The process of Recruitment, Training & Compliance issue in PQRS Textile Limited.
Chapter-01
Factory Profile
Introduction:
PQRS Textile Limited is a dependable supplier of all sorts of readymade garments in sweater, knit and woven items, which started its journey in early 2008 under the leadership of highly qualified people having long 30 years experience in manufacturing and exportof readymade garments to the world market. The company has dedicated sourcing, developing, sampling, production and quality controlling team managed by highly qualified dependable professional expertise. It has a good number of Associate compliance factories to ensure timely supplyofquality productsat competitive price.
Contact Details:
| Head Office | Factory |
| Registered Head Office:
Flat # 2A, House # 1/A, Road # 2, Sector # 3, Uttara, Dhaka-1230, Bangladesh. Commercial Office: Plot # S/2, Road # 4/1, Block # C, Section # 12,Pallabi, Mirpur, Dhaka-1216, Bangladesh |
1/1 East Chandona, Joydebpur,
Gazipur, Bangladesh. |
Origin of the Report:
To complete the BBA degree it is necessary to perform an internship program under any reputed organization. This program actually makes a relationship between theoretical and practical knowledge. We can increase our practical knowledge within this internship. As a part of my BBA program, of the department of business administration of Primeasia University.
The topic is the “The process of Recruitment, Training & Compliance issue in PQRS Textile Limited”.
Objective of the Report:
The objective of this reaches project is how to run a private manufacturing company smoothly which will include background of the company, current status, its product, organizational structure, mission and vision obeying all the rules and regulations Government Revenue Sector.
Major objective of the report is to study the organizational structure in Bangladesh where as, some specific objectives also were prevailed, those were-
· Learn about HR & Compliance issue.
· Identify the limitations & over come from it.
· Ensure the strong HR & Compliance practice on the Organization.
· Develop new practice/policies for implementing the Organization.
· Ensure compliance problem areas and try to find out some solution.
Limitations:
In the preparation of this report I faced some limitations. They are:
· Limited chance to use internet. Lack of sufficient computer.
· Large-scale research was not possible due to time constraints.
· Inexperience and time limitation were the constraints of the study.
· Relevant data and document collection were difficult due to the organization confidentiality.
· Since the company’s personnel were very busy. They failed to give me enough time to complete the report.
· Such a study was carried out by me for the time. So inexperience is one of the main factors that constituted the limitation of the study.
Methodology of the study:
While determine the sources of information that would be required for the study. I used both primary and secondary data to conduct my report. In, addition, I have included myown observation as a valuable and first hand source while describing the performance and the evaluation of this company.
Data Analysis:
After collection of data those were accumulated, organized in tabular form and analyzed effectively. All the findings from analysis processed and recorded. On the basis of those findings some suggestions and policy has been recommended to take corrective measures. For this study following primary sources and secondary sources identified from which the necessary data were collected.
Primary Source: Primary data has been collected from Manager (Admin, Production), Merchandiser, Executive (HR, Admin, Compliance, Accounts) and other staffs.
Secondary Source: Annual Report 2010, Factory History Profile, Service Book, Training Guideline Sheet etc.
Data Analysis:
After collection of data those were accumulated, organized in tabular form and analyzed effectively. All the findings from analysis processed and recorded. On the basis of those findings some suggestions and policy has been recommended to take corrective measures.
SWOT Analysis
Strength:
- Compliance factory.
- Strong Management team.
- Best IT supports.
- Steady Buyer.
- Quality assurance.
- Better maintenance system.
- Strong merchandising & marketing department.
- Well organized store room.
- On time payment.
Weakness:
- No provident fund.
- Unavailability of filtered water.
- Unavailability of separate loading & unloading areas.
Opportunity:
- Sufficient order bookings.
- Conduct with new buyer.
- Different types of training program for improving production.
- Transportation facilities for staffs & workers.
- Separate medical & child care unit.
Threats:
- Political situation transference.
- Outside Labor unrest for various problems.
- Local influence.
- International economic influence.
- Deficient energy resource.
Production Information:
PQRS specializes in the manufacture of woven men’s shirts.
Production lead time : 90 -120 days after order confirmation (for FOB / C&F orders)
120 days after approval of lab dips.
