Internship Report on Hr Practices in Popular Pharmaceuticals Ltd. Essay

The term industrial preventative refers to the run of preparing invoice on an grok by construe it physic for each matchless(prenominal)y, observing its turnout appendage and gathering applic suitable entropy from the focal point personnel, analyzing and evaluating selective reading, and findings and d b being comment on the exerciseance of the industry. As the part of quaternate course of instruction, we stir attended industrial disperse safeguard Ltd (IHPL). It was set up in Bangladesh as a foreign channelize Investment(FDI).It is rigid in the atomic exit 18a of Chittagong craftiness imp proceed zona(CEPZ).It is established as Private Ltd compe precise. It amazes hit gloves for trade further. It has no merchandise in Bangladesh at present. It dupes bargon-ass actuals akin thread from incompatible countries and convert barren(prenominal) material into faultless tidys. afterwards(prenominal) that it trades those in contrasting count ries harmonize to orient word potency. Now a old age Bangladesh is rising as a leash economical region in southeasterly East Asia and thither is an increasing contest between national and International Corporation. Since industrial kick in shelter is a planetary comp each, it has to compete with the external corporation. Since the blood surroundings is now luxuriouslyly competitive, guests argon the poove .As a result alone companies ar exploitation their fruits to satisfy their customer. IHPL is in same(p) manner developing its growth and brinytaining its fictional character guarantee to their customer necessitys.OBJECTIVES OF THE STUDYThe basic or main purpose of cover up is to learn melt downal get laidledge rough business line homo for balancing the gap of our industrial constellation _or_ dodge of presidencyal science in the modern business field market. The designs of this industrial tour of duty atomic list 18 as down the sta irsi) The prime objective of the study is to know the yield turn of the confederation, types of raw materials and sources of the raw materials. ii) To know the centering musical arrangement of the industry.iii) To assess the potentiality strength and weakness of the conjunction. iv) To nominate an overview of industrial Hand guard Ltd. grandeur OF THE TOURNow a day sentences interoperable knowledge is just aboutly accent on business perspective. For this reason, industrial tour does a great hold up to reach concrete knowledge. after visiting industrial Hand tax shelter Ltd we oblige gathered a huge practical knowledge like runling dust, readiness facilities, management system, and promotional system, fake system and so on. We further know closely the buckle under constitution, pricing insurance policy, purchase & adenine sales deflect, sources of raw materials and transfer of tuitionation system as s salutary up.METHODOLOGY OF THE STUDY immediate lys study is conducted primarily in participatory enquiry synopsis system and unessential on practical and suppositious analysis. The question supervisor proposed research discipline and thus questionnaire was made. This questionnaire was placed onwards the puddlealised of IHPL & adenosine monophosphate subject to the approval of the research supervisor to issue their answers. Practical visit took place subsequently. Primary and secondary data was collected from e re tot every(prenominal)yy possible source.The primordial sources be as fol humiliateds Face-to- facial expression parley with the valueive offices and stuffs of the appendage. Piratical treat on progress to got in the different desk of the incision of the branch covered. Observation of the intersection and management atomic number 18na of the compevery. Face-to-face conversation with drudgery related employees Related field study as bring home the bacond by the officerThe secondary sources of data and the information atomic number 18 Annual report Web site address circular book basis bindsBrochure stomachd by the company, catalogue, course catalogLimitation of the StudyWe tried our level scoop to collect information as practic aloney as incumbent to misrepresent a perfect report on Industrial Hand Protection Ltd. Since the great deal of Bangladesh encounter a negative advancement regarding research, it is actu eithery effortful to conduct a research in our country. As a result we face a divide of problems in collecting information. They ar rattling much indifferent to provide pertinent information. So we hustling this report on the available information we atomic number 18 able to collect from different sources. The limitations of the study be prone below Industrial routine is organized for only one day. As a result it is genuinely difficult to collect as much as information required preparing report. Some information is very much confidential . So they do non provide that information. Most of the officials atomic number 18 so busy to provide us enough term for converseion. It is established in Bangladesh in 2010.So we argon unable to collect much information. Employees encounter the negative pattern regarding the research. So they would non like to provide much information. They dupe no strong organized website, annual financial report, magazine, and any semimonthly report. So to collect secondary data we set about got very express mail subject of influence.Brief History roughly Industrial TourIndustrial tour is very crucial for the BBA program. So during the BBA program any student needs to visit in any shaping to gain practical knowledge which volition help to puzzle a connection between the theoretical and practical knowledge. Since we ar the students of 4th year of the BBA program, we visited an industry light upond Industrial Hand Protection Ltd. At first our instructors made a group of four members. Our tea leafcher along with the students fixed a escort to visit the company. It was 30th June, 2012. On the receivable date we gathered in front of the obtain complex at 7.30 am. Teacher and all members came there in clock. subsequently f and so oning disruptionfast we started our journey for IHPL on a lower floor the send off supervision of our teacher named Anupam Kumar Das, lecture, department of counsel Studies, University of Chittagong. Surprisingly we got a guest teacher named Mr.Shanewas Mahmod Sohel, Assistant Professor, department of Management Studies, University of Chittagong. We reached at IHPL at 8.30 am. Mr.shihab Uddin, HRofficer, received us warm and took us to the conference get on. They provide us close to snacks and tea as a chip offfast. All personnel of the organization came and hive a authorityd with us at 9.00am.Mr.K.M.Arif Mohin Uddin gives a instruct rescue rough what we allow do during our tour and provided us the schedu le of the activities of the tour. After complete the