Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Introduction Part
Introduction
After liberation when countrys traditional items of export could not yield expected result, in late
70s the government and a section of entrepreneurs young, educated and dynamic, began to
emphasize on development of non-traditional items of export. By the year 1983, ready-made
garments (RMG) emerged to be non-traditional export oriented sector most promising in the
socioeconomic context of the country. By that time, those entrepreneurs felt a necessity of sect
oral trade body, non-government in nature, free from traditional bureaucracy, to help the RMG
sector and to boost up the foreign exchange earning of the country urgently needed at that time.
Responding to that necessity, 19 (nineteen) RMG manufactures and exports joined together and
by their untiring efforts got Bangladesh garment manufacturers and exporters association
(BGMEA) incorporated on 20 February 1983, today 2400 small and medium scale privately
owned garment factories, registered with BGMEA, spread in cluster over the EPZ and urban
areas of Dhaka, Chittagong and Khulna, are manufacturing ready-made garments of varied
specifications as per size and design stipulated by the overseas buyers. Starting with a few items,
the entrepreneurs in the RMG sector have widely diversified the product base ranging from
ordinary shirt, t-shirt, trousers, shorts, pajama, ladies wear and childrens wear to sophisticated
high value items like quality suits, branded jeans items, jackets-both cotton and leather, sweaters,
embroidered wear etc.
Besides accounting for 66% of Bangladeshs total export earnings in 1995, this sector is
employing about 1.2 million people of whom 90% are woman. Ancillary industries producing
carton, polybasic, woven labels, buttons, sewing thread, strapping band, gum tape etc have
emerged in large number with the growth of the sector. The RMG industry has helped the
growth of the sectors like banking, insurance, shipping, hotel, tourism, road, transportation and
railway container services etc. The sector in which the RMG has helped created the maximum
prospect in the country in the textile sector-supply source of mother raw-material of RMG
sector.
Woven garments is a growing industry in Bangladesh & similarly to woven apparel designs,
gives a challenging & responsible career where the complex nature of the global fashion &
textile industries must be realize. The woven industry will meet the global challenge through
2
their creative ability & sound background of commercial industrial & operational
environments in which professional practice takes place with Bangladesh becoming one of the
leading world suppliers of woven garments.
The exponential growth of Bangladesh garments manufacturing sector mow necessities the
country to become vertical & further growth in backward linkage in the woven & knit sector is
essential to complete with china & India. So the impact of management system is absolutely
crucial top sustained growth & future expansion of the garment industry through a well
planning.
To understand the problems and barriers they are facing in the way of doing business as a
garment industry.
To get the general idea about overall operation of Noman Terry Towel Mills Ltd.
To identify the core competencies which differentiate Noman Terry towel Mills Ltd. from
other garment industries.
Specific objective:
To find out different products and marketing strategies which Noman Terry Towel Mills
Ltd. is using to attract and satisfy customers.
To find out the expected level of the customers satisfaction and the services should be
offered.
1.3 Methodology
Sources of collecting data:
When I wanted to collect data, simply two types of data are found. They are1. Primary Data
2. Secondary Data
Primary Data
Primary data can be defined as the data collected for the first time by the investigator. I have
collected data and some valuable information by directly working over there.
Others primary sources of information:
Face to face conversation with officials of HR department.
Data collected through observation of the companys activity.
Secondary Data
I have used secondary data only in the cases where it was not possible for me to use primary
data. I collected most of my secondary data from Noman Terry Towel Mills Limiteds official
website, annual report of NTTML and other websites.
asked them. Many of them also hesitated to answer the questions. These things
hampered the information collection.
Chapter 02
Organizational Part
Zaber & Zubair Fabrics, a subsidiary of Noman Group, manufactures various home textile items
for export, mainly to Europe and North America. Zaber & Zubair Fabrics won HSBC Export
Excellence Awards in 2012 under the RMG and textile category with an annual export turnover
of more than $50 million.
