Susmita Kundu 15305053

INTERNSHIP REPORT ON
HR PRACTICE OF
PACIFIC JEANS GROUP
Department of
HUMAN RESOURCE MANAGEMENT
UNIVERSITY OF CHITTAGONG
Date of Submission: 3rd November, 2020

Internship Report On
PACIFIC JEANS GROUP
AYESHA AKTER
Lecturer
Department of Human Resource Management
University Of Chittagong
Submitted By:
SUSMITA KUNDU
ID No: 15305053
BBA 8th Semester
Session: 2014-15
University of Chittagong
LETTER OF SUBMISSION
3rd november ,2020
Ayesha Akter
Lecturer
Subject: Submission of Internship Report.
Dear Mam,
I have great pleasure to submit you my internship report on “A Study on Human

Resource Management Practices of Pacific Jeans Group”. It is a fantastic opportunity
for me to prepare the report under your guidance, which really was a great experience.
During preparation of this report, I have tried my best to ensure completeness.
I have put my best effort to overcome my shortcomings and prepare the report to the best
of my ability. However, if any clarifications are required, I would always be available.
Yours Sincerely,
Susmita Kundu
ID No: 15305053
Session: 2014-15
At the beginning, I would like to acknowledge ―The Almighty‖, the supreme authority of
the universe for giving me the ability to prepare my internship report within the
scheduled time.
Words actually will never by enough to express of my gratefulness. Many people have
contributed in a variety of ways in the preparation of this report. Without the help of
them, it was impossible to finish it.
First of all , I would like to express sincere gratitude to the Department of HUMAN
RESOURCE MANAGEMENT ,University of Chittagong and our teachers who guided
us in the best way so that we can meet challenges and requirement in the field of Human
Resource Management. I am honored to have Ms Ayesha Akter mam as my supervisor
,she has helped me a lot to prepare this report. Without her help and guidelines it was
impossible for me to prepare this report.
My heartiest thanks to Mr. Sadin Tayyeb, GM (Group HR & Admin), Pacific Jeans
Group for giving me such a great opportunity to do internship at their reputed
organization. I consider myself as a very lucky individual as I was provided with an
opportunity to be a part of it.
I would like to thank Mr. Victor Hor (Manager-Corporate HR and Administration), Ms.
Eyrin Sultana (Executive, Corporate HR and Administration), Mr. Abdullah Al Ahad
(Manager, HR & Admin, Pacific Casuals Ltd.) for their supervision, cooperation and
immense support in preparing this report. My gratitude also goes to all officials and
employees of Pacific Jeans Group for their sincere cooperation.
Furthermore my parents need special mentions here for their constant support and love in
my life. I also acknowledge the assistance and support of my family members, seniors
and course mates. Their well wishes, guidance and support always show me the way to
success.
SUPERVISOR’S DECLARATION
.
This is to certify that the internship report on Pacific Jeans Group, titled “Internship
Report on HR practice of Pacific Jeans” is prepared by a student of Department of
Human Resource Management belonging to SUSMITA KUNDU , ID No: 15305053,
Session: 2014-2015 for the partial fulfillment of the BBA program from University of
Chittagong
I certify that this work and contents of this report has been conducted under my
supervision
She is permitted to submit the Report.
—————————
(Supervisor)
Ayesha Akter
Lecturer
EXECUTIVE SUMMARY
This internship report is based on HR Practices of Pacific Jeans group . Pacific Jeans
Group is one of the world-renowned casual wear manufacturing companies known for its
state of the art production facility, extensive and unique research and development
Centre and high skilled human resources.
The study is basically divided into five chapters: The chapter 1 of the study deals with
introduction that presents the objectives, methods, scope and limitation of the study.
In order to know about the company profile , the chapter 2 of the study is about Profile
of Pacific Jeans Group that includes vision,mission ,function of Pacific Jeans , Awards
and certificates received by Pacific Jeans ,CSR activities etc
The chapter 3 is about the theoretical aspects of Human Resource Management. To

judge what is going on, one first need to know how it should go and need to study the
universal standard of anything. That‘s why the study includes some of the authors‘
standard definition and conception about different organs of HR. to get deep insights
about Human Resource Management
The chapter 4 is about the different functions of Human Resource Management

performed by Pacific Jeans Group. The study basically includes the organization‘s
recruitment and selection policies and procedures, training and development programs,
performance appraisal systems of workers and management employees, compensation
and benefit management of workers, leaves and holidays and grievance handling policies
and procedures, termination of employees, disciplinary action etc
The chapter 5 is about SWOT analysis of Pacific Jeans Group .The strength ,
weakness, opportunity and threat of Pacific jeans group are cited in this chapter
The chapter 6 is about different areas that need improvement and some
recommendation that are given as a student of HR department and this chapter also
includes the conclusion of this study
The chapter 7 is about my experience that I have gathered through my internship

Finally, the report is concluded with references and appendix used for the overall study
TABLE OF CONTENT:
CHAPTER ONE ( INTRODUCTION)
1.1 INTRODUCTION ……………………………………………………………………………………………...12

1.2 OBJECTIVE OF THE STUDY ………………………………………………………………………. .13
1.3 SCOPE.OF.STUDY…………………………………………………………………………………………….13
1.4 METHOD OF STUDY ……………………………………………………………………………………. 14
1.5 LIMITATION OF STUDY ………………………………………………………………………… 14-15
CHAPTER TWO
COMPANY PROFILE ………………………………………………………………………………………….17-41
CHAPTER THREE ( THEORICAL ASPECT OF HUMAN RESOURCE MANAGEMENT )
3.1DEFINATION OF HRM……………..……………………………………………………………….………43
3.2PRINCIPLE OF HRM …………………..……………………………………………………………………45
3.3 FUNCTION OF HRM……………………………………………………………………………………….…45
3.3.1 JOB ANALYSIS ……………………………………………………………………………………45-46
3.3.2 HR PLANNING ……………………………………………….…………………………………….46-47
3.3.3 RECRUITMENT…………………………………………………………………………………………….47
3.3.4 SELECTION …………………………………………………………………………………………………….48
3.3.5 ORIENTATION………………………………………………………………………………………….…….49
3.3.6 REWARDS AND COMPENSATION …………………………………………………………50-53
3.3.7 PERFORMANCE APPRAISAL …………………………………………………………………53-54
3.3.8 TRAINING AND DEVELOPMENT …………………………………………………………55-58
3.3.9 INDUSTRIAL RELATION …………………………………………………………………………59-61
3.3.10 CAREER MANAGEMENT ……………………………………………………………………….…61
3.3.11 DIVERSITY MANAGEMENT…………………………………………………………………….…61

CHAPTER FOUR ( HR PRACTICE OF PACIFIC JEANS )
4.1 JOB ANALYSIS ……………………………………………………………………………………………63-64
4.2 RECRUITMENT & SELECTION …………………………………………………………………65-73
4.3 USE OF EMS SOFTWARE……………………………………………………………………………73-75
4.4 TRAINING AND DEVELOPMENT ………………………………………………………………75-79
4.5 PERFORMANCE APPRAISAL ……………………………………………………………………79-82
4.6 COMPENSATION AND BENEFIT ………………………………………………………………..83-92
4.7 TERMINATION & RESIGNATION……….……………………………………………………92-93
4.8 CAREER DEVELOPMENT & SUCCESSION PLANNING………………………………93
4.9 GRIVENCE HANDLING PROCEDURE……………………………………………………..…….94
4.10 DISIPLINARY ACTION ……………………………….……………………………………………………94
CHAPTER FIVE ( SWOT ANALYSIS )
5.1STRENGTH ……………………..…………………………………………….……………………………………..96
5.2 WEAKNESS………………………………………….………………………………………………………………97
5.3 OPPORTUNITY……………………………………………………………………………………………………97
5.4 THREAT………………………………………………………………………………………………………………..98
CHAPTER SIX ( PROBLEM ,RECOMMENDATION,CONCLUSION)
6.1 PROBLEMS …………………..…………………………………………………………………………………100
6.2 RECOMMENDATION………………………….……………………………….………………………..101
6.3 CONCLUSION…………………………………………………………………………………..………………..102
CHAPTER SEVEN (INTERNSHIP EXPERIENCE)
INTERNSHIP EXPERIENCE …………………………………………………………………………………….104
REFERANCE…………………………………………………………………………………………………………….105
APPENDICE……………………………………………………………………………………………………….106-115
CHAPTER ONE
INTRODUCTION
INTERNSHIP REPORT ON PACIFIC JEANS
1.1 INTRODUCTION
The readymade garments industry acts as a catalyst for the development of Bangladesh .
This industry is contributing to the country’s economy greatly ..This industry has emerged
as the leading sector of Bangladesh Economy .The RMG exports earns more than 10% of
Bangladesh’s GDP and provides 84% of country’s foreign exchange earnings in the fiscal
year 2018-2019.That is the reason ,I choose this sector for doing my internship program.
Human resources are the vital factor in any organization because an organization runs by
Human or people, not only by machines. If the humans are maintained effectively and
efficiently ,than the whole organization will be on the right track. That’s why human
resource are treated as the backbone of any organization .The human resource department
is considered as the blood line of any organization for ensuring right people at the right
place at the right time .
Pacific Jeans Group is a world class fashion wear manufacturing ready-made-garment in
Bangladesh with ten thousands manpower that are controlled by an effective Human
Resource department. In the global market it has reputation for the high quality and zero
defects products .It cares for each employee and staff like a parent .It handles issues
related to employee policy making, HR planning, recruitment and selection, provides
effective Training and development program for the employees and staffs ,ensures
effective performance management, compensation and benefits, safety etc. In a word
Pacific Jeans Group has achieved competitive advantage because of its high skilled
employees workers and the effective HR department .
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1.2 OBJECTIVE OF THE STUDY
BOARD OBJECTIVE
The main objective of the report is to align the theoretical aspects of Human Resource
Management that was taught in the course named “Human Resource Management “with the
Practical knowledge of HRM that is practiced in any organization
SPECIFIC OBJECTIVE
1) To know the company profile

2) To know the HR activities of Pacific Jeans Group
3) To identify the problem of HR practices of Pacific Jeans Group
4) To make recommendation for improving HR practices of Pacific Jeans Group
1.3 SCOPE OF THE STUDY
It was my choice to do this study in Pacific Jeans Group .This internship program
provides me the opportunity to gather practical knowledge about how the processes and
practices actually takes place in Pacific Jeans Group , what kind of medium and methods
they use, how they attract qualified candidates for a vacant position, how they manage
recruiting and selecting the right candidate for a specific position, how they appraise
performance of the employees and workers ,how they retain the employees and workers
by ensuring effective compensation ,how they ensure quality work by supplying the
qualified candidates and how they ensure effective management of them, the disciplinary
actions taken by the Pacific Jeans Group and so on.
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1.4 METHODS OF THE STUDY
This report has been prepared on the basis of the experience collected during internship
program and sources of data provided by the company.
Primary and secondary both data are used to prepared this report.
Sources of Primary Data:
 Observation
 Informal discussion with the management employees of Pacific Jeans Group
 Desk works
 Daily notes maintenance
Sources of Secondary Data :
 Company’s website.
 Different manuals of the Company.
 Different documents related to Human Resource practices of the company.
 BEPZA Law
 Text book on HUMAN RESOURCE MANAGEMENT
1.5 LIMITATIONS OF THE STUDY
There is nothing in the world without limitation. The study is not out of this, some of these
limitations are following:
 Due to COVID 19 ,I could not gather practical experience on HR Practices of

