Contents

1.0 Introduction ............................................................................................................................................ 2

2.0 COMPANY BACKGROUND ....................................................................................................................... 2
3.0 Literature Review .................................................................................................................................... 5
4.0 Methodology........................................................................................................................................... 7
5.0 Major Findings ........................................................................................................................................ 8
5.1 Leadership: .......................................................................................................................................... 8
5.2 Engaging managers ............................................................................................................................. 9
5.3 Employee Voice:................................................................................................................................ 10
5.4 Integrity: ............................................................................................................................................ 11
6.0 Discussion.............................................................................................................................................. 12
7.0 Conclusion & Recommendation ........................................................................................................... 13
References .................................................................................................................................................. 16

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1.0 Introduction
Employee engagement is a workplace approach designed to ensure that employee are committed
to their work roles and willing to go an extra mile for the organization. Employee engagement is
one of the most important tools for an organization to do well. HRM can only ensure the best
people who can fit to the organization. To make them work side by side and doing their part
perfectly ensure employee engagement towards their work. Whenever employees are engaged
towards their work it helps organization to achieve their goals. Making a great environment and a
good culture makes employee engaged towards their work. Whenever employees are engaged
they will be will to go an extra mile for the organization.

Organizations which have higher level of engagement experience four times higher financial
performance compared to organizations which has lower level of employee engagement.
Employee engagement relies on different type of drivers which ensure employee engagement.
Which are Leadership, engaging manager, employee voice and integrity? Leadership is all about
setting up mission, vision, strategies for every layer of departments and employees. The main
role of engaging employees is to make employees motivated towards their work. Have a clear
eye for the vision, know what the employees needs and wants. Employee voice illustrates the
level of the opinions of the employees are heard by the top level and an incorporated in the
organizational practice. Integrity is the degree which states that the values and trust worthiness of
an employee towards their organization.

All these terms are being covered in this project and have been constructed to evaluate the importance of
employee engagement in the organizational success. We have chosen Square Fashions Limited. It is one
of the leading companies in Bangladesh. It has been one of the leaders in pharmaceuticals industry and
having a lot of ventures in different industries makes it a huge company in Bangladesh. In a depth
interview with the executive HR Admin has been taken and their practices towards employee engagement
have been noted down.

2.0 COMPANY BACKGROUND

SQUARE stepped in Textiles business in 1997 by its yarns manufacturing unit namely Square
Textiles Ltd. With most sophisticated vertically integrated infrastructure SQUARE FASHIONS
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LIMITED (SFL) started its project in 2001 & production in 2002 with the combination of
modern Technology and skilled professionals which helped it to achieve the position to cater for
world’s top notch customers in a short span of time. Square Fashions Ltd. is on process of
becoming a one-stop destination for international RMG buyers.

Square Fashions Limited is producing a wide range Readymade Knit Apparels (Polo Shirts, T-
Shirts, Tank Top, Trousers, Hooded Jacket & Cardigan, Sports Wear, Undergarments, Men’s &
Ladies Fashions Wear, Kids Wear) & Circular Knit Fabrics both in open width and tubular width
in different weight. At present we have two Garments Units and two Fabrics Units and each unit
is adequately facilitated with cutting, embroidery, printing, sewing and finishing. The production
capacity of Garments Unit-1 & 2 is 60000 pcs/day & 45000 pcs/day respectively and the total
production capacity of Fabrics Unit-1 & 2 is 39.5 tons fabrics/day. The main fabrics
product lines are Single Jersey / Pique, Rib / Interlock, Fleece, Lycra / Viscose, Feeder Stripe /
Engineering Stripe, Jacquard Fabric, Double Mechanized Fabric, Single Mercerized Fabric, Flat
Knit Collar, Fully Fashioned Collar & Jacquard Collar. Total land area of the factory premises is
5212 decimal (52.12 acre) and more than 13,000 of human capitals are directly engaged in the
whole production process. Square Fashions Limited is providing free worker’s dormitories with
pure drinking water, lighting and cooking facilities, transportation, meals at work, recreational
facilities and round the clock medical service.

