An overview of bangladesh garments industry with special reference of human resources practices

AN OVERVIEW OF BANGLADESH GARMENTS INDUSTRY WITH SPECIAL REFERENCE OF HUMAN RESOURCES PRACTICES.

Executive Summary; The report covers the three months thesis program as the BBA requirements. I have worked with the “An overview of Bangladesh Garments Industry with special reference of HR practices”. The objective of the thesis report is to analyze the Overall HR Practices of the employee Garments industry. Garments industry in Bangladesh has been enriched significantly in the recent past years. In the field of Industrialization, garment industry has been proved a promising step. It has also provided opportunities of employment to millions of unemployed, especially innumerable uneducated women nationwide. As a result it is providing significant contribution in the field of our export income. The prime reason behind rapid growth of garments industry is the cheap labor. Labor is not as cheap anywhere in the world as it is in Bangladesh. Women contribute to the working force in these garment factories are comparatively paid lower than men. A worker works here long hour’s free or cheap meals. But this has not prevented thousands of women from work. It has given them a steady income, economic independence, self-reliance and dignity, because they are earning their own livelihood and supporting their families.

Over the last decades, garments industries have emerged as the largest source of earning foreign currency. Almost half of the total foreign currency is coming from exporting readymade garments to European Union and the U.S.A. Besides, Canada, Japan, Australia, New Zealand; Russia etc. At present about 20 countries of the world are importers of our garments. Its market is being expanded in the Middle East, Russia, Japan, Australia and many other countries. During this thesis presentation it is also observed that the promising industry has some problems impeding its development. Bangladesh imports raw materials

for garments like cotton, thread color etc. This production of raw materials hampers the development of garments industry. Moreover, foreign manufacturers often supply low quality materials, which results in low quality and quantity of production. On the other hand, most of the illiterate women workers employed in garments are unskilled and so their products often become lower in quality. Some other problems includes insufficiency at loan provision, uncertainly of electricity, delay in getting materials, lack of communication, problem in paying taxes etc. In the world market 115 to 120 items of dress are in demand where as Bangladesh supplies only ten to twelve items of garments. India, South Korea, Hong Kong, Singapore, Thailand, Taiwan etc, have made remarkable progress in garments industries. Bangladesh is going to challenge the garments of those countries in the world market.

The strategic Goals and Objectives of the Company are to strive hard to optimize profit though conduction and transparent business operations and to create more competitive in the internal and external market.

OBJECTIVES OF THE REPORT Broad objectives: Broad objective of this report is to meet the partial requirements for the fulfillment of BBA program.

Specific objectives: In specific objective I have to prepare a sound report that must be reliable and dependable for the Garment’s officials.

The specific objectives to help in explaining the broad objectives are as follows: •

To find out how Employment of personnel practices system works.

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To suggest remedial measure how they can increase deposit for the development Garments.

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Discuss all HRM practice

METHODOLOGY The nature of this report is descriptive, so instead of doing any survey or using sampling method, observation method is used to complete this qualitative research. Most of the

necessary information has been collected by face-to-face interview with the people, personal investigation with garments employees.

Primary Source: Major source of information were collected from HR divisions of all garments as well as from other Employees. In addition, in some cases information also collected from face to face question answer from the garments HR division.

Secondary Source: The organization part of the report is mainly based on secondary data. These data were gathered from different published materials, report, service rules, annual reports, prospectus, and other garment’s and from their websites and other publications.

SCOPE OF STUDY The report is concerned with the HR Divisions of selected garments and concerned with the comparison of HR Divisions and their Employment of Personnel practices in garments industry with selected garments. Different garments are considered for the comparison of HR Divisions.

LIMITATION o Major part of the report is based on the face-to-face interviews, which consists of view and opinions of those people. In some cases some of them were not able to provide concrete facts or figures. In this case as well some assumptions had to be made. o In some garments they do not have as much employees as they needed to serve their needs for HR Divisions. o Some important duties are done by the entry level employees that are not be considered their job because it can occur a lot of error. o The officers were very busy with their daily work, they could hardly provide little time to discuss with them.

o Finally, the nature of information of the project part is somewhat confidential and critical to analyze. It was quite difficult to have the sufficient knowledge and understanding in that particular field, in a short period of Internship program.

GARMENTS INDUSTRY IN BANGLADESH

Introduction of Garments: A feature of most human’s societies is the wearing of clothing, a category encompassing a wide variety of materials that cover the body. The primary purpose of clothing is functional, as a protection from the elements. Clothes also enhance safety during hazardous activities such as hiking and cooking, by providing a barrier between the skin and the environment.

Further, clothes provide a hygienic barrier, keeping toxins away from the body and limiting the transmission of germs.

Clothing performs a range of social and cultural functions, such as individual, occupational and sexual differentiation, and social status. A uniform, for example, may identify civil authority figures, such as police and military personnel, or it may identify team, group or political affiliations. In many societies, norms about clothing reflect standards of modesty, religion, gender, and social status. Clothing may also function as a form of adornment and an expression of personal taste or style.

Throughout history, many materials have been used for clothes. Materials have ranged from leather and furs, to woven materials, to elaborate and exotic natural and synthetic fabrics.

Recent scientific research estimates that humans have been wearing clothing for as long as

650,000 years. Others claim that clothing probably did not originate until the Neolithic Age (the "New Stone Age").

Articles carried rather than worn (such as purses), worn on a single part of the body and easily removed (scarves), worn purely for adornment (jewelry), or those that serve a function other than protection (eyeglasses), are normally considered accessories rather than clothing.

Humans often wear articles of clothing (also known as dress, garments or attire) on the body (for the alternative, see nudity). In its broadest sense, clothing includes coverings for the trunk and limbs as well as coverings for hands (gloves), feet (shoes, sandals, boots), and head (hats, caps). Articles carried rather than worn (like purses and umbrellas) normally count as accessories rather than as clothing. Humans also decorate their bodies with makeup or cosmetics, perfume, jewelry and other ornament; cut, dye, and arrange their head, face and body hair (hairstyle), and sometimes their skin (tattoo, scarifications, piercing). All these decorations contribute to the overall effect and message of clothing, but do not constitute clothing per se.

People wear clothing for functional and/or social reasons. Clothing protects the body; it also delivers social messages to other humans.

Function includes protection of the body against strong sunlight, extreme heat or cold, and precipitation; protection against insects, noxious chemicals, weapons, contact with abrasive substances -- in sum, against anything that might injure an unprotected human body.

Humans have shown extreme inventiveness in devising clothing solutions to practical problems. See: armor, diving suit, bee-keeper's costume, motorcycle leathers, high-visibility clothing.

Social messages sent by clothing, accessories, and decorations can involve social status, occupation, ethnic and religious affiliation, marital status and sexual availability, etc.

Humans must know the code in order to recognize the message transmitted. If different groups read the same item of clothing or decoration with different meanings, the wearer may provoke unanticipated responses.

•

Social status: in many societies, people of high rank reserve special items of clothing or decoration for themselves. Only Roman senators could wear garments dyed with Tyrian purple; only high-ranking Hawaiian chiefs could wear feather cloaks and palaoa or carved whale teeth. In many cases, there were elaborate systems of sumptuary laws regulating who could wear what. In other societies, no laws prohibit lower-status people wearing high status garments, but the high cost of status garments effectively limits purchase and display. In current Western society, only the rich can afford haute couture. The threat of social ostracism may also limit garment choice.

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Occupation: military, police, firefighters usually wear uniforms, as do workers in many industries. School-children often wear school uniforms, college and university students wear academic dress. Members of religious orders may wear uniforms known as "habits". Sometimes a single item of clothing or a single accessory can declare one's occupation and/or status -- for example, the high toque or chef's hat worn by a chief cook.

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Ethnic, political, and religious affiliation: In many regions of the world, national costumes and styles in clothing and ornament declare membership in a certain village, caste, religion, etc. A Scotsman declares his clan with his tartan; an Orthodox Jew his religion with his (non-clothing) side locks; a French peasant woman her village with her cap or coif.

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Clothes can also proclaim dissent from cultural norms and mainstream beliefs, as well as personal independence. In 19th century Europe, artists and writers lived la vie de Bohème and dressed to shock: George Sand in men's clothing, female emancipationists in bloomers, male artists in velvet waistcoats and gaudy neck cloths. Bohemians, beatniks, hippies, Goths, punks and Skinheads continued the (counter-cultural) tradition in the 20th century west. Now that haute couture plagiarizes street fashion within a year or so, street fashion may have lost some of its power to shock, but it still motivates millions trying to look hip and cool.

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Marital status: Hindu women, once married, "wear" sindoor, a red powder, in the parting of their hair; if widowed, they abandon sindoor and jewelry and wear simple white clothing. Men and women of the Western world may wear wedding rings to indicate their marital status. See also Visual markers of marital status.

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Sexual availability: Some clothing indicates the modesty of the wearer. For example, many Muslim women wear a head or body covering (hijab, bourqa or burka, chador, abaya) that proclaims their status as respectable women. Other clothing may indicate flirtatious intent. For example, a Western woman might wear extreme stiletto heels, close-fitting and body-revealing black or red clothing, exaggerated make-up, flashy jewelry and perfume to show sexual availability. What constitutes modesty and allurement varies radically from culture to culture, within different contexts in the same culture, and over time as different fashions rise and fall.

Moreover, a person may choose to display a mixed message. For example, a Saudi Arabian woman may wear an abaya to proclaim her respectability, but choose an abaya of luxurious material cut close to the body and then accessorize with high heels and a fashionable purse. All the details proclaim sexual desirability, despite the ostensible message of respectability.

Because clothing and adornment have such frequent links with sexual display, humans may develop clothing fetishes. They may strongly prefer to have sexual relations with other humans wearing clothing and accessories they consider arousing or sexy. In Western culture, such fetishes may include extremely high heels, lace, leather, or military clothing.

Other cultures have different fetishes. For many centuries, Chinese men desired women with bound feet. The men of Heian Japan lusted after women with floor-sweeping hair and layers of silk robes. Fetishes vary as much as fashion.

History of the “GARMENT INDUSTRY”: GARMENT INDUSTRY. As early as 1860 the manufacture of ready-to-wear clothing became one of Cleveland's leading industries. The garment industry probably reached its peak during the 1920s, when Cleveland ranked close to New York as one of the country's leading centers for garment production. During the Depression and continuing after World War II,

the garment industry in Cleveland declined. Scores of plants moved out of the area, were sold, or closed their doors. Local factors certainly played their part, but the rise of the readyto-wear industry in Cleveland, as well as its decline, paralleled the growth and decline of the industry nationwide. Thus the story of the garment industry in Cleveland is a local or regional variant of a much broader phenomenon.

