Executive Summary As student of MBA in HRM course , we were assigned to work on this project whichwe believe would help

in gaining lot of knowledge & experience on the relevant field.This knowledge & experience will expedite professional career of ones in terms ofreaching the expected goal in life . The main motto of this report is to see the HRpractices in the organizations like Bangladesh , how the organizations are following,implementing HR practices ,to what extent its practices held etc.Being an student of MBA we were fortunate to have a wide array of knowledge about thedifferent aspects of KDS management iceberg during our visit there in for the purposeof collecting the related information, findings.This sort of information & findings helps to gainer an accurate synopsis of the assigned joband relevance and reliability of the report findings too. This report helps the reporter indefining the report problem in clear-cut manner and finds a final destination and also maybenefit the Company in many ways relating to the HR Practices in the Organization intheir future endeavor.T h i s r e p o r t w i l l show the organizations recruitment procedure, their futureplanning ,their compensation system ,PMS ,training system t h a t w i l l g i v e comprehensive view of HR practices in the organization like KDS Garment throughthe perspective of Bangladesh.

Performance means accomplishment of an expected course of action. Performancemay relate to various disciplines. By HR performance we mean the performance ofan organization relating to its human resources, viz., Get the people, Develop thepeople, Work with the people, Retain the people and so on.Functions of HRM are Recruitment & Selection, Training & Development,Performance management system, Pay roll & compensation etc. In Bangladesh HRpractices are not that level as it is in western countries. But many organizations inBangladesh are now trying to incorporate comprehensive HR practices in theirorganization as part of company up gradation, modernization, benefits of employeeswhich may lead to the benefits of both employees as well as company to thesuccess. There are certain limitations in implementing comprehensive HRpractices in the organizations of Bangladesh due to non practice of labor law &govt. lack of support for its implementation, whimsical attitude & approach toi t b y t h e p a r t o f m a n a g e m e n t e t c . T h r o u g h O v e r c o m i n g t h e s e c o n g e n i a l environment for HR practice in the organization of Bangladesh is possibleunless its practice in Bangladesh will remain inadequate. We were urged to prepare a report on Human Resource Management Practices inBangladesh perspective of KDS Garments in order to examine & evaluate the HRpractices . We have given emphasis on the followings and I firmly believe that afteranalyzing these criteria, one can easily judge the HR practices in any organization:

O Recruitment & Selection in the Organization. O TNA based training & employee development program O Yearly Training Program in accordance to annual calendar. O Employee benefits scheme & programs. O Performance management system in the organization. O Safety, Health & Environment practices in the organization O Human Resource planning in the organization.

1.2 Methodology There are two sources of information in our study. One is primary information anda n o t h e r i s s e c o n d a r y i n f o r m a t i o n . B e f o r e c o l l e c t i n g p r i m a r y i n f o r m a t i o n w e have prepared a questionnaire. We asked our selected questions to thes e l e c t e d e x p e r t o f f i c i a l s o f K D S Garments and they have responded to ourquestions. At that stage we have followed the direct interview method f o r collecting information. During the responding period they have provided us someinformative, valuable information which were very much helpful for our

study.T h e s e c o n d a r y d a t a i s c o l l e c t e d f r o m t h e b o o k s , a r t i c l e s r e l a t e d t o H R a n d H R Hand book of KDS Garments.For making our study more informative, useful and effective we have collectedp r o c e s s e d a n d analyzed our information carefully and sincerely so that itbecomes useful maintaining the required s t a n d a r d s a n d a l s o m a y f u l f i l l t h e expectations of our University Authorities. 1.3 Objectives of the study On the basis of some objectives we have prepared our report. The core objectivesof the report are to evaluate & examine the overall HR practices of the Companythrough examining the o Recruitment & Selection in the Organization. o TNA based training & employee development program o Yearly Training Program in accordance to annual calendar. o Employee benefits scheme & programs. o Performance management system in the organization. o Safety ,Health & Environment practices in the organization o Human Resource planning in the organization. .4 Scope of the study We were assigned the topic Human Resource Management practices inBangladesh by the Department of MBA, Independent University Bangladesh. Wehave collected our required information from the garments office located at255, Nasirabad Industrial,Chittagong. The office is located in the factory buildingfrom where HR practices of KDS Garments are controlled. So, it was much easyfor us to collect our required information related to our topics. We alsovisited many of the departments of the Company to know more about KDSGarments. 1.5 Limitation of the Study Since for accomplishing the project work time is limited it was not possibleto get all information as required to complete the work more smoothly &adequately. So, the time provided for the study was short for collectinginformation, processing, and evaluation and recommend something for future.The resourced person of KDS Garments was very much busy. They have sparedtime but it was not sufficient for completing our work more comprehensively.We were unable to present some necessary information due to the companysecrecy. This is why we failed to make our report more informative and

fruitful.We also face some methodological ignorance; there is lack of some objectiveoriented information also. The reporters had tried their best to use supreme faculty ofingenuity in the report preparation but the limited time compels them to be objectoriented. On the other hand, it is really tough job for any to present a paper without anymistake.

