Hrm
Download as pptx, pdf1 like165 views
The document explores human resource management (HRM) practices in Bangladesh's ready-made garment (RMG) sector, highlighting its historical significance and current employment impact. It outlines ideal HRM practices, issues within the sector such as poor recruitment processes and working conditions, and offers solutions like enhancing management styles and implementing electronic HRM. The document concludes with recommendations for improving worker conditions and HR processes to foster a more equitable and efficient industry.
Hrm
- 1. HRM PRACTICES IN RMG SECTOR OF BANGLADESH
- 2. TEAM MEMBERS RASHID MAHRUF05 EKHTEAR AHMED ZEESHAN39 41 MD MOSTAFA ASEF RAFI MAYISHA TASNIM NATASHA81 FAKRUDDIN AHMED93
- 3. OVERVIEW SYNOPSIS OF RMG SECTOR IDEAL HRM PRACTICES IN RMG SECTOR HRM PRACTICES IN RMG OF BANGLADESH PROBLEMS
- 6. STARTED FROM THE MUGHAL AGE THROUGH DHAKAI MUSLIN RMG STARTED TO CONTRIBUTE IN OUR ECONOMY FROM LATE 1977 EMPLOYMENT GENERATED BY THIS SECTOR IS AROUND 1.5 MILLION WORKERS
- 7. THE INDUSTRY HAS GROWN DURING THE 1990 ROUGHLY AT 22%
- 8. IDEAL HRM PRACTICES IN RMG SECTOR
- 9. RECRUITMENT & SELECTION PROCESS IS STANDARD FOLLOWS CHAIN OF COMMAND PROVIDING MONETARY BENEFITS
- 10. PROVIDING INTRINSIC REWARDS PERFORMANCE ASSESMENT SYSTEM IS FOLLOWED PROVIDING HEALTH & MEDICAL FACILITIES
- 11. PROMOTION POLICY IS STANDARD & FREE FROM BIASNESS
- 12. HRM PRACTICES SCENARIO IN RMG SECTOR OF BANGLADESH
- 14. ACQUISITION
- 15. JOB ANALYSIS & ADVERTISEMENT
- 17. EMPLOYEE WORKER
- 18. EMPLOYEE MOTTO EQUAL OPPURTINITY NO DISCRIMINATION RIGHT MAN FOR RIGHT JOB ADVERTISEMENTS WORD OF MOUTH NEWSPAPER POSTERS
- 19. WORKER MOTTO ASSURING SECURITY IN-TIME DELIVERY MAINTAINING DISCIPLINE WORD OF MOUTH REFERENCE ADVERTISEMENT
- 21. EMPLOYEE RECRUITMENT PROCESS 1 4 3 2WRITTEN TEST PRELIMINARY INTERVIEWS EMPLOYMENT INTERVIEW APPOINTMENT LETTER
- 22. WORKER SELECTION PROCESS PRIMARY SELECTION ELIMINATION MEDICAL TEST ELIMINATION SECONDARY SELCTION ELIMINATION
- 23. TECHNICAL TEST ELIMINATION INVESTIGATION & FINALIZATION ELIMINATION FINAL SELECTION FOR JOINING ELIMINATION
- 24. DISTRIBUTION OF DOCUMENTS ISSUANCE OF APPOINTMENT LETTER COUNSELING
- 25. FINGERPRINT OR ID CARD DISTRIBUTION
- 26. Managing Director BOD Director Dir (Ops & Commercial) GM (Commercial) GM (Accts)DGM (Finance) DGM/AGM (Commercial) DGM/AGM/ Manager (Audit) Admin, Tpt & Security Protocol & Liaison Manager (Accts) Manager (Docus) Manager (Accts) Manager (Customs) Manager (UD) Manager (Incentives) TEXTOWN GROUP ORGANOGRAM- CORPORATE OFFICE Sourcing/ Procurement Manager (Accts) Manager/ Asst Manager (Accts) Factory Factory DGM/AGM/ Manager (Gen & Accessories Store) GM (Finance) DGM/AGM (Legal & Tax) 1 ORGANOGRAM
- 28. WORKERS & TRAINER ARE SENT TO DIFFERENT TRAINING CENTRES JOB ROTATION JOB ORIENTATION
- 29. ON JOB TRAINING PROVIDING FACILITIES & MOTIVATING FOR CAREER DEVELOPMENT
- 30. COMPENSATION
- 31. TIMELY PAYMENT OF SALARY MONETARY BENEFIT FOR WORKING OVERTIME
- 32. ALLOTING LEAVE FOR THE WORKERS SETTING DIFFERENT APPRAISAL SYSTEM
- 33. MAINTENANCE
- 34. PROVIDING TRANSPORT FACILITIES ENSURING HEALTHY WORKING ENVIRONMENT
- 35. PERFORMANCE ASSESMENT FOLLOWING THE PRESCRIBED WORK HOUR
- 36. NO CHILD LABOUR PROVIDING LUNCH TIME & REST TIME DURING THE WORKING HOURS
- 38. PROBLEMS
- 39. PRESENCE OF FAULTY RECRUITMENT PROCESS Recruitment through Lobbing Recruitment without Examinin g Performance Negligence of Steps in Recruit ment Process
- 40. BAD WORKING CONDITIONS Infrastructural Problem Unsafe Environment Technical & Electrical Problems
- 41. PRESENCE OF MISMANAGEMENT Absence of Recognition in Praiseworthy Works Workers are considered as worker only Negligence of the Principl es of Scienti fic Managemen t
- 42. SALARIES ARE NOT PAID TIMELY INCENTIVES ARE NOT PAID FOR OVERTIME DULY
- 43. GENDER DISCRIMINATION IS PERSISTENT NO HEALTH FACILITIES FOR THE WORKER
- 46. Following worker laws Worker Orientation I Improving Management Style Upgrading Work Conditions Providing Health & Food Facility Implementing E-HRM 6 1 5 3 4 2
- 47. CONCLUSION