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CONTENT
Chapter 1 INTRODUCTION 1-10
1.1 Statement of The Problem 1
1.2 Background 1
1.3 Scope of the study 2
1.3.1 Vision 4
1.3.2 Mission 4
1.3.3 Organogram 5
1.3.4 Organogram of Admin, HR, Compliance Department 6
1.3.5 Code of Conducts of Leanfab Laser Engineering Pvt.Ltd 7
1.3.6 Social program & responsibility 8
1.3.6.1 Social Program of Leanfab Laser Engineering Pvt. Limited 8
1.3.6.2 Social responsibility & performance 8
1.4 Objective of the study 8
1.4.1 Broad objective 8
1.4.2 Specific objective 8
1.5 Methodology 9
1.5.1 Primary data 9
1.5.2 Secondary data 10
1.5.3 Data Processing and Analysis 10
1.5.4 Limitations of The Study 10
Chapter 2 ANALYSIS AND FINDINGS OF THE EXISTING 11-22
HRPOLICIES & PRACTICES IN FKCL
2.1 Creation of Posts 11
2.2 Recruitment policy & process 11
2.2.1 Recruitment policy 11
2.2.2 Recruitment conditions 11
2.2.3 Recruitment process 12
2.2.4 Interview Process for Employee 12
2.2.5 Interview Process for Workers 13
2.3 Probation Period for Employee 13
2.4 Training 14
2.4.1 Training policy 14
2.4.2 Topics of The Training 14
2.4.3 Trainee 15
2.4.4 Trainer 15
2.4.5 Training duration 15
2.4.6 Training time & place 15
2.4.7 Training process 16
2.5 Promotion policies 16
2.5.1 Objectives of Promotion Policy 16
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2.5.2 Strategies of Promotion Policy 16

2.5.3 Guidelines of Promotion Policy 17
2.6 Compensation and Benefit 17
2.6.1 Company Compensation policy statement 17
2.6.2 Routines & procedures 17
2.7 General Conduct and Discipline 19
2.8 Resignation 20
2.9 Anti-Harassment and Abuse Policy 20
2.9.1 Objective of Anti-Harassment and Abuse Policy 20
2.9.2 Goal of the policy 20
2.9.3 Aim of the policy 21
2.10 Grievance management policy 21
2.10.1 Company policy statement 21
2.10.2 Objective and Target 21
2.10.3 Scope of The Policy 21
2.10.4 Policy reference 21
2.10.5 Commitment 21
2.11 Findings 22
Chapter 3 RECOMMENDATION AND CONCLUTION 23-24
3.1 Recommendation 23
3.2 Conclusion 24
Reference 25

Table No. Name of the Page

Table No.
1.3.1 Leanfab Laser Engineering Pvt. Limited at a Glance 3
1.3.2 General Information on factory time-table, leaves, holidays, 6
wages and others
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Chapter No. 1
INTRODUCTION

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1.1 Statement of the problem

Leanfab Laser Engineering Pvt. Limited is a world class cloth manufacturing company popular
for its huge production capacity, extensive and unique research and development center and high
skilled human resources. At present Leanfab Laser Engineering Pvt. Limited manufacturing
more than 10 types of product. Those are T-Shirt, Polo-Shirt, Sweat-shirt, Tank-top, Jacket,
Trouser, Legging, Nightwear, Undergarments and Kids-wear. Now they are exporting more than
12 countries all over the world. With continuous focus on quality improvement and value
addition, adoption of updated processing technology, commitment towards maintaining safe and
healthy workplace for the workers and strict adherence to customers compliance requirements,
Leanfab Laser Engineering Pvt. Limited has become one of the most preferred suppliers of the
leading global fashion retailers. Leanfab Laser Engineering Pvt. Ltd is a 100% export-oriented
garments manufacturing industry. It has started commercial production in 2007. It’s a private
limited company and it is a “C” category company that means there are 100% local investors. It
is located in Bashaid, Ashulia, Savar, Dhaka, Bangladesh.

The main objective of the study is analyzing the “HR Policy and Practices of Leanfab Laser
Engineering Pvt. Limited” to understand the HR functions, recruitment & selection process,
training process after recruitment, to highlight the compensation & benefits provided, to know
code of conduct & policy & employee welfare, to recommend necessary steps for overcoming
problem.

1.2 Background

In this section, researcher summarized the findings regarding the previous research of HR Policy
and Practices used to measure the performance of the management as well as the company.
Those are mostly described the different settings other than the Bangladesh RMG perspectives.