In the early 19th century clothing was still handmade, produced for the family by women in the household or custom-made for the more well-to-do by tailors and seamstresses. The first production of ready-to-wear garments was stimulated by the needs of sailors, slaves, and miners. Although still hand-produced, this early ready-to-wear industry laid the foundations for the vast expansion and mechanization of the industry. The ready-to-wear industry grew enormously from the 1860s to the 1880s for a variety of reasons. Increasing mechanization was one factor. In addition, systems for sizing men's and boys' clothing were highly developed, based on millions of measurements obtained by the U.S. Army during the Civil War. Eventually, accurate sizing for women's clothing was also developed. The Depression of 1873 contributed to the growth and growing acceptance of The Ironing Department of L.N. men's ready-to-wear, because men found in off-the-rack Gross Co., ca. 1930. WRHS. garments a satisfactory and less costly alternative to custom-made clothing. The production of ready-made men's trousers or "pants," separate from suits, stimulated during the depression of the 1870s, allowed men to supplement their outfit without having to purchase a complete suit. In general, however, the great expansion of the ready-to-wear industry coincided with and was partly the result of the tremendous urbanization and the great wave of immigrants that came to the U.S. in the last decades of the 19th century and early decades of the 20th. Industrial cities such as Cleveland also experienced rapid growth, and it was during this period that Cleveland's ready-to-wear clothing industry blossomed.

The early entrepreneurs of the clothing industry in Cleveland were often JEWS & JUDAISM of German or Austro-Hungarian extraction. Their previous experience in retailing prepared them for the transition to manufacturing and wholesaling ready-to-wear clothing. One

example was Kaufman Koch, a clothing retailer whose firm eventually evolved into the JOSEPH & FEISS CO., a leading manufacturer of men's clothing. The company still exists in the early 1990s, although it is no longer locally owned. The entry-level manufacturer needed relatively little capital to launch a garment factory. H. Black & Co., which would become a major Cleveland manufacturer of women's suits and cloaks, started out as a notions house.

The Black family, Jews of Hungarian origin, decided to produce ready-to-wear clothing based on European patterns in their own home. Later, fabric was contracted out to home sewers and then returned to the factory for final assembly. This system of contracting was widely practiced at this stage of the garment industry's development, but by the close of the 19th century home work had been generally superseded by factory production. Garment manufacturing started in the FLATS, but in the early 20th century, it was concentrated in what is now called the WAREHOUSE DISTRICT, an area bounded by W. 6th and W. 9th streets and Lakeside and Superior avenues. L. N. Gross Co., founded in 1900, was one such firm in the growing garment district, specializing in the production of women's shirtwaists.

Many women wore suits, and the separate shirtwaist provided a relatively inexpensive way to modify and vary their wardrobe. L. N. Gross also pioneered in the specialization and division of labor in the manufacturing process. Instead of having one person produce an entire garment, each garment worker specialized in one procedure, and then the entire garment was assembled. As the garment industry spread to other areas of the city, the CLEVELAND WORSTED MILL CO. dominated the skyline on Broadway near E. 55th St. First organized in the 1870s and controlled after 1893 by KAUFMAN HAYS†, the Worsted Mills produced fabric for Cleveland manufacturers, as well as for garment manufacturers in other parts of the country. The company owned and operated a total of 11 mills in Ohio and on the East Coast. During the first 3 decades of the 20th century, the garment industry spread from downtown to the east side along Superior Ave. between E. 22nd and E. 26th streets.

The RICHMAN BROTHERS CO. built a large plant on E. 55th. Near St. Clair. Founded in Portsmouth, OH, the company moved to Cleveland in the late 1890s, specializing in the production of men's suits and coats--an activity in which Cleveland was a close runner-up to New York. In order to reduce the risk of large cancellations by wholesalers, Richman distributed its product directly to the customer in its own retail outlets. The plants of other garment manufacturers dotted the east side well into the 1960s, including BOBBIE BROOKS, INC. on Perkins Ave. and the Dalton Co. at E 66th and Euclid. The PRINTZ-BIEDERMAN CO.

was founded in 1893 by Moritz Printz, for many years the chief designer for H. Black & Co. Printz-Biederman specialized in the production of women's suits and coats, a branch of the garment industry in which Cleveland ranked second to New York. In 1934 the company left the St. Clair area to build a modern factory on E. 61st between Euclid and Chester avenues.

The large knitwear firm of Bamberger-Reinthal built a plant on Kinsman at E. 61st St.; Joseph & Feiss was located on the west side on W. 53rd St.; Federal Knitting had a plant on W. 28th and Detroit,; and the Phoenix Dye Works was still located on W. 150th St. in 1993.

For approximately 50 years after the 1890s, about 7% of Cleveland's workforce toiled in the garment factories. The ethnic origins of those who worked in the industry were as varied as the immigrants who flowed to the U.S. in the early decades of the 20th century. Although Jewish workers played a prominent role, other immigrant groups such as CZECHS, POLES, GERMANS, and ITALIANS were also employed in large numbers, and many of the garment factories were located in the ethnic neighborhoods from which they drew their workforce.

Small workshops also proliferated in the ethnic neighborhoods, and many garment workers labored in sweatshop conditions. Unlike in New York, however, where the majority of shops employed 5 or fewer workers, 80% of Cleveland's approximately 10,000 apparel workers were employed in large and well-equipped factories by 1910. Although working conditions were somewhat better in Cleveland than in New York, Cleveland garment workers generally received low wages and worked long hours with few, if any, benefits. Like garment workers elsewhere, they sought to improve their wages and working conditions by organizing. In 1900 a number of small craft and trade unions joined together in New York City to form the INTERNATIONAL LADIES GARMENT WORKERS UNION, and in 1911 Cleveland garment workers staged a massive strike. On 6 June the employees of H. Black & Co. walked out, and up to 6,000 of Cleveland's garment workers followed them. The ILGWU sent officials from New York to encourage the strikers, but in spite of considerable support for the workers in the community at large, the owners resisted. Attempts to negotiate a settlement failed, and

by October those who could return to work. The strike had been lost During World War I, the garment industry produced a variety of apparel for the armed forces, and in 1918 wartime inflation and prosperity prompted the ILGWU to organize another strike in Cleveland, involving approximately 5,000 workers. To avoid the disruption

of local production of military uniforms, secretary of war and former Cleveland mayor NEWTON D. BAKER† intervened, prevailing on both sides to accept a board of referees, which gave the workers a substantial increase in wages. This event marked a watershed in relations between management and labor in Cleveland's garment industry. The threat of unionization and the influence of "Taylorism" or "Scientific Management" persuaded the large Cleveland garment factories to provide increased amenities for their workers, which reached a peak in the 1920s. PAUL FEISS†, of Joseph & Feiss, was a convinced exponent of scientific management, and time and motion studies were implemented in order to make production more efficient and cost-effective. Working conditions also were improved in order to reduce employee turnover and to provide the best possible environment for maximum productivity. The local garment factories began to provide clean and well-run cafeterias, clinics, libraries, and nurseries for children. Employees of both sexes were urged to participate in sports, theatricals, and other activities, and the factory was also a place where immigrants learned English and a variety of homemaking skills. One consequence of paternalism was a brake on the growth of unionism.

The Depression and the New Deal had a major impact on the garment industry. Those manufacturers who survived the Depression were faced with a powerful new labor movement bent on organizing the unorganized garment industry. Bolstered by the provisions of the NRA and the National Labor Relations Act, both the ILGWU and the Amalgamated Clothing Workers, which represented workers in the men's garment factories, successfully waged organizing campaigns. Some owners acquiesced; others resisted or simply closed their doors. The process of decline in Cleveland's garment industry began during the 1930s. During World War II, the industry was once again geared for war production. Factories produced uniforms, knit scarves, and parachutes. LION KNITTING MILLS was famous for its production of the knitted Navy watch cap. Following the war, a number of garment manufacturers were unable to adjust to new market conditions and to new price levels. But while some companies fell by the way, new and vigorous garment factories grew, especially in the 1950s. Among them was Bobbie Brooks, founded by MAURICE SALTZMAN†, and the Dalton Co., organized by Arthur Dery. In fact, the Cleveland garment industry was still so large and influential in the 1950s that Cleveland manufacturers were able to convince the Phoenix Dye Works of Chicago to relocate in Cleveland, where

many of its customers were located. Throughout the years other businesses ancillary to garment manufacturing also flourished in Cleveland.

Since World War II, the once-vigorous Cleveland garment industry has dwindled considerably, especially since the 1960s and 1970s when the decline accelerated. In some instances, management has transferred manufacturing operations elsewhere while retaining offices in Cleveland. In some cases an entire operation moved from the Cleveland area, usually to the South. Many companies sold off all or part of their businesses or simply closed. The reasons for this shift are complex and varied, some deriving from local conditions and some from conditions that are national or even global in nature, affecting the industry as a whole throughout the U.S. The garment industry is traditionally a low-paying industry, and rising labor costs aggravated the industry's problems. Although most of the large Cleveland manufacturers were unionized, unionization itself did not necessarily mean that one company had an unfair advantage over another. The city's garment unions, however, generally sought and received wage settlements above the national minimum. Labor costs were considerably less in the South, and Cleveland manufacturers as well as garment and textile workers throughout the U.S. faced growing competition from lower-paid workers in other parts of the world. For example, knitwear and other textile products produced in South Korea, Taiwan, Hong Kong, or Singapore could be sold in the U.S. at substantially less than the same products manufactured in this country. Another factor that may have discouraged some Cleveland manufacturers was the changing workforce. Until the 1950s and 1960s, many women workers had a limited number of employment opportunities, particularly the European immigrant women who dominated the workforce of the garment industry. During the postwar period, there was a new generation of women working who had many more employment opportunities at wages much higher than could be earned in the garment industry. However, while labor costs in Cleveland were relatively high in comparison with some regions, there were some industry authorities who contended that additional factors contributed to the industry's decline. For example, some family-owned concerns were sold or simply dissolved when family shareholders could no longer agree on management

decisions. In other cases, the heirs preferred some profession or occupation outside the garment industry.

