Table of Contents

Executive Summary ................................................................................................... i

1.0. Introduction .........................................................................................................1
1.1 Objectives .........................................................................................................2
1.1.1 Broad Objective .........................................................................................2
1.1.2. Specific Objectives ....................................................................................2
1.2. Scope ...............................................................................................................2
1.3. Methodology ....................................................................................................2
1.3.1. Research design ........................................................................................2
1.3.2. Sample Design ...........................................................................................2
1.3.3. Sample Size................................................................................................3
1.3.4. Methods of Data Collection ......................................................................3
1.4. Limitations .......................................................................................................3
2.0 Literature Review .................................................................................................4
3.0. Overview of the RMG Sector of Bangladesh .....................................................5
4.0. HR Practices in RMG sector of Bangladesh .......................................................7
4.1. Recruitment and Selection ...............................................................................8
4.2. Training and Development ..............................................................................8
4.3. Performance Appraisal ....................................................................................8
4.4. Compensation and Benefits .............................................................................9
5.0. HRIS Overview .................................................................................................10

5.1. HRIS Definition .............................................................................................10

5.2. HRIS Modules ...............................................................................................10
5.2.1. Employee Database.................................................................................11
5.2.2. Payroll .....................................................................................................11
5.2.3. Time and Attendance ...............................................................................11
5.2.4. Absence and Leave Management ............................................................12
5.2.5. Benefits Administration ...........................................................................12
5.2.6. Recruitment and Selection ......................................................................12
5.2.7. Performance Management ......................................................................12
5.2.8. Employee Training Module .....................................................................13
5.2.9. Employee Self-Service Module................................................................13
5.2.10. HR Analytics..........................................................................................13
6.0. Application of HRIS in RMG Sector of Bangladesh........................................14
6.1. Companies Surveyed .....................................................................................14
6.2. HRIS Softwares Used in the RMG Sector ....................................................15
6.2.1 Balancedcomp ..........................................................................................15
6.2.2. Bex Tex HR Management ........................................................................16
6.2.3. Cake HR ..................................................................................................16
6.2.4. East West Master ERP ............................................................................16
6.2.5 Genesis HRIS ...........................................................................................16
6.2.6. WeKnit ERP ............................................................................................16
6.2.7. Namely.....................................................................................................16

6.3. Benefits of using HRIS in RMG Sector ........................................................17

6.4. HRIS Quality Evaluation in RMG Sector .....................................................18
7.0. Conclusion ........................................................................................................19
References ................................................................................................................20
Appendix .................................................................................................................... I
Appendix 1: Questionnaire ..................................................................................... I
Appendix 2: Company Overviews .......................................................................III

An Overview of HRIS in RMG Sector of Bangladesh

Executive Summary
The Readymade Garment sector (RMG) of Bangladesh has been the key revenue generating
sector for the last couple of years. At present, the RMG sector generates about $9.35 billion
worth of revenue each year by exporting garments product and plays a crucial role in the well
being of the economy of our country.
Managing the human resources of this enormous sector effectively has become a crucial factor
to business success. Intense global competition for better quality products with cheaper price has
altered all the earlier calculations regarding Human Resource utilization technique. Human
resource management in the RMG sector has received keen attention because of its recognition
that better output could be gained by using information systems for managing the vast number of
human capital employed in this sector effectively.
Human Resource Information Systems (HRIS) is now used extensively in most readymade
garment company irrespective of its size, tenure of establishment, complexities of operations etc.
This study deals with the uses of HRIS in the RMG sector of Bangladesh that would provide new
knowledge in the human resource management practices of Bangladesh.
The whole study is conducted through data analysis (both primary and secondary), collected
from respondents and various sources and provides a thorough overview of the use HRIS in the
RMG sector of Bangladesh.