The company supplies to renowned retailers such as Walmart, Target, K-Mart, PVH,
Nitori,Espirit and HEMA. Different sister concerns of the group export their products to top
global brands such as H&M, IKEA, Target, GAP, JC Penney, Tesco, Li & Fung, American Eagle,
Carrefour, Disney, Nike, Zara, Mango and Uniqlo.
Compliance is an important area where the group focuses on the most, Islam said. I had to
spend Tk 300 crore to set up an effluent treatment plant.
With sustained growth over the years and an ever-expanding list of international clientele,
Noman Group has solidified its position as a leading vertically integrated textile group in
Bangladesh. It was started in 1968 by Mr. Nurul Islam. The product range of NG is spinning
fabrics, readymade garments, home textile and terry towel. It is the highest exporter of
Bangladesh from 2006 till now in home textile.
1980
1997
1998
2000
2006
2008
2011
2011
2012
2012
2.4 Stakeholders
Any organization, association and other entities that have significant influence on Noman Group
and also any individual or groups that are influenced by their activity (either directly or
indirectly) on a continual basis are considered as their stakeholders. Stakeholders are an integral
part of an organization and Noman Group is no exception. They especially consider their
customers, suppliers, financial institutions, employees and surrounding community as their most
vital stakeholders and partners.
Noman Group provides a range of products and services to buyers both nationally and
internationally. They offer their clientele base superior quality and undeniable commitment.
Their strong policy in being environmentally and socially responsible upholds their sincerity
towards the stakeholders. On a regular basis, NG engages in dialogue with our suppliers, buyers,
and contractors in respect to their performance as well as sharing experience on various aspects.
In respect to their commitment to communal development, they regularly meet with people from
the community in an effort to understand their needs better.
The clients of NG are some of the top brands located in North America, Europe and Asia. Now
they are also looking into increasing their presence in emerging markets.
Fashion Fabric
Solid
Yarn Dyed
Print
Mesh/Jersey
Cotton poplins, Canvas and Voiles
Cotton Twills, Chinos and Satins
CVC and Poly Cotton Blends
Heavy and Denser Bottoms wear fabrics
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Home Textile
Duvet Cover
Pillow Cover
Bed Linen
Bed Spreads
Bed Throws
Kitchen Cloth
Table Cloth
Curtain
Shower Curtains
Chair Pads
Cotton Rugs
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Napkins
Table Runners
Aprons
Mitten
Rug/Mat
Upholstery
Towel (Kitchen Towel, Bath Towel, Robe, Spa Towel, Beach Towel, Tea Towel, Bib,
Hooded Towel, Institutional Towel)
Apparel
Shirt
Blouse
Pullover
Gown
Chino
Cargo
Capri
Bermuda
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Ladies Skinny
Shorts
Skirt
Pajama
Special
Fishing Net
Tent Fabric
Parachute Fabric
Ceramic Fabric
Glass Fabric
Kevlar weave
Mosquito net
Military clothing
Fire-proof clothing
Cut resistant clothing
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Noman Terry Towel Mills Limited is the leading terry towel manufacturer in Bangladesh. It
started its journey in 2012 at Vowel Mirzapur, Gazipur. It is known to major institutional &
retail buyers around the world as the top terry towel supplier in Bangladesh. As a vertically
integrated terry towel manufacturer in Bangladesh it has all the solutions in-house which
enables us to achieve short lead times and on-time delivery to buyers worldwide.
Their nine modern spinning mills let them produce their own yarns. Along with many weaving
units & accessories/packaging unit, it also has a robust transportation facility. It has been credited
as having the most compliant terry towel factory in Bangladesh by many of our buyers.
Their management consists of young, forward-thinking professionals and seasoned experts in
terry towel industry. .
Noman Terry Towel Mills Ltd., a part of Noman Group, the largest home textile group of
companies with annual revenue of USD 1 billion.