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 Kundu. Subhash C., Divya Malhan (2009)

in their article on "Human Resources Management Practices in Insurance Companies:

The study was made in Indian and MNC’s and explains the benefits of the organization
are generated only by Human Resources. However, the advantage of giving insurance
to the Human Resources is one of the Employee benefits issued by the Human Resource
Management. The findings of the study says that both domestic and international Insurance
companies have to improve more on their HR practices like performance appraisal, HR planning
and Recruitment.

 Tripathy (2008)
explained that the organization have the optimum usage of Human resources in the
organization. They follow the 3 C concept (i.e) Competencies, commitment and culture.
By following these 3 C cultures in the work organization give the positive results in the
organization. This practice is considered to be the best result earning which resulted in
the increase in the financial growth.

 Singh S.K (2008)

In this study he explained that for a good organizational growth employee should
maintain their involvement to yield high productivity. Employee’s dedication helps him
to achieve his target, and increases his quality of work. Organization should also help the
employee in training him to develop his interpersonal skills. Both Employer and
Employee should equally contribute each for individual’s growth.

 Subramanian, V. (2005)

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He expresses that the recruitment and selection process in the organization and selecting
the right candidate for the correct position helps employees to work in the organization in
a very positive mode. The interview process should be relevant to the job profile so that
the candidates will be interested in the job profile.

 Maitin, T.P. (2003)

In his study he explains the Human Resource Development shows the progress of the
organizational growth with different process like recruitment and selection, payroll
processing and maintains the rules and regulations of the office. By the way of best
approach towards the employees which the in the high productive of the employees

 Vidya A. Salokhe (2002)

in her study he explained the Human Resource department have several processes to
improve the employee’s individual growth in the organization. It also helps the
organization to achieve more in the profit with their effective smart work. Employees are
the asset of any organization which they make profit out of them.

From the above discussion, it has seen that HR Policy and Practices already analyzed by the
different researchers in different settings. These studies will try to forward the analysis of HR
Policy and Practices in RMG.

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1.3 Scope of the study

Leanfab Laser Engineering Pvt. Limited is one of the leading and most economical export-
oriented garments exporter in Bangladesh, which is equipped with most modern procedure to
support the direct buyer. It is well known for its huge production capacity, extensive and unique
research and development center and high skilled human resources. At present Leanfab Laser
Engineering Pvt. Limited manufacturing more than 10 types of product. Leanfab Laser
Engineering Pvt. Limited has become one of the most preferred suppliers of the leading global
fashion retailers. Leanfab Laser Engineering Pvt.Ltd is a 100% export-oriented garments
manufacturing industry. It has started commercial production in 2007. It’s a private limited
company and it is a “C” category company that means there are 100% local investors. It is
located in Bashaid, Ashulia, Savar, Dhaka, Bangladesh.

Table-1.3.1: Leanfab Laser Engineering Pvt. Limited at a Glance

Name Leanfab Laser Engineering Pvt. Limited.
Short Name FKCL.
House # 08, Road # 13, Sector # 03, Uttara,
Corporate Office
Dhaka-1230.
Factory Address Doshai Bazar, Bashaid, Savar, Dhaka-1341
Website www.fkcl.com.bd
Managing Director Mijanur Rahman
EPB Registration BD04983
IRC 0186249
ERC 0087313
BGMEA Membership Number 4686
BKMEA Membership Number 1625
Year of Foundation 2007
Date of Commercial Production 2007
Distance to airport 17 Km
T-Shirt, Polo- Shirt, Sweat-shirt, Tank top,
Jacket, Trouser, Legging, Nightwear,
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Main Product Undergarments & Kids wear.

Space 185000 sq ft
Employees 3500 +/-
Compliance 100 % Compliance.
1. Fashion Power Bangladesh Ltd.
Sister Concerns
2. Taharat Composite Ltd.
3. FNF Trend Fashion Ltd.
4. ESOTIQ Life Style.
5. F.S Design Printing & Packaging.
6. Tahmid&Twalha Accessories &
Printing Ltd.
7. Anik Poly & Packaging Industries Ltd.
8. Far-Sur Young Fashion.
Export Destinations Europe, Russia and South Asia.
Total Manpower Male- (40.00%), Female- (60.00%)
Tax Exemption Period 13 Years. (2007 to 2020)
Working Hours 8 am to 4 pm. (Normal)
Workers’ Insurance Scheme BGMEA Insurance Scheme
Worker’s Representative Welfare Council
Workers’ Council
(WRWC), No Labor Union
Expenditure on Training (as a percentage of
01%
total expenditure)
Expenditure on Human Resource
Development (as a Percentage of total 05%
expenditure)
Expenditure on Management
Information system or IT (as a percentage of 10%
total expenditure)
 Fire extinguishers

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 Tow-way entry

Security Measures adopted by the  Evaluation plan

Organization:  Preventive Masks & hand gloves
 Fire-fighting demonstrations’ every
two months.