The apparel industry was also subject to changes in technology and to the rapidly changing conditions of the marketplace. Cleveland firms often did not or could not respond with sufficient alacrity or astuteness to such changing conditions. Cleveland was perhaps too divorced from the center of the market in New York. It lacked a regional market of importance, and thus many manufacturers lost touch with what consumers wanted, and when the competitive price structure changed after World War II, some companies could not adapt to a shifting and rapidly changing marketplace. In the 1980s New York came to dominate the industry as both a marketplace and a manufacturing center, and substantial Cleveland manufacturers must constantly study and test the marketplace trends in New York City. In addition, there are other important regional markets, such as Dallas and Los Angeles, which served to move the focus of the industry away from Cleveland. Perhaps that is part of a larger underlying transformation of the American economy resulting in the loss of preeminence of the older industrial centers of the Great Lakes region and Middle West.

On the other hand, Cleveland garment manufacturers who take advantage of new technologies, who learn to cut costs, and who learn to respond effectively to the marketplace may still survive and even flourish.

Bangladesh Garments Industry

The history of the Readymade Garments Sector in Bangladesh is a fairly recent one.

Nonetheless it is a rich and varied tale. The recent struggle to realize Workers' Rights adds an important episode to the story. Below, we present a detailed narration of the evaluation of the RMG sector from its humble origins to the present day.

The shift from a rural, agrarian economy to an urban, industrial economy is integral to the process of economic development (Kaldor, 1966, 1967). Although policymakers in the least developed countries (LDCs) have, at various times, attempted to make agriculture the primary engine of economic growth and employment generation, this approach has not worked, not least because of the contributions of the Green Revolution, which has had the dual effect of increasing agricultural productivity in the LDCs and displacing the rural labor

force at the same time. Led by the example of the East Asian economies, most LDCs now accept the need for greater industrialization as the fastest path to economic growth. In particular, countries such as Japan, Taiwan and South Korea have demonstrated that an export-oriented industrial strategy can not only raise per capita income and living standards in a relatively short time; it can also play a vital role in modernizing the economy and integrating

it

with

the

global

economic

system.

Bangladesh, one of the archetypal LDCs, has also been following the same route for the last 25 years. Once derided as a “basket-case� by Henry Kissinger (The Economist, 1996), the country stumbled across an economic opportunity in the late 1970s. New rules had come to govern the international trade in textiles and apparel, allowing low-cost suppliers to gain a foothold in American and European markets. Assisted by foreign partners, and largely unaided by the government, entrepreneurs seized the opportunity and exploited it to the fullest. Over a period of 25 years, the garments export sector has grown into a $6 billion industry that employs over a million people. In the process, it has boosted the overall economic growth of the country and raised the viability of other export-oriented sectors.

This essay analyzes the processes by which global trading rules came to help out a poor country like Bangladesh. It demonstrates the impact of the rule changes on the garments sector, and the response of the sector to multiple challenges and obstacles. It also discusses what steps Bangladesh should take in order to deal with the full liberalization of the international garments trade, which occurred in January 2005 and which could potentially threaten the country’s growth prospects. Finally, it details some of the recent developments that have occurred since liberalization took effect.

Although Bangladesh is not developed in industry, it has been enriched in Garment industries in the recent past years. In the field of Industrialization garment industry is a promising step. It has given the opportunity of employment to millions of unemployed, specially innumerable uneducated women of the country. It is making significant contribution in the field of our export income.

History of our cloth Industry: Once the cloth of Bangladesh achieved worldwide fame.

Muslim and Jamdani cloth or our country was used as the luxurious garments of the royal

figures in Europe and other countries. The British rulers in India didn’t develop our cloth industries at all. Rather they destroyed them and imported cloths from England.

Garment industries at present Bangladesh: After the emergence of Bangladesh radical change has come to our garment sector. Garment industries started working from the 10's of the late century. At present there are about 3000 garment industries in the country and 75 percent of them are in Dhaka. The rest are in Chittagong and Khulna. These Industries have employed fifty lacks of people and 85 percent of them are illiterate rural women.

About 76 percent of our export earning comes from this sector.

Reason of Development: The prime reason why garment industries have come out to be the champion in the field of export is obviously the cheap labor. Labor is not as cheap anywhere in the world as it is in Bangladesh. Women contribute to the working force in these garment factories, as they are relatively cheaper than men. A worker works here long hour’s free or cheap meals. But this has not prevented thousands of women from work. It has given them a steady income, economic independence, self-reliance and dignity, because they are earning their own living and managing their family expenses.

Garments of Bangladesh in the world-market: Over the last twelve years or so the garments industries have emerged as the largest source of earning foreign currency. About half of the foreign currency from the ready-made garments is earned from European Union and the U.S.A. Besides, Canada, Japan, Australia, New Zealand; Russia etc. also are other garments importing countries. At present about 20 countries of the world are importers of our garments. Its market is being expanded in the Middle East, Russia, Japan, Australia and many other countries.

Problem behind garments: This promising industry has some problems impeding its development. Bangladesh imports raw materials for garments like cotton, thread color etc.

This dependence on raw materials hampers the development of garments industry.

Moreover, foreign suppliers often supply low quality materials, which result in low quality products. Most of the illiterate women workers employed in garments are unskilled and so their products often become lower in quality. Insufficiency of loan in time, uncertainly of electricity, delay in getting materials, lack of communication, problem in taxes etc. Often

obstruct the industry. In the world market 115 to 120 items of dress are in demand where as Bangladesh supplies only ten to twelve items of garments. India, South Korea, Hong Kong, Singapore, Thailand, Taiwan etc, have made remarkable progress in garments industries.

Bangladesh is going to challenge the garments of those countries in the world market.

Garments industries often pay dearly for political unrest, hartal and terrorism etc. The international market has withdrawn quota advantage over garments export form Bangladesh since December 2005.

Bangladesh has to advance cautiously for getting better position of her garments in the world market. Finally destruction of twin tower in 11 September 2001. invasion on Afghanistan and Iraq and depression in world Economy have seriously affected the export trade of Bangladesh.

MAJOR TYPES OF GARMENTS EXPORTED TO OTHER COUNTRIES;

Garments are a number one export sector of Bangladesh. Bangladeshi garments product is export of Europe & American market. All kinds of Knitwear, Woven & labels product of Bangladeshi garments sector.

Men’s

Women’s

Boy’s

Girl’s

Clothing

Clothing

Clothing

Clothing



T-shirts

T-shirts

T-shirts

T-shirts

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Pique-Polos

Tank-tops/ Vests

Tank-tops

Tank-tops

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Sweaters

Sweaters

Sweaters

Sweaters



Pants

Jackets

Pants

Sweat shirts

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Shirts

Pants

Shorts

Under-garments

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Shorts

Shirts

Sweat shirts

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Sweat Shirts

Shorts / Skirts

Under-garments

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Jackets

Sweat shirts

Night Wears



under-garments

Under-garments

Night Wears

Exports of Bangladesh’s readymade garment (RMG) products are gradually expanding to China, Japan and Latin American countries in recent days. So far, the US and the EU were the main buyers of local apparel items. RMG manufacturers tried hard to explore more export destinations with diversification of their products and were able to find some prospective markets in Asia and Latin America.

China, the world’s largest apparel supplier, has become a major export destination for Bangladesh as Chinese manufacturers are now reluctant to produce basic RMG items. The Chinese manufacturers have recently shifted from basic readymade garment (RMG) items to high-end apparels. A significant number of garment factories that made basic RMG products earlier faced closure in China recently. As such, Bangladesh and other competing countries are now exporting RMG products to China.

According to Export Promotion Bureau (EPB), Bangladesh exported knitwear products to China worth $3.071 million in fiscal 2007-08 against $0.76 million in the previous fiscal year, posting a staggering 400 percent growth. In fiscal 2007-08 the country exported woven garments to China worth $6.691 million against $6.323 million in fiscal 2006-07. The total export to China from Bangladesh amounted to $106.946 million against the import of around $3.0 billion in fiscal 2007-08.

In 2007, Bangladesh exported cotton T-shirts, singles and other vests worth $0.79 million against $0.57 million in 2006. China imported such kind of apparel items worth $976.890 million in 2007 and $926.330 million in 2006 from the rest of the world. It clearly shows that China itself imports apparel items of a significant amount. Aggressive marketing drive by Bangladesh can grab a chunk of such import of China, experts say.

Currently Bangladesh enjoys duty concession on exports of 757 products to Chinese market under Asia Pacific Trade Agreement. Of the 757 products, 22 knitwear items and almost the same amount of woven items are included in the concession category. As a result, the export of knitwear and woven products is getting a steady rise to China.

Bangladeshi exporters are also looking to the Japanese market as the hottest new export destination. Apparel exports to Japan started to pick up after the Japanese government announced the China+1 strategy in 2008. Japan is eager to reduce its dependence on China, the largest supplier of apparel items globally. The China+1 policy promote shifting production from China to other nations, such as Bangladesh. Being a member of the least developed countries’ group, Bangladesh has duty-free access to Japan for woven product (under the generalized system of preferences, or GSP). Knitwear faces a duty of 17 percent, as Japan clings to its aging knitwear industry.

The Japanese government has recently invited the Bangladesh Knitwear Manufacturers and Exporters Association (BKMEA) leaders to discuss about duty-free access for knitwear.

Earlier, the association leaders had asked Japan to relax rules-of-origin for knitwear items. If Japan allows duty-free knitwear, it will be a great opportunity for Bangladesh. In fact, Dhaka’s decision last year inspired exporters with a cash incentive of 5.0 percent of each apparel shipped to Japan. Manufacturers need separate production lines for the Japanese customers, as they never compromise on quality. On the other hand, Japanese buyers can afford to pay for high quality.

Garment exports to Japan maintained roughly a 175 percent growth rate in between 200810, according to the EPB. Even with the duty, Bangladesh registered a 231 percent rise in knitwear exports to $60 million in the first 10 months of the past fiscal year; and earned $90 million from woven garment exports — 121 percent growth over the same period a year earlier.

The Japanese textile and clothing investors are also coming to Bangladesh. Big entrepreneurs like Maruhisa, Yokohama Tape TM Textiles etc. have decided to invest a significant amount of money here. Three related companies — NI Teijin, CHORI and FVG —

have opened liaison offices in Dhaka, and two companies opened quality-control inspection centre (PQC and K2) to meet Japanese national standards.

Meanwhile, a Bangladesh Garment Manufacturers and Exporters Association (BGMEA) delegation visited some Latin American countries to assess explore and prepare for current and future potential of Bangladesh’s garment exports. During the visit, tremendous responses were received from importers and buyers of those countries. Rough reckoning says Bangladesh can fetch US$400 million from apparel exports to three Latin American countries in the next three years. These countries are Brazil, Mexico and Chile.

The main obstacle to raising garment exports to Latin America is the absence of Bangladesh missions in those countries. If government missions are opened in the countries, then it would be convenient for Bangladesh exporters to catch market there, textile experts say.