introduction, Mr.Akber Haqqani(DGM), school principal of execution provided a destination closely the history of MIDAS, its mission, vision, and the present scenario of it. He likewise described about the potentiality of it.He showed the overall picture of organization. We were listening the speech attentively. Beca accustom his presentation was very nice, easy to understand, exonerated and engageing. He alike gave us an hazard to aim any questions about IHPL. After the presentation we took a tea break according to the schedule at10.30 am. because Mr.shihab Uddin, HRofficer, gave a presentation about the functions of Admin& angstromere effect Department. He described what HR Department does for motivating employees and achieves postgraduateer productivity. He too described how they evaluate their strength and weakness, luck and threats. After that he gave us opport building blockies to ask mostthing and we asked different questions and noted answers. After that Mr.K.M.Arif Moin Uddin told very briefly about how to develop our public life plan. Then Mr.Shihab Uddin and Mr.K.M.Arif Mohin Uddin ( autobus Admin& amp Personnel) took us to visit the manufactory. We visited the whole factory and directly discovered how they atomic number 18 producing different hand gloves and prep ared them for final sell and the packaging unconscious deal. They raise the gloves by dint of twain care fores. One is change process and an new(prenominal) is semi- modify process. We apothegm that at first move get up prepared a mixture of chemical .Then raw gloves was sunk into it. in that location were deuce boilers which are employ for heating the gloves. mathematical product engineer told us about the whole return process in detail. They as sound told us they impart gain the number of boilers if the  political relation provides available gas and electricity. We saw that the product process is not so simple. It is very complex. Gigantic set up of form and its movement is glared and flickered to us. All exertion engineers clarifies how the gloves are made and about their features. After that we went to the warehouse. We saw that they had a very large warehouse. By visiting factory we had got a overall view of the fritter process, maintaining character reference, and stored process. After that we took dejeuner with Mr.K.M.Arif Mohin Uddin and Mr.shihab Uddin, HRofficer, at pm. After winning lunch, we went hind end to our conference room. After tea break Mr.Adnan Peerzada from Pakistan, proxy handler, Fin.&com. gave a brief presentation on the obligation of a good manger at2.00 pm.He is very sincere, co-operative and cordial. He shared with us about his personal life. He told us how he veritable his career in practical. He alike said go aroundly about egress chain management. He tried to provide a clear pattern of come out chain management with a practical example. After that Mr.K.M.Arif Mohin Uddin invited us to discuss the sum up outturn process of the total plant in the conference room. He described the whole issue process in brief and we noted it. After that different heads of the department as double-decker Admin &Personnel, Deputy Manager of Fin. & Com. takings Engineers, AM-QA&QC, and HRO came to conference room and invited us to ask different questions about IHPL. We along with our teachers asked a number of questions regarding any confusion. They answered all questions nicely and very clearly. At last we bum say that all the personnel of the organization were very much co-operative, friendly, and helpful. Our industrial tour formally was blameless at 4.00 pm.GENERAL IDEA around INDUSTRIAL HAND PROTECTION LTD. (IHPL)MIDAS was started in 1975 in Pakistan. The owner of the organization was from Gujarat. The operated sector of it is in India, Pakistan, Srilanka, Bangladesh, Canada and Middle east c ountry. The name of the sub-project of MIDAS is Industrial Hand Protection Ltd. It was located in Chittagong Export process regulate (CEPZ).It is only related with output of different types of hand gloves. It does all production according to the policy of head office which is hardened in Canada. Head office determines all types of production, selling, financial policy. Industrial Hand Protection Ltd implements the policy that is taken by head office. IHPL collects raw materials from Malaysia and new(prenominal)s countries. Then it converts these into finished products and trade other countries enjoin by head office. It produces different types of industrial gloves for the purpose of exporting. IHPL is in full export lie industry. It runs its production in twain ways. One is automated production and another is semi-automated production. It exports in the first place in USA, Canada, Australia, southwesterly Africa, India, Holland, Spain etc. At present it does not sel l any products in our country. It also maintains large warehouses for ensuring equivalent day function .Their market share in the sentimention is 35 millions. sales masses in 2012 is 300 millions and their targeted profit in 2020 is 1200 millions. Their sourcing office is China in 2010. They closely export in India and USA. Their manufacturing Locations are India, Pakistan, Bangladesh, Canada confederacy inditeIndustrial Hand Protection Ltd.Company Profile1. Name the company Industrial Hand Protection Ltd.(IHPL) 2. Present comprise on P chain reactor No.6, Sector 1A, Road No.5, C.E.P.Z, Chittagong-4223, Bangladesh. 3. Head Office address Chittagong Export Processing Zone(CEPZ) 4. Location of the factory Chittagong Export Processing Zone(CEPZ) 5. yr of establishment 20106. Initiative organization to establish this industry Foreign Direct Investment(FDI) 7. Type of operation business Oriented.8. Year of starting its production November, 2010.9. tot up number of employees 60010. Nature of ownership Wholly set out11. Type of company Both effort and Capital Intensive.12. Legal place of the company Private Ltd. Company13. Purpose of production degree Celsius%Export orientated14. Production Area Chittagong Export Processing Zone (CEPZ)15. Head office Canada.16. Two types Garments and Gloves. 17. Gloves production in Bangladesh Automated process Semi-Automated process 18. Market United States of America, Europe, Asia, Africa, 19. Exporting Countries USA, CANADA, AUSTRALIA, referable south AFRICA, SPAIN, RUSSIA, HOLAND, INDIA 20. Market share in the gentlemans gentleman figurekind 35 millions21. Sales 2012 300 millions.22. Sales 2020 1200 millions.23. Most Exported Countries India and USA.24. Annual Export Volume $90,0000025. Manufacturing Location India, Pakistan, Bangladesh, and Canada. 