An Overview of HRIS in RMG Sector of Bangladesh

1.0. Introduction
The Ready Made Garments (RMG) industry has played a pioneering role in the development of
industrial sector of Bangladesh. Though it took a rather late start i.e., in 1976 but it soon
established its reputation in the world market within a short span of time.
RMG industry gives employment to millions of people. In order to recruit skilled workforce in
textile sector, proper training programs would thus facilitate in supply of well qualified
workforce. Thus the role of Human Resource (HR) department has gained momentum in terms
of employing manpower that satisfies the professional requirements of this sector and that is well
skilled. Thus many collaboration among many multinational companies and educational
institutions is been observed.
A Management Information System (MIS) provides information needed to manage organizations
efficiently and effectively. MIS involve three primary resources: people, technology, and
information. Management information systems are distinct from other information system in that
they are used to analyze operational activities in the organization.
Over the years, Human Resources' role has expanded far beyond mere hiring and firing. A wellequipped HR department now trims costs, enhances efficiencies, delivers high value employee
services and guides any business through a dizzying array of regulations.
A big part of being well-equipped means implementing an Human Resource Information
Systems (HRIS) solution that automates business processes and streamlines interdepartmental
procedures, allowing the business to accurately reconcile bills and eliminate over-payments,
reduce the need for additional employees, and improve recruiting and employee-retention among
other key tasks.
Understanding the importance of using information system to streamline HR functions in RMG
sector of Bangladesh, This paper lays particular emphasis on Human Resource Information
Systems (HRIS) used in the sector to assist HR professionals in performing functional business
processes.

An Overview of HRIS in RMG Sector of Bangladesh

1.1 Objectives
1.1.1 Broad Objective
The broad objective of this study will be to present the current status of HRIS and its usage in the
RMG Sector of Bangladesh.
1.1.2. Specific Objectives
In order to understand the broad objectives, the study will also cover the following specific
objectives:

Brief overview of the RMG sector of Bangladesh.

The general HR functions performed in the RMG Sector.

Brief overview of HRIS software and its different components.

Various HRIS softwares used in RMG sector of Bangladesh, their benefits and quality
evaluation.

1.2. Scope
The scope of our study is limited to the use of HRIS in the ready-made garments sector of
Bangladesh. It is assumed that the analysis performed in this paper will be able to provide an
overview of the use of different HRIS software in RMG sector of Bangladesh. However, this paper is
limited in providing only a descriptive overview of the Human Resource Information System
organization and does not contain any criticism of the systems or recommendations.

1.3. Methodology
1.3.1. Research design
The study is descriptive in nature, as it tries to present the current standard of HRIS and its
practices prevalent in the RMG sector of Bangladesh.
1.3.2. Sample Design
The sampling technique followed in this study is convenience style sampling as we tried to find
the RMG companies that were willing to provide us with the necessary information.

An Overview of HRIS in RMG Sector of Bangladesh

1.3.3. Sample Size

We collected information from 35 different RMG companies of Bangladesh.
1.3.4. Methods of Data Collection
For the purpose of this study, data from both primary and secondary sources were used.
Primary Data: The main source of primary data for this study is the information obtained from HR
professionals working in various RMG companies through a structured questionnaire. The
questionnaire is included in the appendix.

Secondary Data: Secondary data were collected from various sources such as journals, reports,
websites and articles published online related to RMG sector of Bangladesh, Human Resource
management and MIS.

1.4. Limitations
A small limitation faced on our part was the collection of data, which presented a problem during
the initial stages. The companies were either unwilling or indifferent while sending the data of
their HRIS system. The problem was later resolved by further contacting with concerned
officials.
Moreover, the companies were unwilling to divulge any financial information due to
confidentiality reasons especially regarding the costs involved in the implementation of HRIS
modules in their companies.

An Overview of HRIS in RMG Sector of Bangladesh

2.0 Literature Review

The RMG sector of Bangladesh is considered to be the biggest contributor of national economy.
And considering the size of the industry, the companies need to follow a certain procedure in the
human resources department. The said procedures are clearly stated in the study of Miah, M. &
Hossain, M., titled "A Comparative Study of HRM Practices between Foreign and Local
Garment Companies in Bangladesh".
Various other local reports compiled by university students for their dissertation, such as the one
done by Ahmed, N. titled " HR Policies at Zeal Knitwear Limited" helped us in understanding
the HR policies of several of the local RMG factories, which helped in determining the standards
set by the company and experienced by the authors themselves.
The current world is widely affected by modernization, which has been largely possible through
the use of technology. Technology has and continues to affect us in every sphere of our lives.
The Human Resources management of every company has also embraced said changes. The
effects of those changes were clearly understood from the study of G., Barkha, titled "Human
Resource Information System (HRIS): Important Element of Current Scenario."
The use of HRIS has also impacted the lives of the employees, not just the management system.
Studies show that the implementation of HR technology can increase an organizations market
value. The move to a web-based system or to a corporate intranet is currently the top cost-cutting
strategy at use within organizations that utilize HRISs. The use of said system was discussed in
"An Analysis of Human Resource Information Systems impact on Employees" by Weeks,
Kelly O.