Brazil’s readymade garment import amounted to $ 767.072 million last year, of which $303.631 million knitwear and $463.441 million woven, while Bangladesh’s export to that country was $50.287 million ($ 33.599 million knitwear and $16.688 million woven).

Mexico’s import totaled to $1,947.85 million last year, ($982.58 million knitwear and $965.27 million woven), of which Bangladesh shared $114.01 million ($61.76 million knitwear and $52.25 million). Out of Chile’s total RMG import to the tune of $ 1,074.83 million last year ($517.39 million knitwear and $557.44 million woven) Bangladesh took a part of $7.47 million ($ 5.26 million knitwear and $2.21 million). The Mexican government has agreed to allow any Bangladesh businessman holding a US visa to visit that country.

Besides these countries, Bangladesh is eyeing opening new market for RMG export to Russia, Turkey and Colombia.

RMG buying houses, both local and foreign, are now growing rapidly in Bangladesh, as the country has become a lucrative place for RMG outsourcing on the appreciation of Chinese currency against the greenback. As part of their business expansion, foreign buying houses are eying to set up more liaison offices here. The buying houses including M&S, Adidas and Tesco have already published advertisements in newspapers to recruit experienced merchandisers for such liaison offices to collect RMG products at a competitive price from local garment units.

There is no denying that the country’s export witnessed a significant growth during the last two decades due to growing competitive strength of the local exporters, mainly the RMG exporters, against their rivals from countries like India, China, Vietnam and Pakistan. Among other factors, efforts of the private entrepreneurs and the provision of cash incentive played a significant role in export growth. Cash incentives offered by the government also helped to build up many backward linkage industries and generated employment.

The garment industry has now emerged as a prime industrial sector in the country. More than five million people are directly and indirectly employed in the sector. Also, the local apparel industry is facing stiff competition in the world market. There is a need for developing forward linkage industries for sustaining in the competitive markets. Overall situation in the garment sector is much better now. But still, there should be more improvements in the social sector where workers’ living conditions are conspicuously tagged.

SOME SELECTED GARMENTS MANUFACTURES COMPANY

Square Textiles Ltd Square Textiles Ltd. started its journey by establishing the first unit in 1997. One year later the second unit was established. Square Textile is a subsidiary company of Square Group .The Company was incorporated as a public limited company in the year of 1994. The operation was started in 1997.It was enlisted in Dhaka Stock Exchange & Chittagong Stock Exchange in 2002. Within a very short time of span the company achieved some significance success. Square Textile receives Oeko-Tex standard 100 and ISO-9002 certificates in the year 2000. Authorized capital of the company is tk. 1000 million. It’s paid- up capital is tk. 251.90 million. 1,223 employees are working in this organization. The business lines of Square Textiles Limited are manufacturing and marketing of yarn. The factory is located in Saradaganj, Kashimpur, Gazipur, Bangladesh. Its office is located at Uttara in Dhaka Mission Statement: The mission statement of Square Textiles Limited is “Our mission is realization of vision through maximum production of goods and services strictly on ethical and moral standards

at minimum costs to the society ensuring optimum benefits to the shareholders and other stakeholders.” This mission is envisioned by the concept of business which ensures well being of the investors, stakeholders, employees and members of the society which will create new wealth in the form of goods and services.

Key Product/ Services: As stated earlier the business line of the company is manufacturing and marketing of yarn. It manufactures: • 100%Cotton Ring Span Yarn for Hosiery • 100% Cotton OE Rotor Yarn for Hosiery • Knit Fabrics for 100% export oriented readymade Garments Industry.

It also performs the following services:• Dying & Post Mercerization.

• Fabric Dying The final output is marketwise by Square Fashion Ltd. In Square Textile Limited two types of products are produced in two different units. These are as follows: Unit 1: Combed and Carded Yarn from a count range of Ne.10 to Ne.80.

Unit 2: Combed Ring Yarn from a count range of Ne.20 to Ne.40. In Square Spinning Ltd. 100% Cotton Carded and Combed Yarn in the count range of Ne.16 to Ne.30 are produces. Finally in Square Fashion’s Ltd. Readymade Knit Apparels like T-shirts, Polo shirts, Tank tops, Pajamas, Sport wear, Under garments, Men’s & Ladies fashion wear , Kids wear etc STRATEGIC GOALS & OBJECTIVES:

The company sets the following objectives for it to achieve: • To strive hard to optimize profit through conduction of transparent business operations within the legal and social framework with malice to none and justice for all.

• To create more jobs with minimum investments • To be competitive in the internal as well as external markets • To maximize export earning with minimum imported in-puts • To reduce the income gap between top and bottom categories of employees.

Thus the company focuses to pole-star its mission that fulfill the objective with emphasis on the quality of the product , process and services blended with good – governance that help build the image of the most enable corporate – citizenship at home and abroad . The company wants to produce such society friendly goods and services that go to satisfy the wants of all the relevant party without disturbing or damaging the socio- economic and ecological, balance of the mother earth and the process of human civilization leading to peaceful co-existence of all the leaving beings. The company always strives for top quality products at the least cost reaching the lowest rungs of the economic class of people in the country. The company values its obligation to the greater society as well as it strives to protect the interests of its shareholders and to ensure highest return and growth of their assets.

Potential Customer: The target market for products produced in Square Textiles Ltd. and Square Spinning Ltd. is Export Oriented Readymade Garments Industry. Readymade Garments exporter that is Knit Fabrics, Sweater and Denim manufacturer. In Bangladesh Beximco Kitting, Grameen Knitwear, Shasha Denim, Knit Concern etc are the customers. Target market for products produced in Square Fashion Ltd. is Europe and U.S.A. Square Textiles does not direct sales in overseas market but sometimes India, Pakistan & other countries take their yarn.

Management: The entire management process comprises the following units: The Managing Director, the CEO is the head of the Executive Management Team which comprises senior members of the Management Apparatus. Within the limits of delegated authority and responsibility by the Board of Directors, Executive Management operates

through further delegation of authority at every echelon of the line management. The executive Management operates within the framework of Policy & Planning strategies set by the Top Management with periodic performance reporting for guidance. The Executive Management is responsible for preparation of segment plans / sub – segment plans for every profit centers with budgetary targets for every items of goods & services and are held accountable for deficiencies, with appreciation for outstanding and exceptional performances. These operations are continuously carried out by the Executive Management through series of Committees sub – Committees, Committees & standing Committees assisting the line management Management Committee: Comprising top executives, deal with entire organizational matters.

Standing Committee Standing Committee comprises the following committee Audit Committee; Internal Audit Committee ISO Audit Committee Social / Environment Committee Performance Evaluation Audit Committee Employment Relations Committee: • Remuneration Committee • Work Environment Committee • Performance Evaluation Audit Committee Management Committee: • Product Planning & Development Committee • Quality Control & Research Committee

• Production & Inventory Management Committee • Export Promotion Committee Products: In two units of Square Textiles Ltd. The following products are produced : In Square Knit Fabrics Ltd. Product range Engineering stripe and semi jacquard, plain , pique , Four Neddle structure , Crepe rib , Interlock , Drop needle , Cross miss , Milano rib , etc.

In Square Fashions Ltd. Following types of products are produced T-shirts & Polo- shirts, Tank tops , Pajamas, Sport wear , Under garments , Mens & Ladies fashion wear , Kidswear etc.

Price: The unit selling prices over the years varied substantially as shown below: 2006 Local sales 94.75 Export Sales 143.84 Total sales (average) 143.49

2005 61.71 127.12 124.71

2004 87.12 154.62 151.94

The above indicate that the local and export selling prices increased by 53.54% and 13.14% respectively during the year 2006 over the year 2005after gradual decline during the years 2004 and 2003 over the year 2001. the increase is primarily ascribable to the international situation.

Place: Export oriented readymade garments industry operating in Bangladesh are the main purchaser of products of Square Textiles Ltd. The size of export oriented RMG industry is fairly large in Bangladesh. So there is a huge market for Square Textiles Ltd. In Bangladesh.

Moreover products of Square Fashions Ltd. Are exported to Europe and USA. Promotion: Square Textiles Ltd. Does not pursue any rigorous promotional activity. As most of the

purchaser is export oriented garments, they don’t need to be promoted. In fact, the buyers themselves are aware enough from where they will get quality products. So there is not much room to pursue. For the UK and USA based market this fact is true as well.

Finally, the flourishment of any industry requires combined efforts and co-operation from several parties. Social, political and macro economic environment play pivotal role in this regard. Though Square Textile is a newly Ventured Company in the respective sector, its growth and expansion is praiseworthy. It’s contributing the country and serving the nation in different ways. If it can up hold it’s much toward advancement, it will be able to set a role model in our country.

Trendz Group: Trendz Group is a group of companies in trendy garments business. The group consists of apparel buying agent, manufacturing and exporting companies located in Dhaka, Bangladesh. Bangladesh is a hotbed of garments manufacturing; now ranking fifth highest in the list of garments exporting nations and after over taking India. Please read the news here. Bangladesh is the only country in the world that can produce textile items at least 20% to 30% cheaper than China. Please also see comparison of Bangladesh and India in recent news.

The range of our product line, higher quality, and competitive prices have made us one of the fastest growing companies of its kind in Bangladesh. We have strategically taken orders that enhanced and enriched both its employees' technical skills as well as its level of quality.

Our staffs have been directly recruited from the top most garment houses of the country.

We have also a marketing office in Canada for convenience of North American buyers. We currently represent a number of major importers from USA, Canada, European countries (Italy, Spain, UK) and Australia.

Trendz started business in Bangladesh for some reason: •

Cheapest labor cost and cheap living cost allows the lowest manufacturing cost in the world.

•

No quota barrier for exporting to USA.

•

Major Cotton growing country with one of the best cotton qualities in the world.

•

Fully developed textile industry, which is truly fiber to fashion production center.

•

Fully developed auxiliary industry to cater to the apparel and textile industry.

•

Trendz is one of the rare companies in Bangladesh who owns and follow a quality manual compliant to international code and standards.

•

In-house expertise in initial sampling & pattern making.

•

Strong network in sourcing all over the country.

•

Variety of embroideries and patch/appliqué work, ethnic and exquisite hand work.

•

Varieties of prints in hand, machine & all over.

•

Different kind of washes and dyeing, antique look range, print options.

•

Dedicated and professional corporate management team with over a decade of experience in the field.

•

A marketing office located in Canada to serve foreign buyers more closely.