Pacific Jeans Group
 I was allowed to work in Pacific Jeans Group only for 7 days . After that they did
not allow me to collect information physically due to COVID 19. So many of
information were collected through phone calls
 As an intern it was difficult for me to collect information about the company’s
internal policies.
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 Lack of availability of information and data, as in many cases updated data were
not available.
 To maintain company secrecy, some information are not mentioned in this report.
 The time period that was given to prepare the internship report was too short .
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CHAPTER TWO
COMPANY PROFILE
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2.1 BACKGROUND INFORMATION
Pacific Jeans Group is one of the country‘s leading Ready-Made-Garment (RMG)

exporters and a pioneering premium jeans manufacturer in Bangladesh,which is located
in CEPZ. It is known for product quality , extensive and unique research and
development center and high skilled human resources. At present Pacific Jeans Group is
exporting to over 50 countries.
Mr. M Nasir Uddin, the Managing Director of Pacific Jeans Group, started a factory,
NZN Fashion Ltd, in 1984 with only 500 people. The factory began manufacturing jeans
for an Italian brand in the following year when there was no denim laundry in the
country. The factory used to stitch the jeans and ship them unwashed to Italy..
In 1994, He set up Pacific Jeans Ltd in Chittagong Export Processing Zone with 1,500
people.
In 2000, another production facility, Jeans 2000 Ltd was established.
In 2008 Pacific Jeans Group expanded further with Universal Jeans Ltd and in 2014 with
NHT Fashion Ltd
The latest addition in 2018 is Pacific Casuals Limited
This top denim maker is also spending millions to set up another
factory named―Pacific Knitex‖ in Chittagong which will produce knit fabrics.
Consequently Pacific Jeans Group has transformed a small garment factory established
in 1984 into a supreme institution of jeans and knit manufacturing house. With
continuous focus on quality improvement , adoption of updated technology,
commitment towards maintaining safe and healthy workplace for the workers and strict
adherence to customers‘ compliance requirements, Pacific Jeans Group has become one
of 50 the most preferred suppliers of the leading global fashion .Now Pacific Jeans is
contributing to the country’s economy by exporting products and by creating
employment opportunity for huge workforce
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2.2 POLICIES
1) Maintaining good relationship with all stockholders
2) Fighting against dishonesty ,fraud, corruption
3) Recognizing the contribution of all individuals
4) Ensuring equal employment opportunity
5) Ensuring health and safety of the workers
6) Ensuring proper utilization of resource
2.3 VISION ,MISSIN

2.4 VALUES
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 We believe in continuous improvement.

 We challenge the status quo.
 We build on our success and learn from our failures.
Innovations  We focus on finding solutions.
 We accept the change is inevitable and that adaptability
determines future success
 We celebrate and reward creativity.
Speed  We move fast, fast is better than slow.

 We have a "Can Do" (positive) attitude.
 We drive for result.
 We act with sense of urgency.
 We work efficiently.
 We believe in productivity.
Quality  Quality for means TOTAL CUSTOMER SATISF ACTION.
 Quality is the responsibility of every employee of Pacific Jeans
Group.
 We do well, what we do.
 We hold ourselves accountable for result.
Integrity  We do right things in right way
 We act with honesty commitment and ethics
 We assure compliance with laws ,rules and regulations
 We show respect and value for all individuals for their diverse
background ,experiences ,style, approach and ideas.
 We assure proper use of company’s asset
Sustainability  We are responsible employer .We provide a dynamic and

supportive working environment .
 We run our business successfully ,that satisfies the need of our

customers ,our shareholders and employees
 We believe in sustainable profit and growth
 We strive to minimize negative impact on environment .
 We follow sustainable ,safe and environmental production method

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2.5 OBJECTIVE
 To make the best use of potentiality of garments industries of Bangladesh.

 To use the most modern technology in business field to the best possible
extends, which matches with the socio-economic condition of Bangladesh.
 To Give opening to the new jobs.
 To Develop a set of human resources with the most modern business
philosophy, practice and technology.
 To Maintain at least 80% efficiency.
 To ensure 100% security.
 To ensure 100% delivery in just time.
 To ensure 100% product quality at first time.
 To maintain 100% commitment.
 To ensure 100% utilization of wealth and resources.
 To ensure 100% honesty, discipline, and sincerity
2.6 PRODUCTION UNIT
Pacific Jeans Limited Established in the year 1994
Pacific Accessories Established in the year 1998

Limited
Jeans 2000 Limited Established in the year 2000
Universal Jeans Ltd Established in the year 2008
NHT Fashion Limited Established in the year 2014
Pacific Casuals Limited Established in the year 2019
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2.7 PACIFIC JEANS GROUP AT A GALANCE
Type of company Private Limited Company

Category of the Company ‗C‘ Type (100% Bangladeshi ownership)
Daily Production Capacity 1, 20,000 pieces (Approximately)
Yearly Production Capacity 36 million pieces (Approximately)
Number of Employees 26,000 (Approximately)
Workers’ Council Workers‘ Representative and Welfare Committee (WRWC).
Products Pacific Jeans group has products for various genders and age groups.
- Women (65% approximately)
- Men (33% approximately)
- Kids (2% approximately)
Products such as Denim, Knit, Jacket, Maternity pant, Skirt, Garment
Dye, Chino, Bermuda, Shorts, Five Pocket, Jogger and so on.
Raw Materials  70% Fabrics

 Thread
 Zippers
 Buttons
 Tags
 Chemicals
 Carton Raw Materials:
1) Liner paper 2) Medium Paper 3) Starch Powder
4) Master Gum 5) Silicon Gum 6) Ink
7) Stitching wear.
 Embroidery Raw Materials:
1) Thread 2) interlining 3) TC Lining
Workers absenteeism and  Monthly Absenteeism - 6.08%
labor turnover (percentage)  Labor turnover – 5.7%
Security Measures adopted by  Fire extinguishers
the organization  Two way entry
 Evaluation plan
 Preventive Mask & hand gloves
 Fire fighting demonstration at every two month
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Machines used in production  Auto Spreader

 Auto Cutter
 Laser Machines
 Feed Of The Arm Machine
 KANSAI Machine
 Eyehole Machine
 Straight Knife Cutter Machine
 Fusing Machine
 Single Needle Machine
 Double Needle Machine
 Over Lock Machine
 Button Attach Machine
 Cuff Pressing Machine
 Pocket Creasing Machine
Major Buyers
22
Level of Management
Banks For Payroll:

 Standard Chartered (Senior Management)
 Bank Asia Limited (Junior Management)
 Dutch-Bangla Bank (Workers and Staff)
For Business Transactions:
 HSBC
 City Bank
Insurance
Competitors  Srilanka
 Cambodia
 China
 Vietnam
 India
And other local competitors
23
Certification
Legal obligation  Bangladesh EPZ Labor Law 2019

 BEPZA Instruction – 1 & 2
 Buyer COC
24
2.8 PRODUCTION PROCESS
DESIGNING
Pacific Jeans Group has own innovation center and R& D which is responsible for the design of
the whole group .The wings research and innovates new top class design in collaboration with
the design teams of international brands .
The fashion designers of US ,EU and JAPAN who are recognized as the leader of the fashion
world, work with Pacific Jeans to innovate new design
FIG :DESIGNING
CUTTING
Pacific Jeans Group uses the auto spreader and auto cutter to ensure maximum output , higher
efficiency level along with the manual cutting facility to ensure flexibility
To ensure the ultimate fabric utilization and to allow quality cutting “ FEBRIC CUT
PLANNING AUTOMATION SOLUTION “ are used. All the cutting departments of Pacific Jeans
Group are specialized in working with stretch and super stretch fabrics
25
FIG : CUTTING
SEWING
Pacific Jeans is blessed with the fame of implementing highest automation sewing technology in
our country .Sewing departments can produce basic 5 pocket jeans ,fashion jeans ,chinos ,cargo
shorts trousers ,skirts with high quality and zero defect.Every production line is designed by the
high technical machines and is operated by high skilled workforce and is supervised by
specialized mid management .Production process in sewing is followed through GSD method
FIG : SEWING
DRY PROCESS
Dry process works as an art by creating distinct character of jeans based on distinct demand of
customers .Well established facilities are used for scrapping, sponging, tracking, whiskers, hot
spots, grinding, patching ,laser blasting ,tie effect ,pigment etc. High technicians run the dry
process units using latest technology
26
WET PROCESS
Pacific Jeans group uses the best wet process machines among the Asians countries. Diverse
range of washes and finishes such as Rinse Wash ,Enzyme Wash ,Enzyme stone wash ,Towel
Bleach Wash ,Chlorine Bleach Wash are available in the company .
Imported Stones are used for the washing purpose .Advance washing machines ,dryers ,ozone
machines are used to achieve high productivity and consistent quality .
Less water technology is used by the highly experienced technicians in the wet process .
FIG : WET PROCESS
27
2.9 AWARDS
FIG :AWARDS RECEIVED BY PACIFIC JEANS
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2.10 ORGANOGRAM OF PACIFIC JEANS GROUP
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2.11 DEPARTMENTS IN PACIFIC JEANS GROUP
 Audit & Risk Assurance Department (ARAD)

 Corporate HR & Admin Department
 Unit HR Department
 Commercial Department
 Supply Chain Department
 Merchandising Department
 Research & Development Department
 Management Accounts Department
 Production and Accounting Department (PAD)
 CAD
 Engineering Department
 Central Production & Planning Department
 ICT
 Material Control Department (MCD)
 Quality Assurance Department (QAD)
 ERP
 Design and Development Department
 Industrial Engineering Department
 Production Department
 Engineering (Sewing) Department
 Wet Processing Plant
 Coordination & Protocol Department
 ETP
 Printing Department
 Fire Detection Department
 Transport Department
 Real Estate Department
30
2.12 ORGANOGRAME IN HR DEPARTMENT
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2.13 SECTION
 Sewing Section
 Finishing Section
 Dry Process Section
 Dyeing Section
 LAB
 Inspection
2.14 KEY PERSONS OF PACIFIC JEANS GROUP
BOARD OF DIRECTORS
Chairman & Managing Nasir.Uddin@pacificjeans.c
Mr. Md. Nasir Uddin
Director om
Mrs. Syeda Umma Habiba Begum Director
SM.Tanvir@pacificjeans.co
Mr. Syed Mohammed Tanvir Director
m
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2.15 CERTIFICATE REQUIRED BY PACIFIC JEANS GROUP
Certificates Duration of Time
BEPZA License Permanent