On the process of becoming a green factory, SFL is committed to set

up an environment pleasant working procedure through ensuring Rain Water Harvesting
Program, Green Environment Program, Organic Fertilizer Plant and decreasing CO2 Emission.
As awareness of its efforts closer to a congenial working environment, SFL awarded as “Best
Workers’ Friendly Knitwear Industry” in Bangladesh. We also uphold Ethical Trading Initiative
(ETI) based codes protecting Freedom of Association, Safe working Conditions, Regular
employment, Reasonable working hours which is Free from Bonded & Child Labor and
Discriminatory as well as damaging treatment. Square Fashions Limited set up as a one-
stop source for the world knit apparel market to meet customer’s
expectation supplying feature products and services on time. SFL is stubborn to procure the
most advanced and sophisticated technological know-how for producing preferred product and

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quoted to its customers with self-assurance “YOU NAME IT WE HAVE IT”. Square Fashions
Limited conquers the best possible stage of expertise through non-stop improvement of
the expert administration system as well as to make certain whole transparency in all elements of
its business.

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3.0 Literature Review
Employees who are engaged in their work and committed to their organization give companies
crucial competitive advantages- including higher productivity and lower employee turnover.
There are many drivers of employee engagement within organizations. Many authors and
organizations focus on drivers of engagement they have heard of and try to incorporate them into
their own organizations.

(MacLeod & Clarke, 2009) identifies the top ten work place attributes which will result in
employee engagement. The top three among the ten drivers listed by Perrin are: Senior
management’s interest in employees’ well-being, Challenging work and Decision making
authority.

(MacLeod & Clarke, 2009) study has found that almost two thirds’ (60%) of the surveyed
employees want more opportunities to grow forward to remain satisfied in their jobs. Strong
manager-employee relationship is a crucial ingredient in the employee engagement and retention
formula.

CIPD (2006) on the basis of its survey of 2000 employees from across Great Britain indicates
that communication is the top priority to lead employees to engagement. The report singles out
having the opportunity to feed their views and opinions upwards as the most important driver of
people’s engagement. The report also identifies the importance of being kept informed about
what is going on in the organization.

After surveying 10,000 NHS employees in Great Britain, Institute of Employment Studies
(McBain, 2006). points out that the key driver of employee engagement is a sense of feeling
valued and involved, which has the components such as involvement in decision making. For
this, employees feel able to voice their ideas, the opportunities employees have to develop their
jobs and the extent to which the organization is concerned for employees’ health and well-being.

According to (Woodruffe, 2006), Training and career development plays a big role in employee
engagement. People are more likely to be engaged in their jobs if they know the organization
will give them the opportunity to advance and grow their careers.

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The oldest consulting organization in conducting engagement survey, Gallup has found that the
manager is the key to an engaged work force. James Clifton, CEO of Gallup organization
indicates that employees who have close friendships at work are more engaged workers (Clifton,
2008).

Vance (2006) explains the fact that employee engagement is inextricably linked with employer
practices. To shed light on the ways in which employer practices affect job performance and
engagement, he presents a job performance model. According to him, Employee engagement is
the outcome of personal attributes such as knowledge, skills, abilities, temperament, attitudes and
personality, organizational context which includes leadership, physical setting and social setting
and HR practices that directly affect the person, process and context components of job
performance

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4.0 Methodology
For collecting primary data we went to Sqaure Fashions Limited. We had interviewed Mr.
Sayeef-Al-Nahian Khan who is working as HR Executive of that organization. We used a
questioner according to the project outline. In order to confirm the regularity of information on
all relevant factors we used the questionnaire as it is a more structured approach. For the findings
and analysis part there was almost twenty sixteen to twenty questions we asked in the interview
session.

For the secondary data we took help from the internet. We used lots of related research
regarding our organization and the given topic. Our instructor is also an important guideline to us
to complete this project. Apart from that our class lecture worked as a very good helping hand to
get secondary data.

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5.0 Major Findings
5.1 Leadership:
Informing employee your mission, vision and objective of the organization?

Mission and vision of the organization are made clear to an employee by making it continuously
visible in front of them. For exam the Facebook group they have contains a cover page that has
the company’s mission and vision written on it. Every merchandise provided for free (note pad, t
shirt etc) has the mission vision inscribed in it.

What are the ways the organization ensure that the employees understand the impact of
contribution of achieving organizational vision, mission and objective?

The employees have their meeting every 15 days with their supervisor and give updates and
receive feedback. At everyone’s presence when an individual present his progress report he also
gets a chance to see what others are doing and how his piece of work fits in the puzzle.

Promoting transparency:

The HR department makes sure that they portray the realistic job review. And also the managers
make sure that there is nothing hidden like the extra job function and responsibility. Finally they
ensure transparency by sharing results

Promoting employee empowerment:

Awards like Employee of the month/year is given to the employees based on their performance.
Besides they are sometimes given task beyond their authority level so that they feel they are an
important part of the organization.