Trendz is one of the leading trendy apparel manufacturer & buying agent located in Bangladesh helping foreign buyers. We provide services to the foreign buyers concerned with identifying the products in the Bangladeshi market, negotiating prices and proper sourcing of products. We assure the highest degree of professionalism and provide wide variety of services to the foreign buyers. Our presence in the international market keeps us well-informed of customer tastes and changing market scenarios.

We offer fast and reliable delivery, excellent Quality Control and flexible manufacturing and production options. We have a unique methodology of paper work that is immaculately followed and managed by our team. Our team consists of highly professional; the most skilled personnel hired from top most garment companies of the country. Our team consists of management, merchandisers, quality control, schedulers, and commercial personnel. We also have a marketing office in Canada to have continuous connection with North American Buyers.

Our Strengths •

Strong network of sourcing. With our extensive network of suppliers from all over Bangladesh, TRENDZ is well placed for proper vendors selections for your valued orders. Which includes keeping well in mind your pricing, quality and delivery

requirements prior to best vendor’s selections for your orders? Also should your orders be requiring certain fabrications which are made more expensively we can produce in Bangladesh better than India, Pakistan, china and Taiwan quality through our extensive network sources.

•

Trendz is one of the rare companies in Bangladesh who owns and follows a quality manual compliant to international code and standards.

•

In-house expertise in initial sampling & pattern making.

•

Hi-fashion garment with lot of value addition.

•

Variety of embroideries and patch/appliqué work, ethnic and exquisite hand work.

•

Varieties of prints in hand, machine & all over.

•

Different kind of washes and dyeing, antique look range, print options.

•

Dedicated and professional corporate management team with over a decade of experience in the field.

•

A marketing office located in Canada to serve North American buyers more closely.

Our Services: Sampling We can guarantee to manufacture the sample within 4 to 7 days.

1. Collecting customer’s requirement of fabric and style.

2. Identifying and selection of appropriate source.

3. Preliminary screening by inspection and testing.

4. Forwarding samples to the customer and receiving feedback.

Pricing our huge networking in Bangladesh allows us to provide the cheapest price available in Bangladesh.

1. Receiving and verifying the quotations of suppliers by studying their suitability both in terms of quality and capacity to meet contractual requirements.

2. Negotiation and finalization of price.

Order Progress Process

On receipt of orders based on above, discussing with suppliers on process planning, preparation of critical path by highlighting critical stages involved.

Production Monitoring Monitoring the production is one of our main services to our clients because once the product cut wrong it will stitch wrong, so we do monitor every step deeply, from fabric, it's dying, the shrinkage, the patterns, the cutting layers, bundling, distribution on the machines, general checking, washing, cropping, pressing, final checking, tags/stickers placements etc, packing in bags, master bags, cartons and it's quality and marking etc, so nothing

will

be

left

which

will

make

problem

for

our

clients.

Product Development We know the marketing of any company or any product is not so easy, for marketing purpose most of the buyer's demand several samples to show them to different clients, so we develop them with our existing suppliers according to the buyer's requirements in timely manner. Other then that order related samples are always be there like approval sample, size set, sales samples (if need).

Weekly Progress Report Meeting with Merchandiser, Quality Controller and Logistic staff will be held every Saturday and status will be e-mailed to customers on every Monday. This will enable all the customers to verify their order progress.

Quality Progress Report Trendz is one of the few garment manufacturing/ trading companies in Bangladesh who owns a quality plan compliant to international code/ standards (such as MIL, AATC, ASTM and ISO codes).

Quality Assurance is conducted in 4 stages of production.

1. Pre production check (PPC) 2. Initial production check (IPC) 3. During productions check (DUPRO) 4. Final random inspection (FRI)

Shipment Arranging vessel for shipment with the forwarders and follow up shipment points for smoother connections. The above are some of the important activities we perform to provide a very effective service.

Workplace environment We believe work place environment is the most important factor to get the best performance from the employees. Our goal is to exceed requirements of local legislation and reach the global standards, and thereby support clients’ images and sourcing principles.

Our factories strictly maintain safe, healthy and hygienic provisions as per ILO and Bangladesh Labor Act, 2006. We also believe in quality can not compromise with quantity. our factories are quality management system ISO 9001:2000 certified.

Trendz adopts a rigorous selection process for garment manufacturer ensuring only those that are totally committed to exceeding our high ethical standard become appointed suppliers.

We recognize and honor our duty to protect the workforce used in the manufacture. We also ensure the factory has the following facilities employees: •

Children must not be employed below the legal minimum age required by the law of the individual country

•

A day care centre for employees' children

•

Full time medical doctor with medical beds are available in the factory premises.

•

Free work time medical assistance, medicine and proper first aid boxes

•

Trained fire fighting team along with training program and drill for fire escaping are fully followed every month.

•

Employees are to be paid no less than the legal minimum wage as required by the law of the individual country

•

Working hours must not exceed those set out by local legislation and over time must be voluntary

•

Maternity leave must be made available to all female employees

•

Good working conditions must prevail. The provision of adequate wash room facilities and a canteen are essential

Regarding safety we ensure the factory has taken minimum level of precautions against fire, mechanical and chemical hazards. There are clearly marked evacuation zones and routes to be used in emergencies along with fire safety equipments like fire hydrants, smoke detector, fire detector, gas mask, lock cutter etc. As per ISO requirements, instructions and warning signs are posted in highly visible places, inside the factory and in local language (Bangla).

In order to ensure continued compliance, are manufacturers are frequently inspected and reported by local independent agents. As a further safeguard, unannounced inspections are regularly made by Trendz management.

If you have concern of any workplace, please do not hesitate to contact us. Up-to-date audit reports are available on request.

Quality Control Mid–inspection to ascertain that initial discrepancies have been rectified and to check the average quality standard of the available production. At this stage finished products shall be checked against buyer’s specification and prototype sample. Deviations shall be identified and brought out for correction. Inspection during production is carried out to check and verify that the initial discrepancies have been rectified and to ensure the average quality standards of production runs. At this stage of inspection involves: a)

To determine whether products have been made according to specifications / if meet standards / if products are acceptable.

b) 100% inspection of finished goods c)

Statistical quality control

d) Proportion and type of defects in the total production lot. e)

Trendz uses acceptance sampling based on sampling plans (single, double, and multiple).

f)

Monitoring the garment assembly process.

g) Finished garment evaluation h)

Mill flaw and general repair. Make a separate log for sampling and identify inefficient operators. Verbal, written and then termination of operators shall be followed in failing to prove their quality of workmanships.

Final random inspection (FRI): At his stage, random inspection is carried out when the total 90% consignment is packed and ready for shipment. Inspection is performed according to the international inspection standards. The detailed physical inspection of the sample selected at random is based on specifications of the buyers and it covers the criteria such as design/style, accessories, measurements, packing etc. The quality checks for FRI are as follow: a) Quality assurance while goods are stored at plants, and distribution centers. b) Quality audits to determine the defect level of the output. c)

Auditing, monitoring, and reporting quality of finished goods, packing, and shipping in distribution centers.

d) Analysis of returned merchandise by customers.

Status reporting during IPC, DUPRO, FRI As part of the above stages (IPC/ DUPRO/ FRI) the execution of the order according to the delivery schedule will be monitored and the client will be advised problems through formal reporting.

Based on the contractual delivery date the inspections are be scheduled provisionally upon reception of the inspection order. Reporting of delays anticipated is an integral part of our full service and is important to client

Bextex Ltd.

Bextex Ltd. (the "Company") was incorporated in Bangladesh as a Public Limited Company with limited liability on 8 March 1994 and commenced commercial operation in 1995 and also went into the public issue of shares and debentures in the same year. The shares of the Company are listed in the Dhaka and Chittagong Stock Exchanges of Bangladesh.

Bextex Ltd. is the most modern composite mill in the region. Bextex Ltd. has an installed capacity of 288 high-speed air-jet looms in its weaving section and a high-tech dyeing and finishing section with a capacity of 100,000 yards of finished fabric per day. This company is located

at

the

Beximco

Industrial

Park.

Bextex Ltd. has a state of the art composite knit fabric production mill, which serves the growing needs of high-quality knit garments exporters in Bangladesh. The project was set up as a state of the art knit fabric knitting, dyeing and finishing facility. During the year the Company produced and sold high quality of knit fabrics and bringing forth all the latest in hard

and

soft

technologies

in

knitting,

dyeing.

Bextex Ltd. also has a cotton and polyester blended yarn-spinning mill, with 122,000 spindles is one of the largest spinning mills of the country. The mill was set up to feed the country’s export oriented industries.Bextex Ltd. produces specialized finishes of denim cloth for export in finished as well as cloth only form.

Our Mission: BEXTEX Ltd. is a full service vendor with strong vertically integrated production facilities as well as creative & analytical capabilities which clearly sets us apart from most other South Asian vendors.

Our Vision: • Gain market leadership in high value added apparel in USA & Europe.

• Use “Innovation” & “Speed” as prime drivers, rather than cotton & cheap labour .

• Dominate these markets in high quality: 

Men's, Women's , Children



Shirts ( Dress & Casual )



Blouses ( formal & casual ) , Skirts, Jackets



Jeans & Casual non - denim bottoms



Knitted tops & bottoms

Our Commitment to the Environment: Our company is very committed to preserve a healthy and pollution-free environment. It has a very efficient waste collection and disposal system. In order to reduce air pollution by exhaust of gas from engine-generators, it maintains a costly plant that uses the exhaust gas to generate steam for chilling unit. Above measures not only help keep the water & air free from pollution but also help save cost of water treatment & air conditioning. Your company uses only AZO-free dyes and is dedicated to ensure a healthy and eco-friendly environment.

Products Yarn Products •

Count - Ranging from 6 – 120

•

Fiber - Cotton ( super – combed, combed, carded)

•

CVC - 60% cotton, 40% polyester

•

TC - 65% polyester-35% cotton; 100% polyester both regular and sewing thread Lyocell, Tencel, Modal, Rayon, Viscose etc.