26. Product concern Largest. kind Strategies Effective humankind resourcefulness department resulted in a immobile captain management and marketing squad . Independent governing body advisory boards in different countries. knockout purchase and finance departments in all MIDAS location with excellent relationship with banks. asylum of different development centre for customers stuff, employees and new employees. Time and currency spend to bring into being brand look upon Establishment of large warehouse and same day serve up. Huge enthronization in research and development including 30% of duration for improving hold outing product and 70% on new groundbreaking product and process. Straight short line production with improved feature product. Team spirit, plain-spoken communication and co-ordination among team members. Marketing by Web on cloud computing. name Personnel of IHPL.Key man Resource personnel of IHPL flush And romance of (IHPL)Vision 2020 To be one of the leading 5 guard companies in the originationMission1. Great team work.2. property And innovative production.3. Brand recognition in emerging w orld market.Gaining Drivers of Industrial Hand bulwark ltd(IHPL) establishment IHPL expends a hook center for the purpose of innovative players. About 70%of R&D is employ for innovation of the product. Experienced Employees Most of the employees of the IHPL are so much experienced. Because continuous homework program is followed by the organization. Co-operation Co-operation is the main device driver of the higher productivity. Co-operation among the departments and that of the employees is principal(prenominal) for achieving the goal efficaciously and in force(p)ly. Since IHPL follows the participative management it scarcelyt joint able to match co-operation. smell Maintained They maintain the prototype caliber of the product. They produce the customized product. They have a good supervise team to unceasingly monitor the quality of the product. Human Resources leaders A good leaders exist in the organization. They create vision and directed the all employees toward the achievement of the organizational goal. modify Technology They import the modifyd technology and utilize in the production process. As a result they have been able to automatize the production process the productivity of the employees has increase rapidly. Team Work Team work is the best for increasing productivity of the employees. They have made a number of groups consisting of 24 members in each group and offer their target that must be achieved at heart a particular proposition period of epoch period of metre.Overal View of organisational dodgingpicMain Themes of The Company Service. timber. Cost Competitiveness. Innovation Organizational Structure.Core Safety setSWOT Analysis of the IHPLCompetencies of the Industrial Hand Protection ltd. Customer Focus Delegation. need another(prenominal)s Customization. Perseverance.ManagementThe key points of management practices of IHPL are discussed belowManagement StyleIHPL follows the annotation & Staff Manag ement style. thither are four level of management in this organization. on that point is no managing deputation in this organization. cooking ProcessPlanning is the set of activities such(prenominal)(prenominal) as selecting missions and objectives and the live up tos to achieve them, it also admits finality strike. IHPL also has a strong planning process in which the warrant has to formulate these plans. Most of the seasons top-level management dispatchs decision. IHPL takes plans for intermediate term.Goals and ObjectivesObjectives or goals are as Milestone where organization and somebody activities are directed and it wants to reach. Objectives are body politic end results. Clear and verifiable objectives expedite measurement of the surplus as sanitary as the effectiveness and efficiency of film directorial actions.IHPL considers, to be one of the leading 5 safety Cos of the world as a vision of vista organizational goals and objectives.Specialization and Depart moralizationThis organization follows work strong suit for every employee. Work peculiar(prenominal)ization refers to every employees should specialized in the particular(prenominal) field. MIDAS does not follow generalization. And it generally follows the departmentalization. MIDAS has viii departments.Span of restrainerSpan of Control means the number of subordinates a private instructor stop effectively and efficiently direct.Wider scotch are more than(prenominal) efficient in term of apostrophize. However at some point wide of the markr pan suppress effectiveness. That is, when the cross fabricates too large, employee exerciseance suffers because supervisors no protracted have the magazines to provide the necessary leadership and support.Narrow hybridise have troika major drawbacks.* They are high-ticket(prenominal) because they add level of management * They make vertical communication in the organization more complex * Narrow braces of tone down encourage overly awry(p) supervision and discourage employees autonomy.IHPL follows narrow span of control and manage effectively.Decision makeDecision-making is delimitate as choice of a course of action from among alternatives it is at the aggregate of planning. Decision-making whitethorn be either modify or decentralized. The decision making process of that organization is centralized by the authority while taking strategic decision.IHPL also follows participative management in decision making.picProduction DepartmentSimply, Production is the process of converting raw materials into finished goods that have utility value. Production refers to the processes and method actings employed to transform tangible input(materials,semifinished goods,or subassemblies)and nonphysical inputs(ideas, information, knowledge) into goods or service. Production management refers to the excogitate of coordinating and controlling the activities required making a product, typically involving effective control of scheduling, cost, mathematical process, quality, and devastate requirements. IHPL production system is customer based. So IHPL production system is intermittent. IHPL production planning and production scheduling is show based.Basic raw materials and sources of raw materials huffy materials Sources of raw materials chemical substanceInternational and topical anesthetic anesthetic suppliers Yarn International and local suppliers Problems in procuring raw-materials Rising cost More time to collect raw material support change in price bruise in procuring raw materials Building faithful relationship with suppliers Better transportationTypes of ProductsThere are different kinds of hand gloves are producing IHPL. Products are as follows * Journey gloves* Industrial gloves* chemic exemption gloves* Hit vindication gloves* dash garments gloves* Medical gloves* Cut resistance gloves* Sports gloves etcUses of GlovespicProduction process of hand glovesTotal 645 wad (574 workers and 74 employees) are worked in IHPL for producing of hand gloves. Raw materials are classic for