Cutting capacity : 20,000 pieces of basic style (daily)
Production Capacity : 10500 dozen 6 day / week 45,500 dozen 26 days / month 21,000 pieces in a day.
Time to make photo sample: 2 or 3 days, depending on quantity.
Time to make Sealing sample: 1 week.
Type of washing : Garment wash, sand wash, enzyme silicon washes etc.
Common fabrics : T/C, CVC, 100% cotton, corduroy ramie cotton, Fair Trade
(Dobby, yarn dye, check, stripe, print, twill, oxford, wrinkle free).
All patterns, cutouts and cutting plans are done in-house on our state-of-the-art Computer Aided Design facilities.
Our clients:
| USA | |
| Phillips Van Heusen Company
Capital Mercury Shirt Corporation Walmart The Arrow Co. J.C.Penny Atlas Design UK |
|
| South America | |
| C&A Brazil
C&A Argentina |
|
| Europe | |
| C&A
CV Branded Menswear David Howard UK Ltd. H & M Hennes & Mauritz AB Uniqlo |
|
Factory area organization:
| Function |
Surface |
|||
| Total area in m² | 15,600 square meters (SM) | |||
| Production process:
Surface roughly estimated in m² |
9,450 square meters (SM) | |||
| General Administration:
Surface roughly estimated in m² |
350 square meters | |||
| Storing facilities:
Surface roughly estimated in m² |
Storing |
Surface | Containers (40”) | |
| Covered | 1,244 (SM) | |||
| Not covered | 100 (SM) | 1 Container | ||
Our Facilities:
Our state of the art factory at Gazipur of 24 production lines, has a utilized work area of 152,000 sqft, with full power supplied by Rural Electrical Board and in case of emergency we have full back up power from our own Gas generator 1288 KVA, In addition we also have two 650 KVA generator. The factory meets all Health and Safety guidelines in relation to fire and safety provisions, lighting and emergency procedures. Furthermore there would be enough provision for future expansion. Item and capacity for future expansion is still open to demand.
Other Facilities:
| Type of equipment | Specifications | Quantity |
| Sampling Room | Fully equipped | 1 |
| Color Assessment Cabinet | Generic | 2 |
| Washing Machine | Kenmore | 2 |
| Dryer | Kenmore | 1 |
| Digital Thermometer | 1 |
Quality Assurance:
Quality control is done in different phases of cutting, sewing and finishing. The quality control department is headed by a quality control manager. Assistant QC manager (sewing) and assistant QC manager (finishing) assist the QC manager. Each production and finishing line has a quality controller assisted by one QC inspector and two checkers at the end of production line. Quality controllers are responsible for in line quality checks and the complete garments are checked at the end of both sewing and finishing lines by the quality checkers before passing each and every garment. Quality control section is directly responsible to the management. PQRS has & maintains its own quality control manual strictly which has been designed & developed over 20 years period. Which cover all international quality assurance standards.
Environmental Policy:
For a well organized organization it is more essential to fulfill the environmental, social and ethical policy. PQRS Textile Limited has also followed the environmental, social and ethical policy. This policies are-
· They need to provide a healthy and suitable working environment.
· Need to maintain a clean factory premises along with its adjoining areas minimizing environmental pollution.
· Need to maintain hygienic and sanitary restrooms and ensure a healthy working environment.
· They provide workers with the necessary protective clothing to safeguard for their health.
· Need to minimize noise pollution and enforce noise pollution guidelines.
Social and Ethical Policy:
For social and ethical policy the organization takes the following steps:
· Must follow a standard of excellence in every aspect of their business.
· Need to ensure ethical and responsible conduct in all parts of their operations.
· Need to respect the rights of all individuals and respect the legal and ethical rights for their employees.
· Follow the EEOand not tolerate discrimination in hiring and employment practices.
· Need to provide a comprehensive and free healthcare to all employees and workers and also provide free access to education for the children of illiterate workers.
· Ensure the payment of two yearly ‘festival’ bonuses to all workers & staff.
Chapter-02
Recruitment
HR Department of PQRS
PQRS Textile Limited has been operating in Bangladesh for 27 years. PQRS is a manufacture industry through adaptation of modern technology & processes with a view to enhancing their client’s satisfaction. Its excellent client’s service let it grab the attention of number of loyal clients. And all it make possible such excellent clients service is its efficient and dedicated employees & other internal stakeholders.
