Internship Report

On

The Functionality of HR Department at

PANWIN GARMENTS LTD

Prepared for:
Ms. Afsana Akhtar
Assistant Professor
BRAC Business School
BRAC University

Prepared by:
Zinnat Mostary
ID # 06104028
BRAC Business School
BRAC University

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Letter of Transmittal
Date: 1st October, 2014
To
Afsana Akhtar
Senior Lecturer
BRAC Business School
BRAC University 66, Mohakhali, Dhaka
Subject: Submission of Internship Report on “The Functionality of HR
Department at PANWIN Garments Ltd”.
Dear Madam,
With great pleasure, here I submit my internship report on “The Functionality of
HR Department at PANWIN Garments Ltd” that you have approved & assigned
as a compulsory requirement of BUS -401 courses. I have tried my level best to
focus on the original scenario of “PANWIN” with full of effectiveness &
efficiency.

I have really learned a lot and have gained valuable experience and knowledge
while collecting information for the report. It was certainly a great opportunity
for me to work on this real life project to actualize my theoretical knowledge of
this course in the practical arena and some more which is out of this course.

I also tried to write and study on ‘HR functions at Panwin Garments Ltd.’ with
special eye on organizational as well as managerial skill which I was assigned
during my internship. The report also holds thoughtful review of the human
resource management in the Panwin Garments Ltd.

Sincerely Yours,

-------------------
Zinnat Mostary
ID – 06104028
BBA
BRAC University
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 Acknowledgement
First of all I want to thank my supervisor Mr. Anwar Salim (Director- Panwin)
for guiding and advising me during my internship at PANWIN. It could quite
impossible to make this report without his guidelines.

Then I would like to thank my University Supervisor, Ms. Afsana Akhtar for
helping me for bringing my internship report to complete on “Functionality of
HR Department at PANWIN GARMENTS LTD”.

I would like to express my gratitude to all the faculty and staff members of
BRAC University and specifically, BRAC Business School. This report is a
fulfillment of the four years I have spent here and the essence of all that I have
learnt.

I also thank my colleagues who helped me by providing informative

instructions. I was closely attached with them during my internship term.
Without them this project would have been very difficult. I also thank my
parents, and some friends who kept on this long process with me, always
offering support. Finally, I also express my sincere gratitude to all those who
participated to prepare the report.

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 Table of Contents

Topic Page Number

Executive summary 5
Introduction to Report 6
Objective of the study 7
Origin of the report 7
Methodologies 8,9
Scope of the report 10
Limitations 10
Overview of the Company 11
Vision, Mission Statement & Values 12
Product & Services 13
History of Panwin 13
Job Description 14
Role &Responsibilities 14
Organizational Analysis 14
Personal Experience 15,16
Recruitment & Selection 17,18
Executive & Candidate Selection Process 19
Current Recruitment Process 20,21
SWOT Analysis
Finding of the Report 24-29
Panwin’s Responsibility to work Environment
PLEST Analysis
Core activities of HR department at PANWIN 30
Compensation, Succession Planning 30
Human Resource Inventory 30-31
Orientation & Training 32
Reviewing the Organization’s current manpower 33-34
&resources
Maintaining the employee attendance 35
Reviewing the HR policy 35
Standard Conduct 34
Harassment Policy 35
Recommendation 36
Conclusion 37

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 Executive summary
As part of my BBA program, I have completed my three months internship
Program from a well known industry named “Panwin Garments Ltd”. During
my internship period in “Panwin Garments Ltd”, I have gained valuable
knowledge and experience in the field of Human Resource. So based on my
learning and experience from the organization I have completed my internship
report on “the Functionality of HR Department” activities of “Panwin
Garments Ltd”. In this paper I have tried to focus and analyze the core Human
Resource functions of “Panwin Garments Ltd” and what kind of value added
services they are providing to their employees. In the report I have discussed
what kind of activities I have done describes in details. The services include CV
screening, Data entry, Job posting, Assist in interviews, help candidate in the
time of joining, assist how they do trained and developed to the new employee
and managers, try to motivate and instruct their employees to do job, help
apprenticeship training of employees, assist development program teaches
specific administration and organization techniques.

In Panwin, human resources process is very strict and confidential especially

focuses on human resource functions of employees. I tried to focus on
company’s training procedure of worker level and managerial level. Tried to
focus on job evaluation procedure to ensure employee’s promotion and financial
benefits. In case of training I have tried to explain the different area of
recruitment and selection. These are: current situation of recruitment, how to
advertise and attract candidates, succession planning etc. In methodology I have
mentioned 15 population size and 5 sample size. In recommendations how the
industry can improve and also give some suggestions. In this report the
problems, scope, limitations and various analyses are also done.

In this report I have also tried to analyze the benefits of these services as well as
my learning from the organization. From my personal point of view the learning
aspect was fruitful and the experience there will help me in the future. I have
learnt many aspects of HR, working with different sections of the company.
Mainly, I worked with human resource department with “Panwin Garments
Ltd” and have seen and learnt how they implement and practices their human
resource process to the organization. I have also seen the company’s strengths,
weakness, threats and opportunities. I have seen how the company develops
their workers and managers through training. I have learnt how the company
guides for training and work improvement through performance appraisals.
Moreover, I have learnt lots of human resource functions during my internship
at “Panwin Garments Ltd” that will be helpful to build up my career and can
take challenge for another career.
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 Chapter 1

Introduction

1.1 Introduction to Report

I have done my major in human resource management from BRAC Business

School. There I have spent four years of the academic studies of the BBA.
Now I have completed the internship part at PANWIN Garments Limited.
This practical part will be evaluated and capable by my honorable academic
supervisor. For this reason I have successfully completed my report towards
attaining my BBA degree and submitted it to my academic supervisor. The
topic of my report is “Functionality of HR Department at PANWIN Garments
Ltd”. As a part of my internship program for my BBA I got the opportunity to
do internship in a garment company named PANWIN Garments Ltd. My
internship term starts from 1st July and terminates at 1st October. At
PANWIN, I was assigned in the Human Resource department. My
organizational supervisor was Mr. Anwar Salim who works as a production
director in Panwin Garments Ltd. My thesis paper topic covered the mixed
aspects of different versatile ranks of the HR department and the various
issues related towards the welfare of the company. The topic of my Internship
was approved by my Academic supervisor Ms. Afsana Akhtar (Assistant Prof.
of BRAC Business School).

