Rising Group

HR Policy Analysis
Selection Recruitment and Benefits Calculation

Prepared For: Prepared by:

MGT 351.11
Name Id
Shahid Hossain Md. Ashraful Alam 1511326030
Etika Palit 1510506030
Summer 2017
Irfan Bin Alam 1421703630
North South University Nilima Rahman 1231073630
 Letter of acknowledgement

August 16. 2017

Shahid Hossain
Senior Lecturer
Department of Management
North South University,
Dhaka

Subject: Letter of Transmittal for the submitting our report.

Dear Sir,
Here is the report on Rising Group. We have done our report on “Human Resource
Management process of Rising group”.
It is a great pleasure to accomplish and submit.

Sincerely,
Md. Ashraful Alam
On behalf of everyone

Name Signature
Md. Ashraful Alam
Etika Palit
Irfan Bin Alam
Nilima Rahman
 Table of Contents

Sl. No Title Page No.

1 Executive Summary 1

2 Background 2

3 HR Department Philosophy and Future 3

Direction
4 Selection Process 4

5 Recruitment and Hiring Process 5

6 Probation Period 12

7 Training Policy 12

8 Benefits 14

9 Provident fund & Gratuity calculation 15

10 Recommendation 15

11 References & Conclusion 16

 EXECUTIVE SUMMARY

The readymade garment Sector plays an important role in the economic development of
Bangladesh. As our biggest foreign currency earner, it made up 10% of the country’s GDP in
every year. According to the Transparency International Bangladesh (2017), Two thirds of
country’s labor force (approximately 4 million) is engaged in this sector, of which almost
85% are women. It is the biggest formal sector employer in the country and is considered the
backbone of the economy.

Rising group is a manufacturing garment manufacturing company that manufactures textile

products, yarn and knit fabric. It provides one stop service like Yarn, Dyeing & Finishing,
Stitching, Printing, Washing, Packaging, Button & Thread manufacturing facilities. They
have huge contribution in Bangladesh apparel exports. They have professional management
team their company environment is friendly to set-up to run marketing, sourcing, commercial
and production.

Here we have mentioned that company mission and vision. Also tried to cover that
companies portfolio, HRM process to achieve goals and the selection and recruiting process.
In this report we have tried to show the contribution of Rising group in Bangladesh.

In addition, this study makes an attempt to cover almost all the areas of knit manufacturing
operations of Rising Group.

1
 BACKGROUND

Rising group is started in 1997 with 120 machines at Mirpur in a rented building. This
company had a small manufacturing and exporting unit. The unit was meeting
customer's demand of qualitative woven items like men's shirts, shorts, pants, etc. This
company started to dramatically changed in 1999 when they started a 2nd unit of
manufacturing. They committed to deliver qualitative service as per needs of the various
customers like USA & EU markets.

They own five knit & woven manufacturing units in Mirpur and Ashulia in Dhaka city. The
total floor spaces almost 249,000 Sq. Ft in four buildings where sewing, cutting, finishing and
packaging performed. They provide smart services and maintain time schedule to deliver the
goods. They recognize by cultural, legal and ethical systems exist in which countries where
they purchased goods from all over the world.

Rising group is also own textile product units in two Spinning Mills having 66,240 ring
spindles and 1,800 rotors covering a total area of 295,000 Sq. ft and an area of 155,000 Sq. ft
for production of knit fabrics, dyeing, finishing, washing, printing, button and thread
manufacturing along with WTP and ETP facilities.. They started with one branch in 1997,
and now 14th individual branches in DHAKA ,BANGLADESH which is great example of
postmodern structure and one of the finest building in Bangladesh. Nargis Mahmud is the
chairman of Rising group Bangladesh. These nice personalities have well defined mission
and vision. Their mission is in quest of professionalism and perfection characterized by a
relentless pursuit for innovations and a focus towards nurturing lasting customer relationship.
Their vision is groups’ investment will continuously be directed at quality manpower, cutting
edge information technology, product refinement and survives through the changes as the
present century demands.