An Overview of HRIS in RMG Sector of Bangladesh

3.0. Overview of the RMG Sector of Bangladesh

Bangladesh has a population of approximately 164 million people. The economy of this country
has historically been significantly dependent on agriculture. But over the last few years,
Readymade Garments (RMG) sector of Bangladesh has turned out to be the biggest earner of
foreign currency. This sector creates about 4.2 million employment opportunities and contributes
significantly to the GDP. Readymade garments (RMG) of Bangladesh are powered by young,
urbanizing, workers, where most of them are women.
The foundation of textile sector was first established in the 60th decade of 19th century. For the
first time, the industry exported shirts (Mercury shirt) to the European market in 1965-66, which
was produced from Karachi.
The following factors played a major part for the advancement of RMG sector of
Bangladesh:
Vast labor force,
Skilled human resources,
Technological upgrades,
Government supports for textile and clothing,
Special economic/export processing zones,
Creation of textile and clothing villages,
Incentive for use of local inputs,
Duty reduction for the import of inputs/machines,
Income tax reduction,
And international supports like GSP, GSP+, duty free access etc.

An Overview of HRIS in RMG Sector of Bangladesh

The RMG industry is the only multi-billion-dollar manufacturing and export industry in
Bangladesh. Whereas the industry contributed only 0.001 per cent to the countrys total export
earnings in 1976, its share increased to about 75 per cent of those earnings in 2005. Bangladesh
exported garments worth the equivalent of $6.9 billion in 2005, which was about 2.5 per cent of
the global total value ($276 billion) of garment exports. The countrys RMG industry has been
growing by more than 15% per annum on average during the last 15 years.
Thus it is understandable that the Readymade Garments Sector plays a vital part in the well being
of the economy of Bangladesh. So it has become imperative that we understand the underlying
human resource functions governing this sector.

An Overview of HRIS in RMG Sector of Bangladesh

4.0. HR Practices in RMG sector of Bangladesh

Human Resource (HR) management is recognized as being critical for the success of
organizations globally. The role of HR function is considered to be a supportive role since no
other business functions or processes can be fulfilled without initial input from HR. HR function
can be defined as an organisational function or unit that deals with people in employing, training,
promoting, terminating, record keeping and meeting other legal requirements
The major HR functions of RMG companies in Bangladesh involve the tracking of existing
employee

data

which

traditionally

includes

personal

histories,

skills,

capabilities,

accomplishments and salary.

As such, the HR functions performed by RMG companies in Bangladesh can be classified in the
following criteria:
HR Criteria

Practices in RMG sector

Spend minimum money in selection. Panel interview,

Recruitment and selection

aptitude tests, competency based interviews and

application forms are not commonly used for all levels

Training and development

Low in conducting training needs systematically, less

priority on-the-job training is practiced
High in pay differentials between those at the top and

Compensation and benefits

those at the bottom. Non-monetary benefits are less

practiced
Frequency: less used.

Performance appraisal

Measure of performance: individual performance/

output.
Purpose: reluctant to provide feedback

An Overview of HRIS in RMG Sector of Bangladesh

Informal criteria such as emphasis on informal
Management appointments criteria participation and group or likeminded involvement, a
cooperative group action, loyalty
Organizational communication

Top-down communication methods is used

Table 1: HR Practices in RMG sector of Bangladesh

4.1. Recruitment and Selection

Studies indicate that the Bangladeshi garment companies use less standardized selection
methods. They prefer internal recruitment, make more use of references, and base their selection
on less objective criteria.
However, curriculum vitae and interviews play an important role in employee selection in the
local garment companies. Studies suggested that recommendations and social networking are not
as important. Moreover, the local garment company places emphasis on internal recruitment and
less on qualifications, which is an indication of a slow shift of the local company towards the use
of more objective selection criteria.

4.2. Training and Development

The Bangladeshi garment companies tend to use on-the-job and off-the-job training programs to
maintain the level of skills among the key employees. They consider coaching by the supervisor
as a highly effective tool for training.

4.3. Performance Appraisal

The methods of performance appraisal are unstructured in the local industry.
The companies tend to handle its performance appraisal system at a basic level. The companies
do not conduct formal performance appraisal system. The purpose of performance appraisal in
the local companies is not linked with career planning. The measurement criteria of all
companies are performance oriented.