HRM Process
HRM is a staff function. HRM managers advise line managers throughout the Organization. Furthermore, the company may need more or fewer employees and managers from time to time. The HRM process is an ongoing procedure that tries to keep the organization supplied with the right people in the right positions, when they are needed. The HRM function is especially important given the current trend toward downsizing.
HRM process involves the establishment & execution of policies, programs and procedures that actually influence the performance, capabilities and loyalty of the employees of an organization. Through these policies and procedures individuals are attracted, retained, motivated and developed to perform the work of the organization. Therefore, HRM is a series of policy choices about how employees are to be treated, paid, and worked and at the same time it is a continuous process that are executed by the management of the organization. This process includes:
Human Resources Planning Objectives
- To avoid or correct human resource management problems before they become serious.
- To forecast recruitment needs, in terms of both the number of employees required and the skills they should have.
- To identify and evaluate source of new employees and to focus recruitment efforts on the best sources.
- To identify replacements, from inside or outside the organization, for key managers and workers.
- To integrated human resource plans with financial plans and forecasts.
Recruitment Process
Recruitment is the process of attracting individuals-insufficient numbers and with appropriate qualifications and encouraging them to apply for jobs with the organization. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm.
The recruitment industry has five main types of agencies. They are:
1) Employee agency
2) Headhunters
3) Employer branding
4) Advertising
5) Screening and selecting potential candidates using tests or interviews
Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description ensures the recruitment effort starts off on a proper track for success.
Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened.
Selection Process
Selection is the process of choosing the most suitable candidates from those who apply for the job. It is a process of offering jobs to desired candidates. Selection means choosing a few from those who apply, It is picking up of applicants or candidates with requisite qualifications and qualities to fill jobs in the organization. Selection is the potential applicants are identified; the next step is to evaluate their qualification, qualities, experiences, capabilities etc. It is the process of offering jobs to the desired applicants.
Selection Process include,
1. Initial screening interview
2. Application blank or application form
3. Written examination & other selection tests
4. Comprehensive interview
5. Medical examination
6. Checking the references
7. Final employment decision
Selection Methods,
The type of selection methods to be used will be decided by the panel and may include one or more of the following:
· Panel interview
· Presentation
· Selection tests
· Work samples or portfolios
Screening interview
A Screening Interview is used to narrow down the list of potential job applicants and increase the efficiency of the formal interviewing process. A screening interview can be a phone interview or a face-to-face interview with a recruiter or member of the hiring company’s human resources department. It is the normal process for companies to weed out candidates for a single job opportunity.
Interviews divide into two categories: 1. the screening interview, 2. the hiring or selection interview. Screening interviews are used to qualify a candidate before he or she meets with a hiring authority for possible selection. The hiring or selection interview can take on many different forms.
If invited to a face to face screening interview, it will usually be with a third party recruiter or someone from the Human Resources department. These are considered the gatekeepers for a company. They are typically experienced and professional interviewers who are skilled at interviewing and screening candidates. These interviewers should be effective at judging character, intelligence, and if the candidate is a good fit for the company culture. They also should be good at identifying potential red flags or problem areas in the candidate’s work background and general qualifications. Some examples of screening interviews include the telephone interview, the computer interview, the video conference interview and the structured interview.
Six Great Tips for Job Screening Interviews
Edit Article | The job screening interview may be conducted in person or by telephone. It is almost always a behavioral interview (questions about your past often predict your future action) conducted by just one person. It is very common for recruiters to screen candidates by phone as it is the quickest way to ascertain a candidate’s skill set, qualifications and match to the job opportunity. Likewise, employers receiving numerous applications also find the telephone to be the best method for screening candidates for the first round.
Tip #1: Treat all interviews formally.
Tip # 2: Always be prepared.
Tip #3: Don’t answer your phone.
Tip #4: Call back at your choosing.
Tip #5: Control the environment.
Tip #6: Get prepared for your next interview.
Application blank or application form
The next step in the selection process is to evaluate each applicant on the basis of the complete application. The specific type of the information requested in an application blank may very from firm to firm and by position within the organization. Separate selections of the application typically relate to education, work experience, and other job related information.