VAT Certificate Permanent
BGMEA Membership Certificate 1 year
Environment Clearance Certificate 1 year
Bangladesh Energy Regulatory Issued 26 June 2016
Commission
Group Insurance (certificate of 1 year
Insurance)
Income Tax Certificate 1 year
Export Promotion Bureau (EPB) 1 year

Chittagong Chamber of Commerce & 1 year
Industry Certificate
Certificate of Incorporation Permanent
Fire License 1 year
Boiler License Certificate Duration are 06 Months
(4 Boilers)
Acid License 1 year
WRAP Certificate 2 years
BSCI Certificate 1 year
ISO 9001 Certificate 3 years
Waste Water Test (Bureau Veritas) Test Period:
28.09. 2016 (Levi’s)
27.03.2016 (H&M)
Waste Water Test 22.12.2016

(Dept. of Environment)
GOTS & OCS 22 August 2016
Building Safety Certificate Permanent

Hot work Permission Permanent
CTPAT (GSV , SCORE 96%)
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2.16 PRODUCT OF PACIFIC JEANS GROUP
 Long pant
 Short pant
 Three quarter length trousers
 Long skirt
 Short skirt
 Jacket
 Denim dress
 Joggers
 Kids pant
 Ladies overall
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2.17 CODE OF CONDUCT
Fair and equity treatment
Pacific Jeans Group believes in treating the employees with respect , honesty and integrity.
Their workplace is free of emotional, physical sexual or verbal harassment , or abuse. No
discrimination is occurred in recruitment ,selection ,wage and benefits, overtime ,promotion ,
termination on the basis of gender, age , religion , marital status ,disability and / or political
affiliation.
Compensation and Benefit
Pacific Jeans Group pays wages and overtime premium in compliance with legal
requirements without and discrimination. It also provides all legally required benefits such as
food allowance, travel allowance, festival bonus , health care, maternity benefit with leave etc.
Pacific jeans group does not make any deduction from wage which is not provided by national
laws or as a disciplinary measures.
Voluntary Labor
All work should be voluntary and force labor is strictly forbidden.
Child labor
Pacific Jeans Group does not employ any person below the minimum age specified in the law
Working Hours
Pacific Jeans Group maintains minimum working hours with the day off specified in the law.
Working hours don’t exceed 60 hours in a week except any unavoidable circumstance.
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Freedom of Association
All the workers are free to join association of their own choice. The decision of joining the
association is made by solely the workers. No influence to join a particular association is
accepted.
Health and Safety
Pacific Jeans complies with all legal requirement regarding health and safety of workers .Fire
Safety , risk protection and structural safety is ensured in Pacific Jeans
Compliance with buyer code of conduct
Pacific Jeans is operating according to the code of conduct of different buyers working with
them .
Ethical Conduct
Pacific Jeans is operating with high ethical standards and corruption, bribery ,false declarations
,counterfeiting is strictly prohibited
2.18 BUSINESS STRETEGIES
Pacific Jeans follows two business strategy .
Cost leadership strategy: It always produces qualitiful product in lest cost.
Differentiation Strategy: It always follows the rule of continuous innovation. And for following
differentiation strategy in production and distribution ,Pacific Jeans has become one of the
leading company in RMG sector in Bangladesh .
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2.19 MANAGEMENT COMPETENCY
2.20 COMPETITIVE ADVANTAGE AND RESOURCE OF PACIFIC JEANS GROUP
 Competitive Advantages
Big Market Share.
Positioning / Brand image.
Can serve over the country.
Exporting.
First Mover.
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 Resources of Pacific Jeans Group
Trade marks.
Stock of technology.
Good access to raw material.
Good planning and structure system.
Financially well established.
Skill and knowledge of employees.
Innovative ideas.
Brand name.
Reputation.
2.21 GLOBAL REACH
In the global market, it truly strives to exceed itself every year. Therefore, Pacific Jeans is
growing like anything in whichever market it operates. It exports its products in Japan , China
,Korea, Europe, Russia, Thailand, UK,USA, HONG KONG , Singapore, Philippines . Along
with these countries Pacific Jeans look forward to having a stronger and more vibrant presence in
every corners of global market.
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2.22 WORKING ENVIRONMENT OF PACIFIC JEANS GROUP
 Healthy working environment for each and every person ensured by top level
management
 Decentralization of decision making regarding health & safety for each worker
 Fairness & openness in whole factory
 Respect for each individual
2.23 ENVIRONMENTAL INITIATIVES BY PACIFIC JEANS GROUP
Pacific Jeans ensures their commitment towards sustainable development for the environment as
well as the community. Continuously, they try to make balance between corporate development
and environmental sustainability. They take following initiatives for the environments:
 Having the Effluent Treatment Plant in each unit to purify waste water.
 Making heavy investment on high teach machines.
 Having highly reflective flooring.
 Constructing energy efficient light sources.
 Generating energy using waste heat
2.24 CORPORATE SOCIAL RESPONSIBILITY
Schools : Pacific Jeans foundation has established
 One primary schools ( Amena Biddya Niketon ) &
 Two high schools ( Latifpur A A Jhalil High school &Haj . Khaja K alu Shah R. Girls H
School ) for local community where people are very poor and survive from hand to
mouth .
Scholarships : Since 2016 Pacific Jeans Foundation has started scholarship program for poor
students of local community .
In the year of 2017 , Pacific Jeans foundation provides tuition fees to 27 schools and 5
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colleges.Total 872 students got this tuition fees
Pacific Jeans foundation provides foods and stationary to those students .It also provides
financial support to the poor talented students of Sitakunda Upazila .
Orphanage:
Since 2010 Pacific Jeans foundation donates for orphan students (total 300 students ) of 17
orphanage located in Sitakunda Upazilla
Integration of Eye Care to Workforce
Pacific Jeans Group has been initiated Free Eye Care Campaign to provide primary eye care to
the workers by the support of Fred Hollows Foundation . This campaign ensures the following
facilities
 Free eye check up
 Medicine free of cost
 Provides spectacles
 Arranges free operation when needed
Women Empowerment
 WSD (Writing Skill Development ) program for female workers those who can read but
can’t write
 Health program
 Skill development program Pacific Jeans joined “ Pathways for Promise” program of
Asian University for Women (AUW) for Ready Made Garments workers
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2.25 CSR ACTIVITIES DURING COVID 19
To minimize the risk of covid 19 Pacific Jeans has taken following steps
 A team always ensures that every employee washes hands properly and wears mask
 Floor manager always monitors to identify if anyone is sick or not
 The sick employees are sent to the doctor and if they need sick leave ,Pacific Jeans
provide sick leave with pay
 Pacific Jeans provides the gloves and masks to all employees ,workers and staff in free of
cost
41
CHAPTER THREE
THEORICAL ASPECT OF
HUMAN RESOURCE MANAGEMENT
42
3.1 DEFINATION
Human resource management is the process of acquiring employees, providing orientation,

training them to develop skills ,providing performance appraisal and providing compensation
and benefit ,ensuring their, safety and welfare measures in compliance with legal obligation
(Gary Dessler,2011)
ACQUISITION
1)Human Resource Planning
2)Recruitment and Selection
3)Employee socialization
MAINTANCE DEVELOPMENT
1)Employee safety and
health HRM 1) Employee Training
2) Management and
2) Employee relation Career Development
MOTIVATION
1) Job Design
2) Performance
Evaluation
3) Rewards
/compensation
FIG : ROLE OF A HR MANAGER
43
3.2 PRINCIPLE OF HRM
 Putting right man in the right place by a careful program of selection procedure and
placement.
 Training the new recruits for developing technical competence to perform so that they
can discharge their duties and responsibilities efficiently.
 Transforming the organization into a coordinated entity of different departments
permitting reduction of interpersonal and inter-departmental frictions and conflicts.
 Ensuring employee security with opportunity, incentive and recognition, thereby
encouraging employees to stick to their jobs in the hope of advancement in the firm and
thereby reducing turnover and loitering.
 Supplying proper equipment and promoting right conditions of work to facilitate
production at lower possible cost.
 Ensuring production and distribution of superior quality goods and services for catering
to the rising and changing requirements of the consuming public.
 Rewarding star performers. Reward should be earned, not given.
 Providing participation in decision making and ensuring transparency in communication.
(Khan and Taher 2015)
3.3 FUNCTION OF HRM
 Conducting job analysis

 Planning labor needs and recruiting job candidates
 Selecting job candidates
 Orienting and training new employees
 Managing wages and salaries (Compensating employee)
 Providing incentives and benefits
 Appraising performance
 Communicating (interview, counseling, disciplining)
44
 Training and developing managers

 Building employee commitment
 Talent management
 Diversity management
 Career management
(Gary Dessler, 2011)
3.3.1 JOB ANALYSIS
Definition
Job analysis is a systematic process of collecting information about jobs that need to be done
and the knowledge ,skills , abilities that individual that needs to perform the jobs effectively and
efficiently
(DeCezo & Robbins,2010)
JOB ANALYSIS
JOB DESCRIPTION JOB SPECIFICATION
Duties or task to be carried out The skill knowledge that are essential
on the job for performance
3.3.1.1 Process of Job Analysis
ORGANIZATIOANAL SELECTING
REPRESENTATIVE COLLECTING DATA
ANALYSIS
POSITION
DEVELOPING JOB DEVELOPING JOB REVIEWING

SPECIFICATION DESCRIPTION COLLECTED DATA
45
3.3.1.2 Methods of Job Analysis
 The Interview
 Questionnaires
 Observation
 Participant Diary
(DeCenzo & Robbins ,2010)
3.3.2 HR PLANNING
3.3.2.1 Definition
the process through which organization determines its human resource needs in order to ensure
optimum number of employees without any surplus or shortage , than it is called human
resource planning”.
(DeCenzo & Robbins ,2010)
3.3.2.2 HR Planning Process
Personnel plans require some forecasts or estimates, in this case, of three things:
 Forecasting personnel needs

 Forecasting the supply of inside candidates
 Forecasting the supply of outside candidates
3.3.2.3 Importance of Human Resource Planning
By conducting HR planning , an organization can enjoy the following benefits
Reservoir of Talent: The organization can have a reservoir of talent at any time. Because of
having HR planning people with required skills are available to do the assigned tasks.
Preparing People for Future: Because of human resource planning ,a company can motivate
,train and develop employees in advance with a view to meet future needs of high quality
employees .
Cost reduction : . HR planning also prevents extra cost by preventing the shortage or
redundancy of manpower
46
Helping in Succession Planning: Human Resource Planning contributes greatly on

succession planning .With the help of the HR planning ,a company can prepare people for future
challenges. The star performer can be picked up and kept ready for further promotions whenever
the need arise .It also prevents the cost of external recruiting .
( Khan & Taher, 2015)
3.3.3 RECRUITMENT
Recruitment is the process of identifying potential candidates and stimulating them to apply for
the jobs ..Recruitment also means creating a pool of qualified applicants from where to recruit
3.3.3.1 Sources of recruitment
INTERNAL SOURCE EXTERNAL SOURCE
 Transfer  Advertisement
 Promotion  Job portal
 Company’s website
 Demotion
 Social networking site
 Current employees  Placement agency
 Retired employees  Job fair and walking interview
 Campus interview
 Telecommuters
 Military personnel
(Gary Dessler, 2011)
47
3.3.4 SELECTION
Selection refers to the process of choosing the best candidate at the right time to fulfill the vacant
positions in any organization . Selection process starts with an initial screening interview and
concludes with final employment decision ( DeConzo & Robbins ,2010)
3.3.4.1 Types of selection test
Cognitive ability test :It measures general reasoning ability and tests specific mental abilities
like memory and inductive reasoning . example : IQ test
Personality test : It measures basic aspect of an applicant’s personality such as introversion