An Overview of HRIS in RMG Sector of Bangladesh

4.4. Compensation and Benefits

The formula for compensation seems to be comparable with the local company. In designing
compensation strategy, the local company follows market trends. The local company tends to
show its preference towards a seniority based pay system. The concept of equal employment
opportunity (EEO) is partially practiced by the local companies.

The use of information systems improves the efficiency of these HR functions and contributes
towards achieving an organizations strategic development. As organizations become more
complex and their information management needs increase, the need for relevant information
systems also increases dramatically. Realizing these facts the RMG sector has moved towards
implementing HRIS to automate the various HR roles performed in the industry.

An Overview of HRIS in RMG Sector of Bangladesh

5.0. HRIS Overview

A well functioning Human Resource Department is paramount for ensuring the success of
organizations such as the RMG factories. Therefore, it is imperative that we know about the
information systems used in such organizations for performing various HR functions. In
Enterprise Resource Planning systems, the HR module is one of the core components along with
finance, manufacturing and sales modules.

5.1. HRIS Definition

Human Resource Information System (HRIS), also known as Human Resource Management
System (HRMS) is a systematic way of storing data and information for each individual
employee to aid planning, decision making, and submitting of returns and reports to the external
agencies. Thus HRIS can be briefly defined as integrated systems used to gather, store and
analyze information regarding an organizations human resources.
As described in the previous chapter, the HR functions of RMG factories consist of tracking
existing employee data which traditionally includes personal histories, skills, capabilities,
accomplishments and salary. To reduce the manual workload of these administrative activities,
organizations, including many in the RMG industry, electronically automate many of these
processes by introducing specialized human resource information systems. HR executives rely
on internal or external IT professionals to develop and maintain an integrated HRIS which
contains a multitude of components or modules to manage various HR, payroll, management and
accounting activities.

5.2. HRIS Modules

Generally a HRIS encompasses the following components:

Employee Database

Payroll

Time and Attendance

Absence and Leave Management

10

An Overview of HRIS in RMG Sector of Bangladesh

Benefits Administration

Recruitment and Selection

Performance Management

Employee Training

Employee Self-Service

HR Analytics

It is to be noted that organizations while implementing HRIS may modify the system according
to their individual needs, thus excluding some of the components mentioned above or adding
additional components. Some of the most commonly used HRIS modules are described below:
5.2.1. Employee Database
Employee database or employee information storage is the one of common feature in HRIS. The
employee database will generally contain fields for most of the information in an employee file.
However, with that data being contained within a database, organizations have the ability to
report, manipulate, and maintain the data.
5.2.2. Payroll
Many of todays HR applications offer payroll as an option. The largest benefit of this option is
that all of both the HR and Payroll data is contained in a single system. Therefore, double input
or the transfer of data does not exist. The software packages that dont offer payroll usually
provide the capability of importing or exporting data to a third party payroll option.
The payroll module of HRIS automates the pay process by gathering data on employee time and
attendance, calculating various deductions and taxes, and generating periodic pay cheques and
employee tax reports. This module can encompass all employee-related transactions as well as
integrate with existing financial management systems.
Many RMG factories in Bangladesh use this module separately instead of a complete HRIS.
5.2.3. Time and Attendance
The time and attendance module gathers standardized time and work related efforts. Attendance
management with a manual process is a wasteful, and time consuming process. The ability to

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An Overview of HRIS in RMG Sector of Bangladesh

automate overtime fees calculation is one of the advantages that can be derived from time and
attendance that is integrated with biometric devices like fingerprint scanners. Other functions
that can be used to save time is the easy generation (one single click method) of the attendance
report.
5.2.4. Absence and Leave Management
Absence and leave management module provides an automated way to allocate, book, approve,
track and monitor any absence from the workplace, whether for holidays/vacations,
compassionate reasons, illness or parental leave. Request and approval processes are streamlined
and the outcomes are incorporated with other departments so that replacements are readily
available for any scheduled absence.
5.2.5. Benefits Administration
The benefits administration module provides a system for organizations to administer and track
employee participation in benefits programs. These typically encompass insurance,
compensation, profit sharing and retirement provident funds.
Sometimes, the benefits administration might overlap with the payroll module and fall under the
payroll banner.
5.2.6. Recruitment and Selection
Online recruiting has become one of the primary methods employed by HR departments to
garner potential candidates for available positions within an organization. Talent management
systems typically encompass: analyzing personnel usage within an organization; identifying
potential applicants; recruiting through company-facing listings; recruiting through online
recruiting sites like BDJobs.com that market to both recruiters and applicants.
5.2.7. Performance Management
The performance management module automates the employee appraisal process by recording
and tracking objectives and targets set for employees. This module generally incorporates
employee competence framework, job standards and/or other relevant systems.

