Practice of Human Resource Management of Garments Sector in Bangladesh
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Added on 2022-01-25
Practice of Human Resource Management of Garments Sector in Bangladesh
Added on 2022-01-25
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Acknowledgement The achievement of this journal depends on the contribution of the valuable time & person especially for one who has shared his thoughtful guidance and suggestion to complete this finally. At first, I express my sincere gratitude to my admirable faculty professor Dr. M. MahmodulHasan for his valuable involvement to the preparationof this article. He has been cordial enough to spare time out from his busy timetable for giving me all the necessary assistance throughout the whole period of the semester and the article writing time. Without his help this informative creation might not have been an inclusive one.
PracticeofHumanResourceManagementofGarmentsSectorin Bangladesh INTRODUCTION After liberation when country’s traditional items of export could not yield expected result, in late 70s the government and a section of entrepreneurs – young, educated and dynamic, began to emphasize on development of non-traditional items of export. By the year 1983, ready-made garments (RMG) emerged to be non-traditional export oriented sector most promising in the socioeconomic context of the country. By that time, those entrepreneurs felt a necessity of sect oral trade body, non-government in nature, free from traditional bureaucracy, to help the RMG sector and to boost up the foreign exchange earning of the country urgently needed at that time. Responding to that necessity, 19 (nineteen) RMG manufactures and exports joined together and by their untiring efforts got Bangladesh garment manufacturers and exporters association (BGMEA) incorporated on February 20, 1983, today 2400 small and medium scale privately owned garment factories, registered with BGMEA, spread in cluster over the EPZ and urban areas of Dhaka, Chittagong and Khulna, are manufacturing ready-made garments of varied specifications as per size and design stipulated by the overseas buyers. Starting with a few items, the entrepreneurs in the RMG sector have widely diversified the product base ranging from ordinary shirt, t- shirt, trousers, shorts, pajama, ladies’ wear and children’s wear to sophisticated high value items like quality suits, branded jeans items, jackets-both cotton and leather, sweaters, embroidered wear etc. Besides accounting for 66% of Bangladesh’s total export earnings in 1995, this sector is employing about 1.2 million people of whom 90% are woman. Ancillary industries producing carton, polybasic, woven labels, buttons, sewing thread, strapping band, gum tape etc. Have emerged in large number with the growth of the sector. The RMG industry has helped the growth of the sectors like banking, insurance, shipping, hotel, tourism, road, transportation and railway container services etc. The sector in which the RMG has helped created the maximum prospect in the country in the textile sector-supply source of mother raw-material of RMG sector.
On the other hand, the term “Human resource management” is a broad concept. Its meaning is the management of an organization’s employees. While human resource management is sometimes referred to as a soft management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals. Effective human resource management also contain an element of risk management for an organization which, as a minimum, ensures legislative compliance. Research in the area of HRM has much to contribute to the organizational practice of HRM in the garment industries. For the last 20 years, empirical work has paid particular attention to the link between the practice of HRM and organizational performance, evident in improved employee commitment, lower levels of absenteeism and turnover, higher levels of skills and therefore higher productivity, enhanced quality and efficiency. In the initial stage, the HR practices of RMG sector in Bangladesh were not so good. But it improved day by day and now it becomes in a good structured stage. Good HR practices in RMG sector: Most of the company now follows the HR norms and compliance. Here I can mention some examples and good practices-------- The recruitment and selection process is standard. Most of the company follows the standard procedure. Organization follows chain of command. i.e for the lower level employee the command and directions provided by higher levels. Extrinsic or monetary rewards, findings from base pay, additional pay, incentive pay and welfare and benefit are presented i.e any payment is made in addition to the basic pay to the employees for their performance. Intrinsic or non-monetary rewards, career development, recognition, work environment, job security are present i.e any award or recognition is available for the employees for their performance. The organization lacks compliance issues, need to improve. Assessment and performance appraisal system is used, that means the performance of the employees is evaluated in the organization properly.
The organization practices career and succession planning ,i.e the organization provide further directions, training for the development of the employees. Corporate rules, regulation and culture are available. The organization provides health and medical facilities. The organization follows labor law. Food and conveyance policy is available. That any food or any payment for food is made to the employees. The organization follows the standard leave policy. That means the organization follows the leave policy in compliance with the labor law. There is a policy regarding use of transport. That is the organization provides transport facility to their employees or any kind of payment is made for the employees. There is a standard promotion policy i.e the promotion policy is standard and it is free from biasness As an example I am choosing HR practices in Delta Composite Knitting Industries where I worked almost 2 years.
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