 Recruitment 16-18
3.3 Selection Procedure 19-21
3.4 Socialization & Orientation 22
3.5 Training & Development 22-24
3.6 Performance Appraisal System 25-26
3.7 Promotion Policy 26-27
Chapter-4 28-31
Findings, Recommendations, and Conclusions
4.1 Findings of the Study 29
4.2 Recommendations 29-30
4.3 Conclusions 31
References 31

vii
Chapter- 01
Introduction
1.1 Background of the study
Human Resource Management is significant for Garments industry since pieces of clothing is
an assistance industry. The board of individuals and the board of hazard are two key difficulties
confronting Garments. How you deal with the individuals and how you deal with the dangers
decides your achievement in the Garments business. Proficient hazard the board may not be
conceivable without effective and talented labor. Articles of clothing has been and will
consistently be a "Decades Business". Despite the fact that valuing is significant, there might
be other legitimate reasons why individuals select and remain with a specific Garments. Pieces
of clothing must attempt to separate themselves by making their very own specialties or
pictures, particularly in straightforward circumstances with a significant level of
aggressiveness. In coming occasions, the very endurance of the Garments would rely upon
consumer loyalty. The individuals who don't meet the client desires will discover endurance
troublesome. Articles of clothing must well-spoken and stress the fundamental beliefs to draw
in and hold certain client sections.

SONNET TEXTILE LTD is one of the biggest garments organization in Bangladesh, dynamic
in activities, legit in dealings, just in judgment, reasonable in approaches and gave to excellent
assistance to clients and accordingly add to the development of GDP of the nation all through
animating exchange and trade, boosting up send out, neediness easing, increasing living
expectation of constrained salary gathering and by and large supportable financial improvement
in the nation.

To accomplish the aforementioned goals of the Garments, various Garments exercises must
assume a functioning job to give the monetary help to the client who additionally causes them
by furnishing them with the board help when required. SONNET TEXTILE LTD. has assumed
this job with their encounters in the Garments area where the others are not only performed.

The entry level position report involves a concise report on HRM practices of the SONNET
TEXTILE LTD. during my activity movement. The report is dispersed in numerous parts as
indicated ordinarily and necessity of association and as per the directions of chief of report.

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1.2 Origin of the Study
This report has been prepared as a part of the internship program, which is an essential part of
the BBA Program of National University. Under this program each student has to take a total
of 3 credits. A student needs to work for a 3 or more-months internship session to an
organization. This gives a practical touch of a student’s theoretical study. After completion of
the program a student has to submit an internship report to the department and performing
defense over the report. So this report is originated as a mandatory part of the course
requirement of the BBA program.

1.3 Scope of the Study

Sonnet Textile Ltd is an under compliance green garments factory in Bangladesh. The scope of
the study is limited to factory only. This study covers the following topics:

❖ Overview of Sonnet Textile Ltd.

❖ Organizational Structure and layout.
❖ General and functional activities of HRM over Sonnet Textile Ltd.

1.4 Objectives of the Study

The study has been conducted with the following objectives:

❖ To investigate the induction of human resource management of SONNET TEXTILE
LTD.
❖ To analyze the role of HR department of SONNET TEXTILE LTD.
❖ To find out the problems (if any) relating to the role of human resource management of
SONNET TEXTILE LTD.
❖ To recommend some possible suggestions to overcome the marked problems.

1.5 Methodology of the Study

The investigation is performed dependent on the data separated from my own experience
gathered by utilizing a particular strategy. To satisfy the goals of this report all out technique
has isolated into two significant parts. In order to make the report more meaningful and
presentable, two sources of data and information have been used widely.

“Primary Sources”

❖ I have read some official reports about the HR activities of SONNET TEXTILE LTD.

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 ❖ By knowing the experiences from officials.
❖ By discussing with seniors.
❖ Facing audits and buyer visits.
“Secondary Sources”

❖ Follow up report of the head office of Sonnet Textile Ltd.

❖ Web sites & articles over global garments.
❖ Digital report from BGMEA.
❖ Buyer’ perceptions report.
❖ Technical Audit & Social audits annual report and CABS.

1.6 Limitations of the Study

Like some other pieces of clothing and different speculations, this investigation isn't liberated
from constraint. It requires long time understanding to discover obliges of legitimate Human
Resource Management rehearses. I have attempted my best level to conquer these constraints
through broad investigation, hard and true commitment to the doled-out obligation. The major
limitations are given below:

❖ Lack of extra times after office hours finished off.

❖ Maximum kind of gigantic information are remained confidential.
❖ Lack of Secondary information sources because of under constructed web pages
homepage.
❖ Lack of dedication & eagerness over the procedures
❖ Most of the export import information remain disclosed by authorized personnel of the
department.