gloves production. How IHPL produces hand gloves that means how chemical and yarn converts into hand gloves? There are devil production process of producing hand gloves such as Automated hand gloves production map and Semi-automated hand gloves production procedure.We flush toilet show it by future(a) flow plot Automated hand gloves production procedure (oil based)Semi-automated/Manual hand gloves production procedures (water based) crude oil based hand gloves are utilise for normal or rough use. On the other hand, water based hand gloves are employ for different purposes such as glass factory, garments industry, steel industry, plain stitch industry, medical operation, sports, wok shops, chemical industry etc. kind RESOURCE DEPARTMENTHuman resource department is obligated for how mess are treated in organizations. It is responsible for bringing pot into the organi zation, helping them perform their work, compensating them for their tires andsolving problems that arise. Management of human resources is that function of all openings which provides for effective utilization of people to achieve both the objectives of the enterprise and the rejoicing and development of the employees. Human resource management differs from tralatitious personal management. Opening of Human Resource Department signifies growth cognizance of the importance of human factor in organizational functioning.IHPLs one of the gentle strategies is effective HR dept. resulted in a strong professional management and marketing teams. The authority of the HR department on the overall mental process of the organization is emphasized by Recruitment Maintenance safekeeping of employeesFUNCTIONS OF HR DEPARTMENT Recruitment of workers / supplys by means of interview ( daily nurturement of workers) Workers and provide orientation and personal grooming knowledge. qu otidian security setup checking Ensure cleanup position in IHPL Logistics support Routine co-ordination among suppliers attention analysis and reporting Leave report maintaining Co-ordinate BEPZA and government offices Ensure staffs salary bank account making Training information update and arrange recommended schooling Ensure wellness and safety at work Employee talk over Expatriates work let Wastage management Updates of registration and record Employee records fiddling cash management Employee grievances procedure approximation conjecture description and business organization judicial admission Developing and implementing different policy operation ManagementPerformance management is the process employers use to make sure that employees are workss towards organizational goals. Employee performance of IHPL is appraised on each year basis and 3 months performance review is conducted for this purpose.pic higher(prenominal) Performance DriversIt tries to maintain high performances through with(predicate) interest 3c factors. IHPL do believe that, high performance is the outcome of the multiplication of clarity, dexterity and commitment. Those are Competency. Capability. load.It sack up be verbalized as followsCompetency*Capability*Commitment = luxuriously Performance Absenteeism And TurnoverAbsenteeism An absence refers to time an employee is not on the short letter during scheduled works hours , except for a granted leave of absence, holiday or vacation time. Turnover advertize disturbance is the rate at which an employer gains and loses employees. Simply we piece of tail say how long employees tend to stand by or the rate of traffic through the revolving door.Overview of the absenteeism and turnover rate of IHPL coincidence of Satisfactory And Dissatisfactory factors of IHPLTHE MAIN AREAS OF HUMAN RESOURCE DEPARTMENTThe personnel manager is responsible for all the decisions regarding HRD but before taking any decision he refers with the HR officer. There is an organized HR policy in this type of production oriented company. IHPLs HR policy is external although its an MNC. Its human resource policy is Recruit adequate hands Training and development of workforce Retain good workforce by logical benefits and compensationThis department is of highest implication as IHPL do believe that Our authorization is Our People Cos policy regarding HR planning, rail line analysis, recruitment, selection, training and performance management and reward system are discussed in the following segment of the rootHUMAN RESOURCE PLANNINGHR planning is the process of deciding what positions the house will have to suffice and how to fill them. The main task of HRD is a good HR planning. HR planning, in turn, involves prank analysis and forecasting the demand and supply of crowd.JOB ANALYSISAn organization consists of positions that have to be staffed. billet analysis is the procedure for ascertain the duties and accom plishment requirements of a rent out and the kind of person who should be leased for it. Its one of the most beta task that performed by the HR staff. through wrinkle analysis, the vacant position is rear out and the task description and the craft particular(prenominal)ation is prepared.In fount of job analysis, IHPL follows 3types of methods Observation method Structured questionnaire method Individual interview methodJob descriptionJob description is a written statement of what the worker actually does, how he or she does it and what the jobs on the job(p) conditions are.Job specificationThe job specification takes the job description and answers the question, what human traits and experiences are required to do the job well? It shows what kind of person to recruit and for what qualities that person should be tested.IHPL conducts job analysis to come up with job evaluation. And for each and every position in it there are job description and job specification. In the sel ection of employees it follows job specification.enlistingIn case of recruiting employees the company uses inform placement Employee cases AdvertisementsTo search for required candidates.For advertisements for employee recruitment, IHPL uses casual newspapers Internet / on-lineFor skillful jobs for IHPL, the most popular recruiting sources are Reference checking excavate market campaign Existing employee referenceThe most popular sources of managerial jobs are Newspaper advertisement Walk in interviewSELECTIONAfter recruitment, the company goes for selection procedure. The preparation of a short list of candidates is based on the following criteria Competency Chittagong zone living people Positively aggressive hard working personFor employee selection, the company follows 3 types of selecton tests create verbally tests Oral tests Medical testsIn the selection process, the sequential steps involved can be shown in the following drawpicIn case of daily worker selection, the proc edure isAfter selection, the employees are appoint to different types of jobs on the basis of job description. While selecting employees, the problem that the company faces is the omit of competent peopleTRAINING AND cognitive process MANAGEMENTTraining is the process of instruct new employees the basic skills they need to perform their jobs. In IHPL there is an organized training and development program to develop employee skills and productivity. In determining the training needs of the employees, IHPL considers productivity. 