,stability and motivation .example : Big Five Model
Physical ability test : It measures motor ability such as finger dexterity ,manual dexterity and
reaction time
Integrity test :It assesses the likelihood that applicants will be dishonest or engage in illegal
activity
Achievement test :It measures what someone has learned in a particular area like marketing or
human resource
3.3.4.2Recruiting and selection process
Formulating HR Recruiting Getting application

planning form filled by applicant
Reference checking Interviewing Using selection tools

candidates
Medical examination Candidates become

Final selection
employees
48
3.3.5 ORIENTATION
Orientation refers to the planned introduction of newly appointed employees with the co worker ,
supervisor ,departmental head and other persons of the organization and provides basic
background information about the organization
(Gary Dessler 2011)
3.3.6 REWARDS AND COMPENSATION
REWARDS : Reward refers to a thing that is given in recognition of service ,effort or

achievement .Reward plays an important role in increasing employees satisfaction and
commitments to the organization .
COMPENSATION
Compensation is the total cash and non cash payments that organization gives to the employees
for working in the organization
49
3.3.6.1 Nature and forms of compensation
TOTAL RETURNS
TOTAL COMPENSATION
CASH COMPENSATION
RELATIONAL RETURNS
BENIFIT
1) BASE
1) RECOGNATION &
2) MERIT STATUS
/COST OF 1. ALLOWANCE 2) EMPLOYMENT
LIVING 2. DISCRETIO SECURITY
NARY 3) CHALLENGING WORK
3) SHORT
BENEFIT 4) LEARNING
TERM
INCENTITIVE 3. LEGALLY OPPORTUNITY
REQUIRED
4) LONG BENIFIT
TERM
INCENTITIVE
So compensation = base + incentive+ benefit
Base pay = Base pay is initial amount that is paid to the employees of an organization excluding
the incentive and benefit ,.Companies disburse base pay in two form.
1) Salary
2) Wage
Incentive = It is a variable pay that is given to the employees for attaining a predetermined
work objective It is given to the employees to motivate them to work efficiently
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There are three types of incentive .They are
*) Individual Incentive Plan
*) Group Incentive Plan
*) Company wide incentive plan
Individual Incentive Plan : Individual incentive plan rewards particular individual employee for
attaining a predetermined objective .There are five types of individual incentive plan They are :
*) Piecework Plan
*) Time based Plan
*) Management Incentive Plan
*) Behavioral Encouragement Plan
*) Referral Plan
Group Incentive Plan : Group incentive plan rewards particular group for attaining a
predetermined objective .There are two types of group incentive plan .They are
*) Team based or small group incentive plan
*) Gain sharing plan
Company wide incentive plan : Company wide incentive plan rewards employees of the
company for attaining a predetermined objective .There are two kinds of company wide
incentive plan .they are
*) Profit sharing plan
*) Employee Stock Option Plan
Benefit :Employee benefit are optional ,non wage compensation provided to employees in
edition to their normal wage or salaries .
51
Discretionary benefit : Discretionary benefits are offered to employees by the organization

voluntarily ( not mandated by law) to motivate and to ensure commitment and engagement of the
employees
Major components of discretionary benefits are ;
 Payment for time not worked

 Health and security benefit
 Employee services
 Premium pay
Legally required benefit : .All the organization are bound to provide legally required benefit to
the employees in order to avoid legal action .Some legally required benefits are :
 Maternity Benefit
 Night shift allowance
 Employee provident fund
 Gratuity
Allowance :
Allowances are the financial benefits that are provided to the employees by the employers over
their regular salary. Some allowances are taxable under the head salaries, some are partly taxable
or fully non-taxable.
3.3.6.2 Compensation and Organizational strategy :
Lag the market strategy : Here the organization offers low compensation than the market with a
view to ensure cost leadership . By this strategy it is hard to attract competent employees . .It
also results in dissatisfaction of employees .
Compensation< the market (lag the market strategy )
52
Match the market strategy : Here the organization offers compensation that matches the market .
By this strategy it is hard to attract competent employees when labor market is tight. By this
compensation strategy ,passive job seekers are not attracted .
Compensation = the market ( match the market strategy )
Lead the market strategy: Here the organization offers high compensation than the market .By
this strategy it is easy to attract the competent employees . It results in employee satisfaction
Compensation > the market ( lead the market strategy )
3.3.7 PERFORMANCE APPRAISAL
Performance appraisal means systematic evaluation of an employee’s current and/or past

performance against his or her performance standards. It is crucial to boost employees
productivity and provide opportunity to improve performance
(Gary Dessler 2011)
3.3.7.1 Methods of Performance Appraisal

I. Graphic Rating Scale Method
It is known as linear rating scale. It refers to a scale that lists a number of traits and a range of
performance characteristics( from unsatisfactory to outstanding ) for each trait .The employee is
then rated by identifying the score that best describes his / performance for each trait
II. Alternative Ranking Method
.It refers to ranking employees from best to worst on a particular trait and .choosing highest and
lowest until all are ranked .
III. Paired Comparison Method
It this method, based on one trait each employee is compared to the other employees . It also
means ranking employees by making a chart of all possible pairs of the employees for each trait
and indicating which is better employee of the pair
53
IV. Forced Distribution Method
This method was introduced by Tiffen to eliminate the central tendency of rating .This method is
similar to grading on a curve ,predetermined percentage of rates are placed in various
performance categories
V. Behaviorally Anchored Rating Scale (BARS)
BARS was introduced in 1960s .It matches numeric rating scale with specific axample of good
or poor performance. It is a process of writing critical incidents ,developing performance
dimension ,reallocating incidents , scaling the incidents , developing final instrument .
VI. Management by Objectives (MBO)
The concept of MBO was introduced by Drucker . It is a process of setting the organization’s and
departmental goal ,discussing the departmental goal ,defining the expected result ,conducting
performance review ,and providing feedback .
VII. 360 Degree Appraisal
This method was introduced by General Electric Company of USA in 1992.With the 360
degree appraisal ,the employer collects performance information all around an employee – from
his or her supervisor, subordinate , peers and internal or external customers
( Gary Dessler 2011)
3.3.7.2 Process of performance appraisal
The performance appraisal process consists of three step
Step 1 :Setting the standard
Step 2 :Assessing the performance against those standard
Step 3: Providing feedback based on performance ( Gary Dessler 2011)
54
3.3.8 TRAINING AND DEVELOPMENT
The Training is a systematic activity performed to increase the skills, attitudes and the behavior
of an employee in order to perform a particular job.
Training: The act of increasing the skills, knowledge and ability of an employee for doing a
particular job with a view to bring a positive change in skill, knowledge and attitude of the
employees . (Gary Dessler, 2011)
Development :Development is a process by which employees acquire the skill , knowledge

,competency to perform the current job responsibility and capability to perform the future job
duties .
3.3.8.1 Training process
FIG : TRAINING PROCESS
55
3.3.8.2 Training methods
 On the job training

On-the-job training, also known as OJT, is a hands-on method of teaching the skills,
knowledge, and competencies needed for employees to perform a specific job within the
workplace. .
 Apprenticeship Training
Apprenticeship training is a combination of classroom instruction and on the job training in order
to improve the skills and ability to perform job duties and responsibilities
 Job instruction Training
In this method the trainer explains the way of doing the jobs to the trainees and if the trainees
make any mistake than the trainer corrects them
 Coaching
In this method the trainees are placed under a particular supervisor who is treated as coach and
the supervisor guides the trainees in performing job duties, provides feedback in case of any
mistake of the trainees the supervisor corrects them
 Committee assignments .
A group of trainees are asked to solve an organizational problem by discussing the problems .It
helps to improve the problem solving skills and the analytical skills of the employees
56
 Off the job training
The following methods of training fall under this category:
 Case study method

Usually under this method the employees are asked to solve a case by analysis and to find out
possible solution .This .method can enhance analytical ability and critical thinking power of the
trainees
 Audio-Visual:
It refers to providing training by using Film , Televisions, Video, and Presentations etc,
For example The Ford Motor Company uses videos in its dealer training session to stimulate
problems and reaction to various customer complains .
 Vestibule Training:
Mostly this method of training will be used to train technical staff, office staff and
employees who deal with tools and machines. Employees learn to use the equipment but the
are trained away from the job. This kind of training is done when on the job training is very
costly .
 Classroom lecture method
This will be suitable method when numbers of trainees are large .Lecture can be very helpful in
explaining the concept and principles very clearly .and face to face interaction is possible
.Through this method two way communication happens
 Role Playing:
In role playing ,a problem situation is stimulated and the employees are asked to assume the role
of a particular person in the situation .The participant interacts with other participants assuming
different roles .The whole play will be recorded trainee gets an opportunity to examine their
own performance .
57
 Programmed Instruction:
Programmed learning is a step by step self learning method that consist of three parts :
- presenting questions or facts ,

- allowing the person to respond and
- providing feedback on accuracy of answers
 Management Games:
In management games, trainees are divided into five- or six-person groups, each of groups
competes with the others in a simulated marketplace. People learn best by being
involved, . This help trainees to develop their problem-solving skills, as well as to focus
attention on planning rather than just carrying out plans . This can developing leadership
skills and fostering cooperation and teamwork
3.3.8.3 Training and development program for managers
Nowadays in order to sustain in the competitive market organizations arrange training and
development program for managers .The objective of this kind of program is to improve current
or future performance of managers by increasing knowledge ,changing attitude or increasing
skills . ( Gary Dessler 2011)
On the job training for managers :

 Job rotation
 Action learning
Off the job training for managers :
 Case study method

 Management games
 Role playing
 Executive coach
58
3.3.9 INDUSTRIAL RELATION
Industrial Relation:
The Industrial Relations or IR focuses on the relationship between the management and
workmen and the role of a regulatory body to resolve any industrial dispute.. Where industry
focus on the production activity in which the employees are engaged in, while the relations
show the relationship between the management and the workers within the industry
. The Industrial Relations mainly cover the following:
 Regulatory body to resolve industrial disputes.
 Collective Bargaining.
 The role of management, unions and government.
 Labor Legislation
 Worker‘s Grievance handling system.
 Disciplinary policy and practice.
 Industrial Relations Training. (Business Jargons, n.d.)
3.3.09.1 Cause of Poor Industrial Relations:
 Tendency to exploit workers by the employers