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 Chapter- 02
Organization Overview
2.1 Profile of SONNET TEXTILE LTD.
Sonnet Textile Ltd Limited is one of the 100% export-oriented garments in Bangladesh.
The factory was established in January of 2001 and mainly in woven items. Bestseller, KIABI,
Tom Tailor, Tommy Hilfiger, H&M are some of the pioneer and valued customers.
Boasting 39 lines and 767 sets of machineries, Sonnet Textile Ltd produces over 2.5 million
pieces of clothing per annum. There are various factory facilities including cutting, sewing,
washing & finishing and packing.
The Company has its own manufacturing plant in Mazid Tower, 807/859, Barik Mia High
School Lane, Goshaildanga, Bander, Chattagram, Bangladesh. Mr. Md. Humayun Kabir
Chowdhury is the Chairman of the Company. The factory owns all the necessary equipment
and uses new technology, precise order entry and machine monitoring, and creative sales and
service facilities focused on solutions. It is now ranked as one of the quality manufacturers of
Bangladesh's Knit factory. As a consequence, with cleaner production process and improved
quality, consumers receive improved final product, which projects a better picture on the
market.
The administration at champions the idea of agreeable and practical development. Our chief
crude materials are reach consistent. Most of the crude materials secured in is from an ISO
2001:2004 Certified and ecologically consistent sourcing plant.
The administration is stringent on all consistence issues and normal inner base.

Sonnet Textile Ltd additionally has extremely stringent guidelines with respect to occupational
Health and Security. The Company carefully pursues government building guidelines just as
having plentiful firefighting gear and leaves, emergency treatment box, sifted drinking water
offices in the generation floor.

Sonnet Textile Ltd additionally agrees stringently with ILO guidelines and has bunch protection
and fortunate store offices for the entire workforce. The organization gives extraordinary
consideration towards word related wellbeing and security issues as all hands-on mishaps and
liabilities are secured by the organization. Uncommon guidelines are likewise set up to
guarantee that defensive apparatus is worn in places with wellbeing dangers.

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2.2 Corporatization:

Sonnet Textile Ltd's dedication to the garments industry dates back to the when Bangladesh
made a thumping entry in garment export. Over the years the group's garment units acquired
world-class expertise and in-depth knowledge of the industry. After the industry entered the
WTO era, we were not only able to retain buyers’ valuable trust and confidence, but gained
more competitiveness. We excel in garments.

2.3 Products

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 Products of Sonnet Textile Ltd.

2.4 Best Garment Award: -

This Garments secured the fifth position among the green Garments in Bangladesh. BGMEA
categorized this factory as the emerging garments.

#Best workers choice factory.

# Top Compliance factory award.
# Finest Green factory award.

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2.5 Management

Head Office

ISHO & legacy

DGL

Washing

DRL

2. 6 Vision and mission:

By 2021, Sonnet Textile Industries Limited wants to create a large-scale clothing
manufacturer that is labor and environmentally sustainable by pursuing social responsibility to
ensure business satisfaction, adhere to business ethics, ensure the production and delivery of
the best goods to the client. All the executives/employees of Sonnet Textile Industries Limited
and the general management of the factory to assure the company policy and regulatory
activities of the company and ensure that all activities of the company will be conducted in
compliance with national laws, human rules and manufacturer's policies. The Company is
committing to follow socially responsible business practices, commitments and BSCI policies.

Mission:
❖ SONNET TEXTILE LTD garment’s assignment is to continue their way of life of global
management in high exceptional clothing and devoting themselves to promoting universal
beliefs of network and service. They creates products that make people feel stylish and very
special from beginning to maturity. They also thinking perfectly no matter how the profit
get decreased.
❖ SONNET TEXTILE LTD is devoted to supporting their foreign buyers, satisfying and
exceeding their expectations, and enabling them to be more competitive inside the
competitive job markets. SONNET TEXTILE LTD employs people from everywhere in
the world. Happiness is with being multicultural global corporation and consider in mutual
appreciate. Co-existences within the SONNET TEXTILE LTD family and within the group
of people are important. The employer is devoted
to being a safe and healthy work place that provides its employees with the possibility to
grow and expand with within the SONNET TEXTILE LTD family for further.

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❖ The company is committed to ensure the 0% slang use within the factory. If performs then
immediate sacking is initiated.

❖ The company is always committed to involve with the social responsibilities.

2.7 Objectives
The objectives as follows:
▪ Quality first profit last.
▪ Increasing compatibility of workers and employees.
▪ Expanding job market with profit sharing as investment.
▪ Satisfying buyers with on time shipment.
▪ Becoming competitive in the global apparels markets.
▪ Performing export earning with minimum importation.
▪ Bonding a good relationship from up to bottom over the factories.
▪ Find out the talents from the in generals.