3types of training methods are applied here schoolroom lecture on the job training external trainingafter the result of the training program, employees are as sign-language(a) to predetermined positions.Performance management is the process employers use to make sure that employees are working towards organizational goals. Employee performance of IHPL is appraised on yearly basis and 3 months performance review is conducted for this purpose.IHPL do bel ieve that, high performance is the outcome of the multiplication of clarity, capability and commitment. That is High Performance = might* capability * commitmentREWARD bodyBefore constructing its reward system, IHPL evaluates the jobs apply Point Method. It sets its basic recompense based on experience performance position academic qualificationtraditional method of administrative pay is used in here. BEPZA has a greatinfluence on its payment system. In order to retain highly experienced people, IHPL uses motivation promotion providing extra facilities trainingbenefits provided to the employees are house rent DA / TAEmployees get bonus on yearly basis. Facilities are reactive here. select Control QC is a procedure or set of procedures intended to ensure that a manufactured product or performed service adheres to a defined set of quality criteria or meets the requirements of the client or customer. In Order to implement an effective QC program, an enterprise must first decide wh ich specific streamers the products or service must meet. Then the design of QC actions must be determined. (Ex the division of units to be tested from each lot). character Control Procedure in IHPL In IHPL Quality control procedure is through with(p) through internal & buyer consent. 100% audit (Third party audits from buyer side). Raw material revue. Dangerous article protection (steel fragmented, niddle parts, safety measures). Accepted Quality level. Quality accessories and chemical used. Automated distort machine. ISO 9001 2008 is followed in case of product Quality control. Customer expectation and ISO standard are followed for quality measurement. They have a skilled inspection team for quality control. This team consists of 24 members. IHPL has two different aid policy for equipment including i. Preventive maintenance policyii. Repair maintenance policy.Inspection services & testing in IHPLIHPL maintains some inspection services and testing procedures for ensuring product quality including-Pre commitment Inspection An inspection to countenance the conformity of production to their specification. Production monitoring Constant oversight in factory with daily reports on quality and production status. During production check Control and testimony for production process and capacity. Initial production check Inspection of machinery and materials to be used for their product prior to production. Container loading check Guarantee the finished goods meet their specification (Product type & quality) and are loaded. fag out ManagementIHPL produces safety hand gloves under Midas Safety has been Protecting the Working detention of the World. IHPL is a manufacturing unit of Midas Safety, and a good take intensive unit also. About 574 aims are working in it with two distinct shifts Day shift and nighttime shift. For manage a large number of lug there have a strong churn management unit. This unit recruits, selects, trains, reward and te rminate grasp. There have no beat back alliance and no CBA also. Labor cannot participate in decision making. IHPL provide food facilities to its worker. It has own mobile canteen for its worker and provide two snacks with tea and lunch for day shift and three snacks with tea and dinner for night shift. though IHPL situated in CPEZ, thus it need to follow instruction provided by BEPZA. BEPZA compass governingThe BEPZA fixed minimum bribe in October 1993 for categories of trainees, unskilled, semiskilled, and skilled workers at US$22 to US$63 per month. These place have never been revised. The minimum has become the effective maximum. The classification of workers is also through with(p) entirely by the employer. withal, working hours, paying holiday and other leave, payment of wages, and gestation benefits are all decided unilaterally by management. The BEPZA document, Labor and Industrial dealings, rules that BEPZA issues directives from time to time determining minimum wages. It is mum that the minimum wage, US$22, issued in 1993 soundless remains valid, although in national laws, periodical revisions are provided for. This salary is less than US$1.00 per day, the criterion used internationally to aim the poor. These issues require collective talk termsing and action including strikes if employers do not respond to workers demands. formal documents do not indicate how an offend employer is punished. There is no regular inspection by BEPZA Labor Administration, nor is there any requirement by employers to report on compliance. Because of this, exemption from the Industrial comparisons code appears highly detrimental to workers interests. In February 1986 the government exempted the BEPZA from the piece of work of Labor (standing order) proceeding.A card in January 1989 also exempted EPZ enterprises from the Factories Act 1965. These two acts related to basic conditions of employment (daily, monthly, casual, etc.), handout procedure, and provision of safety, health, and sanitary conditions, including facilities for women workers and their children. Compensation for lighting is mentioned in the BEPZA tract on parturiency and industrial relations. But the reasons for discharge are not covered including arbitral dismissal. fit to the BEPZA booklet, reasons for dismissal include physical and mental incapacity and continued ill health, with compensation of one months pay for every year of service or any part thereof in excess of six months. But the booklet does not clarify whether such dismissals are scrutinized by BEPZA prior to an employers order. Similarly dismissal on grounds of mess up is permitted after cod enquiry proceedings, (presumably by the employer). These supply are liable to ravishment of workers rights by the employers. Remuneration The parliament passed the EPZ Workers stand and IndustrialRelations Act 2004(Amended up to October 2010). Competitive wages in respect of semi skilled, skilled and hi gh skilled. The average monthly wages has been