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 1.2 Objectives of the Study
The objective of the report is to discuss the Human Resource Policy in Panwin
Garments Ltd in relation to Human Resource practices.

Specific objectives include the following:

1. To find out the problems regarding recruitment , safety, employee

relations, compensation and benefits, compliance and training and
development practices

2. To resolve problems of managing talent pool

3. To make the departments leaner and target-oriented.
4. Whether RMG is maintaining any written human resources policies.
5. Whether there is any discrimination in their functions of HRM.
6. Are they playing fair rule in the process of recruitment, selection, safety,
employee relations, compensation and benefits, compliance, training and
development, and performance appraisal.

1.3 Origin of the report

The report is a necessary requirement for the completion internship of my BBA

program. Topic has been chosen by me as I put much thought into choosing best
the possible internship option to benefit my academic studies. As I am an HR
Major, it has proved a good choice for me because it gave me an opportunity to
learn some HR Process in practice.

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1.4 Methodology
Type of data collected for the report:

1.4.1 Secondary data analysis:

In this report I have basically focused on secondary data analysis. This means
the information of this report has been collected from company database and
company past record files. Also data collected from Human Resource Manual
and textbooks from various libraries.

1.4.2 Primary data analysis:

For the main prospect of my report I have decided to use primary data analysis.
For this I have structured a small survey using the “descriptive research design”
in the perspective of recruitment and selection department of the company .I
also interviewed my supervisor Md. Anwar Salim, Head of Production who
totally involved with employee relations and talent management.

The research itself is both the mixture of Quantitative & Qualitative research:
In the qualitative part it is an unstructured, exploratory research methodology
based on small samples indented to provide insight and understanding of the
selection and recruitment department’s activity.
But in case of qualitative side I have used structured questioner method and
used standard sample size from the population of the whole recruitment and
selection department As I have mentioned before the research design I have
used in this analysis is “Descriptive Research Design” Under descriptive
research design we know there are two
types of methods are normally used they are:

1. Survey method

2. Observation method

For my analysis I have used the survey method. This method works by
obtaining information based on questioning of respondents. Respondents are
asked a variety of questions regarding their behavior, intentions, attitudes,
awareness and motivations. Questions are basically asked either verbally or in
writing or both in same time. In this case I have decided to use the structured
questioner format and asked the questions both verbally and allowed them to
write the answers. I followed also the observation method, where I have learned
many things by the official environments and colleagues. Observation also
based on personal experiences shared by the fellow in the Group

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The sampling design process:

I have developed the sample number for my research by using the structure
below which explains how I have determined the sample size of the human
resource functions department of the company.

Defining the target population

Selecting the sampling technique

Determining the sample size

Step 1.
First of all in determining the target population I have decided to use the people
working in the human resource functions of Panwin Garments Ltd.

Step 2.
In the selection of the sampling technique I have decided to use the probability
sampling technique. More specifically I have used the systematic sampling
technique under the probability sampling.

Sampling Technique Probability sampling Systematic sampling

Step 3.
In determining the sampling size as my research is small and only considering
the human resource functions of Panwin Garments Ltd. So the size of the
sample is 5 and total population of HR is 15.

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1.5 Scope of the report

The report entirely discusses the current service offered by “Panwin Garments
Ltd” and how they perform different HR practices at Panwin Garments Ltd”.
The report discusses the current resource policies of the Panwin Garments Ltd.
at its top, mid and entry management level employees. The work is not based on
any other garment manufacturing factory otherwise mentioned, or does not
include blue collar labor force at Panwin Garments Ltd. Also, it does not try to
discuss or conclude on any policies that does not affect the recruitment of
management employees at any rate.

1.6 Limitations

a) The study is undertaken considering ins and outs of the Human Resource
practices based on the Human Resource Manual of Panwin Garments Ltd 2010),
and on personal experiences shared by the fellow in the Group. Personal biases
and inconsistencies in the HR Manual with the current practices may be
possible setbacks.

b) A relatively short period of internship may also be a reason to possibly

overlook certain misunderstandings or unfound details that may be of valued
importance.

c) Unavailability of data could be due to engagement of the current employees

in Panwin Garments Ltd. Experienced employees could have provided the
required data.

d) A good number of entrepreneurs are themselves ignorant about using the HR

policies not only to recruit and put employees on payroll, but also to help them
achieve their goal the swiftest ways of possible. Due to shortage of time and
opportunity collected data could not be possible to compare with the data from
other entrepreneurs.

e) Data collection was complicated due to high turnover rate. Turnover ratio
calculation was not possible due to poor record keeping.