Vision:
Leanfab Laser Engineering Pvt.Ltd strive to provide world class service and committed to
venture out into the changing and challenging global market as a leading enterprise in the world
apparel industry by satisfying customers.

Mission:
 To be a leader of the best RMG sources in the global market.

 To Satisfy the customers expectation by providing quality product & services on time and
offering them the best value in terms of quality, prices, environmental and others ethical
practices.
 To meet a pleasant, clean and professional working condition for employees.

 To Continue growing nurturing competence in professionalism seeking win-win terms.

 Provide opportunities for growth for our employees.

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Organ gram :

Source: Annual Report

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Organ gram of Admin, HR, Compliance Department:

Source: Annual Report

Table-1.3.2: General Information on factory time-table, leaves, holidays, wages and others

Daily general working hour 8 hours

Weekly general working hour 48 hours
Leisure Along with lunch time
Daily over time 2 -4hours (if needed)
Weekly holiday 1 day (Friday)
Festival holiday in a year 12 days with full wages
Casual leave in a year 10 days with full wages
Sick leave in a year 14 days with full of the wages
Earned leave in a year 17 days with full wages
Maternity leave 113 days with basic wages
Minimum wages 8200/- monthly
Maximum wages 100000+/- monthly
Average wages 10000/- monthly
Mode of payment of regular workers Monthly
Wages of daily laborer Tk. 100/- per day excluding Over time.
Mode of payment of daily laborer On daily basis.
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General pay-day Within 7th of the following month.

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Code of conducts of Leanfab Laser Engineering Pvt.Ltd:

We operate in full compliance with the applicable laws, rules and regulations, including those
relating to labor, worker, health, safety and environment.
a. Prohibition of Forced Labor: Facilities will not use involuntary or forced labor.

b. Prohibition of Child Labor: Facilities will not hire any employee under the minimum
age established by law for employment.
c. Prohibition of Harassment or Abuse: Facilities will provide a work environment free
of supervisory or co-worker harassment or abuse, and free of corporal punishment in any
form.
d. Compensation and Benefits: Facilities will pay at least the minimum total compensation
required by local law, including all mandated wages, allowances & benefits.
e. Hours of Work: Hours worked each day, and days worked each week, shall not exceed
the limitations of the country’s law. Facilities will prov ide at least one day off in every
seven-day period, except as required to meet urgent business needs.
f. Prohibition of Discrimination: Facilities will employ, pay, promote, and terminate
workers on the basis of their ability to do the job, rather than on the basis of personal
characteristics or beliefs.
g. Health and Safety: Facilities will provide a safe and healthy work environment. Where
residential housing is provided for workers, facilities will provide safe and healthy
housing.
h. Freedom of Association and Collective Bargaining: Facilities will recognize and
respect the right of employees to exercise their lawful rights of free association and
collective bargaining.
i. Environment: Facilities will comply with environmental rules, regulations and standards
applicable to their operations, and will observe e environmentally conscious practices in
all locations where they operate.
j. Customs Compliance: Facilities will comply with applicable customs laws, and in
particular, will establish and maintain programs to comply with customs laws regarding
illegal transshipment of finished products.
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k. Security: Facilities will maintain facility security procedures to guard against the
introduction of non-manifested cargo into outbound shipments (i.e. drugs, explosives
biohazards and /or other contraband).

Social Program & Responsibility:

Social program of Leanfab Laser Engineering Pvt. Limited: The Company is

established tofulfill the following achievements through its business operation, which are
directly orindirectly related with the social supplement of the nation.
 Employment Opportunity.

 Working Environment for women.

 Educational Program for the Child Labor (through BGMEA & UNDP) as BGMEA
member factory.
 Not to employ the child labor.

 Donation and rehabilitation program for the distressed people affected by natural
catastrophe like flood, storm, tornado etc.
 Creating business opportunity for the linkage of support industry.