The Company Overview: KDS Group is a renowned group in Bangladesh having diversified business activitiesl i k e S t e e l , garments, Textiles, Accessories, and many others. They have t o t a l employee strength of around 8000 people with a turnover of USD 250 million. Theyare based in Chittagong and Dhaka and aspire to become the largest and the mostdiversified business group in Bangladesh. KDS Garments Division KDS has made its mark in readymade garments manufacturing in Bangladesh, beingthe pioneer and one of the largest in the country. Since 1983, KDS Garments hasbeen growing at a phenomenal pace and has bagged 11 National Awards for highestexports in different years. The customers of KDS include world leaders like Wal-Mart, K-Mart, Fila, Target and Globe Trotter, among others. KDS Garments is arenowned name in the fashion industry. The facilities at its production unit inChittagong include a highly skilled workforce including expatriates, benchmarkedp r a c t i c e s a n d t e c h n i c a l f a c i l i t i e s l i k e t h e w a s h i n g p l a n t w i t h w o r l d - r e n o w n e d washing machinery. KDS Textile - KDS has the finest textile-manufacturing units in Bangladesh with completerange of European machineries to produce the finest knitted fabric. Other KDS Group companies KDS Steel Division One of the oldest and most reliable steel plants in Bangladeshwhich has built its reputation based on quality and economics of the business. KDShas a new cold rolling meal and is the only European steel mill in the country. KDSSteel Division consists of three individual factory having workforce near about 800with the aim to delivering high quality product as well as maximum quantity. KYSteel Started its journey successfully meeting the demand of its customers as wellas giving high standard of product. KYCR is established after the succession of KY &is striving hard to meet the demand of all customers exclusively throughmaintaining high quality of product. Its new inclusion of NOF technology paves its

way to giving more superior & standard product. More than 3 0 0 h u n d r e d employees are engaged here. Another one is steel accessories being established tosupply raw material to its steel manufacturing as well as other concern of thegroup. KDS Technologies - KDS established the first Broadband ISP in the country called DominoxTechnologies. It is an associate of the KDS group. It was formed in 2000 with a vision tocreate a revolution in the IT industry of the country. KDS Accessories - Pioneering the linkage to the robust garment industry, KDS has mostcomprehensive accessories offerings for the widest range of products. 1.6.1 Vision To become a globally preferred supplier of apparel solutions upholding our socialresponsibility. 1.6.2 Mission Delighting our customers through sustained performance Achieving excellence in process and technology Building a culture of cost consciousness Leveraging through competent people Leadership through innovation Thrust in new product design 1.6.3 Core Values Doing the right thingWe members of KDS Garments have the responsibilityto do the right thing for our shareholders, customers and one another. Pursuit of Challenge and successKDS Garments challenges moreenergetically with attitude exhibiting stronger spirit to achieve success. WinningWe have a passion for achieving results and winning for ourshareholders, customers, country and one another

 Inclusive MeritocracyWe care about one another, value one anothersdifferences, focus on results and strive to help all team members reachtheir full potential. LeadershipWe will be decisive leaders at every level, communicating ourvision, living our values and taking positive actions to help build a betterfuture for our company, country and ourselves. 1.6.4 Core Objectives Maintain quality of the product to the optimum level With an aim to establishing Can do Culture, teamwork is what uniteseverybody in KDS Garments. Winning customers through loyalty by establishing culture of hearing ratherthan our offerings and thereby providing the best solutions. Achieving excellence in process and technology Building a culture of cost consciousness and climate of trust. Leveraging through competent people Leadership through innovation Excellent product range to deliver a seamless diversity of customer-specificsolutions through a single point of access. Nationally and internationally. 1.6.5 Highlights KDS Garments has a turnover of US $ 80 million per year KDS Garments has employees who have been working for the last 2 5 y e a r s a n d a r e essentially the first generation workers. They are not adept to modern ways of workingand hence follow traditional methods . The workers efficiency level is low due to theirl a c k o f e x p o s u r e t o m o d e r n w a y o f c o n d u c t i n g b u s i n e s s . L a c k o f a n d a l s o a s e n s e o f complacence of being part of a large business house. K D S G a r m e n t i s c u r r e n t l y o p e r a t i n g a t 3 5 % efficiency (approx) due to its inabilityin optimizing resource utilization which primarily caters to the utilization of humanr e s o u r c e s . K D S h a s s t a t e o f a r t m a c h i n e s b u t t h e m i n d s e t o f e m p l o y e e s a r e n o n competitive.