2.8 Current Scenario of Garments Industry:

The Global Textile Industry, especially the Apparel Industry has seen astounding changes in
the previous scarcely any years. The garments companies created nations are presently
consistently on a post for modest wellspring of article of clothing generation. The days are gone
when material article of clothing industry was amassed in the utilization center points of US,
EU and other created nations of the world. The garments discount supply is expanding
worldwide in every one of the divisions of the business, regardless of whether it be men attire,
lady apparel, kids wear or baby wear. The disposal of worldwide fare quantities has prompted
a move towards minimal effort nations having solid and built up Clothing Industry particularly
the Asian nations.
Worldwide article of clothing sends out are esteemed at more than USD 200 billion every year,
of which the world's main 15 dress exporters represent over 80%. China keeps on building up
its material and attire sends out in spite of the re-inconvenience of amounts by the United States,
Europe and some other creating nations till December 2018 as a brief defend measure on trades
from China. The increase is because of the procedure of China to occupy its garments discount
goals from US and EU to other Asian nations. Creating nations in Asia keep growing their
Textile Garment Industry because of their extremely ease generation. Aside from China, the
genuine gainers of the post-share period are India, Bangladesh, Cambodia and Vietnam. India

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is the second most favored nation after China for material and clothing sourcing. Its Apparel
industry is probably going to accomplish a fare focus of US$ 25 billion by 2018-19. The ascent
of fares in India is because of a few components like huge wellsprings of crude materials, low
work costs, business enterprise and plan aptitudes of Indian dealers, and changes in the
strategies to open up Indian economy to the outside world and so forth.

Basically, garments activity is classified by two segments:

1) Woven based Production.

2) Knit based Production

2.9 Process of Garments Business

The Principle activities of the Garments include providing of all kinds of commercial Garments
services to its customers. The activities can be classified in the following ways:

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2.10 Factory ORGANOGRAM:

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2.11 Pioneer Aspects:
Since many decades Bangladesh has been exporting manpower to different countries. From the
very inception, middle-east countries were the main destination. But from the garments part it
is totally relies on the Europe and American countries. Main markets are there so the most
activity and shipment has possibly done to those countries with their interests.

Everybody must guarantee adherence to moral acts of pieces of clothing. All people will have
clear goal in doing their undertakings. Assurance and protect of customers‟ intrigue is a crucial
component for cultural trust. Incredible execution and adequacy are preconditions to guarantee
quality support of the enormous client base of the Pieces of clothing. New and imaginative
items are the requirements of the ideal opportunity for which nonstop activity situated inquiries
about are completed. Each representative is resolved to work up to the normal level to guarantee
fulfillment of esteemed clients. Every representative will have proprietorship disposition
towards the Pieces of clothing and fearlessness in his work for advancement of the Articles of
clothing. Data is to be kept open for all so partners can have appropriate thoughts regarding the
Articles of clothing's exercises. All representatives are answerable for their exercises and will
stay responsible to their separate predominant for achievement of undertakings.

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 Chapter- 03
HRM Practices of
Sonnet Textile Ltd.
3.1 HR Planning:
Designing HR ADMIN & Compliance:
Humans are asset when they arranging is a procedure of anticipating the further need of human
in the basis of association. The reasons for HR arranging are to empower associations to
envision their future HRM needs and to recognize rehearses that will assist them with meeting
those necessities. HR arranging might be done on a short-or long haul (at least three years)
premise. Its point is to guarantee that individuals will be accessible with the fitting qualities
and aptitudes when and where the association needs them. The utilization of HR arranging
empowers organizations to oversee their future by getting ready for likely occasions. That is,
they can envision change and devise fitting approaches. At the point when organizations figure
out how to gain by future occasions, their own future improves.

At the point when occupied with human asset arranging, an organization infers its human asset
needs by first gauging its interest for HR (i.e., the number and kinds of individuals expected to
complete crafted by the association at some future point in time), and afterward its stockpile
(i.e., the places that are relied upon to be as of now filled). For instance, if a firm gauge that it
will request 12 bookkeepers during the following monetary year and hopes to hold its stockpile
of nine who are as of now on staff, its HR need is procure three extra bookkeepers. Following
is a more critical take a gander at how an organization can decide its HR needs and devise
intends to meet them.

❖ Steps of HR Planning:
HR arranging is a procedure including barely in any stages:

Integrate HR arranging with corporate arranging: The principal phase of HR arranging

is to coordinate it with corporate arranging. All labor arranging comes from marketable
strategies in connection to a corporate methodology.

Forecasting inside and outside condition: The second stage in HR arranging is to estimate
of survey the inner and outer natural factors that influence request and supply of work. Natural
elements incorporate government impacts financial, geographic and aggressive condition.