Stitching
Weaving
Terry Dyeing
Yearn Dyeing
Twisting
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The number of departments shows the complexity that Noman Terry Towel Mills Ltd. has to go
through to make the company work. The departments that deal with the management of the
company are given below-
Marketing Department
Medical Services Department (MSD)
Accounts & finance Department
Information Technology (IT) Department
Human Resource Management (HR) and Admin Department
Human Resource Management (HR) and Compliance
Internal Audit
Quality Management & Audit
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Workforce: 6000
Registered Capital: Above US$100 Million
Annual Sales: US $50 Million (70% year-on-year growth)
Factory Size: Above 100,000 square meters
Capacity: 70 Tons of Terry per day & 25 Ton Yarn Dyed Capacity
Factory Location: Vawal, Mirzapur
Products : Institutional terry towel, Terry beach towel, Terry bath towel, Terry kitchen towel,
Terry bath robe, Terry bib, Terry hooded towel etc.
Clients: H&M, SEARS CANADA, ALDI USA, Denantes, Rusta, Itochu, Zeeman, La Redoute,
OTTO.
Certifications: BSCI, OE 100, OEKOTEX, GOTS, WRAP, C-TPAT, EGYPTIAN, SUPIMA,
CMIA, SEDEX.
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Consumer Mission - To manufacture and supply the finest quality textile products on time
2.11 Product
The product portfolio includes
Terry bib,
And bedspread.
Right now, specialties include velour towel, printed towel, jacquard towel, dobby
towel and embroidery towel. They have plans to introduce zero twist terry towel and bamboo
towel in Bangladesh in the future.
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Weakness
a. Employee migration is high in Noman Terry Towel Mills Ltd. Almost in every month,
people are being recruited.
b. Salary structure is not so good. So NTTML is not able to attract potential, effective and
experienced employees.
Opportunities
a. Existing demand for garment accessories in the neighboring countries is really
big opportunity for Noman Terry Towel Mills Ltd.
b. New technology helps Noman Terry Towel Mills Ltd to better meet their customers
needs with new and improved products and services. Technology also builds competitive
barriers against rivals.
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c. New products can help Noman Terry Towel Mills Ltd to expand their business and
diversity their customer base.
Weakness
a. International competitors are numerous and difficult to combat, because they can have
many competitive advantages that give them an advantage over Noman Terry Towel
Mills Ltd.
b. The availability of substitute products hurts Noman Terry Towel Mills Ltds ability to
raise prices, because customers can easily switch to another product or service.
c. The unstable political condition is a big threat for The ACME Laboratories Ltd. Hartal or
blockage may result in the delay of distribution of products. It also hampers the regular
official work.
In 2012, Noman Group signed an agreement with Dutch-Bangla Bank Limited on to provide
mobile banking service to its 50,000 employees.
In 2013, Noman Group held its first annual summer blood drive in collaboration with Quantum
Foundation.
Noman Group is a champion of the idea that everyone is entitled to education. In line with that
view, it has been supporting Chunati High School, a non-governmental high school in Lohagara
for many years.
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Noman Group is giving now equals more than 10 tons of clothes every month to the
communities it serves. Especially during the nations biggest festivals, it partners up with local
organizations to provide new clothes to underprivileged children.
In the last fiscal year, Noman Group has not been subject to any complaints or concerns
regarding incidents of non-compliance with regulations and/or voluntary codes concerning the
health and safety impacts of the products and services they provide. Noman Group is in
compliance in all material respects with applicable product safety laws and regulations in the
jurisdictions in which they operate.
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Chapter 03
Human Resource Management of Noman Terry Towel Mills Ltd.
22
23
Generally, HR department is responsible for the overall management. Noman Terry Towel Mills
Ltd. considers that success depends on the collective effort of entire work force. . It gives
specific guidelines of operation of human resource division with a vision to maintain the
expected standards that are maintained. There are a number of functions performed by the HR
department of NTTML. They are discussed below
3.4 Selection and Recruitment Process of Noman Terry Towel Mills Ltd.
Recruitment Advertisement
There are various ways by which it is informed to the workers that there is a garment that is
taking people. Usually NTTML follow the following policies to make advertisement
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Once a candidate come with these papers, the officers checks whether the documents are okay or
not. They also observe the fitness of the candidates. If they seem to be all right, they are sent to
the medical.