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An Overview of HRIS in RMG Sector of Bangladesh

5.2.8. Employee Training Module

The training module which is sometimes known as learning and development module provides a
system for organizations to administer and track employee training and development efforts.
Often using the outcomes of the performance management process as a starting point, this
module may produce individual training plans for staff, deal with bookings (for training courses
or other learning options), and manage the follow-on evaluation and feedback process, while
tracking training expenditure against budget allocations.
5.2.9. Employee Self-Service Module
The employee self-service module allows employees to query HR related data and perform some
HR transactions over the system. Employees may query their attendance record from the system
without asking the information from HR personnel. The module also lets supervisors approve
overtime requests from their subordinates through the system without overloading the task on
HR department.
5.2.10. HR Analytics
The Analytics module enables organizations to extend the value of an HRIS implementation by
extracting HR related data for use with other business intelligence platforms. Often incorporated
as functions within other modules, HR analytics provide reporting capabilities (frequently in the
form of libraries of HR metrics and benchmarks) assessing and analyzing the data gathered and
stored with the HRMS (and other business systems) to provide strategic and predictive insights
that can be used to guide the business strategy of the organization.

13

An Overview of HRIS in RMG Sector of Bangladesh

6.0. Application of HRIS in RMG Sector of

Bangladesh
6.1. Companies Surveyed
In order to analyze the application of HRIS in the RMG industry of Bangladesh, we have
gathered information from 35 RMG factories in Bangladesh. The RMG industries that were
contacted by the authors and provided information are:

Asmara BD Pvt Ltd.

Knit Asia Ltd. (New asia group)

Beximco Textiles Ltd.

Masco Group

Concorde Garments Ltd.

Mondol KnitTex Ltd. (A concern of

Continental Fabric BD Ltd.

Crystal Martin Uk Ltd.

Pacific jeans Ltd.

East West Group

Palmal Group

Envoy Group

Radif Composite Ltd.

Epyllion Knitwear Ltd.

Robintex Ltd.

Fakir Fashion Ltd.

Sharmin Group

FCI (BD) Ltd.

Sinha Opex Group

Fountain Garments Manufacturing

Snowtex CTG Ltd.

Ltd.

Softex Sweaters Industries (Pvt) Ltd.

Global Outerwear Ltd.

Standard Group

Hameem Group

Suad Garment Industries Ltd.

Harvest Rich Ltd.

Suprov Composite knit Ltd.

Johura Fashion Tex

Universal Manswear Ltd.

Kenpark BD Ltd.

Vintage Denim Studio Ltd. (IEPZ)

Knit & Knitex Chittagong Ltd.

Viyellatex Ltd.

Knit and knitex BD Ltd.

Mondol Group)

Brief descriptions of these companies are included in the appendix.

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An Overview of HRIS in RMG Sector of Bangladesh

6.2. HRIS Softwares Used in the RMG Sector

From the gathered information it is observed that the RMG factories surveyed use separate stand
alone HRIS modules along with HRIS modules which are part of integrated ERP softwares.
Among the surveyed companies only two companies: Asmara BD Pvt Ltd. and Suprov
Composite knit Ltd. do not have any HRIS software installed and perform their HR functions
manually.
The other 33 companies use a variety of HRIS softwares to perform their HR functions. Some of
the HRIS softwares used by these companies are:

Balancedcomp

Jubo Soft (ERP)

Bdstudio HR Management

Leave Management System

Bex Tex HR Management

Master Management

Cake HR

Namely

Continental Systems

Payroll Management

Crystal Systems

S.O. Management

East West Master ERP

Smaster

Envoy Managing ERP

United Pacific ERP

Genesis HRIS

Weknit ERP

Hameem ERP Systems

Brief descriptions of some these systems are given below:

6.2.1 Balancedcomp
Balancedcomp is a U.S. based company which provides web based salary administration and
performance management processes that attract, motivate and retain a talented workforce. The
system is used by Palmal Group to monitor and perform HR functions such as payroll,
attendance, Recruitment and selection, performance appraisals and generation of HR reports.