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 Assessment of inward HR capacities: The following stage is the examination of inner stock
of HR abilities. Appraisal of interior qualities and shortcoming as a piece of HR arranging
requires the present place of employment and workers are reviewed and hierarchical abilities
are stocked.

Predicting and estimating HR request and supply: The data assembled from outer natural
filtering and evaluation of interior qualities and shortcomings is utilized to anticipate of figure
HR market interest considering hierarchical goals and methodologies. '

To find the necessary HR: When the interest for HR has been anticipated, at that point their
accessibility must be distinguished. The fourth phase of HR arranging is to find the sources
from where faculty required will be accessible. The sources might be inward and outer.

Allocation of HR: The last phase of HRP is worried about distribution of HR inside an
association after some time.

The Job of HR Arranging

Human Asset Arranging decides the HR required by the association it's accomplishing its key
objective. It is the procedure for guaranteeing that the human asset necessities of an association
are distinguished and designs are made for fulfilling those prerequisites. Human asset arranging
depends on the conviction that individuals are an association's most significant key asset. It is
commonly worried about coordinating assets to business needs in the long haul, despite the fact
that it will at times be worried about momentary prerequisites. It tends to human asset needs
both in quantitative and subjective terms which mean addressing two fundamental inquiries:

1. What number of Individuals?

2. What kind of Individuals?

Human Asset Arranging additionally takes a gander at more extensive issues identifying with
the manners by which individuals are utilized and created so as to improve authoritative
adequacy. It can have a significant influence in vital human asset the executives.

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HR arranging is planned for settling holes that may exist for HR of specific aptitudes, regardless
of whether over the association, or in explicit authoritative units.

HR Arranging and SONNET TEXTILE LTD Pieces of clothing

The SONNET TEXTILE LTD doesn't have a specific HR Plan as required for a major
association. They think their current arrangement of the association is sufficiently adequate to
maintain their business appropriately. The HR related work is allocated to some high authorities
who is facilitated by different authorities of the administration. Nonetheless, they keep up the
record of interest and supply of their representatives according to the principles of the Pieces
of clothing. Their HR Arranging framework is, along these lines, unique in relation to the
framework referenced in the content the significant obligations of the Garments ltd. Is
identified with Human Asset The board are expressed in the following exchange.

3.2 RECRUITMENT

❖ The Concept of Recruitment:

Generally on the basis of organization’s growth recruitment is done. In the growth stage, a
large number of people are required to be recruited. Similarly in the declining or bad
condition of the company the need of human resource is the least. Both in higher and lower
positions people are recruited in a company assessing the need in different times. In the
industrial sectors people are mostly recruited round the year for they need people of
different skill, knowledge and experience to operate multi-disciplinary function.

❖ Recruitment Process:
For the recruiting purpose both internal and external sources are used. Internal source refers
to the present working force of an organization. The following figure shows the process of
Recruitment:

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❖ Methods of Recruiting:
➢ Method for internal recruiting
• Job position: Job position involves announcing job openings to all current employees.
The announcement carry information about the nature of the position of the position
and the qualification needs and any employee who is interested may did on the job.
• Employee referrals: Another way to find applicants is through employee referrals by
other departments. Informal communications among managers can lead to the
discovery that the best candidate for a job is already working in a different section of
the firm.
• Skills inventories: Information about every employee’s skills, education, work history
and other important factors is stored in a data base, which can then be used to identify
employees with the attributes needed for a particular job.

➢ Method for external recruitment

• Advertising: Advertising is one of the most popular methods. The most useful
advertisement is one that specifies the exact nature of the job, the qualification required
and the salary range.
• Employment agencies: There are three types of employment agencies:
✓ Public Agencies
✓ Private Employment Agencies

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 ✓ Management Consulting Firm
• Campus recruitment: Sending an employer’s representatives to college campuses to
screen potential applicants and create an applicant pool from the recent graduate is
called campus recruiting. It is important source of management trainees, promo table
candidates and professional and technical employees.
• Internship: Many college students get their jobs through college internship. Internship
is important manpower source for the organization. Internship can be win-win situation
for both students and employers.
• Professional organization: Many professional organizations operate placement
services for benefits of their members.
• Employee leasing: Individuals who are hired by one firm and sent to work for a specific
duration of time are called leased employees.
• Personal contact: Another means of recruiting is the personal contact. Sometimes
personal and good communication can provide an opportunity to get experience
manpower as well as better job offer.