Fabric Products

Solid Dyed Poplins, Twills, Dobbies, Oxfords, Seersuckers, Canvas, Rib stops in 100% Combed Cotton , CVC and CVS/TC , Stretch , Satten Yarn Dyed Ginghams , Stripes, Fil-a-fils/End-on-ends, Chambrays, Seersuckers, Pinpoint, Oxfords, Dobbies, Plaids in 100% Combed Cotton, CVC and CVS/TC, Stretch, Satten Finishing Wrinkle Free, Easy Care, Peach, Chintz, Paper Touch, Teflon Coated, Water Repellent, Water Resistance, Rubberized, Dobby Designs Herringbones, Bedford Cords/Coteles, Waffles and various structures in 100% Combed Cotton, CVC and CVS/TC, Yarn Count •

Ranging from 7 to 120

•

Knit Products

•

Jersey : In 100% Combed Cotton, CVC, CVS/TC, and Lycra mix

•

Polo Pique : In 100% Combed Cotton, CVC and CVS/TC

•

Back Pique : In 100% Combed Cotton, CVC and CVS/TC

•

Herringbone : In 100% Combed Cotton and CVS/TC

•

Popcorn : In 100% Combed Cotton and CVS/TC

•

Bubble Knit : In 100% Combed Cotton, CVC and CVS/TC

•

Crepe : In 100% Combed Cotton and CVS/TC

•

Engineering Stripe : In 100% Combed Cotton and CVS/TC

•

Feeder Stripe : In 100% Combed Cotton and CVS/TC

•

Auto Stripe : In 100% Combed Cotton and CVS/TC

•

Rib : In 100% Combed Cotton and CVS/TC

•

Jacquard : In 100% Combed Cotton and CVS/TC

Denim Products: •

Chambray : In classic indigo colors ranging from 4oz to 5.5oz/Yd2

•

Denim (blue) : In classic indigo colors ranging from 4oz to 15oz/ Yd2

•

Denim (black) : In sulfur black color ranging from 4oz to 15oz/ Yd2

•

Colored Denim : In a variety of colors - both in sulfur & reactive dyes(warp dyed)

•

Over dyed Denim : In a variety of colors on indigo blue & sulfur black

•

Bull Denim : In a variety of reactive colors ranging from 10oz to 13oz/ Yd2 (piece dyed)

•

Stretch Denim : In classic indigo colors ranging from 4.5 oz to 13.75 oz/Yd2

Special Yarn Products; Plied Yarn, Fancy Yarn, Slub Yarn (7's to 20's), Stretch both Lycra (10's to 40's) and Spandex and other Core Spun, Multi count, Multi Twist etc. Unique Wrinkle-Free product CORTEK-2000 Embedded filament core, which makes it permanently wrinkle-free. No resins or chemicals are used making the fabric ecologically friendly as well as highly durable.

The technology provides the soft, natural comfort of cotton and the wrinkle-free convenience and strength of synthetic fibre. Beximco is the manufacturer and exclusive licensee in bangladesh of Cortex-2000, USA. COTRA DP 3.5 + This is a 100% cotton fabric, which is chemically, treated in a hi-tech precure process which is safe, clean and ecologically friendly. The result achieved meets a durable press rating of dp 3.5+ (aatcc - 124).

Previously, this result could only be achieved by ammonia processing which is rapidly becoming

obsolete,

as

it

is

hazardous

to

health

and

environment.

Beximco is the manufacturer and exclusive licensee in bangladesh of Cotra dp 3.5 +, USA. Production Bextex Ltd. is a fully vertical unit from Yarn Spinning to Apparel Manufacturing, Printing, Washing and Packaging.

Yarn Spinning: The spinning mill produces cotton , polyester , viscose yarns in special counts from 100,s, 80’s to coarser counts like 10’s , 16’s etc applied for super formal shirting products to heavy duty casual wear fabrics.

Multi twist, Multi count, Slub yarns, Grindle yarn and Melange yarns and stretch yarns using lycra are the special items required for fashion fabrics which are also produced in-house and used for shirting’s , knits and bottom weight fabrics (both denim and non denim) The flexibility to provide a variety of yarns leading to fashion products as an end product is the key focus of mill.

Fabric Weaving: The Vertical infrastructure of Beximco allows the development of fabrics in a wide range of weights (counts and constructions), color combinations using 6 colors on the weft to create colorful patterns.

The highly sophisticated CAD software can replicate patterns, weaves and designs easily and fast. Dobbies, Voiles, Gauze fabrics, high density poplins and twills, double face colorful

fabrics can all be produced in variety of loom combinations which are applied to the end product for feminine or masculine products and categories .

Processing and Finishing

In the fabric finishing stage we have facilities to produce post mercerized, aero-finished, denim and other bottom weight fabrics using Italian Biachilani machines as well as the facilities to produce over dyed and coated fabrics.

Apparel Manufacturing :

Beximco produces Men’s, Women’s and children’s garments in all fashion categories from superior dress shirts to regular formal shirts, casual styled garments with fashion silhouettes and details with prints , embroideries etc and also laces and high detail

cut

and

sew

styles.

Knit, Woven, Denim and Non Denims categories are all produced in specialized factories with complicated and detailed styles.

The well qualified industrial engineering in the garment factories controls the highly stylized garments which is a unique and special department for garment industry.

Sewing Thread & Labels Manufacturing

Beximco is one of the rare companies that also have in-house manufacturing facilities for Label making, sewing thread making which gives it an edge for faster turn around and changes as per the customer requirement. The sewing thread ranges in diff counts and blends and this can be used for casual or formal clothing items.

Printing:

Beximco has its in-house flat bed printing facility backed by screen exposing and screen making facilities. All designs and screens can be produced in-house The printing unit can do quality placement prints in foil, flock, plastisol , rubber printing , embossed effects.

Embroidering:

To further enhance the value addition with quality supervision of the fashion garments, the embroidery unit is encompassed within the infrastructure. Embroideries in many colours and stitch counts can be produced in special computerized machines with needles.

Washing

We have a large capacity washing plant, which was setup with German collaboration and special distressing and finishing capabilities. We can do garment dyeing, all types of whickering, three-dimensional effects using different resins, enzymes, bio-polishing, sandblasting, etc. We mostly produce very high fashion garments. Our technical washing experts have over the years been trained by Germans, Italians, Turkish, Chinese and Tunisian experts and have had a broad International exposure. Moreover, we have a close association with Italian washing experts, who work with us every season to develop new ranges of products.

Packaging

To complete the whole supply process from the yarn to the final garment, the packaging is an integral part at the end of the chain. Beximco has its own paper and carton making facility in order to provide the required sizes , qualities and other details that can be easily incorporated into the final shipments of the orders.

Services Speed to Market Opportunities •

Supply chain model based on a relationship of trust and simple, short procedures

•

Marketing model based on affordable, quick change fashion.

•

Clear projection or commitment and firm booking of capacity.

•

Maximize design, product development capability of manufacturer, in collaborative design process.

•

On-spot placement of order after reviewing of designs.

•

Focused product development. Higher adoption rate from collection.

•

Vertical facility enabling quick response, which allows us to produce from Yarn to Garment in fifty days and repeated orders in thirty days, leading to reduced markdowns.

Design Studio - Mission To provide design and product development support from fiber to

garments to leading retailers and brands using integrated manufacturing resources, powerful CAD tools, technology collaboration with major suppliers (like CIBA, DuPont etc.) and interface with fashion forward customers, rapidly develop and bring trendy, innovative differentiated products to our strategic partners every season. Our Design Studio works to produce entire collections with Inditex including women’s and men’s clothing, woven and

knit tops, casual and denim bottoms and jackets. We have now introduced a catalogue which will highlight our concept of complete new looks, products and fabric swatches and we will be sending one of these to all our key customers almost every eight weeks.

Resources employed to fulfill the mission •

25 highly qualified designers who travel the world visiting fairs, interfacing with the designers of fashion forward customers and competitive buying from well known fashion outlets

•

150 people working in sewing room dedicated to design team

•

Dedicated yarn dyeing, warping and washing facilities for design team

•

Koppermann advanced German networked CAD system

HR PRACTICES IN GARMENTS INDUSTRY: Garments Industry has a personal and administrative Department. Garments Industry is one of the biggest and the total number of employers in Bangladesh. For the employees there is systematic in house training in home and abroad. To motivate the employees, along with salary and benefits the company provides various facilities like free meals , free transportation , 24 hour medical center , on site sports . Production and accommodation facilities include full time supply of safe drinking water, adequate lighting and ventilation facilities from sheet.

Recruitment and Selection process

Training and Development program

Performance Management

Employee relation

Job analysis

Job Design

Incentives

Benefits

Recruitment and selection process in Garment industry:

Recruitment is the process trough which the organization seeks applicants for potential employment. Selection refers to the process by which it attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help the company achieve its goals, companies engaging in different strategies need different types and numbers of employees. The strategy a company is pursuing will have a direct impact on the types of employees that it seeks to recruit and selection.

Source of recruitment There are two kinds of source Garments Industry uses for recruitment .They are 1. External Source 2. Internal Source We try to discuss all relative sources which are used for recruitment in Garments Industry.

Internal source Maximum Garments Industry thinks that current employees are a major source of recruits for all but entry-level positions. Whether for promotions or for ‘Lateral’ job transfers, internal candidates already know the informal organization and have detailed information

about its formal policies and procedures. Promotions and transfer are typically decided by operating managers with little involvement by HR department.

Job-posting programs HR departments become involved when internal job openings are publicized to employees through job positioning programs, which informs employees about opening and required qualifications and invite qualify employees to apply. The notices usually are posted on company bulletin boards or are placed in the company newspaper. Qualification and other facts typically are drawn from the job analysis information.

The purpose of job posting is to encourage employees to seek promotion and transfers the help the HR department fill internal opening and meet employee’s personal objectives. Not all jobs openings are posted .Besides entry level positions, senior management and top stuff positions may be filled by merit or with external recruiting. Job posting is most common for lower level clerical, technical and supervisory positions.

Departing Employees: An often overlooked source of recruiters consists of departing employees. Many employees leave because they can no longer work the traditional 40 hours work week .School, child care needs and other commitments are the common reason. Some might gladly stay if they could rearrange their hours of work or their responsibilities .Instead, they quit when a transfer to a part-time job may retain their valuable skill and training. Even if part-time work is not a solution, a temporary leave of absence may satisfy the employee and some future recruiting need of the employer.

External source: When job opening cannot be filled internally, the HR department of Garments Industry must look outside the organization for applicants. We discuss all the external source of recruitment at bellow: Walk-ins and Write-ins:

Walk-ins are some seekers who arrived at the HR department of Garments Industry in search of a job; Write-ins are those who send a written enquire .both groups normally are ask to complete and application blank to determine their interest and abilities. Usable application is kept in an active file until a suitable opening occurs or until an application is too old to be considered valid, usually six months.

Employee referrals: Employees may refer job seekers to the HR department .Employee referrals have several advantages .Employees with hard –to –find job skill may no others who do the same work.

Employee’s referrals are excellent and legal recruitment technique, but they tend to maintain the status quo of the work force in term of raise, religions, sex and other characteristics, possibly leading to charges of discrimination.