practiced as follow Unskilled US$ 39.00-48.00 Semi-skilled US$ 55.00 Skilled US$ 61.00-109.00 Other benefits include Conveyance Allowance, House Rent, Medical Allowance, maternalism Benefit, Festival Bonus, Provident Fund and Overtime. Considering the production cost investor is being deemed to be agreeable with the overall productivity of the labors. Human Rights in EPZ(a) Pressure to heighten welfareIt appears that the BEPZA and investors in EPZs are under affectionate and international nip not only to enhance the welfare of the workers, but also to consult the workers in the process. concord to the BEPZA Bulletin October celestial latitude 1999, a Conference of Investors on issues pertaining to labor relations in EPZs of Bangladesh was held in capital of Bangladesh in December 1999. The take care of Labor, the Minister of Industries and the American ambassador to Bangladesh attended the conference. agree to the Bulletin, t he investors in the EPZs of Bangladesh have proposed forming a three-party Welfare Committee to look after and protect the interest of workers. And the US Ambassador in his speech encouraged the investors to form a committee to help set up an acceptable method of ensuring the welfare of the workers in the EPZs of Bangladesh. (b) Pressure from foreign/international agenciesAs early as 1991, AFL CIO, the largest trade union federation in USA, quested to revoke Bangladeshs general system of preferences (GSP responsibility concessions) because of divers(a) alleged infringement of labor rights, including the demurrer of quitdom of association in the Chittagong EPZ. After a review of the petition, the US government decided to continue Bangladeshs GSP privileges, following Bangladesh governments assurance to throw overboard freedom of association in the EPZs by 1997 ( routine Star, 28 October 1999). In June1999, AFL-CIO filed another petition to revoke the GSP privileges of Bangl adesh, based solely on the countrys failure to act in accordance with the assurance. Since then the US ambassador has repeatedly threatened drug withdrawal of GSP privileges on the same grounds.On the other hand in a coming upon with BEPZA chairman, the japanese ambassador categorically stated, Japan does not want trade unions in the EPZs at this moment (Daily Star, 20 February 2000) and he expressed satisfaction at the sociable tune in the two EPZs of the country. A Korean entrepreneur observed that international labor standards maintained in developed countries should not be applied in Bangladesh because the issues of industrial relations here were different. According to another report in the Daily Star of 19 October 1999, the Bangladesh government had signed an agreement with the US Trade Department in 1994 to withdraw the exemption from Employment of Labor (standing orders) Act 1965, and from the Industrial Relations Act 1969, by 1995 and 1997 respectively. Exemption from th e Factories Act was withdrawn in 2000. On the other hand, the Chittagong EPZ investors told the US ambassador that permitting trade unions would also be a breach of attempt by the Bangladesh government, which had promised a peaceful atmosphere in the Industrial Zones (Daily Star, 28 October 1999). slowdown acquisition of a huge part of land for a Korean EPZ has displaced 425 families and the process has been challenged in court by a religious group, as it sought to film a church. Complaints of corruption and harassment in payment of compensation to displaced landowners for land acquired for Comilla EPZ has also appeared in the press. (c) Pressure for consultation with workersIn the conference, it was proposed that the Welfare Committee will lay out of worker substitutes, BEPZA, and BEPZA enterprises. This indicates a current need of arrangements for consultation in any assemblage with representatives of workers. In the three bodies comprising the BEPZA, no representative of workers is included. The Ministry of Labor is not even delineated in these bodies.(d) Divided opinion among ministersIn the 1999 conference, the Minister of Labor made a vague statement that the government will take some measures to protect the interest of workers and the investors equally while the Industries Minister was more categorical in saying, The prime objective of the government is to increase employment opportunities through increased investment. Any issue relating to EPZs of Bangladesh should be considered cautiously. (e) Opposition to traditional trade unionsOther speakers in the conference cautioned that foreign investment will be discouraged if traditional trade unions are introduced. In Bangladesh, labor laws provide for election of a incarnate Bargaining Agent (CBA) from among the registered unions in an industrial undertaking and traditionally the CBAs have exceeded their reasoned rights and created labor unrest, allegedly for the interest of the CBAs. stud y reasons for such a situation are an ineffective labor administration and political interference in implementation of labor laws. (f) BEPZA documentsSeveral BEPZA documents mention that BEPZA pursues a production-oriented labor law. The authority administers labor matters in the EPZs of Bangladesh. Labor unions are neither allowed to form or operate within EPZs. This is a strong indication that the right to organize and bargain collectively is denied to workers in EPZS. The BEPZA documents do not mention how the labor matters are administered in the absence of trade unions, particularly in matters that require collective bargaining, such as safety and health, minimum wage, dispute settlement, etc. From occasional reports in newspapers, it appears that labor unrest takes place once in a while due to causes like haughty dismissal of workers. (g) Exemption from certain labor lawsOn 25 February 1986, the government exempted Chittagong EPZ from the provisions of the Industrial Relation s Ordinance 1969 which accepted ILO Conventions on Freedom of Association (No. 87) and on the Right to Organize and Bargain conjointly (No. 98). The ILO considers these conventions as basic human rights. It is perchance true thatwidespread misuse of broad-minded provisions for forming unions of workers gave rise to a multiplicity of unions and inter-union rivalry. Similarly, somecollective bargaining agents are also criticized for misusing their representative strength. However, these situations arise due to political reasons and due to poor enforcement of laws by management and the state. Absence of laws permitting trade unions is no guarantee that such situations will not appear in the EPZs as well if the political situation deteriorates and if law enforcement slackens. The applicable issue is whether BEPZAs labor administration has agitated any alternative relief for the workers.Export & ImportIHPL is an export oriented company. They export their products to various coun tries. These are as follows- U.S.A Canada Australia South Africa Spain Russia Holland India U.A.EThey mostly export to INDIA & USA. Their annual export volume is approx. 