 KDS garments aims at reaching USD 150 $ mn. per year with the existinginfrastructure , by means of increasing the plant efficiency . Such efficiency enhancementwill be only possible through the changing mindset of the workforce. Along with this KDSneeds induct new employees from other leading garment manufacturing companies acrossthe globe. Currently the market share of KDS is not significant as compared to the potentialthat the organization has. KDS wish to increase their share of the pie in the market bymeans of introducing a change in the way of conducting business which involves addressingthe process deficiencies in the operational area . KDS Garments want to move up the value chain in their line of business by creatinghigher value products and also by designing new products to sell as their own labels. Toachieve this KDS will require to orient themselves towards the development and designmode Currently KDS has an impressive line up of the business partners, but it is equal yimportant to maintain the existing business partners and to increase the base as thesewould provide a steady generation of business and brand recall. KDS as this juncture toreach US 150 $ business has to focus on high value items from their business partners. Thisis possible only by means of a quality and Customer orientation approach across theorganization.

1.6.6 HR organizational structure of KDS Garments

Chapter 2 EmployeeAcquisition (HR Planning, recruitment&Selection)

2.1 Theoretical Framework 2.1.1 Employment Planning The process of determining an organizations human resources n e e d s . B y s u c h planning an organization ensures that it has the right number and kinds of people,at the right place, and at the right time. It ultimately translates the organizationsoverall goals into the number and types of workers needed to meet the goals. EPinvolves three things:I. Forecasting Personnel Needs or Demand for PersonnelI I . S u p p l y o f i n s i d e c a n d i d a t e s I I I . S u p p l y o f outside candidates 2.1.1.1 Forecasting Personnel Needs It is based on the following factors: Mission of the organization

 Strategic Goals and Objectives Forecast of personnel requirements Projected turnover Quality and skills of employees in relation to what is required if the needs ofthe organization changes. Technological and other changes resulting in increased productivity. Several Methods to predict employment needs Trend Analysis : S t u d y o f a f i r m p a s t e m p l o y m e n t n e e d s o v e r a p e r i o d o f years to predict future needs. It may be for the whole organization or foreach subgroup like sales, administration etc. However, it provides a simpleestimation and ignores many other factors like sales growth, productivityetc. Ratio Analysis : A forecasting technique for determining future staff needs byusing ratios between some causal factors (like sales volume) and the numberof employees required, (for instance, number of salespeople.)

The Scatter Plot : A graphical method used to help identify the relationshipb e t w e e n t w o v a r i a b l e s , s u c h a s a m e a s u r e o f b u s i n e s s a c t i v i t y a n d y o u r firms staffing levels. For example, Number of students and requirement ofteachers. Using computer to forecast Personnel requirements : determination of futures t a f f n e e d s b y p r o j e c t i n g s a l e s , v o l u m e o f p r o d u c t i o n , a n d p e r s o n n e l required to maintain this volume of output, using software packages. Thesoftware generates a what-if scenario of personnel requirements atdifferent level of business activity. Managerial Judgment :

Forecast of personnel needs on the basis ofmanagerial judgment depending upon factors like change in productivity,change in market conditions, etc. 2.1.1.2 Forecasting the supply of Inside Candidates Qualifications inventory: Manual or computerized records listing employeeseducation, career, and development interests, languages, special skills andso on, to be used in selecting inside candidates for promotion. Personnel replacement Chart: Company records showing presentperformance and promotion-ability of inside candidates for the mostimportant positions. Position replacement Card: A card prepared for each position in a companyto show possible replacement candidates and their qualifications. Computerized Information System: A computer database of employees withinformation from wide variety of areas related to employee andemployment. It usually includes: Work experience Product knowledge Industry experience Formal education Training Course Foreign language Skills Relocation limitations Career Interests