Promoting ownership:

When a task is assigned to a manager full responsibility is handed over him. He can make any
decision as long as it does not collide with the company policy. Which creates a sense of
ownership in him.

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5.2 Engaging managers

How the organization ensure the managers are engaged:

To make sure the managers are properly engaged after every 15 days they are to provide a
progress report to their higher authority in a meeting.

Organizational policies that ensure involvement of employees in decision making process:

As mentioned earlier there is a policy of conducting a meeting every 15 days for all levels of
employee with their immediate supervisor. In the meeting they provide their progress report and
also passes on any idea they have to improve the system. Then the supervisor convey the idea to
the department chair in their meeting with him.

Involvement of managers in day to day operations to ensure that the organizational visions
and objectives are achieved.

Managers give employee the specific goal to achieve and they set time limit to achieve that goal.
The employees design their own job and they design their job to achieve their specific goal and
which in turn contributes to the achievement of the overall goal of the organization. Each day
they work to achieve that goal. The managers make sure employees are going in the right
directions and correct them when necessary.

Employee Appraisal and Feedback

They shared a few information about their employee appraisal system. From what was informed
to us, we understood that they follow a 360 degree appraisal system.
They get feedback every 15 days of their appraisal.

Support in terms of coaching, training, and mentorship.

There are always coaching and on the job training in Square textiles limited. Mentorship training
is done on the job directly mentored by the supervisor. After recruitment in the probationary
period the employee have to go through 2 terms of training before getting permanent.
Besides training is also done to upgrade employee to give them promotion in higher position.

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Leadership development and Special Trainings:

As mentioned above a group of specific employee have to go through a special training.

Especially employees at MTO post go through this training. This training are done to prepare
employees for higher position.

Designing a job and its time frame:

Jobs are designed mainly by the HR department then sent to the respective department where
there is a vacancy. After the department approves the job design the action plan is implemented.

Time frame is set by the supervisor for a specific plan. Where the subordinates has to report
about the progress every 15 days.

5.3 Employee Voice:

Ensuring that the voice of the employees is heard and how is it incorporated:

As mentioned earlier every 15days all the employee conduct a meeting with their superior and
submit progress report, share their Ideas and talks about their problem. The department chair
conducts a meeting with all their employee at least once a month to exchange words. Besides any
employee can take an informal communication channel and contact the department chair.

 Grievance management: Grievance management in Square Fashion limited is based on

1. Examining the causes of grievance. 2. Decisioning 3.Execution and review.
In case of serious complain the employee can directly contact with the department chair
through informal communication.

 Individual Feedback: Mentioned above, Feedback is given/recieved in an envelope in

the routine 15 days meeting. And also some feedback are given/taken loud in the meeting
as a learning process for everyone, so that others don’t make the same mistake.

Feedback is incorporated: There is an employee satisfaction survey. Which is done every 6

months.

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Employee survey: Yes employee survey is conducted as mentioned above. It is done every 6
months.

5.4 Integrity:

Stated Values implementation and Monitored:

At the end of every year HR audit is conducted to find out various loop holes and defects in the
human resource process.

Compliance management:

As a reputed company Square fashion maintains strict compliance management. The managers
are strictly instructed to maintain standard determined by the top management.

Maintain integrity and HR Audit:

During recruitment a realistic job preview is provided maintaining transparency about what the
organization has to offer in exchange of the work received from the employee.
Internal HR audit is conducted every year. Which is a continuous process and aimed to
continuously improve the Human resource function of the organization.

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6.0 Discussion
From the findings and the interview several things came in. Which includes the leadership style
the organization prefer, how much engaged the employees are to the organization, how much the
management encourage employee engagement and if the organization keeps its promise and
maintain integrity.

We found that the company encourages it employee and motivates them through rewards. They
follow a transactional leadership process which is based on reward and punishment.

The employees of square fashion knows about their work. They have a clear idea about how are
they contributing in the organization and where are there valuable piece of work is going to fit to
reach the organizational goal.

The organization has a very remarkable way of involving and monitoring the managers and all
the employees. Which is the routine 15 days meeting where progress report of an individual
work is given to the supervisor by his subordinates.

The organization need to focus on more external recruitment they mainly focuses on internal
recruitment.

They have an effective grievance policy where the victim or the sufferer than directly contact
with the department chair about the matter.