 Training of the local people working in the factory through foreign experts

Social responsibility & performance: They spending worth Tk. 30.00 Lac on an
average for the below mentioned social activities & donated various cultural programs.
 Bringing to the public job opportunities in the factory.

 Educational program for uneducated child labor through BGMEA.

 Keeping restriction in recruitment policy of HRD as regards child labor employment.

 Donation to Prime Minister’s Relief Fund and donation to the associations engaged

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for helping distress people, as well sending team form the company.
 Employment of the foreign expert to train up the workforce

1.4 Objective of the Study

1.4.1 Broad Objective: The primary objective of this report is to Analyses “HR
policies &Practices of Leanfab Laser Engineering Pvt. Limited.”

Specific Objective:

 To understand the functions done HR department, Leanfab Laser Engineering Pvt.Ltd.

 To determine how Leanfab Laser Engineering Pvt.Ltd. maintain recruitment &

selection process.

 To determine how Leanfab Laser Engineering Pvt.Ltd. train their employee after recruitment.

 To highlight the compensation & benefits provided by Leanfab Laser Engineering Pvt.Ltd.

 To know code of conduct & policy & employee welfare.

 To recommend necessary steps for overcoming problem.

METHODOLOGY:

Advice from Honorable

Supervisor.

Primary Data Secondary Data

Data Processing,
analysis.
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This report has been preparing based on the experience gaining during the period of internship.
The significant feature of the report is the use of both primary and secondary data. Primary data
has been collected from the sample units by direct interview method and focus group method.
The secondary data or the sources of secondary data were as manuals, papers, reports,
periodicals, documents and records of the organization.
This report is based on primary and secondary information. Both primary and secondary
information have been utilized in designing and preparing this report.

Primary Data:

For collecting primary data, a structured questionnaire was developed to interview

persons directly involved in the organization. In order to collect primary data, the
following methods have been applied:
 Interview – Direct interview method was used to collect information for preparing this
report.
 Observation- Surveyor while taking interview will use his own observation to collect
information.
 Discussion with various officers and workers.

Secondary Data:

To collect secondary data had to depend on various source of information- the

internet, articles related to the topic and documents provided by the company.

Data Processing and Analysis:

In order to analyze, processing of raw data is very much significant. In this stage,
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mainly data is being processed and analyzed for the study. Without processing raw data.
It is hard to analyze the raw data. After processing, it is needed to present data for
analysis in an appropriate way.All the collected data (primary and secondary) will be
processed and analyzed chronologically. After conducting the research work, the findings
will beprocessed with the help of some latest computer such as MS. Word, MS Excel has
been used to present and analyze the data.

Limitations of the Study:

Due to some legal obligation and business secrecy the company was reluctant to provide
some sensitive data. Thus, this study limits only on the available publisheddata and
certain degree of formal and informal interview and limited survey. Although the
particular study is extensive in nature, hard effort was given to make the study
worthwhile and meaningful even then there exists some limitation. Altogether the
internship period in the company was not free from limitations. Some problems are given
below-
 Lack of time: For the short span of time (3 months internship program) it is very difficult
to be familiar with all the activities of the company.
 Lack of Supervision by the Company officers: As the officers were busy with their
daily working activities, they were not able to give me much time apart from their daily
working activities.
 Restricted Information: There were various types of information’s that the company
officers cannot disclose due to the security and other corporate obligations.
 Other limitation: As a newcomer and had no previous experiences in the RMG sector
and many practical matters in the RMG factory observations may vary from person to
person.

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Chapter 2
ANALYSIS AND FINDINGS OF THE EXISTING HR POLICIES &
PRACTICES

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2.1 Creation of Post:

To manage the affairs of the company, posts for employee shall be created by the HR
Management and approved by Managing Director, and post for worker created by HR
Management considering the organization structure, functional differentiation and job
description.

Categories and Classification of Posts: The post shall be of the following categories, namely-

 Post for employee carrying a definite pay grade approved by the Managing Director
deemed to be continued for an indefinite time and which is included in the organizational
setup.
 Post for workers carrying a definite scale of pay deemed to be continued for a definite
period of time and which is not included in the organizational setup.
Outsourcing of any task/job of a functional area may be made for the interest of company as per
the role only through the approval of the HR Management

2.1. Recruirtment Policy and Process:

2.2.1. Recruitment Policy: To recruit employee and workers FKCL follow local labor
act and international labor union policies. Their mottos are-
 Recruitment Policy & Process.