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 Chapter 2

Organizational Overview

2.1 OVERVIEW

Bangladesh is one of the largest readymade garments (RMG) exporters in the

world. Panwin is one of them. Panwin is an organization of five different
strategic business units; of which, one (Panwin washing plant) have been
launched in the reporting year and thus, it expanded both vertically and
horizontally. The core business unit is Panwin Garments Limited which is a
woven apparel manufacturing factory. There are separate units for poly, carton,
sewing thread & accessories as well as printing and embroidery. The group is
also planning to expand their new building with another 31 lines production unit
in the year 2016 to 2017 that will contribute more to the national economy.

At present, Panwin Garments Ltd employs approximately 6000 employees. As a

worker the organization is committed to pay at least twenty percent more wages
than the legal government requirement and helps the workers to have a better
lifestyle. Moreover, annual profit sharing scheme with the workers is also put
into action and thus the organization celebrates its success with the workers and
makes them feel like owners of the company. As a compliant factory, free lunch
is provided for all the employees of the group. Hence a friendly relationship is
maintained with the workers promoting an excellent work environment.

This year, the annual turnover is over $85 million which is an increase of 25%
on the last year’s revenue. The groups has also achieved a number of awards
and thus earned recognition in the global arena. One of the recent award was the
received from Germany (C@A Sourcing Bangladesh) – 10th Feb, 2014 for the
best vendor of the world due to on time garment delivery, good quality of
product and services.

The market is becoming more competitive everyday but the organization

believes that with the innovative planning and strong management team, the
group can boost its position in the market. It is the innovations and changes with
time that have kept the company on course. The group believes that all these
efforts described above, can help fulfill its vision: To be the most regarded
company in Bangladesh by 2014(Information source -“Panwin Garments Ltd”
web site)

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2.2VISION, MISSION STATEMENT & VALUES

2.2.1Vision:

“To be the most regarded company in Bangladesh by 2015”.

2.2.2Mission:

• Provide on time quality services

• Concentrate on employee welfare

• Friendly working environment through open communication & mutual

respect

• Encourage initiative, innovation and teamwork

• Committed for cleaner and greener environment.

2.2.3 Values:

• Customer satisfaction

• Commitment

• Integrity

• Fairness

• Innovation

• Environment.

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2.3Product and Services

In Panwin their main product is Basic Pant, Shorts, Bermuda, Capri, Heavy
Cargo Shorts, Heavy Cargo trousers, Chino Pants, Infant’s Trousers, Jeans
Trousers, Skirts, Stretch Trousers, Swimming Trunks, Three Quarter Pants, Zip-
off trouser, Joggers Pant, Overall, and Dungarees .In addition , they also
produce the Blazers, Vest, Denim Jackets, Unlined Jacket and Quilted Jacket
etc. Their main buyer is C & A, Terranova, Gymboree, Crazy8, Bel &Bo,
Kiabi, H & M and Charles Vogele. So, they are very sincere about their Quality,
services, and commitment their on time garment delivery.

2.4 HISTORY

Panwin is a fast growing privately owned apparel manufacturing company in

Bangladesh. Their first business was Garment Accessories that have been
established in 1993. After that they have established the Garments Units in
1998. They have total 3 Units / 34 Lines. Their yearly turnover was US $85
Million in 2014 and they are trying to achieve the target $100 Million 2015.
Moreover, they are going to expand their business for the upcoming year that
plans are mentioned in my Internship report below:

21 more production lines: will be started within July 2016

10 more production lines: will be started within May 2017

Washing Unit : will be started within Decm 2017

ETP (Effluent Treatment Plant): will be started within Decm 2017

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 CHAPTER-3

Job Description

3.1 Job Description:

3.1.1Role and Responsibilities:

Provide support to all the training projects and help in the executive search
projects. Also provide support to the other sectors as well. In my 3 months of
work experience I go through different responsibilities, one to one conversation,
team meeting etc. I also screened the CV’s of the candidates; short listed them,
and called them for interview, job posting in BD jobs and so on. Assist HR
Manager in recruitment of Management staffs, Intern. Short-list the CVs from
available sources. Arrange interview date, time, and venue and panel for
interview and coordinate accordingly.

3.1.2Organizational analysis:

From my experience in “Panwin Garments Ltd” I have learnt the demand of

human resource outsourcing, executive search, data entry and training in the
business world. By working with them in various projects I have learnt that now
a day’s employers are looking for fast and efficient means of HR related
solutions. So HR is continuously developing. “Panwin Garments Ltd” has
proved to be one of the leading providers of such HR services and accomplished
a lot of success in very short period of time. HR in this kind of industry recently
established. But it doing a great job and authority also understand the necessity
of Human Resource Department.

The team of “Employee Relation and Talent management” may be a small team
in comparison to number but the work efficiency is incredible and very
organized in nature. This is one of the main factors of their success.
With this team I also got opportunities to visit my corporate presentation in
another garment company name is Standard Group.

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3.2Personal experiences:

It has been a great privilege to have worked in an industry like “Panwin

Garments Ltd”. It is a big industry in comparison with other company’s
activities or production and also in comparison to other industry of its kind; it is
a very good work place. What I have admired the most is that during my time in
the company I had the learning scope. There is a great potentiality to learn many
of the HR aspects with wide vision. As an intern I was assigned under in charge
of HRD and worked under one of my senior colleagues. Although I was
assigned under the recruitment program, but I also screened the CV’s of the
candidates; short listed them, and called them for interview, job posting in BD
jobs and so on. Assist HR Manager in recruitment of Management staffs, Intern.
Short-list the CVs from available sources. Arrange interview date, time, and
venue and panel for interview and coordinate accordingly.