Medical
Medical is a very important part of recruitment. Here, the primarily selected workers come and
the doctors do their age verification. Age verification is important since NTTML does not recruit
child labor. An eligibility test is also done to make sure that they are able to do their work
properly.
Recruitment
After the age verification, if the workers are okay from every aspect, they are given an
application form for the job, employee information form, declaration form and finally joining
letter for the post. The workers who are applying for post like helper (ribbon, sewing, washing,
sample, terry dyeing), floor cleaner, security guard etc, they are sent for a fire and compliance
training. They join to the work from the next day of their medical.
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On the other hand, the workers who are applying for post like operator (ribbon, sewing, washing,
sample, terry dyeing), technician, beam fitter, quality checker etc, they are sent to the section
head. He is responsible to ensure who are really able to work and who are not eligible. The
selected workers also need to pass a skin test. After that, they are sent for a fire and compliance
training. They join to the work from the next day.
Appointment Letter
The garment is compelled to provide an appointment letter to the recruited workers within 3-7
days. They will also receive an identity card which contains name, designation, date of joining
and department. The appointment letter contains information regarding company policy. It
contains information regarding salary, overtime and its payment, leave policy etc. It is a must
that each and every appointment letter will contain workers finger print and signature. The main
copy of the appointment letter will be provided to the worker and the photocopy will be reserved
by the HR department for updating personal file.
Part 1- Employee Identification Part This part contains such information by which
they can be identified. It contains information like employee name, fathers and mothers
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name, date of birth, NID number, blood group, opening date of service book, signature
manager.
Part 3-Job and Salary Information: This part contains date of joining, ID card number,
designation and salary. In this part, a signature of worker and an HR officer is a must.
Part 4-Leave Information: This part contains how many days a worker can take leave.
demonstrable behaviors.
If found suitable, preference will be given to internal candidate who is already employed
The Process
Following process to be ensured in order to complete the whole recruitment and selection
process:
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29
Job Offer
1. The offer of employment shall be issued by Group HR for all Management staff.
2. Only the approved remuneration /grade can be offered by the Group HR/SBUs. Any
deviations must be approved by Director, HR.
3. Remuneration package will be considered on the basis of Total Cost to Company (CTC).
4. Depending on the qualifications, experience & exposure of previous employment, the
candidate will be offered a package within the range of relevant grade as applicable for the SBU
5. Employment Offer Letter to be issued to the selected candidate prior to his joining with
conditions of medical check-up (when applicable) and reference check (if necessary).
Joining
Candidates come and meet with HR manager and then appointed to the job.
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Chapter 04
Actual Task Part
31
During my three month internship, I have learned a number of things which I want to mention in
below
The tasks are described briefly in the following descriptionUpdating Employee Personal File
Each and every employee of Noman Terry Towel Mills Ltd. owns a file. These files contain
everything about an employee. One of the major tasks of HR department is updating those
personal files. I have updated a lot of files when I was there.
Writing Service Book for Employee Record Management
Service book is a book that contains several information regarding employee. This service book
is a must according to law. It can be kept separately but in Noman Terry Towel Mills Ltd., it is
kept along with the personal files. I have written a good number of service books during my
internship over there.
ID Card Distribution
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Each and every employee is required to hang ID card while visiting the factory Premises. I have
distributed ID card among the workers.
Leave Form Management & Updating
In a month, many employees enjoy various types of leave. At the end of every month, HR
department is responsible to update them on the leave registry book. These books contain
information regarding leave. I have updated lots of leave form information to the registry book.
Performance Evaluation Form Handling & Recording
At the end of one year job in a company, one employee gets promotion or increment. HR
department is responsible is responsible to make a performance evaluation sheet including name,
ID and department and send it to the department head. Then the department head will judge him
on some criteria and mention how much increment should be made or whether promotion should
be given or not. After doing that, they send it back to the HR department & they promote or give
increment based on this. I have prepared those sheets and sort them according to department.