Advertising Want ads describe the job and the benefits, identify the employer, and tell those who are interested how to apply .They are most familiar form of employment advertising .for highly specialist requites, ads may be placed in professional journal or out of town newspaper in areas with high concentration of the desired skills Example: General Manager- production (ref: PM) -Age: 28-35 years; Graduate with specialization in garment mfg technology from NIFT or equiv.

-Minimum 10 years experience in similar position of a unit with a minimum of 1000machines.

-Must have detailed hands on knowledge of industrial engineering.

We offer competitive salary which is commensurate with experience and qualification.

If you aspire to an exiting and rewarding career, send your detailed resume, quoting your present and expected salaries to jobs.

Internet: Now today nobody thinks anything without internet. So Garments Industry give their advertise at internet.

TRAINING AND DEVELOPMENT IN GARMENTS INDUSTRY: Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job.

Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality; help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotion and hold grater responsibility.

There are many types of method practices in Garments Industry. We discuss that method at bellow: On the job training On the job training is a training that shows the employee how to perform the job and allows him or her to do it under the trainer’s supervision On the job training is normally given by a senior employee or a manager like senior merchandiser or a manager. The employee is shown how to perform the job and allowed to do it under the trainer’s supervision.

Job rotation

Job rotation is a training that requires an individual to teach several different some in a work unit or department and performer each job for a specified time period.

In job rotation, individuals learn several different jobs within a work unit or department.

One main advantages of job rotation is that it makes flexibilities possible in the department.

When one employee like junior merchandiser absence another merchandiser can easily perform the job.

Apprenticeship training Apprenticeship training provides beginning worker with comprehensive training in the practical and theoretical expect of work required in a highly skilled occupation.

Apprenticeship program combined of the job and classroom training to prepare worker for more than eight hundred occupation such as computer operator, sewing technician.

Classroom training Classroom training is conducted off the job and probably the most familiar training method .It is an effective means of imparting information quickly to large groups with limited or no knowledge of subject being presented. It is useful for teaching factual material, concepts principle other theories .portion of orientation programs, some expects of apprenticeship training and safety programs are usually presented utilizing some form of classroom instruction. More frequently however, classroom instruction is used for technical, professional and managerial employee Development of the human resources The long term development of human resources as distinct from training for a specific job is of growing concern to HR departments of Garments Industry .Throw the development of current employees the department reduces the company’s dependents on haring new workers .if employees are developed properly the job openings found throw HR planning are more likely to be filled internally promotions and transfers also show employees that they have a career not just a job. The employee benefits from increased continuity in operations and from employees who fail a greater commitment.

HR department is also an effective way to meets several challenges including employee obsolescence, international and domestic diversity, technical challenges. Affirmative action and employee turn over. By meeting these challenges the department can, maintain an effective workforce.

Steps in the Evaluation of training and development Evaluation criteria > pretest > trained or developedWorkers > posttest > transfer to the job > follow-up studies.

PERFORMANCE MANAGEMENT: Performance appraisal is the process of assessing employee’s past performance, primarily for reward, promotion and staff development purposes.

‘Performance appraisal (is) a process that identifies, evaluates and develops employee performance to meet employee and organizational goals.

Performance Appraisal doesn’t necessarily use to blame or to provide a disciplinary action.

Previous management theories used to view performance appraisal as a stick that management has introduced to beat people. Performance appraisals are now more clarified and they concentrate on developing organizational strengths and employee performance.

Purpose of Performance Appraisal in Garments Industry; •

To review past performance

•

To assess training needs

•

To help develop individuals

•

To audit the skills within an organization

•

To set targets for future performance

•

To identify potential for promotion

•

To provide legal & formal justification for employment decision

•

To diagnose the hidden problems of an organization

Performance Appraisal Process Who Appraises • Supervisors • Subordinates • Peers • Clients/customers • Self appraisal • 180/360 degree approach Approaches to measuring performance in Garments Industry; There is various kind of method for measuring performance appraisal. But we get information that Garments Industry uses only three type of performance method. These are at below: 1. 360- degree feedback 2. . Experience based.

We describe those at below: 360-degree feedback One currently popular methods of performance appraisal is called 360-degree feedback.

With this method managers peers, suppliers or colleagues are ask to complete

questionnaire.

The

questionnaires

are

generally

lengthy.

Experience based Garments Industry measure the performance of employee by experience. For example MR. X has been working in A Garments Industry for three years and MR. Y has been working in A Garments Industry for two years. So A Garments Industry favors MR. X for his more experience.

EMPLOYEE RELATION: Employers and employees each have their own sets of needs and values, and successful relationship between these two sides requires that some sort of balance be struck. This balance often takes the form of a psychological contract, an understood agreement between employer and employees that defines the work relationship. This contract with or without support of a formal collective bargaining, agreement influence the outcome achieve by each side.

Garments Industry group the various into three channel categories those are 1. Employee safety 2. Employee health 3. Employee working condition Employee safety Garments Industry provide the employee safety .It ensure the all kinds of job safety such as insurance of each employee not this it provide insurance to the labor.

Employee health Free medical checkup, provide health card and also provide necessary medical facilities for each employee.

Employee working condition The working condition of employee is very hygienic JOB ANALYSIS: Job analysis is the procedure for determining the duties and skill requirement of a job and the kind of person who should be hired for it.

The supervisor or HR specialist of Garments Industry normally collects one of the following types of information: Work activities First he or she collects information about the job actual work activities such as marketing, sewing, production. This list also include how, why and when the worker performance each activity.

Education and qualification Collects

the

information

about

education

background

and

qualification.

Experience Experience must be needed for any job in Garments Industry. But sometimes it consider for fresher worker.

Sample of job analysis of Garments Industry: Quality control manager Qualification: Master in any subject Bachelor/diploma in textile and clothing or related discipline will be given preference Must have at least 7 years practical experience in similar position in any garments factory.

Cutting Astt. Manager (cum in-charge)

Qualification: Masters/ bachelor in any subject preferably commerce. Bachelor/diploma in textile and clothing or related discipline will be given preference. Must have at least 7 years practical

experience

in

similar

position

in

any

garments

factory.

Ware house Astt. Manger Qualification: Masters/ bachelor in any subject preferably commerce. Bachelor/diploma in textile and clothing or related discipline will be given preference. Must have at least 5 years practical

experience

in

similar

position

in

any

garments

factory

Production Officer (Sewing) Qualification: Graduate /HSC Must have at least 3 years practical experience in similar position in knit garments.

Sewing Technician Qualification: Graduate /HSC. Must have at least 5 years practical experience in similar position

in

knit

Experience and skill for all above jobs: •

Candidate must have experience to work with world reputed buyers

•

Good writing and communication both in Bengali and English

•

Should be capable of making QA reports on daily basis

•

Computer literacy in MS word , Excel , e-mail etc.

JOB DESIGN:

garments.

Job design is the process of structuring work and designating the specific work activates of an individual or group of individuals to achieve certain organizational objectives.

The job design can generally be divided into three phases: 1. The specification of individual task.

2. The specification of the method of performing each task.

3. The combination of individual tasks into specific job to be assign to individual.

Organizational considerations for job design: Effectiveness In the context of job design, to remain effective, organizations may have to redefine jobs, monitoring, and using technology so that the firm can even compete against giant rivals.

Efficiency Maximum outputs through minimum inputs of time, effort and other resources. In the context of job design, efficiency in time, effort, labor costs, and training should be done accordingly.

Technological Considerations Task Interdependence The dependence of one task from another is task dependence. In this context, the task interdependence can be high or low depending on the product or service.

Technical constraints Scarcity of machines is constraints, which in turn leads to the increase and decrease of production.

Ergonomic constraints

Greek word where Ergo = Work & Nomo’s = Laws, i.e. Laws of work. Optimal productivity requires a relationship between the worker and the work, thus designing a job needs this consideration.

Employee considerations Skill variety Variety refers to the use of different skills and talents to complete an array of work tasks and activities.

Autonomy Autonomy refers to the freedom and independence to plan and schedule the work and determine the procedures used to carry it out.

Task identity Task identity means doing something from beginning to end rather than just part of it.

Task significance It is the degree to which a job has substantial impact on an organization.

Feedback Feedback is the degree to which employees can tell how well they are doing based on information from the job.

Environmental considerations Social expectations In designing jobs, the surrounding social expectations must be considered to avoid possible worker dissatisfaction.

Workforce availability Job requirements should be balanced against the availability of the people who are required to do the work.

Work practices Work practices are set methods of performing work. These methods may arise from tradition or the collective wishes of employees.

INCENTIVES: Compensation fluctuates according to – A pre-established formula – Individual or group goals because group goals are different from individual goals – Company earnings Incentives adds to base pay: It controls costs because the employee is being paid for his/her extra effort and for the benefits brought to the organization. Motivates employees Incentive Pay Categories •

Individual

•

Group

•

Company-wide

Individual incentive plans – Quantity of work output (How many units produced) – Quality of work output (What was the quality of the product or service being produced or served) – Monthly sales (How much sales was generated) – Work safety record (How many hazard or errors are being reduced.

– Work attendance (If the absent is reduced or attendance is good)

Group Incentive; Performance Measures; Group incentive plans – Customer satisfaction – Labor cost savings – Materials cost savings – Reduction in accidents – Services cost savings

Company-Wide Performance Measures Company-wide incentive plans – Company profits – Cost containment/prevention – Market share – Sales revenue Individual Incentive Plans (Piecework plans) • Awards based on individual production vs. company standards • Awards based on individual •

performance standards using

•

objective & subjective criteria

•

Quantity and / or quality goals

Advantages and disadvantages of Individual Incentive Plan Advantages – Helps relate pay to performance – Promotes equitable distribution of compensation – Helps retain best performers – Compatible with individualistic cultures and societies

Disadvantages – May promote inflexibility – Unrealistic standards may hamper employee motivation – Setting performance standards is time consuming – Factors beyond employee’s control may affect outcomes – Factors not rewarded may be overlooked Group Incentive Plans Group incentive use has increased in industry 2 types, these are; – Team - based or small group – Gain sharing Company-Wide Incentive Plans Rewards employees when company meets performance standards 2 Types, these are; – Profit sharing plans – Employee stock option plans Competitive Strategies Lowest – cost

– Lower output costs per employee – Individual & group incentive plans – Behavioral encouragement plans

Differentiation – Unique product or services – Creative, risk - taking employees – Long - term focus – Team - based incentives BENEFITS OF GARMENTS INDUSTRY: Employee benefits & services were formerly known as fringe benefits and these benefits were primarily the in-kind payments employees receive in addition to payments in the form of money.