With the full support and permission of my supervisor I helped all the HR
departments and the senior associates in various projects. They did not treat me
as an intern rather they allowed to those tasks which their employees often do. I
have helped my team by working beside them in various projects and corporate
presentations. The time which I have spent with the HR team has led me to
understand a lot of HR issues which managers and top level management has to
dealt with all the time and ways to solve them by creating and effective
guideline. I have also learnt some of the different type of informal tasks like
arranging application form, information form, interview rating form etc
conducted in various types of organizations and how industry to industry
recruitment can differ. It has given me a valuable insight to a lot of issues which
big organizations face and how organizations such as “Panwin Garments Ltd”
helps them in solving recruitment related problems. I have seen that a lot of
banks, financial institutions and Media are working with “Panwin Garments
Ltd”. Normally setting up a recruitment program takes a lot time and hard work;
first we must find out the requisition from different department. Then if we
think we need new employee then arrange for the interview. There are two ways
of hiring –external and internal hiring. Sometimes we contact HR consultancy
for Hear hunting. Different type s of hiring programs, based on their level of the
designation. A recruitment session could last to 3-4days or even an entire week
sometimes.

In case of candidate search, the experience was very insightful and interesting. I
had the opportunity to work in many important tasks like-help them joining the
candidates in a new post. I had to check their original documents, certificates,
medical reports, national ID and so on for verification though this process I
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learnt a lot about different job description formats of different big companies.
Before making phone calls and offering job to the candidates it is essential to
learn about the job post and its responsibilities. In short it is essential to study
the job description format provided by the client company. This has helped me
to learn about the various posts and level of jobs exists in the market, the
requirements and qualifications. These are some of the valuable knowledge
which I couldn’t have learnt if I had not participated in such projects.

I was also associated in CV entry activity of the organization. I played a major

role in sorting out the CV’s which comes from BD jobs and other sources every
day. It is important to sort and store the CV’s to the database of Panwin
Garments Ltd” for future use. During my time in the organization I also learnt
to write official mail. The entire experience was very insightful and I had learnt
a lot from my experience during this internship period.

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 CHAPTER - 4
Recruitment and Selection

4.1Recruitment and Selection

This Recruitment and Selection Policy has been framed with the view of
recruiting and selecting people who have a strong desire to achieve The
Panwin’s vision, and who will assist us in achieving the business results. The
main difference between recruitment and selection is recruitment is positive
processes where candidates are attracted for the post apply there. On the other
hand selection is a negative process where competition arises and candidates
compete with each other and meritorious candidates get job.

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization whereas selection
involves the series of steps by which the candidates are screened for choosing
the most suitable persons for vacant posts.

4.1.1Procedure
Minimum requirements are detailed
Throughout this policy and include:

1. The position is defined and justified by the requisitioning Business Unit Head
/Function Head and authorized and processed by Human Resource Department.

2. The position is advertised unless a person has been identified through the
succession planning process or other business requirements.

3. The Business Unit Head / Function Head are involved in the recruitment and
selection decision. As a minimum, at least one other person from the Business
Unit/Function, competent in the recruitment process, should assist beside the
authorized person from HR Department.

4. Pre-requisite skills, qualifications, experience, competencies and other The

Panwin’s or legislative requirements are met and documented

5. At least 2 reference checks and medical checkup are completed and

documented

6. Offers are approved and made by Head of Group HR and in some special
cases by the Managing Director
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 7. All people, whether internally or externally recruited, are inducted
through employee orientation program.

Career Fairs  Resumes Files 
Professionals 
Associations 

BD                                              Social Networking 

jobs.com  Candidate Pool  Sites 

         University  Employee 

SAP data entry  Career  Referral 
Placement

The process explains how pools of candidates are generated from different
sources. It is impossible to collect all the candidates of different category and
experience using only one source. These sources are proved to be very useful
and effective for finding the right amount of capable people.

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Executive & candidate selection process:

Requisition arise

Investigate requirements

Consult with HR head

Identify issue and solve

Discussion with Directors

Job posting

CV collections and call candidates

Written test

Interview

Medical Report checks up and reference checks

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4.1.2Current Recruitment Process:

When a vacancy comes about within the approved establishment and it is

deemed necessary to fill in the vacancy, the Employee Requisition Form has to
be completed and a copy of it has to be sent to HR Manager, Talent
Management at the Corporate Office who finds out if there is any suitable
candidate already working in the Group for whom a transfer to the vacant
position would mean either a promotion or better prospect promotion. HR
Manager, Talent Management returns the Requisition Form with his comments
to the requiring department at the earliest.

4.1.3 Succession planning:

The “Panwin Garments Ltd” has succession planning which is a tool to assist
with planning Group’s future people needs. Within the succession planning
process, potential successors are identified for certain management positions.
When such a position becomes vacant, an individual may be approached about
the vacancy. However, this may not preclude advertisement, or consideration of
people who respond to that advertisement. Vacant positions not filled through
the succession process are advertised.

Recruitment Standards for different positions will be available with the HR

Department which should be strictly adhered to and no deviation there from
should be made without the approval of the Head of Group HR.

It is the responsibility of the Head of Group HR to review and update the

Recruitment Standard from time to time. Such standards would not be
applicable to existing employees but for promotion cases, the set standards
except the educational qualification should be considered.

Each HR Head / Top level management has involvement in the selection

process, since their assessments of employee performance directly influence the
HR Function operations.
However, the following guidelines to be followed in the promotion selection
process:
Promotions will be based upon merit.

Evaluations must be job-related.

Supervisors must consider as many potential candidates as necessary to assure

high quality candidates.
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Management retains the right to select or not select candidates from any source
it considers appropriate

Employees may be moved to different Business Units / Functions/ departments

by transfer or promotion. If the move is not a promotion then the transfer should
not cause an increase in salary.

4.2 SWOT ANALYSIS: 

SWOT analysis means strengths, weakness, opportunities and threats.  