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An Overview of HRIS in RMG Sector of Bangladesh

6.2.2. Bex Tex HR Management

Bex Tex HR management is the in house HRIS software used by Beximco textiles Ltd developed
specially to be used by Beximco. The HRIS software in Beximco Textiles was implemented in
1999 to oversee the HR functions of payroll, recruitment and selection, personnel management,
performance appraisals and generation of HR reports.
6.2.3. Cake HR
Cake HR is a HR and Employee Management Software used by Standard Group. Implemented
in 2004, the system allows the company to monitor payroll, attendance, recruitment, appraisals
and HR report generation functions.
6.2.4. East West Master ERP
East West Master ERP is the in house ERP software of East West group, used in all of their
RMG factories. The system was established in 2004 and supports several HRIS functions such as
payroll, attendance, recruitment etc. as well as managing the Supply Chain functions.
6.2.5 Genesis HRIS
Genesis HRIS is customized HRIS software designed by Genesis Technologies Ltd. Dhaka, for
Johura Fashion Tex Ltd. Implemented in 2012; the system enables the company to oversee
various HR functions such as payroll, attendance, recruitment etc.
6.2.6. WeKnit ERP
WeKnit ERP is used by Knit Asia Ltd. which is developed by their IT Dept with fully in house
facility in 2007. The software is running in 3 tier architecture technology with web application
platform and performs various HR functions along with capabilities to oversee other functions
such as supply chain and finance.
6.2.7. Namely
Namely is a popular HRIS which consolidates all HR and employee needs onto one platform.
The system provides a highly configurable platform and is used by a number of RMG companies
in Bangladesh, such as: Fakir Fashion LTD., Knit and Knitex BD Ltd., Snowtex Ctg Ltd and
Universal Manswear Ltd. In addition to a full payroll system, benefits administration and talent

16

An Overview of HRIS in RMG Sector of Bangladesh

management features, namely offers a core HR system comprising employee profiles,

organizational charts, time off tracking and approvals, task and document management, along
with custom reporting capabilities.
Detailed analysis regarding the costs associated with implementing these HRIS could not be
provided in this paper, as the companies were unwilling to share that information.

6.3. Benefits of using HRIS in RMG Sector

According to HR managers of the companies surveyed, using HRIS have presented opportunities
for them to streamline business processes, improve procedures and significantly reduce HR
costs.
The major benefits of Using HRIS include:

Reduction in duplication of efforts leading to reduced HR cost.

More Efficient HR department with reduced workforce

Streamlined and systematic procedures leading to improved co-ordination in different

departments of the company.

Figure 1: Benefits of using HRIS

When asked to identify the major benefits of using HRIS, 100% of the companies responded that
HRIS has enabled efficient time management in their companies. 93.9% attributed reduced HR
costs to HRIS. 87.9% companies stated that HRIS use have enabled reduced workforce in the
HR department and 72.7% companies suggested that HRIS have increase co-ordination among
the different departments of the companies.

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An Overview of HRIS in RMG Sector of Bangladesh

6.4. HRIS Quality Evaluation in RMG Sector

Most of the RMG companies surveyed were quite content with the quality of the HRIS used in
their organizations. When asked to rate the existing HRIS software of their companies in the
following categories: User-friendliness, System quality, Information quality, industrial
productivity and system security; the following results were obtained:

Figure 2 : HRIS Quality Evaluation

From the results it is observable that only one company: Radif Composite Ltd. rated their system
somewhat negatively. But in this case it is also to be noted that among the 35 companies
surveyed only Radif Composites HR functions such as payroll, attendance and analytics are
outsourced, whereas all the other companies maintain in house HR departments.

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An Overview of HRIS in RMG Sector of Bangladesh

7.0. Conclusion
In this age of globalization where changes are quick and unpredictable and HR has a much
shorter timescale to respond, use of Human Resource Information System is essential for any
good organization to ensure effective people management and to get a competitive edge in the
corporate world. This is especially true for the readymade garment sector in Bangladesh due to
the large number of workforce employed in this sector. Thus HRIS is gradually getting
popularity and acceptability in this sector. The RMG owners and management are considering it
as an investment rather than costs as HRIS helps management to make effective and better
decisions for the wellbeing of the organizations.

