THESIS

On
HRM Practices and Policies in AJI Group

(This report on internship in AJI Group is submitted as a requirement of the partial

fulfilment of MBA Program)

Submitted to
DBA, VUB.

Submitted by
Muhammad Rafiqul Islam
Student ID: 1212260221
Batch: 26th
Program: MBA
Major: Human Resource Management
Department of Business Administration
Victoria University of Bangladesh
Under the supervision of Prof. Dr. M. Abu Misir

Date of Submission
.... August, 2014.

Victoria University of Bangladesh

Thesis
On

HRM Practices and Policies

In

AJI
Group
We care what you
wear

Dedication
The Holy Prophet Muhammad (S.A.W.) The greater Social reformer and guide
in every sphere of life.

My affectionate parents who taught me the first word of speak and supported me
morally and financially throughout my studies.

My all beloved friends whose are keeping belief in me.

Preface
Internship program is one of the most significant topics of our MBA program. Now the
world is competitive. So we have to earn the knowledge about the critical environment of
business. This type of program helps the student to acquire practical knowledge about the
contemporary business organization. It will also help the student to be an effective
executive in future. Different organizations take different kind of policies to operate their
business. A reputed Garments industries like AJI Group, takes different kind of strategy to
satisfy their customers.
As a student of MBA, Victoria University of Bangladesh, I have been assigned to prepare
the Thesis on HRM Practices and Policies in AJI Group from the practical exposure
I have undergone at AJI Group, Corporate Office, and HR Division. As a model I have
tried my best with all my aptitude to complete this report with aptness.

ACKNOWLEDGEMENT
First of all, I would like to thank almighty Allah for his grace in accomplishing my Thesis
timely.
I would like to express my gratitude to my academic supervisor Prof. Dr. Muhammad
Abu Misir from the core of my heart for his kind support, guidance, constructive,
supervision, instructions and advice and for motivating me to do this report.
I am also thankful to Head of HR Division of AJI Group for giving me the opportunity to
conduct the internship in AJI Group. I would like to thank Mr. Ahmed Zia Fahmi,
Manager Compliance for supervising me, Naznin Akhter, Asst Manager Compliance,
Mr. Rakibul Hasan, compliance officer, Abul Fattah Shuhud, asst. compliance officer,
Rima Rahman, welfare officer, and special thanks to Mr. Atiar Rahman, head of IT
department to help me by providing various key information and giving me the path to
write a fruitful report.
I am also grateful to the employees of others Division for their cordial acceptance. Mr.
Hafizur Rahman was too helpful. He helped me a lot to collect the information correctly.
Mr. Kudrat, Mr. Rifat and Mr. Uzzal also extended their helpful hand to me. They have
been very helpful in showing me the work process and provided relevant information for
my report whenever I approached. It was a great opportunity to do internship in such an
organization. The experience I have gathered will be a privilege for my future career
planning.

LETTER OF TRANSMITTAL
..... August 2014
Prof. Dr. M. Abu Misir
Professor,
Department of Business Administration
Victoria University of Bangladesh
Subject: Submission of the Thesis Paper.
Dear Sir,
With due respect, I would like to inform you that, I am Muhammad Rafiqul Islam
bearing student ID: 1212260221, a student of MBA department. My major was on Human
Resource Management. It is my great pleasure to inform you that I have the opportunity
to submit an internship working report on HRM Practices and policies in AJI Group,
as a requirement for MBA program. While conducting the working report, I have gathered
extensive knowledge on overall garments activities from all the relevant departments of
AJI Group.
I believe this genuine and honest analysis will help you to have a positive viewpoint upon
me. I will be pleased to deliver you with added explanations or clarifications that you may
feel necessary in this regard. I shall be thankful if you kindly approve this effort.

Sincerely yours

..
MUHAMMAD RAFIQUL ISLAM
Student ID: 1212260221
MBA Department
Victoria University of Bangladesh

HUMAN RESOURCE DEVISION

TO WHOME IT MAY CONCERN
This is to certify that Muhammad Rafiqul Islam, S/O: Md. Abu Sayed a Student of
MBA Program, ID: 1212260221, Business Administration Department, Victoria
University of Bangladesh has undergone an Internship Program at AJI Group Savar,
Dhaka for a period of 3 (three) months w.e.f. 04.06.2011.
During the period of Internship, he worked on the topic HRM Practice and Policies in
AJI Group and on completion of the same has submitted a report accordingly.
For AJI Group

Sayed M. Nasif
Sr. General Manager (Admin)