➢ Recruitment in Bangladesh:
In our country the vast population is a great advantage to recruit required people in the business
firms. According to qualification and experiences applications are invited to recruit in the local
companies following the methods discussed earlier. The minimum requirement for recruitment
of an executive is completing graduation or post-graduation. Now a day, BBA & MBA
graduates are getting most priority in Bangladesh to be recruited in the reputed companies.
Besides these, skilled and qualified people are also getting chance in the local and foreign
companies like Unilever, Nestle, British American Tobacco, Grameen Phone, MAERSK etc.
according to their requirements. In this regard, e-recruitment is becoming popular day by day
with the advancement of technology. Specially, websites for job seekers and employers namely
bd-jobs, job Al etc. are playing a key role in Bangladesh in the recruitment process.

➢ Recruitment Methodology of Sonnet Textile Ltd.

Almost in all the positions (both junior and senior level) PRIME recruits people according to
their needs. When they open a new factory, they mingle the new and experienced employees
so that a good combination can work effectively.

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The Procedure of recruitment in Sonnet Textile Ltd is stated below:
1. Ad in Newspapers like ProthomAlo, The Daily Star, Ittefaq etc.
2. Ad in different Websites bdjobs, [Link] etc.
3. Circular in educational institutions
4. Recommendation from top Mgt, Close relatives, Influential people of the society, Depositor,
shareholders etc.
5. Unsolicited Applications
6. Other sources: Transfer, Participation in Job Fair, Employee Referrals, Rehiring.

3.3 SELECTION PROCEDURE:

➢ Selection - A Crucial Stage

For any type of business selecting the best person or Right men in the Right place is a very
challenging matter. On the basis of selection, the human resource is formed finally to undertake
the responsibility of a company. In other words, the success or failure of an organization partly
depends upon recruitment and selection procedure. Once a person is employed cannot be easily
terminated by law or for other factor.
➢ The Selection Process
Personnel selection is a process of measurement, decision-making and evaluation. The goal of
personnel selection system is to bring into organization individuals who will perform well on
the

➢ Recruitment and Selection of SONNET TEXTILE LTD.:

There are five types of recruitment:

1. Direct recruitment: Appointment to the post of officers and other employees shall be made
by direct recruitment. The appointment by direct recruitment of an employee, other than an
officer, shall be on temporary basis and he shall be eligible for confirmation in the service of
Garments not earlier than twelve months subject to his Garments conduct and performance
of duties and availability of permanent post.

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2. Promotion: Promotion cannot be claimed as a matter of right and al promotions shall be
made on the merit and no employee shall have a claim to be promoted to any particular post
by virtue of his seniority alone. All appointments by promotion shall be on officiating basis
and an employee shall be liable to be reverted to the post from which he was promo0ted
without giving any notice or assigning any reason within twelve months of such promotion.
3. Lateral appointment: In a lateral appointment, the experienced and specialized candidates
are appointed based on their age.
4. Re- appointment: The candidates are appointed based on their knowledge, experience and
performance. The retire person can apply.
5. Contractual appointment: The candidates are appointed based on the contract.

❖ Rules of Recruitment and Selection:

➢ A candidate shall not be less than twenty- one years and more than twenty- five years of
age at the time of appointment by direct recruitment as an officer and not less than
eighteen years and more than twenty- five years of age at the time of appointment by
direct recruitment as an employee other than an officer in service of the Garments.
➢ No person shall be appointed in the service of the Garments unless he is declared
physically fit by the medical officer of the Garments or any other medical authority
specified by the Garments in this behalf.
➢ The president of Bangladesh may, on an application made to him in this behalf, grant
permission to marry, or enter into a promise of marriage with, a foreign national.
➢ All appointments of officers shall be made by the board and of other employees by any
authority empowered by the board.
➢ The employees entering the service of the Garments shall, at the time of her appointment,
sign an agreement in such form as may be specified by the board.
➢ On entering the service of the Garments, each employee shall sign the declaration of
fidelity and secrecy in the form.
➢ An employee may be assigned such duties as may be determined in each case or a class
of cases from time to time.
➢ An employee may be required to serve at any time at anyfactory of the Garments in or
outside Bangladesh. An officer appointed by direct recruitment to any post shall be on

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 probation for a period of two years. The board may extend the period of probation by
such further period or periods on such terms and conditions as it may decide.
➢ No probationer shall be confirmed unless he successfully completes such training course
as the board may decide from time to time.
➢ The news of job is published in the Sonnet Textile Ltd website and another popular jobs’
website and also two popular newspapers.
➢ Garments has the right to change the rules.

❖ Recruitment and Selection Process:

➢ Tests
On the basis of need assessment and HR Planning the selection methods of the
organizations can vary from one another. The most common methods of selection,
however, are conducting a series of tests or simply Walk-in —Interview.