 Fair judgment for all employees.

 No discrimination in gender, sex, religion & color.

 Right man for right job.

 Respect for individuals.

First of all, we determine the Man Power requirement as per process & machines. After
preparing manpower requirement they go for advertisement in daily newspaper, and through
Leaflet, Posters, Banners, Personal Contact.
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Recruitment Conditions:

 Do not recruit any employee who is less than 18 years old.

 Do not employee any force labor & prison labor.

 Procure applications from the suitable candidates.

 Segregate the application’s as per Criteria.

 Finalize the suitability of the candidates

Recruitment Process:

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Interview Process for Employee:

 Candidate has to face an oral interview to the responsible department head.

 Sit for written test where candidate have to face question about relevant back ground

 Those who pass in the written test are asked for employment interview where candidate
negotiate about compensation/salary

After final selection we issue appointment letter to select candidates mentioning all terms &
condition of his/her employment.
Interview Process for Workers:

Factory maintains a policy regarding recruiting the workers. Factory mainly follows the
regulations that BGMEA provided but sometimes buyer sets few regulation and company
follows those and those rules are not against to any local regulations of BGMEA and govt. law.
The workers recruitment policy provided in below-
 Every worker is recruited through following recruitment policy.

 Nation, religion, color or gender are not concern during recruitment.

 Recruitment committee recruits the workers.

 For recruiting the workers advertisement is given to the newspaper, posters, banners or
any other means.
 Applicants must provide passport size photo with C.V. and other necessary documents.

 Under 18 years is not allowed as a worker.

 Birth certificate must be provided before joining to the company.

 Before joining workers must have to provide National ID card, doctor certificate, blood
group certificate, commissioner certificate.
 Work should be done by worker’s consent.

 Appointment letter provided by the company to the newly joined workers.

If any worker is not retrenched within the 4 months of joining then he/she will be considered as a
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permanent worker.

2.3 Probation Period for Employee:

Persons selected for appointment by direct recruitment in entry level to an employee post shall
be appointed on probation for a period of 3 months. Provided that the appointing authority may,
by an order in writing, extend the period of probation in the case of any person or terminate his
service if his performance during that period is found unsatisfactory. After successful
completion of the period of probation including the extended period, the incumbent will be
appointed in the permanent post.

2.4 Training:

2.4.1 Training Policy: Aims and Objectives of FKCL training policy is to introduce factory
rules,Bangladesh Labor Law, ILO Convention, Good Practice and Buyers Code of Conduct
etc. The training of the workers is an essential element of the company. Through this training,
the only goaland objective of the company is to train the workers through instruction,
physical training, discussion, presentation meeting.

Topics of the Training:

a. Factory Rules and Regulation

b. Condition of Requirement & Job

c. Working Hour & Holiday

d. Salary

e. Health

f. Security

g. Welfare

h. Compliance

i. Anti-Force labor Awareness

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j. Anti-Corruption Awareness

k. Collective bargaining

l. Non-Discrimination Awareness

m. Worker Rights & Responsibility

n. Skill & Quality Development

o. Wages & Benefits

p. First Aid

q. Fire

r. Waste Management

s. Environment

t. Implementation of PPE

u. Environment, Health & Security

v. Threat awareness

w. Aids, Bronchitis & Jaundice

x. Entry Restriction

y. Packing area security

Trainee:

 New workers and employee

 Regular workers and employee

 Supervisor Inspector

 Security Guard

 Packing Workers
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 Cleaner/Swiper

 QC & QI

 Others Employee & Workers.

Trainer:

 In charge Quality

 In charge (Security & Transport)

 Manager, HR & Compliance

 Technical Manager

 Compliance Officer

 Welfare Officer

 Doctor

 Nurse

Training Duration:
 Daily
 Half Monthly
 Monthly

Training Time & Place:

As per training schedule prepared by HR Manager and Compliance in Conference Hall.

Training Process:
Every day a certain number of workers/employees are divided into different groups and given
different trainings on different subjects. Those who will be dropped for any reason on that day
are included in the training on any next working day.

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2.5 Promotion policies:

FKCL follows their own promotion policies which made by the body of management in the
origination.

Objectives of the policy: The main objectives of promotion policy of the company
shallbe-
 To ensure the promotion at competent personnel.

 To create an internal environment for high morale and good performance of employees.

 To create a sense of belongingness among the employees.

 To have a stable, high quality and continuously improving workforce.