CV Sorting
The process of selecting candidates starts with sorting out CVs. I have worked a lot in sorting out
CVs initially, especially in the position of floor supervisor, production officer etc. There I was
asked to give emphasis on the educational qualifications, previous working experience and
whether the candidate has done relevant training program which will be appropriate for the given
job responsibilities. After the initial screening has done, I had to make a list of the candidates
who can be called for interview.
Disciplinary Actions
I have worked with some activities of disciplinary procedure such as sending letter to the
employees who are absent in the factory for a long time (maximum 10 days are allowed).
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Chapter 5
Compliance Issue for Garments Workers
34
35
Ref: Bangladesh Gazette 2006 as per section 3 & 5 of minimum wages ordinance
(Amendment)
Working Hours
Normally working hour is 08 eight hours/day and it may be up to 09 (nine) hours when there
will be 1 hour break for lunch and rest. No one is allowed to work more than 48 hours per in a
week and on an average 56 hours per week in a year
Ref: sec-50 of Bangladesh Labor Act 2006
Overtime Hours
If any worker is required to work for more than 8 hours in a day or for more than 48 (forty
eight) hours in a week, that will be treated as overtime hours. That overtime hour is maximum
2 hours in a day and not more than 60 hours in a week.
Ref: sec-57 & 58 of Bangladesh Labor Act 2006
Overtime Pay
Where a worker works in factory for more then 8 (eight) hours in a day or more then 48 (forty
eight) hours in a week, he shall in respect of overtime work, will get payment as the double of
his basic salary per hour.
Ref: sec-58 of Bangladesh Labor Act 2006
Intervals for Rest or Meal
no adult worker in a factory shall be liable to work either for more than six hours in anyone
day unless he has been allow in interval of at least one hour during that day for rest or meal.
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For more than five hours in anyone day unless he has been allow in interval of at least half an
hour during that say for rest or meal: or for more than five hours during that say for rest or meal
or For more than eight & half hours unless he has an interval under clause (a) or two such
intervals under clause (b) during that day rest or meal.
Ref: sec-54 of Bangladesh Labor Act 2006
3) Weekly Holiday
no adult worker shall be required or allowed to work in a factory on Sunday or a Friday as the
case may be unless he / she has had or will have a holiday for a whole day, or one of the three
days immediately before or after that Sunday or Friday.
Ref: sec-103 of Bangladesh Labor Act 2006
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4) Leaves
A worker is capable of enjoying different types of leaves with full payment. They can enjoy
the following types of leaves
Casual Leave (CL) an employee will get 10 days casual leave in a year.
Ref: sec-115of Bangladesh Labor Act 2006
Sick Leave (SL) if an employee becomes sick or unable to work due to illness, they will be
able to take maximum 14 days sick leave.
Ref: sec-116 of Bangladesh Labor Act 2006
Earn Leave (EL) if an employee works at least one year in an organization, he will earn
leave. According to law, for every 18 days of their work, they will earn 1 day leave.
Ref: sec-117 of Bangladesh Labor Act 2006
Festival Leave (FL) each and every employee will be able to enjoy leave on different
occasions and festivals which are 11 days in a year.
Ref: sec-118 of Bangladesh Labor Act 2006
Maternity Leave (ML) if any female employee works in an organization for at least six
month, she will be able to enjoy maternity leave. This leave is allowed for 120 days or 4 weeks.
Ref: sec-45-50 of Bangladesh Labor Act 2006
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Chapter 06
Project and Research Part
39
Week 01
Week 02
Week 03
Week 04
Particulars
Transportation
Internet Bills
Primary Data Collection
Printing and Book Binding
Total =
Cost (Taka)
2000
500
500
1600
4600
40
6.4.3 Sample: The sample of this study is the all employees of Noman Terry towel Mills Ltd.
41
6.4.4 Population
Sampling unit or population of my study is every employee of Noman Terry Towel Mills Ltd.
42
H6: The recruitment process of Noman Terry Towel Mills Ltd. is fair.