 Inefficient management
 Uncompromising attitude of management towards the grievances of workers.
 Absence of responsible trade unionism
 Authoritarian attitude of welfare activities and incentive measures
 Unfavorable political and economic environment
 Inter union rivalry
 Disregard towards labor laws.
( Khan & Taher ,2015)
59
3.3.9.2 Collective bargaining:
The Collective Bargaining is the process of negotiation where the unions (representatives of
employees or workers), and the employer (or their representative) meet to reach agreement of
issues related to wage, the number of working hours, work environment and the other terms of
the employment.
. (Business Jargons, n.d.)
Process of Collective Bargaining: The process of collective bargaining comprises of five steps that are
followed by both the employee and the employer to reach an amicable solution.
DISCUSS PROPOSE
PREPERATION
SATTLEMENT BERGAIN
FIG : PROCESS OF COLLECTIVE BURGAINING
Preparation: At the first step, both the representatives of each party get prepared for the
negotiations that is going to be carried out during the meeting. Each member should have
knowledge about the issues to be raised at the meeting and about the labor law..
Discuss: Here, both the parties decide the ground rules of the negotiation and the prime
negotiator is from the management team who will lead the discussion. Also, the issues needs to
be discussed in the meeting are identified at this stage.
Propose: At this stage, the chief negotiator begins the conversation with an opening statement
and then both the parties present their initial demands. This session can be called as a
brainstorming, where each party gives their opinion that leads to arguments and counter
arguments.
60
Bargain: The actual negotiation begins at this stage, where each party tries to win over the
other. The negotiation can go for days until a final agreement is reached. If the both parties can
not reach to a settlement than the third party plays the role of arbitration and settle the argument
Settlement: This is the final stage of the collective bargaining process, where both the parties
agree on a common solution to the problem discussed so far. The mutual agreement is prepared
and it is signed by the representative of the both parties
. (Business Jargons, n.d.)
3.3.10 CAREER MANAGEMENT
Career can be defined as a general course of action a person chooses to pursue throughout his /
her working life .Career management is the process by which employees better understand and
develop their career skills and interest and use the skills and interest more effectively their
career The objective of career management is to assist employees to improve their performance
and to align the aspiration of employees with organizational objective . (Gary Dessler 2011)
The benefits of the career management to the organization are described below:
 It facilates the organization to recruit within the organization

 It facilates the organization to solve staffing problem
 The organization can satisfies employees needs through career management
 It enhance employees motivation
 It ensures employment equity
3.3.11 DIVERSITY MANAGEMENT
Diversity is compared with a mix of salad. Diversity management is a part of human resource
management .It means the differences between people that can include dimensions of race
,gender ,age ,physical abilities ,religious belief and political beliefs .Diversity introduce different
perspective, new ideas, and new insights Diversity management generates great ideas which
results in innovation.
61
CHAPTER FOUR
FINDING AND DISCUSSION
(OVERALL HR PRACTICE OF
PACIFIC JEANS GROUP )
62
4.1 JOB ANALYSIS
Generally HR department and other authorized person conduct the job analysis process .
At the time of job analysis , Pacific Jeans follows the below steps.
Step 1: DETERMINING THE JOB POSITION WITH THE HELP

OF ORGANOGRAM
STEP 2: COLLECTING INFORMATION ON DUTIES AND

RESPONSIBILITIES
STEP 3: LISTING ALL ACTIVITIES
STEP 4: SELECTING RATING FACTOR
STEP 5 : DEVELOPING JOB DESCRIPTION AND

SPECIFICATION
FIG : STEPS OF JOB ANALYSIS
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4.1.1 methods of job analysis
Method of
Job analysis
observation Questionnaire
interview
FIG : METHOD OF JOB ANALYSIS
4.1.2 Job analysis for workers
job analysis for workers is done by the HR department along with the concerned authority.
Job description :
Pacific Jeans prepares job description for the workers.
Job specification:
Pacific Jeans provides a green color book named “ Employee’s Service Rule and Code of
Conduct “ to every worker which contains all rules and regulations that the workers should
follow after the employment
64
4.2 RECRUITMENT AND SELECTION
Pacific Jeans group has four layers of hierarchy of employees.
Senior management
Junior management
Staffs
Workers
FIG : HIERARCHY OF EMPLOYEES
1st two layers of employees ,senior management and junior management are recruited by
corporate HR
Last two layers of employees , staffs and workers are recruited and selected by Unit HR.
4.2.1 Recruitment Policy

Pacific Jeans always follows labor law and BEPZA law for recruitment and selection process.
Some common mottos are cited below
 Equal employment opportunity

 No discrimination in gender, sex ,religion and color
 Right man for the job
 Fair judgment for all employees
 Respect for individual
65
4.2.2 Recruiting source
Recruiting source of employees
 Employee referral
 Newspaper
 Transfer
 Social media
 Promotion
 External agency
 Existing database
FIG: INTERNAL AND EXTERNAL RECRUITING SOURCE OF EMPLOYEES
Recruiting source of workers
 Personal contact  Advertisement in

daily newspaper
 Staff / worker
referral  Banners
 Leaflet
FIG : INTERNAL AND EXTERNAL SOURCE OF WORKERS
66
4.2.3 Recruitment and selection of managerial level
Step 9: Onboarding
:
Step 8 : Joining
Step 7: Selection
Step 6 : Interview
Step 5 : Written
Assessment
Step 4: Resume
screening
Step 3 : Sourcing
Step 2 : Job analysis
Step 1 : Requisition for

personnel
FIG : STEP OF RECRUITING AND SELECTION PROCESS OF EMPLOYEES
 Requisition for Personnel

 Than the Manpower Requisition form is approved and signed by the GM of HR and
Admin (Group) and by the Managing Director. If there is any position vacant which
should be fulfilled immediately than the staffing needs arise.
 After identifying staffing needs , the particular department HR completes the ‘Manpower
Requisition Form’ and submits it to the Corporate HR for initiating recruitment and
67
selection procedure .The particular department must attach the resignation letter of
previous employees along with the form.
 The department head must prepare a document containing job description and job
specification of the particular position and submit it to the corporate HR.
 Job Analysis
Corporate HR conducts the job analysis of the post which needs to be fulfilled by discussing with
Head of the particular department .It case of new position they just review and update the
current job description. But in case of new position they prepare job description specifying the
skill ,knowledge and ability to perform the job
 Sourcing :
If the job is not fulfilled from internal source than the corporate HR provides the advertisement
in newspaper , social media describing the job description ,job specifications ,salary, benefits .
 Resume Screening
 Resume screening is done for proceeding a candidate to the next level
 CV that are sent by the applicants are received and read by the corporate HR
 Corporate HR shortlists those applicants who fulfill the job requirements
 Candidates are shortlisted based on the following qualification
*) Educational qualification *) Hometown
*) Work experience *) Years of experience
*) Personal qualification *) Age
*) Management competencies *) Extracurricular activities
 Written Assessment
The shortlisted candidates are informed about the written assessment at least 5 days before the
assessment via email/ SMS / telephone .Corporate HR measures the candidates analytical ability
,and computation ability by making question for 20 marks out of 50 and the concerned
department measures skill ,knowledge ,ability against job criteria by making question for 30
68
marks out of 50..Candidates who passes and achieve highest mark in the written test are selected
and call for the interview
 Interview
 The corporate HR fixes date ,venue and time for the interview
 The candidate is informed about the interview at least 5 days before the date of interview
 The interview board consists of a person from the corporate HR and others from the
concerned department .In case of technical position , an external may be included in the
interview board to assess the technical expertise of the candidates .
 A competency based interview is taken where the candidate can negotiate
compensation/salary
 Selection
 The candidate who achieve the highest mark gets selected

 Than the reference and the background of the candidate is checked
 Than medical test of the candidate is taken
 After getting final approval from the MD/Director ,the selected candidate is informed
about the joining details
 Joining
After being selected , at this stage the new employee join to the particular department of the
organization .
 Onboarding
Onboarding starts when a newly recruited employee has been joined. It is a process by which the
newly recruited employee starts to know about the culture of the company and the working
process, Through onboarding the new employee gets socialized with the coworker and
supervisor .
69
4.2.4 Recruitment and selection for Staff and Workers
All the factories of Pacific Jeans maintain a recruitment policy for the staff and the workers . All
the factories follows the rules and regulations stated in the BEPZA but sometimes the buyers
imposes some extra rules and regulations which are also maintained by all factories of Pacific
Jeans
 Every worker is recruited through following the recruitment policy

 Recruitment is done without any discrimination in nation, age, gender, religion
 The workers are recruited by the recruitment committee
 For recruiting the workers, advertisement is given on the banner ,posters,newspaper
 Anybody who is under 18 is not recruited as worker
 Birth Certificate must be provided before joining
 Before joining workers must have to provide national ID card ,medical certificate ,blood
group certificate , commissioner certificate .
 Appointment letter must be provided by the company to the newly recruited worker .
 If any worker is not retrenched within 3 months of appointing then he / she will be
regarded as a permanent worker
70
NEED ARRIVAL OF PRIMARY

ASSESMENT THE WORKER SELECTION
ON GATE
FIG : RECRUITMENT AND SELECTION PROCEDURE OF WORKER
71
RECRUITMENT AND SELECTION PROCESS FOR WORKER IN DETAIL
The process that Pacific Jeans follows for the recruitment and selection for workers are described
shortly
Step 1 Need assessment
After identifying the manpower need ,manpower requisition form is prepared and is sent to the
HR department .Than the senior management gives approval for the requisition and selection of
a worker .
Step 2 Arrival of the worker on gate
After seeing advertisement on the banner ,leaflet the workers appear in the gate .
Step 3 Primary selection of the worker
After arrival of the worker the primary selection of the worker is done , The worker who are
healthy are sent to the next level and those who are weak are not selected .
Step 4 : Token
In this step , a token is given to the selected worker
Step 5 Secondary selection and assessment
Here the candidates fill up the assessment form
Step 6 Medical test for workers and staff
Here the health check up of the employees is done to access the physical fitness of workers.
Step 7 Technical test
Here the workers go through the technical test to ensure that they can use the machine properly
Step 8 Unit HR Interview
At this level the unit HR takes the interview of the workers
Step 9 : Final selection of joining
This step is done by
72
 Overseeing the recruitment process