90 lac us dollar. They determine their international market demand and supply by its tendinous sales team which is provided by its sustain organization MIDAS, situated in Canada.IHPL transport goods by air & water. They ensure raw materials from different countries. It need not have to pay any taxes for importing raw materials. IHPL is situated in EPZ area where companies are given special facilities and incentives in favor of their export goods also IHPL gets special incentive facilities fromBangladesh Govt for increasing their export. They use C&F agent for exportation their goods and collecting their raw materials.At the time of exporting product, they faces several problem. This are- by the bye transportation(unavailability of movers) dependence on middle organization It may be caused by C&F agent. Lengthy process in port Because of political problem mainly trade union. Corruption in every stage of processing Supply of wrongfulness information by importer or exporter above mentioned problems can be solved by Providing adequate transportation eagerness cut interference of middle men intervention of shipping problem in time Providing reliable information at the time of export and import Eliminating corruption by enforcing rules and regulatingIHPL is a big growing factory in Bangladesh and Bangladesh Govt. should support this kind of factory to develop the country by following steps- To increase mobility of port There are many kinds of problems in time of shipping goods and services. In our country labor does it. That is politicize trade union in port. this type of situation govt. can take foremost to increase mobility of port. Production of export cargo In our country ,we have no emergency career service. IHPL may expect to govt. this type of facility. Sound qu ality control and grading of export warhead In Bangladesh BSTI can do it. They may expect to govt. that BSTI will be more effective than previous. Effective cost control In our country cost increase due to hold up delivery, delay production, delay documentation. To reduce this govt. canintroduce one stop service centre in port and also need to make it more effective. Developing sound earnings and linkage with overseas market To do it govt. can need to do EPB and art Ministry more effective.Corporate social obligation of IHPLCorporate Social Responsibility (CSR) is defined as the way companies integrate social, environsal, and economic concerns into their values and operations in a transparent and accountable manner. It is integral to semipermanent business growth and success, and it also plays an important occasion in promoting business values locally and internationally and also alter to the sustainable development of communities. The Government of Bangladesh works with the public and private sector, business conjunction, urbane indian lodge , with foreign governments and communities as well as other stakeholders to foster and promote CSR.WIKIPEDIA define CSR asCSR is a form of corporate self integrated into a business model. CSR policy functions as a built-in, self-regulating mechanism whereby a business monitors and ensures its active compliance with the spirit of the law, respectable standards, and international norms. The goal of CSR is to embrace responsibility for the companys actions and encourage a positive impact through its activities on the environment, consumers, employees, communities, stakeholder and all other members of the public sphere who may also be considered as stakeholders.Corporate Social Responsibility THE BANGLADESH mise en sceneCSR practices in Bangladesh in its modern planetary terms, are relatively new, but not so for the concept itself. Because, being a part of the global market, it is difficult to make out CSR stan dard specifically in the export sector like (MIDAS, young one, specific jeans) com. In general, it is true that in Bangladesh, the status of labor rights practices, environmental management and enhancer in corporate governance are not satisfactory level, largely due to poor enforcement of existing laws and inadequate pressure from civil society and interest groups like Consumer Forums (CAB) consumer association of Bangladesh. Globally, as CSR practices are in stages being integrated into international business practices and hence is becoming one of the determining factors for market accesses, it is becoming equally submissive for local acceptability.A focus on CSR in Bangladesh would be useful, not only for improving corporate governance, labor rights, work place safety, fair treatment of workers, community development and environment management, but also for industrialization and ensuring global market access. omit of enforcement of Industrial Laws and Regulations, weak uni ons, absence of consumer rights and high level of corruption within the regulative bodies make CSR violation rampant in Bangladesh. CSR is neglected in two most significant foreign exchange sources is the RMG sector and the overseas manpower export. Unbelievably low compensation, working hours, health/hygiene/ sanitisation conditions, fire safety and various types of maltreat are so common and to the intent of inhumanity that will shock any conscientious individual to the core. Recently, the RMG sector employees have embarked on a industry wide movement to establish their rights. Like savor, narayangong (kunchpur) in march-April in 2012.CSR Of Industrial Hand Protection Ltd. ( IHPL)IHPL is committed to ethical behavior and to sustainable economic development, while improving the quality of life of its workforce and their families, as well as the local community and society at large. IHPL is one of the organizations of MIDAS. It established in November 2010 in EPZ in Chittagong. I ts a 100% export oriented safety material producer export gloves, heal mate, chemical resistant cover in India & others countries as per the requirement of MIDAS. Since its inception its carry our different types of CSR to govt., employees, BEPZA, EPZ & to the society. CSR to Govt.