H1
H2
H3
H4
H5
H6
1=Strongly Disagree
10
10
2=Disagree
10
10
4= Agree
10
12
15
16
11
5=Strongly agree
12
Total
129
128
112
136
153
120
Average
3.23
3.2
2.8
3.4
3.8
Standard Deviation
1.367
1.36
1.47
1.296
1.059
1.52
Z-test value
3.37
3.26
1.29
4.39
7.76
2.08
HO: = 2.5
HA: 2.5
n = 40
Here
= 3.23
= 1.367
Z cal= ( X
)/ (/n) = 3.37
H1
Strongly Disagree
23%
13%
Disagree
23%
25%
18%
Strongly Agree
Interpretation: Around 48% respondents had identified that the interview process of Noman
Terry Towel Mills Ltd. is lengthy.
02. H0: The interview process of Noman Terry Towel Mills Ltd. is not effective.
44
HA: The interview process of Noman Terry Towel Mills Ltd. is effective.
HO: = 2.5
HA: 2.5
n = 40
Here
= 3.2
= 1.36
Z cal= ( X
)/ (/n) = 3.26
H2
Strongly Disagree
20%
13%
Disagree
25%
30%
13%
Strongly Agree
Interpretation: Around 50% respondents had identified that the interview process of Noman
Terry Towel Mills Ltd. is effective.
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03. H0: Noman Terry Towel Mills Ltd. does not recruit fresh graduates.
HA: Noman Terry Towel Mills Ltd. recruits fresh graduates.
HO: = 2.5
HA: 2.5
n = 40
Here
= 2.8
= 1.47
Z cal= ( X
)/ (/n) = 1.29
H3
Strongly Disagree
18%
25%
Disagree
Neither Agree nor
Disagree
20%
13%
25%
Agree
Strongly Agree
Interpretation: Around 50% respondents had identified that Noman Terry Towel Mills Ltd. does
not recruit fresh graduates.
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04. H0: The selected employees are not good enough for Noman Terry Towel Mills Ltd.
HA: The selected employees are good enough for Noman Terry Towel Mills Ltd.
HO: = 2.5
HA: 2.5
n = 40
Here
= 3.4
= 1.296
Z cal= ( X
)/ (/n) = 4.39
H4
Strongly Disagree
20%
38%
13%
Disagree
13%
18%
Agree
Strongly Agree
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Interpretation: Around 58% respondents had identified that the selected employees are good
enough for Noman Terry Towel Mills Ltd.
05. H0: The authority of Noman Terry Towel Mills Ltd. is not happy with the people getting
selected.
HA: The authority of Noman Terry Towel Mills Ltd. is happy with the people getting
selected.
HO: = 2.5
HA: 2.5
n = 40
Here
= 3.8
= 1.059
Z cal= (X )/ (/n) = 7.76
At 5% level of significance, the value of Z-Distribution table is: Z0.05 = 1.96
Since Z cal > Z tab, the null hypothesis is not accepted. So at 5% level of significance, it can be said
that the authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected.
H5
Strongly Disagree
18%
30%
Disagree
13%
40%
Strongly Agree
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Interpretation: Around 70% respondents had identified that the authority of Noman Terry
Towel Mills Ltd. is happy with the people getting selected.
06. H0: The recruitment process of Noman Terry Towel Mills Ltd. is not fair.
HA: The recruitment process of Noman Terry Towel Mills Ltd. is fair.
HO: = 2.5
HA: 2.5
n= 40
Here
=3
= 1.52
Z cal= (X )/ (/n) = 2.08
At 5% level of significance, the value of Z-Distribution table is: Z0.05 = 1.96
Since Z cal > Z tab, the null hypothesis is not accepted. So at 5% level of significance, it can be said
that the recruitment process of Noman Terry Towel Mills Ltd. is fair.
H6
Strongly Disagree
20%
25%
Disagree
Neither Agree nor
Disagree
28%
18%
10%
Agree
Strongly Agree
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Interpretation: Around 48% respondents had identified that the recruitment process of Noman
Terry Towel Mills Ltd. is fair.