The selection tests can be categorized in the following ways:

➢ Interview
Interview is another popular method of selection which has been proved to be a universal
selection tool. It involves in face to face meeting between the applicant and interviewer.
Interview can be also categorized into different names. Such as a) Traditional Interview
b) Panel Interview
c) Situational Interview
d) Stress Interview.

➢ Selection Procedure in Sonnet Textile Ltd

➢ Selection

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It includes short listing of candidates, assembling and their final hiring decisions. The following
steps are followed generally in the selection process of Sonnet Textile Ltd.
• Initial Screening Interview.
• Preliminary Interview.
• Written Test.
• Comprehensive Interview. Background Investigation.

• Medical Test Conditional Job Offer.

• Permanent Job Offer.

3.4 SOCIALIZATION & ORIENTATION

➢ Theoretical Concept
After joining in a new organization employee need to adjust themselves with the working
environment and the people with whom they will have regular interaction. By the process of
orientation and socialization, new employees can well adapt to their new organization system.
These programs are designed to assist employees to fully understand and accept the
organization behaviors that are desirable for fulfilling / attaining particular goal.

So, by the term ‘Socialization’ we understand a process of adaptation, adjustment and making
arrangements for setting one employee in the organizational environment. On the other hand,
new employee ‘Orientation’ covers the activities involved in introducing a new employee to
the organization and to his work unit. It helps to reduce the initial anxiety we all feel when
beginning a new job. This program covers familiarizing the new member with the
organization’s objectives, history, philosophy, procedures and rules; review the specific duties
and responsibilities of the new member’s job; provide a tour of the organization’s physical
facilities and introduce the employee to his or her manager and coworker.

➢ Socialization & Orientation Practices of Sonnet Textile Ltd

Alike other organizations this process also varies from organizations to organizations. Some
companies consider this program necessary for the new recruits; therefore arrange formal
orientation programs like the new students joining in colleges / universities for the first time.

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Some companies, on the other hand, believe that the employee themselves will come to know
about the work environment by their own initiative or by the help of their colleagues. Sonnet
Textile Ltd
Garments, similarly always doesn’t arrange orientation program for its new requites. Their
socialization and orientation practice is rather informal.

3.5 TRAINING & DEVELOPMENT:

➢ Steps of Training Processes:

The training programs consist of five steps:

1. Needs analysis: Needs analysis is the first step of the training process. It identifies the
specific job performance skills needed, assesses the prospective trainee’s skills, and develops
specific measurable knowledge and performance objectives based on any deficiencies.
2. Industrial design: In the second step instruction design, individuals decide on, compile
and produce the training program content, including workbooks, exercises.
3. Validation: Validation is the third step, in which the bugs are worked out of the training
program by presentation it to a small representative audience.
4. Implement the program: The fourth step is to implement the program, by actually
training the targeted employee group.

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5. Evaluation: Fifth is an evaluation step, in which management assesses the programs
successes of failures.

➢ Methods of training
Once the organization has decided to train employees and have identified their training needs
and goals, the organization has to design appropriate training program. The most popular
training methods used by the organization are:
On-the-Job Training: The most widely used training methods take place on the job. The
popularity of this method can be attributed to their simplicity and the impression that they are
less costly to operate. On-the-job training places the employees in actual work situations and
makes them appear to be immediately.
Off-the-job training covers a number of techniques –
Classroom lecture.
• Videos and films.
• Simulation exercise.
• Computer based training.
• Vestibule training.
• Programmed instruction.
• Case study method outside seminars.
• University- Related programs

➢ Concept of Development
The training function, now popularly called HR development. Employee development, by
design is more future oriented and more concentrated with education than employee job –
specific training. Development therefore, focuses more on the employee’s personnel growth.

➢ Employee Development Methods

Some development of an individual’s abilities can take place on the job. There are three popular
on-the-job techniques and another three off-the-job methods.

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➢ On-the-Job:
1. Job rotation: Moving employees horizontally or vertically to expand their skills,
knowledge and abilities.
2. Assistant-to-positions: Employees with demonstrated potential are sometimes given
the opportunity to work under a seasoned and successful manager.
3. Committee assignment: Committee assignments can provide an opportunity for the
employee to share in decision-making, and to investigate specific organizational problems.

➢ Off-the-Job:
1. Lecture course and seminars: Traditional forms of instruction revolved around formal
lecture courses and seminars. These offered on opportunity for individuals to acquire
knowledge and development their analytical abilities.
2. Simulations: Any artificial environment attempts to closely mirror an actual condition.
3. Outdoor Training: A trend in employee development has been the use of outdoor training.
The primary focus of such training is to teach trainees the importance of working together,
of gelling as a team. Outdoor training typically involves some major emotional and physical
challenge. This could be white water rafting, mountain climbing, paint ball games, or
surviving a week in the jungle.