Strategies of the policy:

 Promotion shall be made keeping the long-term organizational and individual goal in view.

 Promotion in the company shall be fair and free from any influence.

 The main purpose of promotion shall be to ensure the employee motivation to continue to
make persistent efforts to improve them.
 Promotion shall be administered against a vacancy with due consideration to the terms
and conditions envisaged in the service rules.
 Promotion in the company shall be given without any discrimination based on sex, caste,
creed, locality etc. Promotion to any post shall be on the basis of merit cum seniority.

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 All company should prepare seniority list which will be approved by the competent
authority. Cadre wise seniority list of all employees shall be kept by the company. The
promotion of employees should be considered only on cadre basis.

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Guidelines of promotion policy:

 Promotion of all employees shall be subject to the fulfillments of required period of

service as stipulated in the schedule of Recruitment and Promotion and the rating of
performance appraisal.
 Promotion to the post of Assistant Manager and equivalent shall be subject to the
fulfillments of conditions stipulated in the schedule of Recruitment /Appointment and the
rating of the Performance Appraisal. Each and every promotion shall be judged through
an interview. The company board shall be approved the interview board for promotion.

2.6 Compensation and Benefit

Company Compensation Policy Statement:

The Fabric Jeans Composite Limited authority follow local labor laws, the International Labor
Organization, and the Buyers' Code of Conduct during workers, employee and officer
recruitment and applying their compensation and benefits. The Leanfab Laser Engineering
Pvt.Ltd Authority is committed to providing fair compensation to workers, employees and
officials, free from discriminatory considerations and harassment. FKCL aim is to ensure the
wages of workers, employees and officials, extra working hours, leave and various other benefits
without any discrimination on the basis of caste, religion, creed or gender - Social Security
Scheme, Life Care, Insurance, Maternity Benefit, Bonus etc.

Routines & Procedures:

Responsibilities and descriptions of the organization and the persons in charge will play a role in
the implementation of the policy. Activities related to the determination and payment of wages
of the employees will be carried out through proper adherence to the program and the policy of
compensation and benefits. The following compensation and benefits will be provided to the
workers.

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a) Wages:
According to the government rules, 208 hours of labor per month is considered as its
basic wage. Wages are paid in accordance with the minimum wage rules set by the
Government of Bangladesh. If there is a change in the wage structure, wages will be paid
according to the changed wage structure. Parts of wages are-
 Basic wages

 House rent (40% of basic wages).

 Medical allowance

 Food allowance

 Transportation allowance

 Others (If have any

b) Wages paid:

Wages are paid to the workers on a monthly basis. Wages and overtime are paid together
within 7 working days of the next month. In this case, no one's wages can be withheld
after the stipulated time.

c) Wages increase:
There is a provision to increase the wages of each worker at a minimum rate of five per
cent the next year after the completion of one year of service. There is also an additional
rate increase of 5 per cent based on their seniority, qualifications and skills.

d) Working hours:

 The daily working hours of each worker will be 8 hours

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 Daily extra working hours 2 hours extra working hours per day can be worked
which is not voluntarily compulsory for the workers.
 Weekly working hours- Total working hours are 60 hours, including 48 hours per
week of normal working hours and 12 hours of overtime, but not more than 56
hours per year.

e) Rest:
Every working day, one hour break is given for lunch and rest.

f) Overtime:

 Overtime is considered to be overtime if a worker works overtime after 8 hours

daily. The total tenure is 10 hours daily with overtime and 60 hours per week and
their average is 56 per week.
 To calculate overtime at double the basic wages of a worker for overtime work.

 Overtime is completely optional. Overtime working hours are fixed at the

beginning of the day or after lunch break in consultation with the workers. Note
that this issue is discussed with the participating committee.

g) Festival Bonus:
Two festival bonuses are given on two Eid’s. The minimum working age of the
employees is 6 months. Only they get this bonus. In addition, other workers are given
festivals at a proportional rate as per the wishes of the authorities.

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2.7 General Conduct and Discipline

Every employee shall maintain strict secrecy regarding the affairs of the company and shall
not communicate directly or indirectly to any person the information which has come into
his/her possession in the course of his/her duties whether from official sources or otherwise,
unless he is required to do so by law or directed by a superior officer in the discharge of
his/her duties. Every employee shall before join service, sign declaration of fidelity and
secrecy in the prescribed form.