An application blank must supply the firm’s information needs while meeting legal requirements. Only question that have job relevance should be included. Questions related to sex, national origin, religion, color, and race should not be asked. Questions regarding criminal conviction should be considered only if they are job-related.
Selection tests
A number of employers use selection tests as part of their recruitment procedure. This article describes the type and broad groups of tests you may come across and aims to answer some of the questions you may have.
Recruitment and selection tests are only part of the selection process and you will still be asked to complete an application form, send in a copy of your resume and attend at least one interview. All of these things will tell the employer something about you and help them to choose the most appropriate candidate for the vacancy.
Why is selection tests used?
Employers use selection tests to provide extra information about applicants that cannot be obtained from their application forms or interviews. Selection tests gather information on an individual’s attainment, aptitude, interests, learning styles and other relevant characteristics.
Some employers invite all applicants for a vacancy to sit selection tests and will make a shortlist on the basis of the results. However, it is more usual for only selected candidates to be invited to sit tests.
These exercises measure the acquired knowledge, skills or understanding you have about a particular subject. They are usually timed. A common example is a test of computer keyboard skills and your knowledge of word processing packages.
Comprehensive interview
While there is no one-size-fits-all approach to job interviews, one strategy that benefits everyone is to give examples that are specific and complete. In interviews, you will often be asked for examples of your work:
· Tell me about a typical project at Company X.
· Tell me about a project where you managed people.
· Tell me about an analytical/ research/ strategy project. or
· Tell me about your favorite/ most difficult/ most rewarding project.
Be able to answer these questions for any project you discuss in an interview and you will have a comprehensive answer:
· Who sponsored the project: CEO, department head, line manager? This gives the interviewer a sense of the project’s importance.
· What was the objective? This is where you showcase your business sense. Give a clear and concise answer as to why this project was undertaken.
· What was the deliverable: PowerPoint presentation, white paper, presentation to senior management, Excel model? Give the interviewer a tangible sense of the result of the project.
· What actually happened? Let the interviewer know that you know your impact on your company’s business. If the company benefited, quantify this. If the company didn’t move forward, explain why not.
· What did you do and what did everyone else on the team do? Be specific about your role so you don’t come across as overreaching and so that the interviewer doesn’t assume you did more or less than you did. At the same time, being clear about what everyone else did shows that you are a team player and are aware of what is going on around you and what other people contribute.
Check the references & Background Investigation
Once applicants successfully clear the interview hurdle, reference checks and background investigations are often conducted. The reference check has a major weakness as a screening device: Job applicants normally provide their own references, often selected because they are likely to make favorable comments about the applicants.
Background investigations may be similarly unreliable, unless done carefully and at great expense. For example, a prime source of background information is the applicant’s previous employers. But the only information many organizations are willing to provide about former employees is dates of employment and salary ranges. Some requires the former employees’ written authorization to do even this. Further if comments are provided, they may represent a ‘whitewash job’ because negative remarks are often avoided, even for employees who are fired.
Final employment decision/Management Approval
In large organizations, the HR Department performs many of the selection functions. However, the final hiring decision is usually reserved for the person who will be the immediate superior of the new employee. This person normally reviews all the available information about the applicant. Such attention had led to an increase in the use of patterned interviews. It is easier to control the content of patterned interviews than of nondirective ones to prevent bias. Patterned interviews are also easier to defend when they are criticized, since their content can be objectively determined. Of course, this does not necessarily mean patterned interviews are better in predicting job success, they are just safer.
Capter-03
Training
Training
Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.
Management training is the knowledge gained from training that improves leadership, supervising and managing. Skills like handling interpersonal relationships, communicating and handling stress are also gained.
The Four Basic Steps in the Training Program
Training is one of the most profitable investments an organization can make. No matter what business or industry you are in the steps for an effective training process are the same and may be adapted anyWhere. If you have ever thought about developing a training program within your organization consider the following four basic training steps. You will find that all four of these steps are mutually necessary for any training program to be effective and efficient.
Step 01: Establishing a Needs Analysis.
This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. The objective in establishing a needs analysis is to find out the answers to the following questions:
· Why is training needed?
· What type of training is needed?
· When is the training needed?