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An Overview of HRIS in RMG Sector of Bangladesh

References
Ahmed, N. HR Policies at Zeal Knitwear Limited. Brac University.
Gupta, B. (2013). Human Resource Information System (HRIS): Important Element of Current
Scenario. IOSR Journal Of Business And Management (IOSR-JBM), 13(6), 41-46.
K. C. Laudon and J. P. Laudon, Management Information Systems: Managing the Digital Firm,
(11th Global edn.), Upper Saddle River: Pearson Education, 2009, ch. 1, pp. 44-47.
McKinsey & Company, Inc.,. (2011). Bangladesh's ready-made garments landscape: The
Challenge of Growth (pp. 3-9). Frankfurt.
Miah, M. & Hossain, M. (2014). A Comparative Study of HRM Practices between Foreign and
Local Garment Companies in Bangladesh. South Asian Journal Of Human Resources
Management, 1(1), 67-89.
Weeks, K. (2013). An Analysis of Human Resource Information Systems impact on
Employees. Journal Of Management Policy And Practice, 14(3), 35-43.
Zhi Wei Chen, Zhi Feng Chen, Yan Xu, 2010, Integration Technology and Application Research
on Management Information System in Textile Industries. Advanced Materials Research, Vol.
136, p. 236-241

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An Overview of HRIS in RMG Sector of Bangladesh

Appendix
Appendix 1: Questionnaire

An Overview of HRIS in RMG Sector of Bangladesh

II

An Overview of HRIS in RMG Sector of Bangladesh

Appendix 2: Company Overviews

The following part contains brief overviews of some of the RMG companies surveyed for the
purpose of this report.
Asmara BD Pvt Ltd.
Asmara BD Pvt Ltd. is part of Asmara International Ltd. a Global Fashion Compnay with offices
and factories located in multiple countries. The Bangladesh unit which was established in 2005,
caters to a wide range of fashion retailers across the world.
Beximco Textiles Ltd.
Bextex Ltd. was incorporated in Bangladesh as a Public Limited Company with limited liability
on 8 March 1994 and commenced commercial operation in 1995. Its factory located in Sarabo,
Kashimpur, Gazipur. Bextex has Partnership with major retailers & international brands from
around the world like Calvin Klein, H & M, Levis etc.
Concorde Garments Ltd.
Concorde Garments Ltd. is a part of Concorde Group, based in Bangladesh, is a group of
Industries with sustained goodwill and expertise in exports oriented ready-made garment
manufacturing. It was founded in 1983 and its factory is located in Mirpur. Concorde Garments
Ltd. has clients mainly from USA, UK, Canada and France.
Continental Fabric BD Ltd.
Continental Fabric BD Ltd. is a company with over 15 years dedicated to import and export
fabrics with the highest standards of quality.
Crystal Martin Uk Ltd.
Crystal Martin UK Ltd. is the wholly-owned division of the Crystal Group focused on supplying
high quality apparel to UK & Continental European retailers. The Crystal Group is the largest
apparel manufacturer in South East Asia.

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An Overview of HRIS in RMG Sector of Bangladesh

East West Group

East West Group is a

leading export oriented vertical suit and dress pant manufacturing

industrial complex in Bangladesh. Which was started its journey in 1979. Its garments
manufacturing units located in Mirzanagar Savar, Dhaka just 30KM away from the city. East
West Group has wide range of buyers from around the world.

Major buyers are H&M,

RAYMOND, CK etc.
Envoy Group
Envoy Group, a diversified conglomerate with primary focus on ready-made garments and
textile manufacturing was established in 1984. Its factory located at Khilgaon, Chowdhurypara,
Dhaka-1219.
Epyllion Knitwear Ltd.
Epyllion Knitwears Limited (EKWL) is a part of Epyllion Group started its journey as a house of
Readymade Garments (RMG) engaged in manufacturing and exporting of Knit Apparels in
1994. It is an important garments manufacturer for a number of renowned brand apparels of
Europe, USA, Asia & Africa.
Fakir Fashion Ltd.
Fakir Fashion Ltd is one of the major manufacturer and export of Bangladesh which started its
journey in 2009. Its factory is located in Baliapara, P. Rupgonj, Dist. Narayan gonj. Some of its
clients are H &M, US Polo, Mango, Espirit, Zara, Maxx etc.
FCI (BD) Ltd.
FCI (BD) ltd. is a part of FCI Group that was incorporated in the Dhaka Export Processing Zone
in Bangladesh in 1997. It clients are the many of the world's top brands, including M&S, Zara,
Nike and Alexon.
Fountain Garments Manufacturing Ltd.
Fountain Garments Manufacturing Ltd. (FGML) is an established company in the Ready Made
Garments sector which specializes in manufacturing and marketing textiles products to global