Every employee shall:

 Conform to and abide by these rules

 Remain aligned to the company vision, mission, policies and goals

 Demonstrate and participate in the process and show commitment through performance

 Observe, comply with and obey all orders and directions which may, from time to time,
be given by the Company and any person or persons under whose jurisdiction,
superintendence or control he may be.
 Serve the Company and discharge his assigned duties faithfully, honestly and diligently.

No employee shall:

 Associate himself/herself with any political organization, front organization of political

parties or otherwise take active part in politics or any political demonstration
 Absent himself/herself from duties, or leave his/her station without obtaining permission
from his/her controlling officer
 Make any public statement through media such as press, radio or television or e-mail or
internet or web-site, unless specifically authorized to do so by the Company excepting on
Company's day to day routine matters
 Accept or seek any other employment or office or part-time work, whether on payment,

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stipendiary or honorary, without previous sanction of the appointing authority.

Engage in any trade or business without specific approval of the appointing authority. Indulge in
parochialism, favoritism, victimization, willful abuse of office, seizure (Gherao) of office or any
officer or coercion to officer/staff in a body or individually.

2.8 Resignation:
Unless otherwise provided in the terms of employment, an employee may resign from the
service after giving 2 (Two) months' notice in writing or refunding two months' pay in lieu of
such notice or for the period by which such notice falls short of 2 months and after repaying
the dues of the Company if any.

A worker may resign from the Company after giving one month's notice in writing or refunding
one month's pay in lieu of such notice or for the period by which the notice falls short of one
month and after repaying the dues of the Company.

2.9 Anti-Harassment and Abuse Policy

The management authorities have completely banned harassment and harassment in order to
create a conducive working environment for all the employees and officers of Leanfab Laser
Engineering Pvt.Ltd. Under no circumstances may a worker, employee or official engage in
harassment or harassment by a subordinate or superior. These policies apply equally to all
related workplaces orproduct manufacturing areas and in the future if a new management
company of Leanfab Laser Engineering Pvt.Ltd. is formed, that company will be equally
applicable.

Objective of Anti-Harassment and Abuse Policy:

Leanfab Laser Engineering Pvt.Ltd seeks to create a beautiful work environment where all
workers, employees and officials get their respect and dignity. The management authorities have
formulateda policy of harassment and open harassment to protect the full dignity and open work

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environment of the workers and officers working in the companies under the Leanfab Laser
Engineering Pvt. Limited group.

Goal of the policy:

The main objective of this policy is to ensure continuous improvementof the company and
achievement of production targets and increase productivity by maintaining friendly relations
between the workers and employees of Leanfab Laser Engineering Pvt. Limited. If a worker is
subjected to mental or physical abuse, harassment or abuse by his or her subordinate co-workers,
he / she should be remedied.

Aim of the policy:

Authorities are committed to redressal of any grievances or allegations against a worker in the
workplace if he or she is subjected to any mental or physical abuse or harassment by his or her
subordinate co-worker. In order to enforce this policy in the Leanfab Laser Engineering Pvt.
Limited garment industry, buyers must follow the ILO Convention of Conduct and Bangladesh
Labor Act 2006 and Labor Rules 2015.

2.10 Grievance management policy

2.10.1. Company policy statement: Good working environment is essential to ensure

smooth workflow in the factory. Acceptable grievance redressal management is essential for
a good working environment. This is because if the grievances are not settled properly, the
outburst of accumulated resentment is inevitable or can lead to extreme chaos. In view of this,
the authorities of Leanfab Laser Engineering Pvt.Ltd. have formulated a written complaint
policy which they determindto follow.

Objective and Target: Ensuring a conducive work environment and complaints in the
workplace by following the universal grievance redressal system.

Scope of The Policy: This policy will be applicable to the employees working in
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Leanfab Laser Engineering Pvt. Limited.

Policy Reference: This policy is based on the Bangladesh Labor Act 2006 and the ILO
Convention and Leanfab Laser Engineering Pvt. Limited's Honorable Customer Policy.

Commitment: Complaints and suggestions at any time and in any need by the employees
working at Leanfab Laser Engineering Pvt.Ltd. for conducting the business with honesty
and integrity such as unjust, harassment, harassment abuse, and physical or mental
torture, corruption, bribery or in any form Bangladesh Labor Act 2006 and Bangladesh
Rules 2015 Management of the organization to ensure ideal working environment
through proper resolution of complaints received.