2
 HR Department Philosophy and Future Direction:

The development of the HR Management Philosophy is a long term process. The philosophy
is usually informal and respects values and opinions of the main stakeholders. The leader of
the organization has a significant influence on the HR Philosophy. The HR Leader is the next
one influencing the philosophy significantly.

The informality of the HR Management Philosophy is important. It differentiates it from

the HR Strategy. The philosophy is the set of values, behavior and practices. The practices
are extremely crucial for the leader. The leader is not interested in written formal HR
policies. The leader is interested in the real decision processes in the organization. They can
be really different from the written rules (as people do not follow them, they follow the
philosophy.

A stronger network-driven approach for human resources will also help transform the
profession into a model of continuity. In other words, HR initiatives will start to shift from
episodic processes to more of a continuous cycle of talent management, mirroring the
ongoing activity of networks. Fostering a network mentality within HR will not only promote
collaboration but also a deeper integration of the HR function into daily business operations

3
Selection Process
The process involves evaluating and hiring qualified applicants for open positions. M.M.
Hossain the assistant manager of HR and Admin of Rising group claimed that specific
methodology is used for collecting information about an applicant in order to determine if
that individual should be hired (Personal Communication, July 27, 2017). The selection
methods shall be followed by an employee.

Procedure of the Selection Process

Method of Recruitment

When a position becomes vacant due to resignation/separation of an employ recruitment of a

budgeted new position becomes necessary, the appointment shall be made by:

• Direct recruitment
• Internal recruitment from existing employee subject to the qualification and suitability
of the candidates for the higher position.
• Internal recruitment from existing employee’s reference (relatives/friends etc.) subject
to the qualification and suitability of candidates.

Forward the Requisition Form To Human Resource Department

In case of a staffing requirement (Replacement or New), the HOD should fill a staff
requisition form and forward to HR department, which is responsible for the recruitment
procedure. Due importance must be given by the HOD to fill the format and define
competency requirements such that the selection process becomes more focused. The HR
department shall be responsible for initiating action such as advertising for the vacancy, use
of recruitment consultants, and use of panel of past shortlists of candidates as may be
appropriate after requisite approvals.

4
Sourcing CVs & Short Listing

Rising Group being an equal opportunities employer, positions to be recruited are advertised
both internally and externally. Sourcing of as can also is done through existing CV bank,
employee referrals and consultants. HR department and concerned ex HOD shall screen the
CVs to make the short-list as per the job description, qualification, experience and skill with
careful review of the Company need. The short-listed candidates on approval by Head of HR
may be called for interview or suitable testing.

Recruitment and Hiring Process

Applicability

This policy relate to employment of all stuff, officers, and executive.

Core Policy

According to M.M. Hossain (personal communication, July 27, 2017), Rising Group is
committed to select and employ the most suitable persons for the available person by the way
of:

➢ Effective and appropriate screening and selection

➢ Effective and appropriate are relevant of skill, training ,experience , education and
knowledge necessary for successful job performance
➢ The hiring policy shall confirm to existing status position and salary structures
➢ Under 18 years old are not allowed to apply as an employee of this company
➢ Most important things like certificate, birth certificate, Graduation certificate needed
mostly for candidate.

Hiring Policy

Rising group makes reasonable efforts to recruit, assess and select job applicants based on
predetermined qualifications that do not arbitrarily discriminate against any qualified person
(M.M. Hossain, personal communication, July 27, 2017). He also argued that it is the
company’s intent under this policy to hire individuals based on their overall qualifications
and ability to perform the essential functions of a specific position with or without reasonable

5
accommodation. It shall be the responsibility of the Head of HR to develop recruiting,
assessment ,selection and related hiring programs and procedures to ensure that this policy is
carried out in the most efficient, timely and lawful manner reasonable in each case of a hiring
decision’s

Recruitment Procedure

• All permanent remunerated positions will be advertised through relevant networks, on

relevant website through local employment services, or on the company’s bulletin.
• All advertisements (if required) must be approved by the Managing
Director/Respective Director if the cost exceeds the allocated budget, by the board.
• All contact regarding the position is to be directed through reception / front desk ,
with all applications marked ‘Confidential’ and posted to the HR department
• Basic record of the recruitment process is to be maintained. Records should include
information about position description sent, applications received (including
applicants name, addresses and contact numbers.
• The short listing and interview process will by a panel
• At the conclusion of the recruitment process, all applications will be filed for six
months in the staff Recruitment File in the Department.