4.2.1 STRENGTHS

Good Owner Structure:

Bangladesh is very rich in garments industry. Panwin Group is one of the
reputed Garments industries in Bangladesh. They have their own garment unit
in Bhager Bazar, Baniarchala, and Gazipur at Dhaka. They have good corporate
office with own building at Uttara, Sector-6, house no- 9 road no-3. They have
also own Accessories division that is the company’s biggest strength.

Financial Soundness:
CEO Mr. Salim is the main planner of the group. Under his dynamic
leadership, the group has already been exceeded US$100 Million turnovers
mark & employed more than 6000 people. The salary structure is better than
other organization.

Skilled Human Resource:

There are two part of Human Resource Department. Almost 20 expert human
resource people Works in this department.

High Ethical Standard:

“Panwin Garments Ltd” is strictly following its ethical standard to keep the
quality of products and manpower. If the candidates do not have sufficient
quality they are not recruited though they have strong references.

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Corporate Social Responsibility:
The group has launched a ‘0-5 Year Child Health Clinic’, conducted quarterly
‘eye camps’ to serve the poor, and sponsored expensive medical machineries
and donates fund to a rotary club, donates the garments for the workers,
established an auditorium in a local school etc. on its endless effort to serve the
society. Panwin has established the school beside the factory premises so that
worker kids can study without paying anything for schooling purpose. Their
CSR (Corporate Social Responsibilities) activities include Social, Educational,
Health Care, and Environmental.

Equal Employment Opportunity:

The Company will maintain a policy of nondiscrimination with all employees
and applicants for employment. All aspects of employment within the Company
will be governed on the basis of merit, competence and qualifications and will
not be influenced in any manner by religion, caste or region.

4.2.2 Weakness:
In Panwin management, employees from different places and universities
are existed. There are various departments’ like-Fabrics, Accessories, Dying,
HR, Washing, and Panwin guest house etc. Here, employees are from Textile
University, BGMEA, DU, and National University etc.That’s why, sometimes
there may be lack of understanding due to cultural gap. Human resource
department should alert to solve misunderstanding of other departments.

There is another major problem in this industry. As it is a garments industry, all

garments production units is in same area. Sometimes some labor tries to break
law and try to create dispute. This chaos is quickly spread out to other
production unit. What HR does is, they intentionally turned down those labors
that can create problem.

4.2.3Opportunities

New and Better Agreement:

Panwin Group and CRP-Bangladesh signed a memorandum of understanding
(MoU) to help the physically challenged persons. They also signed MoU in
reputed universities for internship or attract fresh graduates. They can involve
with new agreements so that people can know about this company. Sometimes
their HR department organizes various corporate presentations in many
universities.

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New International Gateway:
As Panwin only export garment products so they are high about their Quality.
Often foreign buyers visits Woven manufacturing units and observe quality.
Often various agreements are signed by them like- H@M. Those meetings are
arranged by HR. There is also more opportunity for marketing people to go
foreign country to meet the buyer and can negotiate the price in the spot.

4.2.4 THREATS

Upgraded Technology Used by Competitors:

In our country garments industry is well established. So, there are lots of other
competitors is in this industry. If they negotiate with prices and give there
product in low prices it can be a major problem. Their main competitor is India.
Because in India the labor cost is not much high. So they can easily sell their
products in cheaper prices.

Political Instability:
Political instability is another threat because, with the change of Government,
policies are also changed. So, this is difficult for any organization who deals
with foreigners.

Risky Position of Valuable Resource and equipments:

As it is a garments industry, so many raw materials like cotton, thread and
dyeing stuff etc is imported from different countries. In these sectors efficient
employees should be hired. If timely it is possible to communicate them it
becomes a great problem. Some necessary equipment are also needed for HR
Department like- Computer, Laptop, Printer etc.

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 Chapter 5

Findings of the report

5.1 Overview of the Company

“Panwin Garments Ltd.” started its journey as a full-fledged Garments

producing industry back in the year 1998 with a view to manufacturing
readymade garments and exporting their product to Europe, and America.
Today, PANWIN is a company having 34 production lines and is a member of
100% export oriented garment industry.
The Company is increasingly supplying its customers and thus end users across
the globe with garment sourcing solution. They have good manufacturing unit
with reasonable prices. The garment industry occurred and set up in Bangladesh
in 1980 for the sake of skillful sewing quality, cheap labor and for the ability of
assembling, in particular, desired quality garments (making readymade
garments) for end users. Since, all factories have been employing all-out efforts
to achieve excellence in their production and increase their capability.
Bangladeshi garment manufacturing companies have leaded through in last 3
and half decades that is truly very good. Panwin has also been looking for the
dream of a large number of American and European apparel companies to
supply the quality readymade garments to reach the satisfaction level in every
step of production. There were few local entrepreneurs who knew and had
passion and knowledge about international trade. Even the readymade garments
sewing started with manually operated small “Singer sewing Machine”. But
over the years both on personal and business ethical ground, to ensure quality
the entrepreneurs were made to install multifunctional sewing machines.
“Panwin Garments Ltd” also walked this path for the professional excellence
and is equipped with modern technology in all their operations. So this is the
small overall overview and background of both Panwin and Bangladeshi
Garments’ establishment.