 Overseeing the physical fitness
Step 10 : Salary fixation
Here the salary of staff and workers get fixed
Step 11 :Issuance of appointment letter and joining
The selected workers and staffs are issued appointment letter and placement of newly recruited
workers is done
Step 12 :Orientation
Here the newly recruited employees are introduced to other employees workers and supervisors
.The newly recruited employees also get ID card and other documents
4.3 USE OF EMS SOFTWARE
EMS software stands for Employee management software by which Pacific Jeans maintains all
information of employees ,staff and workers
EMS software performs two major functions related to employee management
1. Time &
Attendance
(Performed by HR 2. Payroll (Performed by
Department))
Accounting Department)
Time and attendance
Time and attendance cover the information of new employee .For doing so the employees are
given a Id card number according to sub departments
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Payroll
This activity of EMS software is performed by accounting department
4.3.1 Starting process of EMS software
Proximity Machine
Receiving
Download Machine
Process
EMS Software
Provide output
FIG : STARTING PROCESS OF EMS SOFTWARE
4.3.2 Tools of Times and Attendance
 Leave option
It shows all the leaves enlisted to the employees and number of leaves that are enjoyed by the
individual employee
 Job card
It is a monthly attendance sheet of employees . the based on it salary sheet is prepared
 In and out time
It records the in and out time of the employees
 Shift transfer
workers duty is transferred from day to night automatically based on this
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 Employee information
It contains personal file of employees
Apart from this ,EMS also performs the following functions
 It maintains details of salary such as Basic salary, House rent allowance ,Medical
allowance and incentives such as food subsidiary ,transportation allowance ,lunch and
dinner allowance etc .
 It maintains detail information about provident fund and contribution amount of the
employees on provident fund
4.4 TRAINING AND DEVELOPMENT
Pacific Jeans always conducts international standard training program to enrich skills, knowledge
,ability of the employees and workers. It also organizes technical and motivational training for
the employees and staffs to increase efficiency and effectiveness of performance. Training that
are required by the buyers are also conducted .Besides this several training are conducted to
educate the staffs and employees about ,rules and regulation of the organization
4.4.1 method of training
ON THE JOB TRAINING OFF THE JOB TRAINING
 ORIENTATION
 SPECIAL MEETING  SLIDESHOW AND
 JOB INSTRUCTION DISCUSSION
4.4.2 training for management employees
LEADERSHIP EXPLORATION AND DEVELOPMENT (LEAD)Lead is an initiative taken

taken by the corporate HR in order to increase skill ,knowledge, ability of employees so that they
can improve performance .Its a five step program where the mid level manager can prepare
themselves to take greater responsibility
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LEAD consist of the following steps
Step 1 : EXECUTIVE TALK
The objective of the step is to minimize the gap between senior management and the junior
management .the rapport building happens in this stage so that the senior and the junior
management can work together to fulfill the objective of the organization
Step 2 : BAY BRIDGE
Here sharing of the knowledge is happened .The management use various kinds of matrix and
area of improvement .
Step 3 : LEARNING AND DEVELOPMENT
The objective of learning and development is to train the individual on result of gap matrix to
minimize the knowledge gap .
Step 4 : FORWARD FOCUS
Here the management team focus on the following activities
 Return on investment
 Evaluation
 Ensure sustainable growth or development
Step 5 : LEADERSHIP In this stage the future leader is chosen on the basis of competency,
knowledge and emotional intelligence
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4.4.3 Training for staffs and workers
TRAINING DISCUSSION TRAINERS PARTICIPANTS

TOPIC
SUBJECT
COC(code of Company Vision , Sustainability Staff and Workers
conduct )
Mission, COC and Buyer COC team
Health 1. Health and safety Sustainability Staff and Workers

and safety policy and
training 2. PPE Engineering
3. Emergency team
preparedness plan
Environment 1. Environment Policy Sustainability Staff and Workers
2. Energy saving and
3. Waste Management Engineering
team
Fire safety 1. Fire training Fire safety Staff and Workers
officer
Worker 1. Grievance procedure Sustainabili Staff and Workers
commun 2. Disciplinary policy ty team
ication 3. Anti-harassment, abuse
and anti-bribery.
Wages and 1. Working hour, HR and Staff and Workers
benefit
overtime, wages and Sustainabili
benefit ty team
Cardio Pulmonary Resuscitation Doctors and First Aider &

First Aider as first aid at emergency. sustainability Electrician
training
team.
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Chemical Chemical Storage & Chemical Handling

handling
Handling, sustainability Workers &
team
supervisors.
CTPAT 1. Security training HR team, Staff

2. Threat awareness sustainability
training team and
security
officer.
Fire training The steps that needs to be Staff and workers
taken in case of break out
of fire
Sustainabili Workers
Risk 1. Determining control ty team
assessment & measure to mitigate the
risks
training in 2. Implementation of control
factories to measures
prevent 3. Follow up and monitoring.
accidents and
occupational
diseases
Maternity 1.number of days of maternity Doctors Pregnant female
leave Workers
awareness and
2.term and condition of getting
training maternity leave sustainabili
ty team
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4.4.4 Other Training for junior management
Result focus People focus Business focus Technical focus
Drive for result Communication Customer focus MS excel
Planning and Team working Commitment to

organizing excellence
4.4.5 Other Training for senior management
Result focus People focus Business focus Technical focus
Problem solving Emotional intelligence Business awareness New process

Methodology
Creativity Integrity Sustainability Advance Level to
MS Excel
4.5 PERFORMANCE APPRAISAL
4.5.1 Performance appraisal
Pacific Jeans has established a culture of continuous improvement in the performance .

Management has taken an initiative an in house performance evaluation system named “ STEP
that means “success through effective performance to evaluate access the actual performance of
employees through an appraisal form for every fiscal year from July 1st till 30 June
The performance evaluation form is usually filled by appraise ( the employee who is being
evaluated by the line manager ) and appraiser ( who evaluate the employees performance )
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Information regarding performance appraisal form
The form consist of the following steps
Performance objective review of current year
Objective that need to be fulfilled
Overall all summary ( to be completed by appraiser)
Appraisee’s commitment following the review
Commitment by appraiser’s Manager
Proposal by Head of the department
Final recommendation
FIG : STEPS OF PERFORMANCE APPRAISAL

 Performance Objective Review of current year
The 1st step consists of three parts
 Achievement against agreed objective

Here the appraisee defines his / her key results area (KRA) and key performance indicator (KPI)
that was achieved in the current year by him /her and the line manager measures performance of
the appraises against KPI and KPA
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KEY RESULT AREA (KRA)
Key = crucial/ main
Result = outcome / end /consequence
Area = space / range
It defines the outcome of the area for which the employee is responsible for . In other words
,KRA defines the outcome or end result expected to be delivered
KEY PERFORMANCE INDICATOR
Key = crucial / main
Performance= Achievement / Attainment
Indicator = criteria
KPIs are used to evaluate the performance of the employees .It means a mechanism that is used
to present how the individual is able to achieve his performance goals. Here the performance of
the employees is evaluated against a specific criteria.
Outstanding Above On Target Nearly Under

(5) Target (3) There Performing
(4) (2) (1)
Extra ordinary Consistently Successfully Achieved most Could not achieve

performance that is accomplished achieved all of the objectives predetermined
beyond expectation objectives and targeted but could not objective
Also have objectives. achieve all
delivered objectives
results that
exceeded
some targets.
Fig : KPI / KRA rating of pacific jeans
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 Objective of next year

This part of appraisal form consists of the objective of next year that needs to be fulfilled
 Overall summary
This part of the performance appraisal form consist of the whole summary of the performance of
the appraise .and this part is completed by the appraiser
 Appraisee’s comments following the review

In this part the appraise put the comments based on the summary that is given by the appraiser in
the previous step
 Comments by the appraiser’s manager

After the completion of the previous steps the appraiser’s manager put the valuable comments
on the performance appraisal form
 Proposal by the head of the department

After the completion of the previous steps the head of the department makes proposal on
promotion of the appraise based on the performance .
 Final recommendation :
After completing the above cited steps ,finally head of the department may recommend to
promote the appraise to a higher position or to provide special increment based on the
performance.
4.5.2 Performance appraisal for the staffs and workers
Pacific jeans has established an effective performance appraisal system for the workers. The
workers are evaluated by HR department on the basis of ten individual criteria with standard
grading system. Through this evaluation system, the workers get appropriate and solid
increment on wage at the end of year. It has a great impact on the workers day to day
performance
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4.6 COMPENSATION & BENIFIT
4.6.1Salaries and wages
In Pacific Jeans Group ,HR department has its own policy for administration of salary and wage
The minimum wage for worker in BDT 8200/-which includes
Basic salary
House rent 50% on basic wage
Medical allowance Tk 1450 (fixed)
And others as per policy
While determining gross wage and salaries for all grade , Pacific Jeans follows the following
structure of fixed minimum wage for the workers of garments in EPZ under BEPZA 2018
Current minimum wage structure authorized by BEPZA
House rent Medical

50% on basic allowance
(fixed)
High skilled 9,000 4,500 1450 Tk. 14,950
worker ($ 182.32)
Sr. Operator 5,700 2,850 1450 Tk. 10,000
($ 121.95)
Operator 5,400 2,700 1450 Tk. 9,550
($ 116.46)
Junior 5,100 2,550 1450 Tk. 9,100
Operator ($ 110.98)
Helper 4,500 2,250 1450 Tk. 8,200
($ 100.00)
The above structure was approved by the Government on 14 th November 2018
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4.6.2 Overtime
FOR WORKER
 If any worker works more than 8 hours in a day than it is treated as overtime (OT)
 If any worker works in weekly and Govt. holiday, than total working hours count as OT
hours .
 A worker is allowed to work maximum 10 hours per day and 60 hours per week
including overtime
 If any worker works more than 8 hours in a day ,he /she will get double payment of his
/her wage.
 Overtime calculation = Basic wage ÷ 208 × 2 × Total O.T. hours.
(208 means total working hours in a month = 26 days × 8hours)
FOR STAFF
 In case of working from 8.00 am to 12.00 am continuously then it will be count as an

extra day . In case of working on weekly holiday and Govt. holiday ,working hours also
counts as an extra day
 Proportionate one day wage for each extra working day [Gross pay/30(calendar
month) × Extra days] will be paid
4.6.3 Maternity Benefit (APEENDIX 6)
The company calculates the maternity benefit for those female employees who are entitled to this
benefit by applying following formula
Maternity Benefit payment = Last three months income ÷ Attendance days × 112 days
But the female worker who has two alive children will not get this benefit but she will get the
leave that she is entitled
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4.6.4Bonus
Every worker will get the following benefits if she has completed minimum three months in the
company after the joining date
ATTENDENCE BONUS
Any worker who remains present in every day of a whole month is entitled to get attendance
bonus of tk 450 which reduce absenteeism
FESTIVAL BONUS
 All the workers are entitled to get two festival bonus in a calendar year
 Each festival bonus is equal to one month’s basic salary
 The concerned authority pays this festival bonus on the occasion of eid- ul- fitr and eid –
ul-azha separately .But the Hindu employees get the same amount on the occasion of
Durga Puja that the muslim employees get on eid ul fitr and eid ul azha
4.6.5 Food Allowance
TIFFIN ALLOWANCE
Every worker and staff gets tk 5 per day as tiffin allowance
DINNER ALLOWANCE
Every worker who does night shift is entitled to get 25 tk ( allowance with salary ) or arranged
food from hotel (at 35 tk)
4.6.6 Other Facilities
MEDICAL FACILITY
 Pacific Jeans Groups provides medical facility for those employees and workers who fall
sick while performing work. Each unit has a medical room for the purpose of serving the
sick employees and workers
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 Medical room consists of doctor ,nurse and medical attendance on shifting duties
 If any employee / staff gets seriously injured while performing duty that he/ she is
referred to the BEPZA hospital
 If any employee / staff is so injured that she /he can not be treated in the BEPZA hospital
than she/he is taken to CMCH hospital
 The company bears all expense of the injured workers up to his /her recovery
 In case of death of any employee /staff ,the company reaches the dead body to the
relatives along with all necessary requirements including ambulance for transportation
TRANSPORTATION FACILITY
All the employees ,workers and staffs are given transportation facility
If any employee can not get the transportation facility in any day than he /she is given a fixed
conveyance allowance with the salary
If any employee/staff/ worker lives near the company location and does not need any
transportation facility than she/he gets 100 tk as transportation allowance .
Transportation allowance varies from one place to another based on distance
DAY CARE CENTER ( APPENDIX 9)
Pacific Jeans Group provides day care center in each unit for the children of its female workers
whose age is less than 7 years so that the female worker can concentrate on their work properly .
The attendants can take care of total 27 kids .
CANTEEN FACILITY
In each unit a canteen / dining hall is available for workers ,staffs, and employees
PROVIDENT FUND
 All permanent workers are eligible to be a member of provident fund