➢ Training Needs Analysis (TNA)

Training needs analysis (TNA) is a systematic method for determining what caused
performance to be less than expected or required. The focus of training is performance
improvement. A TNA is important because it helps to determine whether a deficiency can be
corrected through training. In some case the TNA determines that employees lack necessary
KSAs to do the job and training is required. In other cases employees have the KSAs to do the
job, but road blocks to effective performance are discovered to be removed. Training
professionals make sure the right training is provided to the right people by conducting a needs
analysis.

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➢ Importance of TNA:
• Increase the chances that the time and money spent on training would be spent
wisely.
• Determine the benchmark for evaluation of training.
• Increase the motivation of participants.
• Align her training activities with the strategic plan.
A TNA provides a benchmark of the skills trainees possess prior to training. This benchmark
can be compared to a measure of the skills acquired in training. With pre and post-measure, it
is possible to demonstrate the cost savings or value added as a result of training. Although some
evaluation designs do not require them, pretests provide a logical benchmark for evaluation.
The needs analysis can provide that pretest.

3.6 PERFORMANCE APPRISAL SYSTEM

Basic Idea Fundamental idea:

In HRM, execution examination is utilized to assess worker's present and past presentation
comparative with his exhibition standard. Its impact may bring about expanded compensation,
an advancement or help with self-awareness regions through preparing. Assessing the
presentation may appear as a five moment casual talk among workers and their boss, or an
increasingly intricate, a multi week forms including numerous particular advances. Execution
examination likewise expect that the representative comprehended his presentation standard
and the necessary zones of progress. His director gives the worker the input.

The Steps of Evaluation in Sonnet textile :

Based on certain measures, SONNET TEXTILE LTD assesses the exhibition of the workers.
The means can be:

1. Surveying Singular Execution

2. An account articulation depicting various issues of the Workers
• Quality
• Shortcoming

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 • Achievement of errand/accomplishing objective
• Past execution
• Disciplinary record
• possibly
• Recommendations for Development

3. Point strategy or reviewing framework

4. Agenda of some recommended Criteria

Evaluation Procedure of Execution

The use of HRM procedure of the representatives in a huge association like is done in a few
stages. For the individuals working in the manufacturing plants, generally the production line
Administrator is the most notable individual for dealing with the representatives. Thus, he
embraces the duty of assessing the exhibition of the subordinates in a specific time. On the off
chance that he is the leader of an industrial facility, at that point he reports to the more
significant position authority of the Garments ltd. about the effectiveness and possibility of the
representatives, for he can legitimately survey their presentation well. As per his report
important moves are made by the Garments ltd. the executives in regards to advancement,
augmentation, and reward, etc.

Corrective Activity

It is truth that all can't perform similarly well in the calling. Therefore, the degree of
effectiveness differs individual to individual. A few shows astounding execution in the
individual field for appropriate devotion, awareness of other's expectations and hard work;
unexpectedly, many are discovered the polar opposite. In the event that any official of this
Garments ltd. neglects to perform agreeably as indicated by his necessary standard, chance is
given to him to improve his effectiveness by various ways. Here and there he/she is offered
time to improve the condition, or essential preparing (formal or casual) is given to beat the
current lacking. After that in the event that he neglects to improve in the particular zone, his
advancement or different advantages may not be granted in due time contingent upon the choice
of the more significant position authority.

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 Interaction with the more significant position authority

The individuals from the top administration screen the exercises of the Pieces of clothing
normally. They visit the workplaces of the association situated at various locale and sort out
the issues and prospects in various regions. Later on, they attempt to take vital activities for the
thriving of the Articles of clothing. Or then again illuminate the concerned position to make
strides for tackling various sorts of issues. It spurs the representatives to work genuinely and
furthermore make them mindful about their obligation.

3.7 PROMOTION POLICY:

❖ Basic Concept
It refers to the inside movements in which pay, status besides conditions of the new position
increases as compared with the old. Promotion is an important aspect of employee motivation.
Regular and systematic promotion makes an employee more dedicated to the employer and he
becomes more aware about his duties and responsibilities. Otherwise, frustration can prevail
among the employees leading to less productivity and high turnover.

❖ Promotion policy of Sonnet Textile Ltd

By and large following three years advancement is given/granted to the capable representatives.
For the people filling in as administrators or in senior positions the advancement time frame is,
nonetheless, two years. In actuality, advancement and augmentation relies upon the report of
ACR (Yearly Secret Report). On the off chance that a representative doesn't get advancement
in due time he can get increase. In any case, if ACR is negative, advantage can likewise shift
in such manner. In the Pieces of clothing division, targets are given to the officials to gather
more investors for the association. On the off chance that one can satisfy this objective, his
earnest exertion is checked by the power and includes an incentive in his profession.