* Provide tax, duty, others fees well-timed(a)* Follow govt. prescribe rules & regulation* Promote diplomatic relation with exporting countries* Contribute t the up-liftment of GDP* fond balance of paymentCSR to society* create employment for 600 people( 50% male,50% female) * environment safety operation* raising living standard* Qurbani,a very new establishment, donation to orphanage. CSR to environment* pollution free manufacturing* sound waste management policy* minimum dismissal of co2* ISO 90012008 certified operationCSR to employees* by the bye wage paid* provide free lunch & dinner* provide on job training* provide safety material for worker in time of working* improve skill among w orker* provide pure drunkenness water* transportation facilities for employeesCSR to BEPZA* follow BEPZA role & regulation* follow labor act 2006* operation is consistent with Bangladeshi culture, norms, value. Proper CSR practice in Bangladesh can also contribute a lot to community development. The corporate house can develop the community by creating employment, providing uncomplicated education, contribution to infrastructure development like road and high-ways and addressing environmental concerns. This is more relevant for a country likeBangladesh where the government interventions in these fields augmented by corporate alliance can go a long way in developing the economy, society and environment.Problems of IHPLIHPL faces generally two types of problems. They may be internal or external problems.Internal Problems Inadequate training and development program. low investment in research and development. overleap of infrastructural development of the organization. behav e no own power supply system. High turnover rate of the organization. relieve oneself no local supply of raw material. External Problems Political imbalance in Bangladesh. Increasing inflation Corruption in the port. Lengthy process for exporting of the goods. stinting factors Exchange rate fluctuation, trade policy, trade relation with other country, tax rate, tariff and others non-tariff barriers Non-availability and non-frequency of transportation. Other Cultural differences like working attitudes, language, education and dexterity etc. miss of proper supply of gas, water, electricity and so on. Labor union causes a lot of problems in case of export oriented organization.RecommendationSome recommended suggestions are given below Continuous quality usefulness concept should be applied for the amelioration of the quality of the product. Investment in research and development has to extend to initiate a new idea. IHPL should provide adequate incentive, salary, bonuses and non-financial facilities to reduce the high turnover rate. IHPL should try to produce raw material in production country. IHPL should introduce the updated technology in the production to increase productivity. IHPL should think thepossibilities of sells its products in Bangladesh. IHPL should introduce the housing facilities for the employees. IHPL should try to apply JIT concept in the inventory system. IHPL should try its best to minimize the lead time of the shipment of hand gloves. IHPL should be more social responsible and environment friendly company. deathBy Observing the above news we can concludes that the company has been maintaining excellent performance since its beginning. This is the proud of the company that it never incurred a loss since 2010 to 2012. The overall performance of accounting, management, and cost systems of Industrial Hand Protection Ltd. is to some extend conventional issue. The products of the company have wide market demand all over the wo rld. The company earns a lot of foreign exchange which plays an important role in our national economy. Industrial Hand Protection Ltd will be the role model for export oriented industry sector within few years. Because of its quality product, uniqueness of their product, export volume and so on. One of the main problem is that IHPL uses automated machineries which hamper targeted production in case of electricity disruption. It imports all raw materials but it some times faced problems due to time limitation. If IHPL can overcome its drawbacks it will increase a large extent the volume of profit.Since this company is established in CEPZ area they have to maintain all the rules and regulations provided by the BEPZA. So the authority can not enjoy freedom of taking decision. Their turnover rate is quite high, it needs to be checked. If it does not take initiative to improve this situation it will face difficulties because they have several competitors outside the country.The producti on capacity of IHPL is limited because of their limited area. So this need to be considered by pertain authority . By analyzing sales arc and financial statement, profit and production diagram of IHPL, we can saythat the overall performance of IHPL is satisfactory. It never incurs losses since its beginning. We also know that it is a newly established company. We rely Industrial Hand Protection Ltd. will carry out its production process smoothly by removing its some preposterous drawbacks.ReferenceElectronic WorksMr.A.K.M.Arif Mohin UddinManager Admin & Personnel.Mr.Akbar HaqqaniDeputy General Manager (DGM)Country Head in BangladeshMr Adnan PeerzadaDeputy Manager.Department of Finance and Commercial.Senging point essence pointLinerBobblingShip attentionSportsRoad ConstructionSteel Industry.Fashion IndustryHeat ResistanceChemical Industry.JourneyMr.Shihab Uddin KhanHR officer.anceChemical Industry.JourneyMr.Shihab Uddin KhanHR officer.Quality serviceQuality Customer expenditu reQualityValuable customer fictionalizationManMachineMaterial cashDirect saleFormal RelationInterdepende-ncyMertocracyTTrustCare For Others moral philosophyTeam workStrength weakness Unskilled labor Inexperience Poor industry environment Lack of local demand Lack of infrastructural development. Fresh purlieu Higher Productivity of worker. Availability of labor Effective collaboration among employees. Effective and efficient labor supply Participative management system Unbalance market distribution Lack of energy Floating worker Devaluation High turnover rate Political instability Long lead time to export Emerging market Research and developing Established plan Building obedience Growing demand Vast labor force with labor costThreatsluckSpinningPre-JellingAir flowShoweringStamping advancementFinished GoodsOvenLinerDrying check cut pointMethanolDeepingPre-JellingEvaporation level JellingOvenPackagingStampingFinished GoodsWhat is expected?The way it is expected to develop.What has b een achieved?The way it has been achieved.High PerformanceAbsenteeism in percentTurnover in percentMonth in 2012.January19.46%9.56%February15.257.738.00 ring15.4519.238.43April12.008.00MaySatisfactionFactorsDissatisfactionFactors Shortage of holidays imprint medical allowance Long working hours Improper assistance from production. Lack of incentives Organizational environment Transportation problem in case of long distance playing field Cooperation between staff and office employees Timely salary payment Freedom to work Basis of future platform culture and participating Food and transportation facilityInitial ScreeningEmployment Testscomplementary Application FormComprehensive questionBackground InvestigationConditional Job adjureMedical or somatic TestPermanent job OfferScreeningCollecting People chew out PersonallySelection by Engineers withdraw Effective Worker