Findings
1. The interview process of Noman Terry Towel Mills Ltd. is lengthy. In this hypothesis,
23% of respondents are strongly agreed, 25% are agreed, 18% respondents are neither
agreed nor disagreed, 22% respondents are disagreed and 12% respondents are strongly
disagree. And alternative hypothesis is accepted.
2. The interview process of Noman Terry Towel Mills Ltd. is effective. In this hypothesis,
20% of respondents are strongly agreed, 30% are agreed, 13% respondents are neither
agreed nor disagreed, 25% respondents are disagreed and 12% respondents are strongly
disagreed. And alternative hypothesis is accepted.
3. Noman Terry Towel Mills Ltd. recruits fresh graduates. In this hypothesis, 25% of
respondents are strongly disagreed, 25% are disagreed, 12% respondents are neither
agreed nor disagreed, 20% respondents are agreed and 18% respondents are strongly
agree. And null hypothesis is accepted.
4. The selected employees are good enough for Noman Terry Towel Mills Ltd. In this
hypothesis, 20% of respondents are strongly agreed, 38% are agreed, 8% respondents are
neither agreed nor disagreed, 12% respondents are disagreed and 12% respondents are
strongly disagree. And alternative hypothesis is accepted.
5.
The authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected.
In this hypothesis, 30% of respondents are strongly agreed, 40% are agreed, 13%
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respondents are neither agreed nor disagreed, 17% respondents are disagreed and 0%
respondents are strongly disagree. And alternative hypothesis is accepted.
6. The recruitment process of Noman Terry Towel Mills Ltd. is fair. In this hypothesis, 20%
respondents are strongly agreed, 28% are agreed, 10% respondents are neither agreed nor
disagreed, 17% respondents are disagreed and 25% respondents are strongly disagreed.
And alternative hypothesis is accepted.
Recommendations
In this part of recommendation, some valuable issues of Noman Terry Towel Mills Ltd. are
discussed. NTTML is a very well-established, famous and large garment. So, it is really tough to
recommend something on any aspect of the factory. However, I have tried to come up with few
recommendations. According to the findings, some decision can be taken that are discussed
below-
1. The interview process of Noman Terry Towel Mills Ltd. is lengthy. So they should
concentrate on this fact otherwise they may lose potential and experienced employees
since they dont want to wait too much for the job.
2. The interview process of Noman Terry Towel Mills Ltd. is effective. But they can create
more friendly and relaxed environment so that they can make if more effective.
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3. Noman Terry Towel Mills Ltd. should think of recruiting new and fresh graduates
because they are keen to accept new challenges. Management can make them work as
their own wish. They will not show any kind of objection when it is not possible to
expect the same from the senior or experienced employees.
4. The selected employees are good enough for the factory which means the employer are
able to recruit the right person for the right job. They should keep continuing this as the
selection and recruitment is happening properly.
5. The authority of Noman Terry Towel Mills Ltd. is happy with the people getting selected
which mean that the employees try to perform their work properly. It means that the
employees they are satisfied with the organization and its behavior and they try their level
best to be dedicated to their work.
6. The overall recruitment process of Noman Terry Towel Mills Ltd. is fair enough but they
should concentrate on making it more attractive.
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Conclusion
Noman Terry Towel Mills Ltd, the sister concern of Noman Group is a manufacture and global
exporter of various types of towels in the whole world. From the very beginning, the company
had faced many challenges and defeat all the obstacles and complications successfully. Noman
Group - From a small business, now has become the leading position in the market. Human
resource division at Noman Terry Towel Mills Ltd is vast and elaborative which compromises
the overall management process. Strong recruitment and selection process and teamwork is the
secret of Noman Terry Towel Mills Ltds success. Since its setting up in 1968, Noman Terry
Towel Mills Ltd has been working relentlessly with a vision to ensure the best quality products
for all and they are truly focused on it with optimism about perpetual growth and success with
time.
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Bibliography
2015.
Annual Report of Noman Terry Towel Mills Ltd, 2013-2014.
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