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 Transfer
It alludes to inner developments in which pay, status and states of the new positions are roughly
same as that of the old.

Practices of Move in Sonnet Garments

For the most part, following three years move is done according to the guidelines of the
Garments of clothing. In any case, this standard isn't appropriately pursued for different
reasons. In the event that vital, a representative can be moved in another factory inside 15 days
or hardly any months. For this situation, the administration takes the choice in such a manner
as though the chain of workers or the customary activity in the factory or different workplaces
isn't hampered. Like significant budgetary choices, need appraisal is additionally significant
for the Garments of clothing in regards to move of representatives in various areas. In such
manner, the collaboration of the head of the factories is fundamental. At the point when the
authority works business in remote zones, it offers need to the representatives identified with
that region for satisfying the ideal objective.

Disciplinary Activity

The term discipline alludes to condition in the association where workers act as per the
association's principles and guideline and measures of worthy conduct.

➢ Practices of Sonnet Textile Ltd

For keeping up the control and the notoriety in the Pieces of clothing industry SONNET
TEXTILE LTD takes numerous disciplinary activities out of luck. It guarantees the
straightforwardness and responsibility of both the representatives and business.

The management of the Garments takes actions against the defaulter by:
➢ Warning
➢ Suspension
➢ Show cause
➢ Punishment Transfer
➢ Dismissal

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 Chapter- 04
Findings,
Recommendation &
Conclusion
4.1 Findings of the Study
The findings of the study are as follows:

1. Pandemonium between head of production and HR is an open secret clash. That actually
encourages the internal chaos and mismanagement.
2. Nepotism is everywhere, even in an arbitration. Sometimes convicted get less punishment
than innocent. And it makes distrust among the workers.
3. The keeper is the eater and this sector is a burning example of this.
4. Lack of training & deviation from training session demolishes the creativity and smart
work.
5. The decision of not giving earn leave money to anybody is totally incompatible. It makes
bad impression to the overall management.
6. Frequent changes of management is the major blockage of quality development. Since Job
is the house of physical and mental stress, perseverance is badly needed there.

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4.2 Recommendations
1. Top authorities of the SONNET TEXTILE LTD. should take the necessary steps to resolve
that dilemma either by sacking or performing mutual arrangement between those
departments.
2. Justice delayed is Justice denied. Nowadays human resource management is morally
Human Relation Management. Since workers strike is a big challenge of this trade so
management should professional than egoistic.
3. Reducing the excessive demand of money is only the way to come over from this disease.

4. The HR division needs to expand the representative instructional hub along these lines the
directors and the worker both show signs of improvement offices on preparing program.
Likewise, the HR division ought to be readied standard human asset arranging since it
encourages chief to set up the perfect individuals at the ideal time at the ideal spot.

5. The HR manager should prepare the standard pay scale so that the employees may feel very
much comfortable to build their career for long time in the Garments.
All the allowance should be available and easier for the employees. Because of the pay
scale increasing, the turnover rate is lower than before and the freshers are also interested
in government garments.

6. It is high time to look at this kind of shortcomings for the betterment of future of this golden
industry.

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4.3 Conclusion
As one of the biggest green production line Sonnet Textile Ltd of clothing Ltd is working many
corners of the world giving the pieces of clothing to various classes of clients. The zone where
there is no green manufacturing plant of any Pieces of clothing of the cutting-edge focused
Garments of clothing division, there one can discover a processing plant of Sonnet Textile Ltd
pieces of clothing. Garments of clothing assume a functioning job for the improvement of the
nation. Sonnet Textile Ltd has made estimable improvement over the previous years. I am glad
for getting the open door for proceeding with my profession in this association. I attempted to
assemble involvement with pieces of clothing with the relationship of keen work and outline
all the data inside the report. It will likewise be useful for the pieces of clothing the board on
the off chance that they cautiously investigate the issue and consider proposal in this paper and
take fundamental activities for restorative measures. Bangladesh in sending out readymade
garments of clothing in the focused globalized advertise demonstrates the nation's situation in
the neoliberal economy. Building up great administration is the principal need to piece of
clothing part, guarantee safe workplace, laborers' privileges and proceeded with development
of the segment. The investigation shows the HR action in readymade pieces of clothing plants
just as the part all in all. Since, one of the key components of good administration is building
up responsibility and straightforwardness at all degrees of duty under a strong administration.
There is no point of reference of legitimate corrective measures against partners that have
abused the law.

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Reference:

• Activities of Garments Territory, 2018-2019.

• National Economic Report of 2018-2019.
• Google and Wikipedia.
• Garments Ltd. for the year of 2018-2019
• Profile of Sonnet Textile Ltd.
• Website of BGMEA
• [Link]

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