· Where is the training needed?
· Who needs the training?
· Who will conduct the training?
· How will the training be performed?
Step 02: Developing Training Program and Manuals.
This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.
Step 03: Deliver the Training Program.
This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods. Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have:
· A desire to teach the subject being taught.
· A working knowledge of the subject being taught.
· An ability to motivate participants to “want” to learn.
· A good sense of humour.
· A dynamic appearance and good posture.
· A strong passion for their topic.
· A strong compassion towards their participants.
· Appropriate audio/visual equipment to enhance the training session.
Step 04: Evaluate the Training Program.
This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.
There are several obvious benefits for evaluating a training program.
First, evaluations will provide feedback on the trainer’s performance, allowing them to improve themselves for future programs.
Second, evaluations will indicate its cost-effectiveness.
Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization.
PQRS Management takes following necessary training program for their staffs & workers which is given below:
PQRS Training program:
1. Work time
2. Salary, Wages, OT & Bonus
3. Leave
4. Maternity Leave
5. Welfare
6. Health & Safety
7. CPR Training/Fire drill
8. Grievance
9. Child Care
10. Service Book
Work Time: Work time is 8AM to 5 PM with 1 hour launce break. If the factory wants to continue their work after 5PM then the work is counts as Over Time. Fresh & Quality food is offered for every staffs & workers for OT works.
Salary, Wages, OT & Bonus: Salaries & wages are payable under Bangladesh Gadget 2010. Salaries & wages are paid within first week of the next month.
Leave: The Company offered 55 days leave in a year. These leave are,
Casual leave……………. 10 days
Medical leave………….. 14 days
Annual leave……………. 20 days
Festival leave…………… 11 days
Out of this leave, On the basis of Bangladesh Labor Act 2006, the female workers & staffs are getting 112 days leave as Maternity leave with full payment.
Child Care, Health & Safety: The organization has a Child Care Unit for their workers children’s. The Child Care Unit is run by the guideline of a private NGO named ‘Phulki’. Factories Health & Safety Committee and factories Doctors and Nurse are also take-care the Child Care Unit. The organization take care the children until 2.5 years.
For Health & Safety, the organization keeps net and clean environment. There is First Aid Box with essential first aid medicine. For safety of workers they must need to use Mask, Uniform, Scarf, Eye Guards and Needle Guards.
Welfare & Grievance
Welfare is the state of doing well especially in respect to good fortune, happiness, well-being, or prosperity of worker. Welfare has four main meanings.
In general terms, the term welfare refers simply to well-being, the Human condition whereby people are faring well, that is: prosperous, in good health and at peace.
In economics, welfare is associated with material benefit or preferred outcomes.
In social policy, social welfare refers to the range of services intended to meet people’s needs. This is the use of the term in the idea of the welfare state.
In the United States, welfare refers more specifically to money paid by the government to persons who are in need of financial assistance, but who are unable to work, or whose circumstances mean the income they require for basic needs is in excess of their salary.
The Welfare Committee of PQRSdealing with top Management about workers problem, complain and suggestion by building a quite relation with Owners. There is also separate Welfare Teem for each floor.
Grievance is the process of real or fancied caused for complaint. The PQRSManagement takes the necessary steps for their workers and stuffs complain.
Chapter-04
Compliance Issue
Compliance
Compliance is basically adherence to a drug regimen as in taking medications correctly and on time. Compliance isthe act of complying with a wish, request, or demand; acquiescence. It is either a state of being in accordance with established guidelines, specifications, or legislation or the process of becoming so.
Compliance in a regulatory context is a prevalent business concern, perhaps because of an ever-increasing number of regulations and a fairly widespread lack of understanding about what is required for a company to be in compliance with new legislation.
As compliance has increasingly become a concern of corporate management, corporations are turning to specialized software, consultancies, and even a new job title, the Chief Compliance Officer (CCO).
The major Job responsibility of Compliance Officer is:
· To ensure that production unit which is Bangladesh labor Act’2006 is maintained.
· To continue the Bangladesh labor Act’2006 Implementation Course with all employees and start implementing the standards of Bangladesh labor Act’2006 at all times.
· Ensure that go through all requirements of the clients standard and upgrade our situation accordingly.