Job Description Policy

The company believes that one of the most important thing in Recruitment process is Job
description policy should be enlisted to recruitment policy thus the candidates would know
the requirements and skills are needed for to perform their duty and successfully perform the
job.

Job Description shall be developed for new positions that have been authorized by the CEO/
Managing Director prior to initiating the hiring process. It would clearly state the duties of
the post holders as well as the reporting line. All of the responsibilities will be done by HR
Department.

6
Recruitment and Selection

Rising Group begins its recruitment procedure when candidates are needed and the process
ends when all applications are submitted. HR division of Rising Group screens out the
applicable ones, and rejects that applications which are not according to the recruitment
policy. While recruiting an individual certain thing needs to be checked first.

1. Work environment
2. Communication environment
3. Conflict management
4. Motivational strategy
5. Incentives

Recruitment process of Rising Group

Personal planning & vacancy Announcement:

The recruiting process starts when the human resource department receives
requisitions for recruitment from any department or branch of Rising Group.
Decisions about the positions which are needed to be filled are taken by the HR
department by engaging in personnel planning and forecasting. HR department of
Rising Group sends a notice to the branches, where vacancy post is needed to fill, to
know about their desired personal needs.

Categories and Classification of Post:

TAO (TRAINEE ASSISTANT OFFICER)

➢ Minimum Graduation from any discipline

➢ Graduation Degree from any public university and UGC approved private universities
➢ No 3rd class/division result is accepted
➢ Age – maximum 27 years
➢ Experience - No needed

7
 FOR JUNIOR OFFICER/CASH OFFICER

➢ Minimum graduate degree from any discipline. MBA /Master degree holder will be
given extra preference
➢ Graduate Degree from any public university and UGC app
➢ No 3rd class/division result is accepted
➢ Age- maximum 27 years Experience - No needed Probation period – 1 year.

FOR MANAGEMENT TRAINEE OFICER (MTO)

➢ MBA/MBM/Master’s degree from any discipline Development studies, Economics,

Finance, Accounting, MIS, Marketing
➢ GPA- Minimum 3.0 out of scale 4.0
➢ MBA/MBM/Master’s Degree from any public university and UGC approved private
universities
➢ No 3rd class/division result is accepted
➢ Age- maximum 30 years
➢ Experience - No needed
➢ Probation period – 1 year

FOR SENIOR OFFICER (SO)

➢ MBA/MBM/Master’s degree from any discipline- Business administration,

Management, Development studies, Economics, Finance, Accounting, MIS and
Marketing
➢ GPA- Minimum 3.0 out of scale 4.0
➢ MBA/MBM/Master’s Degree from any public university and UGC approved private
universities
➢ No 3rd class/division result is accepted
➢ Experience – Minimum 2 years relative work experience with bank or any other
reputed company

8
Employee shall mean person in the employee of Rising group and shall be classified as
follows

➢ Probationer Employee: A person who is provisionally employed to fill permanent

vacancy in a post and has not completed the period of probation.
➢ Contractual Employee: A person who has been employed on a contract.
➢ Temporary Employee: A person who has been employed for work which is a
temporary nature and likely to be finished within a limited period.
➢ Permanent Employee: A person who has been employed on a permanent basis after
successfully of his or her probation period.

RECRUITMENT CHANNEL

Rising Group limited recruits their employees through 2 channels:

1. Internal recruiting channels: Existing employees are important sources of internal

recruiting channel as they know the company very well than new ones. Internal
candidates can easily mix in with the organization. Basically Rising Group do this
internal recruitment when experienced employees are needed to fill up the vacant
position.