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Key facts about PANWIN
The total number of employees at the Head Office is 75 and the personnel
consist of a versatile variety of HR officers, Merchandisers, Marketing officers,
Liaison Officer and on top of all the upper level managers. But we know that it
is always a continuing process to retain and open new wings for the smooth
functioning and expansion of the company.
Production Process
A readymade garment factory is basically the production unit for making and
finishing of attire largely from fabric form. Most of the buyers of PANWIN are
from Europe and USA. PANWIN has met the desired satisfactory level of the
European customers which has helped them to make itself a credible Garment
for them and the existing buyers turned into loyal customers. The production
goes on according to the buyers’ demands and specifications about fabrics,
garments’ style and measurement size, sewing, weight, buttons, cuffs and
packaging etc. In the garments’ production process the skillful workers sew
everything according to the wish of the customers and finally they bring out the
picture of complete uniform. Each step of production process goes through very
careful quality inspection and garments are shipped to the destinations after
proper quality check and clearance. The quality and the certified measurements
are again checked by the quality control inspectors of the respective foreign
customers. According to my study I hardly found that any shipment was
cancelled from the buyer’s side due to quality issues and any irregularities. It
has all been possible and has come to happening due to the effort of our hard
working human resources to attain the professional excellence.

Costing
To study the cost of producing a garment, all inclusive things are considered
like such as fabric consumption, fabric GSM, color, print, embroidery
accessories, sewing charge, and other additional expenses that are required in
the production process.

Mission
“Supplying quality garment products for the whole world.”

Vision
“To be the leading garment manufacturer in Bangladesh by 2020”

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Panwin’s responsibility to Work Environment:

Safety need for the workers is a mandatory issue to maintain in all the
organizations. But due to lack of safety measures and arrangement, accidents
occur sometimes in some factories. Some important causes of the accident are
given below-

● Routes are blocked by storage materials

● Lack of space allocation for escape routes

● No provision for emergency lighting

● Doors, opening along escape routes, are not fire resistant.

● Doors are not self-closing and often do not open along the direction of escape.

● Adequate doors as well as adequate staircases are not provided to aid quick
exit

● Fire exit or emergency staircase lacks proper maintenance

● Parked vehicles, goods and rubbish on the outside of the building obstruct
exits to the open air

● Fire in a Bangladesh factory is likely to spread quickly because the principle

of compliance is practiced. Now every compliance factory must have to buy fire
door to maintain the compliance as well as worker safety.

● Lack of awareness among the workers and the owners about the safety issues

But now the situation is becoming much improved and we found, all the
surveyed garment factories are fulfilling the requirement of emergency exit. It is
provided in all the cases, signage is present and fire fighting equipments are up
to date, a departure from the past. Even fire drill is held once in a month in most
the factories including Panwin Garments Ltd.

Next to its security measures, the factory is well equipped and furnished with
enough fire-fighting equipment, fire alarms systems and trained personnel for
facilitating emergency evacuation. All of which contribute to minimizing the
fire-risks. At Panwin, the factory environment, with excellent lighting and
ventilation, is one of the very best of its kind in Bangladesh. The company
always prioritizes the safety of their staff and workers.

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5.1 PLEST Analysis:
5.1.1 Political Factor:
Panwin basically check out the political situation where they want
to export i.e. in case of selecting export country. They also
consider other political issues like-
a. Stability of those countries political environment

b. Government’s overall economic policy and changes in

policies

c. Government’s position on marketing ethics

d. Government view culture and religion

Government involvement in regional trade agreements After

analyzing all these political issues they go for exporting as well as
running operation business where they match with and also get
benefit by generating more revenues.

5.1.2 Legal Factors: Panwin is also aware of legal an issue that is

why, they go for legal factor analyzing of the exporting countries.
As we know that Statutes governing commerce vary by country,
so it’s essential to understand how they will affect on their export
activities.
5.1.3 Economical Factors:
Panwin also analyzes the economic factors of the exporting
country. They mainly consider the state of the economy in which
they are planning to enter. They look at-

a. Interest rates

b. GDP growth

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 c. Purchasing power

d. Inflation rates

Employment levels taxes and fees on foreign countries

a. The cost of employee benefits

b. Long-term economic prospects.

Generally, they come across about those countries economic

condition, because achieving success in international business
mainly depends on the economic condition of country. If
economy goes well, they hope to run business effectively.
5.1.4 Socio-cultural Factors:
The social and cultural influences on business of exporting
country may be very different from those of importing country.
Cultures vary from different perspective like- dressing habit,
language, religion based and so on. Based on these they enter in
to new market where they can provide standard quality product.
If culture varies, they have to go for modification. So prior to
exporting, they identify the cultural factors.

Language

Dressing Habit

Dominant religion and its influence on business

Attitudes to foreign products and services after analyzing these

issues they enter in to new market and develop product for them.
For example- in exporting countries like – UK, USA, China etc
countries company think about their choice they are Christians

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and like to wear gown in wedding. But in our country, our
tradition is not wearing gown in wedding.

5.1.5 Technological Factors:

Technological advances are one of the easiest ways of gaining
advantage over competitors. The use of technology is vital to
competitive advantage. So, Panwin also seeks for new technology
to use in those countries. So they consider these issues. Like-:

a. Technology help reduce the cost products and services

b. Technology offers them a new way to communicate with

buyers.

Electronic and social Media available advertise their industry

name and products

5.2 Core activities of HR department PANWIN GARMENT

LTD.:
Pursuing the candidates:
Internal versus External Job Posting
The ultimate target is to select and recruit the best possible employees for
respective positions. At Panwin, most of the employees are recruited through
internal references or personal contacts, especially at the head office because the
organization, basically, asks for experienced and ‘reliable’ people. However, at
factory level and particularly in lower level recruitment, the vacant positions are
advertised outside the factory which attracts the candidates.
While recruiting someone to be filling a post in top level, the recruitment
process goes through more formalities such as head hunters, news paper
advertisement and job sites. Those who best meet the skills, qualifications,
experience required for the position are taken.