 8.33 % of basic salary is deducted from basic salary in each month and is deposited in
the provident fund
 In order to manage provident fund there is a separate Trusty Board
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 The workers can take loan from provident fund after a fixed period of time
DORMITORY FOR FEMALE WORKERS
Dormitory facilities includes Canteen facility ,Common dining, Bathroom on every floor,
Security System, and Arrangement For Entertainment
Pacific Jeans Group has 151 rooms in BGMEA Dormitory for accommodating 1208 female
workers who work in various unit of the group .which is located in Chittagong Export Processing
Zone (CEPZ ) area
The company does not charge any fees at the 1st month of joining but from the second month the
company will deduct 500 tk from basic salary of female worker for providing dormitory facility .
4.6.7 Benefits and facilities for management employees
Benefits for Management Employees:

 If any Jr. /Sr. Management working from 8.00 a.m. to 12.00 a.m. continuously then it
is counted as an extra day.
 Proportionate one day wages for each extra working day. i.e. (Gross pay/30 (calendar
month) x Extra days) is paid.
 For weekly holiday and Govt. holiday work also treated as extra days.
 For Sr. Management: TK. 300/= for every extra working day.
 Bonus: Employees are entitled to get two Eid bonuses in a year. Each Bonus is
equivalent to one month’s basic salary.
 Travel Allowance: Management employees are provided travel allowance when they
travel out of the country or city on official purpose
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Domestic Business Trip (Outside Chittagong)

Category Mode Accommodation Food Pocket Local
of Journey Allowance allowance Money Conveyance
Per day Per day Per day Per day
Junior Bus/ Train Tk. 2000.00 Tk. Tk. 300.00 Tk. 1000.00
Management 1000.00
Senior Bus (AC)/ Tk. 2500.00 Tk. Tk. 500.00 Tk. 1000.00
Management Train (AC)/ Air 1500.00
FIG : TRAVEL ALLOWANCE OF MANAGEMENT EMPLOYEES
 In case of personal arrangement for staying the night an amount of Taka 600.00 for Junior
Management & taka 1000.00 for Senior Management are allowed as accommodation
allowance.
 Those who will travel by night by night train/bus and attend office in the following day are
entitled Tk. 500.00 for Jr. Management and taka 1000.00 for Sr. Management as extra
allowances
Facilities for Management Employees:
Management employees are also provided:
 Medical Facilities
 Production bonus for sewing section’s employees.
 Personal Loan and/ or Salary Advance Facilities,
 Transport facilities,
 Tiffin allowances
 Conveyance Allowance (In case of failure to provide transport in any day),
 Canteen Facilities: Junior management canteen and senior management canteen are available
for management employees in each unit of Pacific Jeans Group.
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Mobile Set/ Mobile Bill Facility:
The Company provides mobile phone set or bill paying facility (only for official purpose) to the
employees from the rank of Senior Manager and above.
4.6.8 Leaves & Holidays

Five types of leaves are provided to the workers/staffs/management employees in a year.
Maternity leave
 A female worker/staff/ management employee who has completed a minimum of six months
service is entitled, on application, to maternity leave with basic salary/wages for eight weeks
before and a eight weeks after the confinement on ground of maternity (Child-birth).
 This benefit is granted only twice in the whole period of service life of a female
worker/employee.
 Maternity leave for the second time is admissible only after a period of 3 years from the date
of availing of first such leave.
 A female worker/employee cannot enjoy maternity leave if her two or more child alive.
Casual leave
10 days in a year with basic salary/wages
Earned leave
 Every worker/ staff/ management employee who has completed one year of service is
eligible for 14 days earned leave with basic salary/wage (One day for every twenty two days
of work performed by him/her during the previous twelve months).
 In case of not taking such leave is added to the succeeding year until the earned leave due
amounts to thirty days.
If earned leave is refused in the interest of the company, the worker/ staff/ management
employee has the option to encase the leave so refused
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Festival Holiday:
 12 days festival holiday a calendar year with basic salary/wages.

 A worker/ staff/ management employee may be required to work on any festival holiday but
two days compensatory holidays with two day’s basic salary/wages is allowed to him/her
within thirty days immediately after that holiday.
If he/she so desires in writing, two days' basic salary/wages in lieu of compensatory holiday is
also granted.
Sick leave
14 days in a year with basic salary/wages.
4.6.9 Group Insurance

Through group insurance policy Pacific Jeans ensures the benefit of their all workers, staffs &
employees in case of death, permanent and total disability of body, permanent partial disability
of body .The motive of this is to help the disable employees to survive and to support the family
of a death worker, employee
 Areas Cover by Group Insurance:
 In case of death because of sickness, or in case of natural death 200000 tk is paid
 In case of Accidental Death ,. 400000 tk is paid
 In case of Permanent and Total Disability: The Company pay the amount mentioned in
the Bangladesh labor law 2006 by recognizing Total and Permanent Disability as the
entire and irrevocable loss of:
 Both eyes,
 One eye and one hand above the wrist,
 Both hands above the wrist,
 Both feet above the ankle,
 One eye and one foot above the ankle.
 One hand above wrist and one foot above the ankle,
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4.6.10 Increment policy

NORMAL INCREMENT : Every worker / staff / management employee is entitled to get
minimum 10% increment of basis salary yearly
SPECIAL INCREMENT
 If any worker is very dedicated and competent than apart form normal increment he /she
gets special increment based on performance
 Every year , in the month of July ,this kind of increment is being granted
 For special increment ,separate increment sheet is maintained
4.6.11 Deduction Policy

For any damage of Proximity Card ,BEPZA CARD Pacific Jeans Group does not deduct a
single penny from the salary. The Deduction from salary is done from salary sheet only for
Provident fund ,PF loan interest and employee taxes as per the law of the country
4.6.12 Production incentive Bonus:
Production Incentives bonus is paid to Sewing Department as details provided below:
Category Rate per day
Operator
Mechanic Tk. 60
QC
Issue Boy/Girl (Staff)
Helper
Ironer Tk. 20
Mechanic Helper
Input Boy (Worker)
Staff Tk. 80
Supervisor
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4.6.13 Service Benefit or Gratuity:

The workers who have completed more than 5 years of service in the organization are entitled to
get the service benefit .For every 5 years service , workers get 2.5 month’s basic salary . But this
benefit is not introduced to the employees yet .
.
4.6.14 Wage Payment:
The company pays salary to the management employees through Bank Asia / Standard Chatter
The company pays wage to the workers and staff through DBBL
Here two ways by termination.
Termination
Termination by Termination by
employer employee
Suspension Resignation
Lay off
Rentrenchment
Discharge
Stoppage of
work
FIG : WAYS OF TERMINATION OF EMPLOYEES
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Termination Benefit:
 If any employee is retrenched or terminated from the service than he /she will get the
amount of provident fund that she /he is entitled to get .
 If any terminated or retrenched employee has he has leave that she / he has not enjoyed ,
the company pay in lieu of that leave.
Termination benefit and any other dues payments of terminated employees are paid within 7
days from the date of termination.
RESIGNATION
 A permanent employee who is going to resign from the company ,is required to give one
month’s notice to the company describing the reason of resignation.
 If the particular employee fails to provide the required notice, he/she has to pay in lieu of
such notice
 No employee against whom a disciplinary proceeding is pending can resign from the
service of the company unless 60 days have elapsed from the drawing up of the
departmental proceeding. Provided that the company may allow such employee to resign
on such conditions as he may deem fit.
4.8 CAREER DEVELOPMENT & SUCCESSSION PLANNING
Pacific Jeans Group practices succession planning by mentoring, providing job rotation, and
filling the vacant position that is caused by retirement, death or new business opportunities .
Succession Planning is applicable for Key management personnel and senior management
position
Procedures of succession planning:
Step 1 : Identifying the key management position in the company
Step 2 : Capabilities needed for successful performance in those position is profiled
Step 3 :Identifying and assessing potential successor
Step 4: Determining capability gap
Step 5: Planning for improvement of successor
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4.9 GRIEVANCE HANDLING PROCEDURE
Pacific Jeans maintains specific procedure for bringing the grievance of the workers/ employees
before the senior management .Pacific Jeans always takes necessary steps in handling the
grievance of the workers / employees
Grievance handling procedure :
 If any worker has any problem / complain than she / he submits the complain to the
department head in written
 If the department head can not provide satisfactory solution than the problem is
transferred to the human resource department by workers representative and welfare
Committee
 The human resource department inquires the matter and provide a solution in written to
the concerned workers
 If the solution given by the HR department is not satisfactory than the complain is
transferred to the BEPZA industrial relation department through the workers
representative and welfare council
 The decision of the BEPZA industrial relation department is considered the final solution
of the complain .
4.10 DISIPLINARY ACTION
If any employee /worker is found guilty , the management takes the following action against the
employee/worker
 Censure
 Stoppage of increment or promotion
 Reduction in rank
 Dismissal from service
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CHAPTER FIVE
SWOT ANALYSIS
95
5.1 STRENGTH
 Pacific Jeans has good reputation in the world market for product quality .
 It has Strong Bargaining Power over Buyers
 It is capable of making unique designs
 It has large scale production capacity
 It maintains large workforce( current manpower is 28000 approximately)
 It has efficient and experienced management
 It maintains up to date technology based on automated machine
 Pacific Jeans delivers products within 65 to 95 days of placement of order
 It uses high quality of fabric in production
 It has well reputation for corporate social responsibility
 It organize International standard training program through national and international
organization like Bureau Ventas (BV) and other expertise .
 It has own power station ,Testing Lab ,Innovation Center ,Laser Section,Effluent
Treatment Plans
 It has favorable corporate culture and healthy working environment
 It has sound and considerable financial resource to support growth of company’s
business
 It has best wet process among the South West India .The core strength of company’s wet
process is less water technology
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5.2 WEAKNESS
 Pacific Jeans depends highly on imported raw material
 It only concentrate on jeans related products
 The turnover rate of worker is high
 Workers are not highly educated and skilled
 Pacific Jeans does not provide any quota facility
 Supply chain only deals with the procurement
 There is no separate administration department . All the task of administration is done by
HR department
5.3 OPPORTUNITY
 Pacific Jeans imports abundant tax free raw materials and there is no restriction from
Government
 Consumers have demand for new design
 The demand of jeans in world market is increasing
 Pacific Jeans has good reputation of product quality in outside world increases more
option of export
 The company is located besides sea port . So it is suitable location for export and import
 It is now moving to diversification to meet boarder range of customer needs in the
global market
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5.4 THREAT
 The competitiveness in export is rising due to open market facilities
 Economic situation in whole world due to covid 19 is hampering the garments industry
 Political situation of country is not stable
 Competitors have lower price and also have better distribution network with more sale
places
 The demand of the buyers keeps changing
 The price of the raw materials is increasing
 New competitors are entering in the market
 The barraging power of buyers is increasing
98
CHAPTER SIX
AREA FOR IMPROVEMENT
RECOMMENDATION
&
CONCLUSION
99
6.1 PROBLEMS REGARDING HR PRACTICE OF PACIFIC JEANS
Every system usually has some areas which needs to be improved .During my internship
program I have observed the following problems regarding HRM practices
PROBLEM 1 : Problem associated with recruitment and selection :
Pacific Jeans uses limited external recruiting source .It does not use job fair , campus interview
for recruiting . For this it can not grape the opportunity to recruit and employee the innovative
and talented people. Moreover at the time of selection the background of the worker is not
checked properly .For this reason Pacific Jeans becomes victim to many unethical practices done
by the workers .
PROBLEM 2: Problem associated with compensation and benefit
Pacific Jeans always follows match market strategy for compensation. For this reason it can not
attract passive job seekers .Service benefit has not introduced to the management employees yet
.Lunch benefit is not introduced to the employees and staffs . Pacific Jeans does not have
enough recognition and reward program for employees and staffs . For this reason the job
satisfaction of the employees and workers is not up to the mark .
PROBLEM 3 :Problem associated with performance appraisal
The performance appraisal system of Pacific Jeans is not well developed In case of management
employees , the performance appraisal is done by the manager and in case of workers ,the
performance appraisal is done by the floor supervisor ..360 degree performance appraisal
method is not used in Pacific Jeans . As a result the performance appraisal system is biased .
100
6.2 RECOMMENDATION
From my learning I can suggest the following recommendation that might be useful for
recovering the above sited problems
RECOMMENDTION 1 : In order to solve the problem associated with recruitment and
selection Pacific Jeans should use more external source of recruitment such job fair ,campus
interview . By doing so it can recruit and hire the talented and innovative people which can be a
source of competitive advantage. The background checking of the workers should be done
properly to avoid unethical practice of the workers .
RECOMMENDATION 2: In order to solve the problem associated with compensation and
benefit ,Pacific Jeans should use lead the market strategy for compensation in order to attract the
passive job seekers .Service benefit should be introduce to the management employees along
with the workers .Lunch benefit should also be introduced .effective reward and recognition
program should be introduced in order to increase motivation and engagement of the employees
and workers
RECOMMENDATION 3 : In order to solve the problem associated with the performance
appraisal ,Pacific jeans should use 360 degree performance appraisal .than the biasness of
performance appraisal will be reduced .
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6.3 CONCLUSION
Effective human resource management department is mandatory for any organization