The internal recruitment process of Rising Group

• Managers informs about the vacant post or potions

• HR looks for files about the candidates
• HR makes a short list and forward it to top management
• Interview session start which is taken by HR managers and top management
• Positions are filled by the desired candidates which are selected by the top
managements.

2. External recruiting channels: Sometimes inner sources of the company are not that
significant for the vacant post. In these situations the HR division seeks applicants

9
 from outside. MTO (Management Trainee Officer), ATO (Assistant Trainee Officer),
JO (Junior Officer) this post are filled through external channels.
• The external channels are explained below:
• Advertising: Advertising through national daily Bengali or English
newspaper is the most popular channel. At the same time social media,
job based websites are another effective and efficient way to advertise.
Prothom-alo.com, bdjobs.com are some of the most popular job sources.

Employee referrals- Employee referral is also done at some point but for MTO post it
doesn’t happen practically speaking

10
 Recruitment & Selection Process

Company’s Operation Plan

HR budget allocated to each

Vacancy created due to
unit/Company at the
separations or unplanned
beginning of the year or
activity
new project (Plant)

Staffs requisition form. Line managers to fill Staff

Data Bank Requisition Form
Forwarded to HR dept.

HR sources the
Circulate Internally
required resumes

Employee Referrals Resume received

Consultants Screening/short list as

per position

Advertise
Interview call Short Not Rejected
List Suitable

Interview Panel To
Conduct Interview

Management Select successful All to fill the

Approval candidates Interviewer’s Rating
form

Offer Letter
Issue of letter of
Probation Period
appointment on joining
duly singed by the
Managing Director
11
 Probation Period

➢ All new staff will be on probation for a period of 3-6 months. During this period the
contract may be terminated from either side by giving 30 days’ notice.
➢ A monthly review on work plan will be done regularly and at the end of 3-6 months, a
final review on the basis of monthly reviews shall be carried out and if the
performance is found to the expectations of the company then the staff members
services are confirmed.
➢ In exceptional circumstances the probation may be extended for further period as
agreed to by the managing director depending upon the indications of likely
improvement of the staff member. If however after this period the staff members
performance is not still considered satisfactory, then he/ she will be terminated or
dismissed.
➢ On confirmation, all benefits (not applicable for the probation period) will be
backdated to the start of the employment.
➢ Staff on probation for the first 3-6 days leave to be availed one day at a time. In the
event of change of probationary period, such as staff shall be entitled to pro-rated
casual leave and sick leave on the basis of above limits.

Training Policy:
OBJECTIVE

To provide guidelines for the development of the employee such that he or she can constantly
upgrade and hone skills for professional/personal development. This initiative on an ongoing
manner shall aim enhance productivity, quality of output, boost employee morale, develop
multi skill, growth and develop a situation of unsupervised superior performance in all facets
of work environment amongst one and all.

Process

Training Needs Analysis (TNA)

The Training Needs Analysis process follows on from the Performance Appraisal, where
training and development needs are discussed in relation to performance. The training needs

12
of each employee are reviewed jointly by the Supervisor/HOD (Appraiser), and the Head of
HR. A training plan and budget is then developed for each function and approved by
Managing Director.

Training Plan

The Organizational Training Plan covers all forms of training, which will include OJT (On
the Job Training), experience assignments inside and outside the Company courses (internal
& external) and coaching.

Since the nature of business at Rising Group is multi-discipline oriented, the training plan
will essentially cover the following three dimensions:

➢ Business Specific Training (Skill / Knowledge)

➢ Training on Generic Behavior (attitudinal training)
➢ Training for future inputs or skill required by the Staff to undertake a new
responsibility

Training Budget

According to Rising group (2015) A training budget IS developed each year based on the
Training Plan and is intended to predict and control all external training expenditure. The
costing of training plan is made by the Head of HR, who is the budget-holder for the training
budget.

External Training Courses

Pre-Course Advice Letters

➢ After a course has been approved by the Managing Director, a letter is sent to the
Pre-Course Advice Letters course delegate summarizing all the arrangements,
including course location, travel, accommodation, dates, expenses & other
administrative arrangements.
➢ Post-Course Report

13
 ➢ All employees upon attending any program shall make a written report and Post-
Course Report supplement the same with a presentation to the rest of the colleagues in
the office. This shall be considered an important part of each training.