· Ensure that all employees recruited have a personal file with the following documents:
– Individual History Sheet
– Contract
– Medical certificate
– National ID card
– Educational Qualification
– Ref:/Background check
– Service Book.
· Ensure that all the documents placed on the notice & all concern employees.
· Design audit sheet for the followings:
– Emergency light – Broken needle policy
– Fire Extinguishers – Injury Book
– Emergency exits – Fire Drill
– Alarm system – Lighting
– First Aid Kit – Security
– Sewing machines – Labor Laws
– Electrical hazards (safety) – Customs Laws
– Safety signs – Environment
– Evacuation signs and plan – Drinking Water
– Toilets – Aisles
– Personal file – Cleaning Station
– All passages – MSDS
– Cutters
· Propose a policy to be adopted and approved by Management.
· Ensure that assist the Health and Safety officer in carrying out the necessary and appropriate training on Health and Safety for all the employees.
· Ensure that all the audits are properly recorded and properly filed to ensure proper follow-up:
– Must also organize regular audits and fire drill in the factory premises.
– Must ensure that all the exits are safe, free from obstruction and provided with emergency light.
– Ensure that NO SMOKING SIGNS are installed in all the rooms of the dormitories.
– Ensure that the first-aid kits are replenished regularly.
· Carry out an audit in all personal file and see if all the documents mentioned above are in place.
· Must maintain the following Bangladesh Labor Act’2006.
· Must always be prepared for unannounced audits and must ensure that we have ONLY MINOR problems.
· Must be very protective and carry out first party assessments regularly and ensure proper action plan and follow-up to attain the objectives set on factory compliance.
· Must ensure that proper Management systems.
· Must ensure that regular and effective training are carried out in the followings:
(i) First Aid
(ii) Fire Safety (fire extinguisher, fire drill, evacuation etc)
(iii) Occupational Health and Safety
(iv) Roles and responsibilities of employees and employers
(v) All standards of Bangladesh Labor Act’2006
(vi) Fire drill in factories.
(vii) Any other factory compliance issue
· Must ensure that reports are prepared in time, assist in all factory audits, prepare action plan for all recommendations and respond immediately to all auditors.
Chapter-05
Recommendation:
PQRS is one of the most flourishing Garments of Bangladesh with wide growth opportunities in the industry. In addition, PQRS also offers turnkey management services to the industry, and has operations and management contracts with several other manufacturing concerns. The research gave valuable insights as to where improvements were necessary to improve the quality assurance.
Based on the above research, it can be said that PQRS Textile Ltd should improve its position in current market with better satisfaction of their customers and clients requirements. PQRS should be more tactful about in dealing with their customers and client expectations.
Recommendation from my experience:
The following point can be recommended on the findings of survey:
· Beware that, if the going appears good then, in all likelihood, PQRS may be going down.
· To build an enterprise architecture, with specialized and scaleable knowledge well-established in every segment of production, marketing and HRM.
· Select the best practices from peer institutions around the world and internalize them for build a successful organization.
· Encourage among stakeholders the image of apparels as a core global industry which deserves respect, and to position PQRS as a reckonable entity in the global arena.
· To maximize company value and shareholders return, by keeping the work force motivated for greater achievements.
· To enhance company value by creating jobs in larger numbers and by services that will benefit the society beyond corporate boundary.
Chapter-06
Conclusion
The Bangladeshi, Garments Industry is playing a vital role for International Business. Garments Industry is one of the biggest organizations in Bangladesh. In International Market, the Garments of Bangladesh has a very well reputation. Some of the top class Garments factories are really contributing a lot in our national income. They also reduce the unemployment problem from the country.
PQRS Textile Ltd is one of the mentionable and famous Garments factories in Bangladesh. In this competitive market need qualified employees and sufficient number of employees when they are needed, if any company maintains this procedure they can get success in proper time. For this reason PQRS is in good position. The organization has skilled workers and staffs for support their Production.
I had the opportunity to work with this organization during my three months internship program. I was placed at the Administrative & HR department of PQRS Textile Limited Factory. During this time I got a vast opportunity to observe the overall Administrative & HR department.
So, finally I will say that this internship at PQRS Textile Limited has increased my practical knowledge of Business Administration and made my BBA education more complete and applied.