sustainability .Only effective and efficient employees can ensure quality ,productivity
,profitability and customer satisfaction for an organization which creates competitive advantage
for the organization . Human resource department is must for ensuring best utilization of
human resource and for placing right people at the right place at the right time ,
Pacific Jeans is one of the leading companies in the RMG sector which have achieved
tremendous success since its establishment. It has been possible only because of its skilled
management, well trained, dedicated employees and excellent quality products. The Company
tries to hold good corporate governance by maintaining discipline and sincerity all over the
organization through its skilled and dedicated employees
The management of Pacific Jeans creates a positive environment for the workforce , increases
the skills by providing training ,nurtures the skills of the employees by proving opportunity to
use the skills ,and takes care of the employees by providing compensation and benefits .
Nevertheless the company has some areas that need improvement regarding the HR practices . If
the company implements the suggested recommendation than it can ensure 100% commitment of
the employees which will create competitive advantage in global and local market .
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CHAPTER SEVEN
INTERNSHIP EXPERIENCE
103
INTERNSHIP EXPERIENCE
After completing the theoretical courses , the students are offered the internship program in order
to align the knowledge that was learned in classroom with the knowledge of practical world
.Through this internship program the students get the opportunity to apply theoretical knowledge
in practical field which facilities their future career .
My internship experience is not as good as I expected due to COVID 19 . For COVID 19 I got
the opportunity to work in Pacific Jeans only for 7 days .Then for the sake of my safety Pacific
Jeans did not allow me to work .But I have collected the information for this report by oral
communication via mobile phone .I am grateful to those people who have been kind to me by
giving the valuable information to prepare this report .
By oral communication via mobile phone I came across various activities of HR practices of
PACIFIC JEANS GROUP such as
 Recruitment and selection process of management employees

 Performance appraisal process
 The training and development method they use
 The compensation and benefit that they provide to the staffs ,workers and management
employees
 Use of EMS software
 The disciplinary action they take to maintain positive work environment
 The production process such as designing , cutting, sewing ,dry process, wet process,
finishing etc.
 Norms of corporate culture ,discipline, dedication towards job and the organization.
 The way to appreciate good performance and the way to revoke workers when they
make mistakes .
In spite of many difficulties due to COVID 19 this internship program has satisfied my
overall objective of gathering knowledge on overall HR practices of Pacific Jeans Group,
finding the area of improvement of HR practices of Pacific Jeans Group .
104
REFERANCE
BOOKS
o DeCenzo, D.A., & Robbins, S.P. (2010). Fundamental of Human

Resource Management.10th ed. USA: John Wiley & Sons Inc.
o Dessler, G. (2011). Human Resource Management. 12th edi. New Jersey,

USA: Pearson Education, Inc.
o Khan, D. A., & Taher, D. A. (2015). Human Resource Management and

Industrial Relations. 4th ed. Dhaka, Bangladesh: Abir Publications
WEBSITES
 https://bepza.gov.bd/app/webroot/ckfinder/userfiles/files/Wage%20Circular%20
2018.pdf
 https://businessjargons.com/industrial-relations.html
 https://businessjargons.com/types-of-collective- bargaining.html
 https://www.pacificjeans.com/
105
APPENDICES
APPENDIX 1 : Vision ,mission and values of Pacific Jeans
APPENDIX 2 : Activities to create social awareness
APPENDIX 3 : Recruitment form of employees
APPENDIX 4: Appointment letter of employees
APPENDIX 5 Performance appraisal form
APPENDIX 6 : Form of maternity benefit
APPENDIX 7 : Application form of claiming earned leave
APPENDIX 8 : Dormitory
APPENDIX 9 : Day care center
106
APPENDIX 1: VISION , MISSION AND VALUES OF PACIFIC JEANS
APPENDIX 2 :ACTIVITIES OF PACIFIC JEANS FOR CREATING SOCIAL AWARENESS
107
APPENDIX 3 : RECRUITMENT FORM OF EMPLOYEES
108
APPENDIX 4 :APPOINTMENT LETTER OF EMPLOYEES
109
APPENDIX : 5 PERFORMANCE APPRAISAL FORM
110
111
112
APPENDIX 6 : FORM OF METERNITY BENEFIT
113
APPENDIX 7 :APPLICATION OF CLAIMING EARNED LEAVE DUE TO RESIGNATION
114
APPENDIX 8 :DORMITORY
APPENDIX 9: DAY CARE CENTER
115
THANK YOU
FOR YOUR CO- OPERATION
116

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INTERNSHIP REPORT ON

Date of Submission: 3rd November, 2020

3rd november ,2020

Subject: Submission of Internship Report.

I have great pleasure to submit you my internship report on “A Study on Human

She is permitted to submit the Report.

The chapter 3 is about the theoretical aspects of Human Resource Management. To

The chapter 4 is about the different functions of Human Resource Management

The chapter 7 is about my experience that I have gathered through my internship

1.1 INTRODUCTION ……………………………………………………………………………………………...12

COMPANY PROFILE ………………………………………………………………………………………….17-41

CHAPTER THREE ( THEORICAL ASPECT OF HUMAN RESOURCE MANAGEMENT )

3.2PRINCIPLE OF HRM …………………..……………………………………………………………………45

3.3 FUNCTION OF HRM……………………………………………………………………………………….…45

3.3.1 JOB ANALYSIS ……………………………………………………………………………………45-46

3.3.2 HR PLANNING ……………………………………………….…………………………………….46-47

3.3.4 SELECTION …………………………………………………………………………………………………….48

3.3.6 REWARDS AND COMPENSATION …………………………………………………………50-53

3.3.7 PERFORMANCE APPRAISAL …………………………………………………………………53-54

3.3.8 TRAINING AND DEVELOPMENT …………………………………………………………55-58

3.3.9 INDUSTRIAL RELATION …………………………………………………………………………59-61

3.3.10 CAREER MANAGEMENT ……………………………………………………………………….…61

3.3.11 DIVERSITY MANAGEMENT…………………………………………………………………….…61

4.1 JOB ANALYSIS ……………………………………………………………………………………………63-64

4.2 RECRUITMENT & SELECTION …………………………………………………………………65-73

4.3 USE OF EMS SOFTWARE……………………………………………………………………………73-75

4.4 TRAINING AND DEVELOPMENT ………………………………………………………………75-79

4.5 PERFORMANCE APPRAISAL ……………………………………………………………………79-82

4.6 COMPENSATION AND BENEFIT ………………………………………………………………..83-92

4.7 TERMINATION & RESIGNATION……….……………………………………………………92-93

4.8 CAREER DEVELOPMENT & SUCCESSION PLANNING………………………………93

4.9 GRIVENCE HANDLING PROCEDURE……………………………………………………..…….94

4.10 DISIPLINARY ACTION ……………………………….……………………………………………………94

CHAPTER FIVE ( SWOT ANALYSIS )

CHAPTER SIX ( PROBLEM ,RECOMMENDATION,CONCLUSION)

6.1 PROBLEMS …………………..…………………………………………………………………………………100

INTERNSHIP EXPERIENCE …………………………………………………………………………………….104

place at the right time .

Pacific Jeans Group is a world class fashion wear manufacturing ready-made-garment in

related to employee policy making, HR planning, recruitment and selection, provides

effective performance management, compensation and benefits, safety etc. In a word

employees workers and the effective HR department .

1.2 OBJECTIVE OF THE STUDY

Practical knowledge of HRM that is practiced in any organization

1) To know the company profile

1.3 SCOPE OF THE STUDY

1.4 METHODS OF THE STUDY

Sources of Primary Data:

Sources of Secondary Data :

1.5 LIMITATIONS OF THE STUDY

 Due to COVID 19 ,I could not gather practical experience on HR Practices of

2.1 BACKGROUND INFORMATION

Pacific Jeans Group is one of the country‘s leading Ready-Made-Garment (RMG)

1) Maintaining good relationship with all stockholders

2) Fighting against dishonesty ,fraud, corruption

3) Recognizing the contribution of all individuals

4) Ensuring equal employment opportunity

5) Ensuring health and safety of the workers

6) Ensuring proper utilization of resource