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An Overview of HRIS in RMG Sector of Bangladesh

markets mainly in USA and Europe. The factory located in Savar, Bangladesh, was inaugurated
in February 2011.
Hameem Group
Ha-Meem Group, a Bangladeshi clothing manufacturer, is leading supplier of readymade
garments and denim fabric in the world. Ha-Meem Group has earned name and fame both at
home and abroad as one of the top clothing companies in Bangladesh. Ha-Meem today is
working with some of the biggest fashion brands of the world.
Kenpark BD Ltd.
Established in 2000, Kenpark is located in the two Export Processing Zones in Chittagong.
Kenpark is proud to work in partnership with leading global brands in the apparel industry e.g.
Timberland, Coluimbia, Addidas, River Island etc.
Knit and knitex BD Ltd.
Knit and Knitex Limited is a 100% export oriented composite knit textile unit, established in the
year of 2003.
Knit Asia Ltd. (New asia group)
Knit Asia Limited (KAL) was established in 2000. Its RMG Unit-1s located at East
Narashinghapur, Ashuila, Savar, Dhaka, Bangladesh. And its Knitting & Dyeing Unit, RMG
Unit-2 is located at Shafipur, Kaliakoir, Gazipur, Bangladesh.
Masco Group
MASCO GROUP of Industries Limited is a pioneer in introducing European technology in knit
fabric manufacturing in Bangladesh started its journey at December 09, 1999. Its factory location
is just 30 minutes drive from Hazrat Shahjalal Airport.

An Overview of HRIS in RMG Sector of Bangladesh

Mondol KnitTex Ltd. (A concern of Mondol Group)

Mondol Group established in the year 1991, Mondol Group of Industry its quality standards and
is engaged in manufacturing of all kinds of knitted garments. Its factory is located at
Nayapara,Kashimpur,Gazipur,Bangladesh.
Pacific jeans Ltd.
Pacific Jeans Limited is a world class casual wear manufacturing company was established in
1984. Pacific Jeans is working with leading fashion retailers from US, EU and Japan e,g, H&M,
GAP, Vogle etc.
Robintex Ltd.
Robintex-Group has been operating in the export oriented composite knit garment industry of
Bangladesh since 1996. Its factories are located at Vulta, Narayanganj about 15KM to the east of
Dhaka.
Sharmin Group
Sharmin Group commenced its commercial operations on 1st January 1998. Its factories are
located at Narasinghapur, Zirabo, Ashulia Dhaka.
Snowtex CTG Ltd.
Snowtex CTG Ltd. was established in 2005 with factories located in MIrpur and Dhamrai.
Standard Group
Established in 1984, Standard Group is one of the longest running garment manufacturing
companies in Bangladesh. Its major customers are America Eagle Outfitters, GAP, ZARS,
SEARS etc.
Suad Garment Industries Ltd.
Suad Garments was founded in 1999 in Kuwait at the Free Trade Zone (FTZ). Since 2014 with
the completion of a brand new facility in Bangladesh, Suad Garments has moved all of its
operations to the Adamjee Export Processing Zone (AEPZ). Suad Garments has a wide range of

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An Overview of HRIS in RMG Sector of Bangladesh

Buyers including Walmart, JCPenney, Sears, Marks & Spencer, ZARA, Carrefour and
PRIMARK.
Suprov Composite knit Ltd.
Founded in 2004 for 100% Export Mission, Suprov Composite knit as a aprt of AnonTex Group
is a multi-unit, multi-interest business group with a wide range of industrial activities. Its major
clients are P&C, TESCO, WILSON, ZARA, Indigo etc.
Universal Manswear Ltd.
Universal Menswear Ltd is a joint venture with Romania & Bangladesh having factory located in
Narayanganj EPZ.
Vintage Denim Studio Ltd. (IEPZ)
Vintage Denim Ltd is a 100% export oriented a well recognized trouser manufacturing industry.
Major customers are C & A, Charles Vogels, Pimkie, Promod, Terrenova, Deven Ham.
Viyellatex Ltd.
VIYELLATEX group is a rapidly growing multi dimensional organization in Bangladesh. It all
started as a small family business of knit apparel manufacturing in 1996. Its major clients are
PUMA, Olymp, NEXT, Calvin Klein, DKNY, Tommy Hilfiger etc.

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