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Human Resource forecasting:

HR officials use forecasting to guess in advance the future demands for the
motivation of the employees. Major issues to be examined are the company’s
growth, construction, status quo and the employment history. The above issue’s
studying will help the company to initially forecast the future needs.

Training

In garment industry, people go through thousands of communication every day.

It requires good number of training sessions because these people will have to
communicate with foreigners as well. Now, the goal of training efforts for the
employees is to make them acquire the ability which will be applied in their day
to day activities.

Training is very crucial issue as the whole industry is very labor extensive. At
PANWIN, employees are provided with complete scale of training orientation
which they will apply in the professional operations. It helps them to carry out
their duties day in, day out. Take one example of impact of training. In the
garment industry, the deadline is very strict and any failure in meeting the
deadline often results in the cancellation of orders. At Panwin, in training
sessions, one very important message to the staff remain that they have to get
done with their jobs in time, no delay is allowed. They are trained accordingly
with technical know-how and motivation. If this practice would not be there, the
company would potentially not be able to meet the time points and thus would
lose a good amount of orders and subsequently the buyers would retreat from
Panwin. So, here it proves the importance of training.

Compensation:

At PANWIN, the size of compensation package for a new employee largely

depends upon the amount of experience and apparent potential they show
through the recruitment process. For others, usually, there is a certain salary
structure reviewed bi-annually according to the overall performance of the
company. However, performance is the other measure that sets the bar of
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compensation for individuals. Every employee goes through challenge to
achieve the professional experience. Works are best done under pressure.
People and employees are all engaged with pressure but those who can live up
to the challenge are rewarded with hefty compensation package.

Succession Planning:

PANWIN has a succession planning process that assists the organization to

make planning for the company’s future needs. Within this process, potential
successors are identified for specific positions. When such a position becomes
vacant, to fill that void, an individual may be approached from the existing
employees who has been performing well all the way through up to that point in
that department, though this may not always rule out advertisement for people
to come from outside the organization. Vacant positions not filled through the
succession process are that’s why advertised and recruited after a thorough
process.

Human resources inventory

It actually gives us an idea of how many employees are present in the company,
such as what are the skills, abilities, interest, skills and qualifications of the
present employees. The personnel inventory allows the HR managers to
perceive the organization’s present employee strengths and weaknesses against
the future requirements. When the decision is made to recruit new employees,
information must be gathered on each position. At the same time they must
establish minimum requirements so that suitable applicants can be hired. This
information is developed through job analysis, job description and job
specification. In garment sector the job analysis is done by surveying the skill
requirements needed to be an eligible employee from the line managers. Their
feedback from past and experience determine the job analysis. Job description is
a written summary of the scope, function, duties, responsibilities and
relationships involved in a job. Job descriptions help management to select,
orient, and compensate employees effectively. At PANWIN, it can be very
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effective as it is a labor intensive and labor oriented manufacturing section. For
example, when a line manager is hired, that person is given the responsibility of
his line and he will be held accountable for it. Job specification is a profile that
interprets the basic traits and qualities needed in someone who could
efficaciously uphold and perform a given assignment. Job specification helps
managers to determine an applicant’s fitness for a certain position by defining
qualifications for education, training, experience, and behavioral qualities the
person must have to perform throughout his job career.

5.3.1 Orientation and training

First week I was introduced to Panwin’s HR and Merchandising department.

I had to visit different managers and departments to figure out how the
garment factory works and how all the department gets coordinated. How
Brands Supply chain, Brand, Customer Development are interrelated. As an
intern of HR I had gone through HR activity with meticulous details. At the
same time how to interrelate all the info’s from several departments and
report it to the HR head.

5.3.2 Reviewing the organization’s current manpower and resources

While I was in the organization I had to visit regularly the organization to

review the organizational current manpower and resources. Competitive pricing
is the pre-requisite for getting an order. Every order comes up with a technical
sheet. In a technical sheet of a order everything are specifically mentioned. Like
the embodiment of the fabrics, raw material of the fabric, dying formulation and
dying process. Design, swatch, team, packaging and all small technical aspects.
Cost estimation is very intricate thing. First thing is that, find out the fabric
requirement for production, check that production floor is free for production,
trim all other required things. Next thing is ask the suppliers for their price. In
many cases buyers have their nominated suppliers. In that case we have to
communicate with the suppliers as the price of all raw materials. Buyers are
very serious about the quality of the raw material and compliance standard of
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the manufacturer. Quality and worker compliance is very important for their
brand value. After examining fabric requirement and per yearn costing we quote
the price to the buyer. All time the lowest price bidder wins. In addition to the
price previous performance, quality, delivery before schedule is also very
important to get order. The least price plays the most vital role forget the order.
Costing estimation has got some system. First thing is that fabric cost
estimation, cost associated with other accessories. CM that is cutting and
making cost is the margin of the company. In CM is included with all expenses
related factory. How many machine hours required for all the production is also
required for the costing. I participated in how to collect buyer’s requirement.
Nowadays the business model of big brands has changed. Most of the RMG
brands outsource their requirements to low cost production abduction
destination. As we know that cheap, available and skilled RMG workers make
Bangladesh one of the most preferred RMG production destinations in the
globe. We basically supply our products to western Brands. By season they used
to change their fashion, color, style. Before the season they procure their
inventory. Most of the time they go value for money supplier. They expose their
requirement to their supplier that is different garments companies ask for price
quote. Lowest bid with the compliance wins the contract. Another thing that can
happen is some garments factories used to select by different brands as their
regular supplier. Collecting buyer’s requirement is a very important task for the
business. Keeping in touch with the buyers’ agent or directly with the buyer is
the key for survival followed by the growth. Merchandiser follows up
everything. After getting work order suppliers send pre-production sample to us.
They have to send to the buyer for approval. Or sometimes they suggest for
testing in local laboratory. After approval from laboratory buyer confirms us to
go ahead the start the production.. When raw materials are in house we have to
go for a quality inspection of raw materials. After approved by our local QC
(quality control) inspector we finally approve the raw materials for production.
As a merchandiser we have to communicate all update to the buyer or buyers’
local agent. I monitored how the whole production process works from scratch.
From collecting the fabrics till the finished product. I also went to the fabric

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warehouses situated in different units our garments. I saw how a pattern is being
made, how the product is sewed, how the swatch is made, how it is packed and
loaded to the covered van.

