WELCOME TO OUR

PRESENTATION
Our Group Members :
Name Intake Id

Jobayada 41th 16171101002

Mahin 41th 16171101003

Noyon 41th 16171101006

Shipon 41th 16171101001

 Our Presentation Topic is

HRM PRACTICES IN Epyllion Group

(Dekko Knitwears Limited [DKL])
 Introduction
Epyllion Group is..
 One of Bangladesh’s largest apparel manufacturers,
employing more than 20000 people in 12 factories.
 Epyllion Group started its journey as a house of
Readymade Garments (RMG) engaged in manufacturing
and exporting of Knit Apparels since 1994.
 Epyllion Group have established ourselves as an important
garments manufacturer for a number of renowned brand
apparels of Europe, USA, Asia & Africa.
 Epyllion Group has fashion brand & 8 Showroom in Dhaka
city. Its name is “Sailor” & brand theme “Sailing through
life”.
Epyllion sample Clint:
 HRM Planning/Function Of HRM

 Dekko Knitwears Limited HRM Plan is based on 04 pillars.

i. –Attraction
ii. – Engagement
iii. –Development
iv. – Inspiration
• They practice Long term HRM plan and short term HRM plan
also for achieved their business Objectives.
 Recruitment and Selection
Pillar 01. Attraction
Recruitment and Selection Two different criteria used
– Category 01.- Shop floor operations (includes machine operators, Line
crew, drivers, etc.)
• Selection –first priority to Internal references and through CSR activities,
operational areas from Paper Advertisements.

– Category 02.- Staff (Assistants), Executives (Mangers) and above (DGM,GM).

• Through Social media(Facebook , Linkedin and Internet ).
• Head Hunting.
 Compensation Management and Rewards
Pillar 02. Engagement
• Shop floor
– Bonuses
– Attendants Incentives
– Productivity Incentives
– Free Foods ,Medical, Transport and Uniforms.

• Staff
– PRP (Performance Related Pay)
– Bonuses and Refreshments ,Holiday packages

• Above (DGM,GM)
– Vehicle (as personal choice), loans , Fuel
– Refreshments, overseas/ local Holiday packages
– Loyalty cards
 Training and Development
Pillar 03. Development
• With the job specification and competency Identified Needs base on the Nine
Box Matrix Theory.
For Shop floor
– Training and Development base on Level of Skill and
Knowledge
• Management skill Development
– Mix of on-the-job Trainings
• Job enlargement
• Job Enrichment
• Special Projects
• Outer bound Trainings (eg. India,China)
• Job Rotation ( Within County or between countries )
 Employee Relations
Pillar 04. Inspiration
• Improve engagement
– Social engagement
• Organized events
• CSR Activity committee
• Special Project
– Work engagement
• Empowered employee
• Suggestion Team
• Problem solving Committee
 Empowered Employees

Women Go Beyond concept

– Aimed to promote career advancement by skills-learning and
knowledge building training programs.
– Employee received training in computer skills, English
language skills and leadership abilities.
– Organized annual ‘Empowered Women of the year’ awards.
 Industrial Relations

• No Employee Union inside.

• Company provide “Employee Hand Book” to each Employee
for Educate Rules and Regulations and general conduct
• Identified disputes solved throughout the Normal Procedures of
Labor Law.
 Grievances Handling

 JCC –Joint Consultative Committee

(Represented by Employees)
• Suggestion Box (Grievance →Direct to MD)
• Employee can forward their Grievances through..
– JCC
– Supervisor
– HR Manager
 Strengths and Weaknesses

 Strengths-
– Production, Skill and Employee relationship.
– Talent to Attraction and Retention.( Low turn-outs)
– Strong HR and Business Strategy.
 Weaknesses-
– Time limitation to Training and Development activities for Staff
and above category due to business competition.
– Labor requirement not fulfill due to Market demand. No Second
Team of Trained employee to meet future production expectations due to
low turnouts.