In addition to paying employees fairly and adequately for their contributions in the performance of their jobs, organizations assume a social obligation for the welfare of employees and their dependents Employees benefits are usually inherent components of the non-compensation system are made available to employees that provide: – Protection in case of health & accident – Income upon retirement & termination

These benefits are components that contribute to the welfare of the employee by filling some kind of demand.

Safety and Security Social Security – Social security benefits include the general benefits like unemployment insurance & benefits, old age insurance, and Medicare facilities.

SAFETY PRECAUTION: All machineries or equipment are well protected as per local laws as well as international factory safety guidelines.

BUILDING AND STRUCTURE: Building and its associated civil structure have been constructed for industries as per approved design of local Govt. authority.

MACHINERY AND PLANT: All machines and equipment are well protected to ensure workers safety. Proper Bi-lingual (Bangla & English) safety notice /instruction is set to individual equipment. No one is allowed to use any metallic pin inside the production area. Entire floor area kept cool with industrial chilling unit.

WORK-ON OR NEAR MACHINERY IN MOTION: Proper working instruction and notice (bilingual) are attached /put to all machineries and workers to follow the instruction.

FIRE FIGHTING: As per floor area, sufficient number of different types or size portable fire extinguishers have been placed and defined by special mark for easy locating during emergency.

Periodically local fire service or civil defense department has inspected the production floor and given the certificate.

SMOKING AND NAKED LIGHT: Smoking is strictly prohibited at any time, on any day in the factory. Only explosion proof light is authorized to be used in the factory.

TRAINED SECURITY PERSONNEL: There is a strong security team for full time security for man and material of the company or any anti terrorist act.

HEALTH AND ENVIRONMENTAL POLICY: FACTORY CLEANLINESS: Factory is always keeping clean by well organized cleaner & sanitary team . Industrial vacuum-cleaning machine is being used on a regular basis for dirt free interior.

DISPOSAL OF WASTE & EFFLUENTS: There is an insignificant quantity of raw material (fabric & trims) waste, packaging material and fabric cut pieces which, are disposed of through local vendor. Usually they (Vendor) crush fabric cut pieces into cotton for various domestic & industrial uses, packaging materials are also re-cycled for different uses. The factory floor is free of any kind of liquid effluent.

MAINTENANCE OF DRAINS: Washroom wastewater drains has been constructed properly.

LIGHTING OF INTERIOR OF FACTORY: The factory floor is lightened with tube light sets.

Factory floor, all exit & stair are equipped with proper emergence light units. Production floor is equipped with sufficient nos. of industrial exhaust fans for sufficient ventilation and cooling.

DRINKING WATER PROVISION: There is sufficient volume of fresh natural drinking water in Hot or Cold water stands at convenient location of every floor.

TOILETS OR URINAL: There are sufficient separate toilets for male & female workers. All the toilets are connected with water line for washing system to wash down the pan or commode.

HEALTH CARE AND MEDICINE: There is a qualified registered Doctor and two nurses employed for full time to assist medical and nursing to factory workers. Apart from that we have certified First-Aid team members who are always available in the factory during working hours.

Workers’ Compensation: – Worker’s compensation includes the compensation when an employee becomes injured or disable due to extreme working conditions or while working at the job site.

– Family leave includes the compensation continuation during the family leave such as maternity or paternity leave and other family leave.

– Earn 40 quarters of credit, or – Be employed for 10 years – Be age 62 for partial benefits – Be age 65 for full benefits – Now the age has been extended to age 67 because more and more workers are retiring late.

– Widow aged 60 +

Medicare Depends on the country’s policy, Medicare facilities are generally government services to citizens. Organizations add some value to Medicare facilities. In some countries Medicare is financed together by employees’ tax, employers and the government. Provided insurance coverage for;

– Hospitalization - Covers inpatient & outpatient hospital care & services.

– Major doctor bills – Charges of visiting a doctor or specialist.

– Prescription drug costs.

– Provides unlimited in-home care in certain situations.

Workers’ Compensation Workers’ compensation is a legally required benefit is included in the compulsory disability laws of many countries. Mostly, employer is seen liable regardless of the fault. Objectives of Workers’ compensation: – Provide income & medical benefits – Reduce litigation – Eliminate legal fees & time – Encourage employer safety – Promote accident study & avoidance Workers’ compensation claims – Injury – Occupational disease – Death Workers’ compensation benefits – Medical services – Disability income – Death benefits Discretionary Benefits

Discretionary benefits are judgment based benefits that the organization provides to its employees. These benefits are not legally required benefits but enhance organizational culture and corporate image. Benefits include: – Protection programs – Pay for time not worked – Other services Pay for time not worked • Holidays • Vacations • Funeral leave • Marriage leave • Sick leave • Stress leave • Blood donation or welfare work • Personal leave • Sabbatical leave/ For Muslims, leave after death • Other religious leaves such as pilgrimage or preaching

FINDINGS Garments industry is a comparatively new in our country. Garments industry is providing employment to a large number of skilled and unskilled people all over the country. The Company contributed to the national exchequer in different forms like Cooperate Income

Tax, Advance Income Tax, Ecise, Vat, Import Duties, Taxes, Government Taxes, Stamp Duties, and License Fees etc. Garments industry contributed substantially to the Foreign Exchange Reserve of the country through its export marketing operation. There are several findings which I practically observe of all Garments industry as follows: 1. For both in entry level and higher level recruitment job analysis is done to ensure the viability and accuracy of recruitment and selection. For the higher level position a more sincere job analysis is done to fix up the KSAs because some positions are very much strategic for Garments regular affairs.

2. Most of the cases recruitment is done by in house human resources set up. But for top most management position sometimes information are seek from reliable agencies.

3. For the professional recruitment both the internal and external searching is used, but it is much targeted, well defined KSAs are asked.

4. For both entry level and senior position employee referral, advertisement and online sources are used. But it varies position to position. Job fair also arranged to get desired candidate.

5. For the selection of entry level management at first a MCQ examination is conducted among the primarily selected candidates, then written test is held and a viva for probable new hire.

6. Normally no discriminations occurred during the recruitment of new hire, but in very few cases top level management request for any candidate in the final selection stage. Stereo type image exist in the recruitment, selection and promotion but it is in implicit form. Women get priority for certain job like secretary, other than this women are equally evaluated.

7. Some Garments don’t follow or involved total aspects of Human resource policies but few.

8. There are few Garments who have little corporate strategic plan.

9. Sometimes they do not take care of there principles of recruitment of new employees.

10. In some cases they do not publish their recruitment advertisement in media, web and in the notice board.

11. Some problems are faced by their organizations during recruiting process, such as, external presser, internal presser.

12. We saw few practices in different countries that they are following such as temporary help, overtime, internship, subcontracting, and job rotation. However, in our country they do not follow some of the techniques.

13. They are not following steps that are used for selecting employees in this organization- Initial screening, Interview, Background investigation & reference cheek, Physical/medical examination, Hiring decision, Completion of application form.

14. Some Garments are using internal recruitment rather than external recruitment.

15. In recruitment process they do not involve the related questions regarding their field rather than unrelated questions.

RECOMMENDATION & CONCLUSION RECOMMENDATION From the analysis with the organization structure we have seen that its span of super vision is too large. A number of departments report directly to the general manager. If the number were less the efficiency and productivity of the organization might be increased. Quality control department should remain prompt always. So that it can maintain a certain level of standard as per the market demand to capture the foreign market share it should strive more. On the basis of theoretical analysis and practical experience I may suggest the following issues: 1. Recruitment source can be used by Garments in different ways such as, Advertisement in the media, web, & in the notice board, Employment agencies,

Head hunters, Professional associations, Educational institutions recommendation, Employee referrals, Walk-ins, CV’s computer Database.

2. Stereo type image will facilitate to have nepotism and other biasness in recruitment and selection. It should be avoided.

3. There should be some way to compete woman more openly.

4. There are some gap and dissimilarity in recruitment and selection process of entry level management of different Garments. We should introduce some common technique for those for cooperative alliances.

5. Top most executive sometimes recruited by the members of BGMI, this should be open enough to eradicate political biasness.

6. Garments should follow Human resource policies such as Recruitment, selection, induction, compensation and reward, training and development, health and safety, promotion, performance appraisal and transfer.

7. Garments must have to chase more corporate strategic plan.

8. Principles of the recruitments of the Garments should be creative, responsive, interaction, trustworthy.

9. For more responsible and capable personnel they have to avoid and face the political presser as well as internal presser. For this reason higher authority should give them the authentic power and should not be bias.

10. The Garments industry should use alternatives to recruiting process such as: Temporary help, Overtime, Internship, Subcontracting, Job rotation.

11. They have to follow Initial screening, Interview, Background investigation & reference cheek, Physical/medical examination, Hiring decision, Completion of application form during recruiting process.

12. They have to take care of both internal and external recruitment rather than depending of internal recruitments. In this way the can get fresh ideas as well as energetic personnel.

13. They have to more careful about their questioner in recruitment process that can make sure about the personnel they are taking for their organization.

CONCLUSION The flourishment of any industry requires combined efforts and co-operation from several parties. Social, political and macro economic environment play pivotal role in this regard.

Though Garments industry is a newly Ventured Company in the respective sector, its growth and expansion is praiseworthy. Its contributing the country and serving the nation in different ways. If it can up hold its much toward advancement, it will be able to set a role model in our country.

Human resource management (HRM) has long been overlooked in the corporate sector in the country where a small section, comprising mostly the multi-national companies was practicing the same. With the growing realization of proper HRM in the corporate sector, it has grown into an important activity. Now the head of HRM is an important member of the senior teams of any thriving business.

For all the Garments, there is a huge prospect to increase their efficiency level in this sector but due to lack of emphasize, fund, strategy they still far away from actual activities.

Emphasizing on HRM also would strengthen by all the Garment’s position in the market and it can also do important promotion for their activities.

Almost every Garment industry is involved in various functions in a day's job and thus requires a highly effective team and appropriate manpower to run the show. Corporate goals are translated into viable realities and profits only with human element that play their due role in achieving the desired results.

Thus even the high automation would require proper man behind the machine to make things happen. This idea has been realized by top managements in progressive Garments.

For many years, HRM garments like other institutions have been handling this sensitive activity through respective personnel departments. Recruitment was a routine function and

was done in a mechanical way to hire people with specific educational background irrespective of their real value to the institution. HRM is quite different from management of physical assets. Human brain has its own peculiar chemistry.

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