5.3.3 Maintaining the employee attendance

During my duty I had to make sure that all the workers of that line were present
by keeping the count and meeting their demands. I also kept in contact with the
line manager to keep the production record per hour. In the garments sector
overtime is a very common issue. So many a times when there was overtime I
also stayed late and kept the records. I sometimes also kept the records of the
supplies coming in the factory such as fabrics, accessories, needles etc. I was
also involved in the salary distribution. During the salary distribution things get
very rough. But throughout my whole internship experience I was mainly
involved with HR department and the recruitment process. PANWIN has zero
tolerance on unnoticed absenteeism as it hampers the production process a lot.
The top management follows as per t labor law imposed by the Bangladeshi
government. The law states that any employee who wants to take a leave must
inform the Supervisor .Irregular attendance or tardiness will not be tolerated and
may result in termination. Employees who will be late or absent from work
must inform their Supervisor at least two (2) hours prior to normal starting time.
Employees will only be paid for the number of days worked. Employees must
sign in the attendance register personally while entering the work place. 
5.4.5 Reviewing the HR policy
My entire treatise is mainly focused on qualitative study based on observations
of the whole garments’ HR department throughout my whole experience one
very crucial element that I noticed is that the female workers are the backbone
of the garments industry. But ironically the turnover rate was very high. A high
employee turnover rate can be pernicious for any organization. High turnover
rates can create a lack of staff to complete essential daily functions of a
company. In addition, high turnover rate can cause a loss of productivity as new
employees take some time to get up to tempo, particularly in complex jobs.
During my internship period I also reviewed the HR policies of the company.
The HR policies are as follows:

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Standard Conduct
Employees are expected to conduct themselves on the job in a manner that
contributes to operating effectiveness, productivity, safety and a harmonious
work environment. If employees do not meet the company’s expectations of
performance and/or conduct, corrective action, up to and including termination
may be taken. It is within management’s discretion to determine what measure
would be appropriate under each circumstance. does not employ mandatory
progressive steps of corrective action. To monitor all the activities the authority
has installed cameras all around.
Harassment Policy
Nowadays this is a major issue and if any such incident takes place it can ruin
the reputation of the company. So it is strictly monitored by the authorities. But
if any employee feels that he or she is subjected towards any such behavior then
that person is free to complain it to the authority.

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 Chapter 6
Recommendations

Although the HR activities of PANWIN Garments is doing a great job at the

present, but there is scope to enhance development both internally and
externally. To streamline and strengthen the overall activities of the factory the
following areas have been identified:

6.1 Recruiting more HR personnel

Currently the company has 20 HR employees. As in this company there is a

huge need of HR then there should be more HR personnel hired in order to
make the HR team more stronger and so that the employees can be handled for
smoothly and all the operations in the company functions properly.

6.2 Providing more facilities to increase job satisfaction

More facilities should be given in order to increase the job satisfaction in the
company. It is a fact that if the employees are happy then they will feel more
motivated towards work and thus increase the productivity in the long run.
Many facilities can be provided to the labors such as health benefits, occasional
arrangements during festivals, air conditioning, health care and more
importantly day care centers for the female employees who have children. The
Reporting Officers must be more cooperative, cordial and friendly to HR
department.

6.3 The HR should monitor the line managers properly.

According to my observation I have found out that one of the main reasons of
the employee turnover is because of the line managers. The line managers
make them go through a lot of hassle. The lines managers also take bribe from
m them for appointing them or introducing them to the HR.

6.4 Introduce service employee career development

At first, the employees’ requirements and needs should be fulfilled and then
they can become aware of their customer’s needs. We learn from this that it will
reduce employee turnover and can contribute to increased customer satisfaction.
This segment also talks about the empowerment of the employees. It is
important because it increases employees’ latitude in performing their daily
tasks including so figuring out customer problems and handling service failures
and it is related to increased frontline service employee performance
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Conclusion:
In conclusion I can say that this internship report is really essential for every
student of business studies to get idea about garment industry. By completing
this report I have got overall idea of RMG sector and these may be helpful to
know about the technical and management knowledge of garments industry also
these sector related organizations.This is a huge sector and yet to discover the
whole.
I want to thank my department Head for giving me great opportunity of
learning. This Internship program will help me in the further challenges of life. I
try my best to make this project enriched with lots of apparel related documents.
Panwin garment is really a good experience for me because every person of
there so much helpful, cooperative and given me the proper methods of practical
learning. So, at last, there is a hope of eradicating all the obstacles and become
the leader of garment industries in near future.

From my thesis part, I have learned lots of HR related things that is being
practiced in garment sector and also known this RMG sector is a larger
contributing in our national economy as well as their people’s improvement of
livelihood & increase efficiency & effectiveness.

On the other hand, each and every company in garments sector should have
proper and well planned HRM policies and their practices in their every
functional level of operation. Then we can ensure to get a more developed &
economically strong country of us.

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