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7.0 Conclusion & Recommendation
The HR department of a textile company is a very substantial part of the overall management of
the company. According to the all above findings of the report, the following recommendation can
be given for the betterment of Square Textiles.

a) Problem: No contemporary leadership style to ensure employee engagement though some

part of transactional leadership exists
Solution: They are not aware about the link between leadership style and employee engagement.
They should follow some specific policy like transactional or transformational leadership style to
ensure better engagement of employee.

b) Problem: Square textiles is only hiring and recruiting by some limited methods
Solution: they should introduce new methods of recruiting like Square textiles can launch talent
hunt programs in reputed universities of our country and sort out potential candidates from there.
This method will help them to increase its bondage with people and to find appropriate candidate
for their organization. This type of program can be done quarterly or bi-monthly basis depending
on workforce requirement.

c) Problem: Dissatisfaction among employee regarding training programs.

Solution: Training program not always deliver the ultimate solution to the employees. Most of
the employees think that they are not getting proper training as they wanted. Sometimes they feel
unsatisfied and humiliated for certain factors. However, they should convey these problems to
their respective supervisors.

d) Problem: Importance is given at salary based permanent employee in terms of providing

motivation and intrinsic benefit.
Solution: In a textile industry blue collar jobs are the bloodline, motivating them are as important
as motivating the white collar employees. Motivation level of the blue collar employees will boost
up the process.

e) Problem: Though HR audit exists but not in full scale.

Solution: Internal HR audit has to be strengthen to find all the gaps in the human resource
operation and minimize cost to operate efficiently.

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 d) Recommendation: The organization should establish effective total quality management
In the end it can be concluded that, Square Textile Ltd. the flourish of any industry requires
combined efforts and co-operation from several parties. Social, political and macro-economic
environment play pivotal role in this regard. Though Square Textile is a newly Ventured
Company in the respective sector, its growth and expansion is praiseworthy. It’s contributing the
country and serving the nation in different ways. If it can up hold it’s much toward advancement,
it will be able to set an HR role model in our country. However, for doing this research we used
our best analysis and learned knowledge. The work has undoubtedly simulated the practicing of
brainstorming for the members to a never-before imagined extent.

The natural participation of human resource is very necessary for increasing the performance. The
authority should remember that neglecting the human resources in the work place a sustainable
development is not possible. They should not disprove the significant roles of Human Resources
rather they have to generate an idea among the human incentives, compensation, training &
development program, as well as creating morale & resources that they are important part of the
organization by providing reasonable wages/salary, maintaining a good relationship with them.
Square is one of the major and largest industry in Bangladesh, they can are currently one of the
top industry in our country so they can work for the betterment of our country.
We acknowledge that it is not full proof and require further modification as we believe that
research is a never ending process.

Conclusion:
In the end it can be concluded that, Square Textile Ltd. the flourish of any industry requires
combined efforts and co-operation from several parties. Social, political and macro-economic
environment play pivotal role in this regard. Though Square Textile is a newly Ventured Company
in the respective sector, its growth and expansion is praiseworthy. It’s contributing the country and
serving the nation in different ways. If it can up hold it’s much toward advancement, it will be able
to set an HR role model in our country. However, for doing this research we used our best analysis
and learned knowledge. The work has undoubtedly simulated the practicing of brainstorming for
the members to a never-before imagined extent.

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The natural participation of human resource is very necessary for increasing the performance. The
authority should remember that neglecting the human resources in the work place a sustainable
development is not possible. They should not disprove the significant roles of Human Resources
rather they have to generate an idea among the human incentives, compensation, training &
development program, as well as creating morale & resources that they are important part of the
organization by providing reasonable wages/salary, maintaining a good relationship with them.
Square is one of the major and largest industry in Bangladesh, they can are currently one of the
top industry in our country so they can work for the betterment of our country.

We acknowledge that it is not full proof and require further modification as we believe that
research is a never ending process.

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References
1. Jones-Smith, E. (2011). Spotlighting the strengths of every single student. Santa Barbara, Calif.:
Praeger.
2. MacLeod, D. and Clarke, N. (2009). Engaging for success. [London]: Dept. for Business,
Innovation and Skills.
3. Albrecht, S. (2012). Handbook of employee engagement. Cheltenham: Edward Elgar.
4. Wilkinson, A. (2014). Handbook of research on employee voice. Cheltenham: Edward Elgar Pub.
Ltd.
5. Horwitz, F. and Budhwar, P. (n.d.). Handbook of human resource management in emerging
markets.

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APPENDIX

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