Executive Summary
As a student of business administration analyzing today's business world is very crucial to
observe in this complex situation. It is necessary to go through all fields of knowledge,
both theoretical and practical. After passing four years MBA program, I was sent out to
have practical knowledge in business life as a part of my academic program. An
internship program is organized to give me an opportunity for enhancing my capabilities.
In this report I had tried to focus my both theoretical and practical knowledge regarding
HRM practices. My internship topic is 'HRM practices and policies in AJI Group. I have
tried to flash out about HRM practices of this organization and how it is working in
progress of the garments industry.
In the report HRM practice of AJI Group, has been highlighted providing the basic
concept of Human Resource Management side by side. The intention is to understand the
activities of human resource management by practical survey. The fact revealed from this
survey is that all most all the garments industries are involved in the same type of HR
practice.
For example, organogram of the company, recruitment and selection procedures, training
institute, increment and bonus facilities etc are typical in the garments industry which are
operated in the private sector. The more modern is their approaches the more they can
resolve their problems regarding handling employees in the organizations.
I have tried to follow the right methodology for preparing this report, which is very
important to find out the truth, which is hidden behind the curtain. In the case study of
AJI Group, effort has been given to disclose about organizations system and procedure
step by step. Finally, conclusion and findings are also included in the report.

Table of Contents
Chapters

Particulars

Chapter 1

Introduction
Prelude
1.1 Origin of the Report
1.2 Purpose of the Study
1.3 Objective of the Study
1.3.1
Broad Objective
1.3.2
Specific Objective
1.4 Methodology of Data Collection
1.4.1
Primary Sources
1.4.2
Secondary Sources
1.5 Limitations of the Study
The Organization
2.1 Background of AJI Group
2.2 Mission Statement
2.3 Goal
2.4 Strength of AJI
2.5 Name of the Units
2.6 Working Space
2.7 Production Section
2.7.1
Knit Section
2.7.2
Dyeing Section
2.7.3
Printing Section
2.7.4
Embroidery Section
2.7.5
Sewing Section
2.8 AJI Show Room
2.9 Production Capacity
2.10 Annual Turn Over
2.11 Management
2.12 Management hierarchy of AJI Group
2.13 Organogram
2.14 Compliance
2.15 Mother & Child Care
2.16 Prevention of Child Labor
2.17 Insurance
2.18 Corporate Information
Observation
3.1 General Responsibilities
3.2 Essential Duties
3.3 Critical Observation
Bangladesh Garments Industry
4.1 Market Structure of Bangladesh Garments Industry
4.2 Recent Performance of the Apparel Export Sector
4.3 Recent Growth Performance
Project
5.1 HRM Operations
5.2 Human Resource Planning
5.3 Structure of the HRM Department
5.3.1
Number of Employees working in HRM Department
5.4 Functions of the HRM Department
5.4.1
Major Functions
5.4.2
Standard Operation Procedure
5.5 Training Need Assessment
5.6 Conceptual Framework
5.6.1
Manpower Planning
5.6.2
Recruitment and selection of employees

Chapter 2

Chapter 3

Chapter 4

Chapter 5

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Chapters

Particulars
5.6.3
Employee motivation
5.6.4
Employee evaluation
5.6.5
Industrial relations
5.6.6
Provision of employee services
5.6.7
Employee education, training and development
5.6.8
Staffing
5.6.9
Performance Appraisal
5.6.10 Safety and Health
5.6.11 Employee and Labor Relations
5.7 HRM Resource Planning
5.8 Employee Recruitment and Selection Process
5.9 Employee Compensation Benefits
5.10 Employee Relations
5.11 Policy Formulation
5.12 Human Resources Information Systems
5.13 Purpose
5.14 Key Strategic HRM Concepts
5.15 HRM and Organizational Effectiveness
5.16 HRM Activities
5.17 New Labor Relations and Work Ethics
5.18 Expatriate Management
5.19 Cheap Labor Label
5.20 HRM Roadmap
5.21 HRM Approach
5.22 Role of HR department
5.23 The Challenges of Workplace
5.24 Planning a Mentoring Program
5.25 Diversity
5.25.1 Workplace diversity
5.25.2 Cultural diversity
5.25.3 Managing Workforce Diversity
5.26 Sexual Harassment
5.27 Works-Life Balance
5.28 The open external labor market
5.29 The occupational labor market
5.30 The nature of labor markets and employment systems
5.31 The rise and fall of garment employment systems
5.31.1 Employee pressure and influence
5.31.2 Distinguishing contractual and statutory garment sector
employment rights
5.31.3 Contractual rights
5.31.4 Statutory rights
5.31.5 The contract of employment
5.32 Termination of the employment contract
5.32.1 Fair dismissal
5.32.2 Unfair dismissal
5.32.3 Wrongful dismissal
5.32.4 Constructive dismissal
5.33 Establishing the terms and conditions of garment sector
employment
5.34 Development
5.34.1 Training and Development Options
5.34.2 Training and Development Option Job Content and
Responsibilities
5.34.3 Training and Development Option Formal Training and
Development
5.34.4 Performance Management and Development in the General
Work System

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Chapters

Particulars
5.34.5

Chapter 6

Immediate Preparation for the Performance Development

Meeting
5.34.6 The Performance Development Process (PDP) Meeting
5.34.7 Following the Performance Development Process
5.35 Management by Objectives
5.36 Innovative Employee Reward System Is Very Important for
Motivating the Employees Its Importance
Conclusions
6
Conclusion
References

Page No
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