2.12 Findings
After working three months with FKCL researcher learnt a lot about an organization’s HR
policies and practices. It was understood that there is a huge difference between the reality and
the study. As a student of HRM always try to find out the effectiveness of the existing system as
well as their weakness. Now the researcher wanted to point out some problems which existed
within the originations policies and practices.
1. Loyalty scarcity among the workers.

2. Uncontrollable absence rate of workers.

3. High factory switching tendency among workers.

4. Workers don’t understand or give values to the company provided benefits and facilities.

5. Misbehave of Supervisor.

6. Excessive Work Load.

7. Excess of overtime.

8. Lack of Motivation.

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Chapter No. 3
RECOMMENDATION AND CONCLUTION

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3.1 Recommendation:
Through this study researcher gained some practical knowledge and put some suggestion here
which would definitely help FKCL to improve their performance and there-by its contribution in
the whole economy-

 FLCL should try to improve their overall management-style to overcoming their global
challenges in different situation such as Covid-19.

 To increase loyalty of workers FKCL should-

Increase Confidence in Leadership
Improve Company Culture

Enhance Education and Equipment

Offer Benefits
Invest in their Progression
Dispute Resolution
Rewards

Remain Fair
Promotion.

 To control unnecessary absence of workers which was dangerously hamper production,

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FKCL should give more importance to the worker health issue by providing proper mask,
hand gloves to stay safe in Covid-19 situation, not only before buyer coming but for the
permanent use when this will be required.

 Arrange seminar to aware them about the value of benefit provided by the company.

 Special training and seminars can be arranged for workers and floor supervisor to
practice the corporate culture in the factory.

 FKCL should increase the expertise in human resource department for the proper
performance appraisal analysis, which provide the power to FKCL for retain the expert

qualified, skillful personnel's also increase the overall performance of the employee,
increase the service quality of the employees to achieve company goals.

 To reduce Excessive work load HR should move toward automation and determine
capacity levels of workers and split them where they needed to get required production in
time and arrange extra benefit for them.

 To motivate workers and employee FKCL should recognize their work, celebrate their
achievement, be transparent for all, arrange reward for them, allow employees to work
remotely and take immediate action against any kind of crime or harassment occur with
workers or employee.

Finally, it can be said that FKCL should properly take the above-mentioned steps for overcoming
the prevailing problems.

Conclusion

In a nutshell, it is said that researcher have tried to provide best efforts to prepare this report in
such a manner that the report contains least level of technical knowledge to understand the main
contents of this report. Researcher collected relevant information through direct/indirect
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interview and presented reasons and solutions point by point.

FKCL is a well-established, modernly facilitated manufacturing private organizations in

Bangladesh. It has maintained a strong market position by providing quality service to its buyers.
It earns a lot of foreign currency as revenue from its byers which enriched and accelerated the
economy of the country. The pictures of HR management are satisfactory. Month to month they
focused how to grow more. This is the time of change. FKCL should take more important steps
which will helpful for them. Above all, Leanfab Laser Engineering Pvt. Limited should consider
enhancing business performance and increasing the employee productivity.

Without developing and making proper use of human resource the development of an
organization is considered as impossible. For development of human resources company needs
proper HR policy and fair practice of those policy. Researcher analyze policies and practices of
FKCL and suggest some steps to solve this issue and forward the study.

Reference
 Annual Report (2019-2020), FKCL.

 http://fkcl.com.bd/

 https://www.shrm.org/hr-today/news/hr-magazine/documents/cranet%20report-
hr%20management%20policies%20and%20practices_final.pdf
 https://www.studocu.com/row/document/university-of-dhaka/hrm/mandatory-
assignments/hr-policy-and-practice-report/6452127/view
 Armstrong, M. (2009). Armstrong’s handbook of human resource management practice

(11th ed.). London: Kogan Page

 Frenkel, S., Restubog, S. L. D., & Bednall, T. (2012). How employee perceptions of HR
policy and practice influence discretionary work effort and co-worker assistance:
evidence from two organizations. The International Journal of Human Resource
Management, 23(20), 4193-4210. doi: 10.1080/09585192.2012.667433

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 Lievens, F., & Chapman, D. (2010). Recruitment and selection. In A. Wilkinson, N. Bacon,

T. Redman, & S. Snell (Eds.), The SAGE handbook of human resource management (pp.
135-154). London: Sage.
 Majumder, M. T. H. (2012). HRM practices and employees’ satisfaction towards private
banking sector in Bangladesh. International Review of Management and Marketing, 2(1),
52-58.

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