Benefits Offered by Rising group

Earned Leave:

An employee may be granted Casual leave up to 10 days in any calendar year.

Sick leave:

For sickness a maximum period of 14 days per calendar year is granted to an employee.

Extraordinary leave:

The managing director may at discretion sanction extraordinary leave without pay and
allowance to an employee for a period not exceeding 1 month during his entire service under
the company. It will not count as continuous service.

Maternity Leave:

Maternity leave will be granted to the female employees to a maximum 12 weeks ( 8weeks+
8 weeks) who have completed a minimum 1 year service with Rising group. Maternity leave
will be allowed twice in the whole service period.

Paternity Leave:

Paternity leave will be allowed to the male employees to a maximum 3 days who have
completed a minimum 1 year service with Rising group.

Festival Leave:

Festival leave shall be granted to the employees to a maximum 11 days.

14
 Provident fund & Gratuity calculation
Rising group follows certain rule according to which the provident fund benefits are given.
Only the permanent employees of the company are privileged enough to enjoy this benefit.
As per rule a trust deed and provident fund rules are prepared. All permanent employees of
the company need to contribute 7% of their basic salary as the subscription to the fund.
Likewise the company also contributes equal amount of the employees’ contribution. At last
the members are credited by the interest earned from the investments at a yearly basis. For
example, an employee has been serving Rising group for the past 10 years and he is
considered one of their permanent employees. His basic salary was Tk20000 at the
beginning. He contributes 7% of his basic salary to avail the provident fund benefit. The
company contributes 7% to this scheme. Now let us find out how much provident fund the
employee will receive after 10 years of his job (80%).

Years Basic SalaryEmployee`s Employee`s Employers Total

contribution contribution contribution
per month per year
(7%)
1st year 20000 1400 16800 16800 33600
2nd year 22000 1540 18480 18480 36960
3rd year 24200 1694 20328 20328 40656
th
4 year 26620 1863 22361 22361 44721
5th year 29282 2050 24597 24597 49194
6th year 32210 2255 27057 27057 54114
7th year 35431 2480 29762 29762 59524
th
8 year 38974 2728 32738 32738 65476
9th year 42871 3001 36012 36012 72024
10th year 47158 3301 39613 39613 79226
Calculated Amount of Provident Fund 267748 267748 535496

Total Amount of Provident fund: 267748+ (267748*80%) = 481946

After 10 years his gratuity will be:

10th year Basic salary * Number of years in service

= (47158*10)

= 471580

15
Recommendation:

Rising group should give more assistance to improve the work environment in their
readymade garments factories, to reduce risks of accident and to fulfill the compliance
requirements at the factory level. Besides, an integrated and reasonable compliance
regulation will be prepared with the help of all stakeholders. This company should motivate
their employee to work good and should give them reward for excellent work.

Conclusion

A garment is a piece of clothing. It makes cloth for people. They sell their products on their
own country and export the cloths to earn foreign exchange. Rising group is a knit
manufacturing company. It has been established for local business work as well as foreign
works. Rising Group’s business target is to continue high quality and deliver smart services
and maintain time schedule to deliver the goods .They provide facilities towards its
employee. Training , recruiting, selecting process are taken by the manager to allocate
employee. Rising group is make different policies for their employee and improve the
HRM system.

References:

Mirshadul.A (2016, August 2015) HR Practices in Garments Industry in BD, The Daily Star.
Retrived from
http://www.academia.edu/4570182/Hr_Practises_In_Garments_Industry_In_Bd

Rafiul.R (2008, November 23) HRM of Garments of Bangladesh. Retrived from

http://www.academia.edu/15092424/Practice_of_human_resource_management_of_Garment
s_sector_of_Bangladesh

http://www.rising-group.com/

www.jobscircularbd.com/rising -group-job-circular-2017/

https://www.ti-bangladesh.org/...reports/4034-full-report-on-readymade-garment-sector.

16