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DAWLAT-A-ELAHI SAWRAB
ID: 13302147
INTRODUCTION
As a part of my internship program for BBA I got the opportunity to do internship
in a garments manufacturing company named Golden Horizon Limited.
I was assigned in the Human Resource department. My internship period started
from September 18th and ended at November 18th
My organizational supervisor was Md. Neyamat Ali, Senior Executive HR and
Admin, of Golden Horizon Ltd (GHL).
The primary objective of the study was to relate the theoretical knowledge with
practical experience
Objective of the study:
The main objective of this report is to know about the Human Resource Management
practices of Golden Horizon Limited and to try linking the theoretical knowledge with
practical experience.
The specific objectives are:
In order to construct the report I have collected necessary information from two
sources:
a) Primary Sources of Information: 1. Face to face discussion.
2.Telephone discussion.
3.Oral interview of the responsible officers and.
workers
b) Secondary Sources of Information:
1. Websites of Golden horizon Ltd.
2. Various documents of Golden horizon Ltd.
3. Internet
LIMITATIONS OF THE STUDY
Vision
To set benchmark in the 3p, product quality, productivity, process. And to create top quality
management team & disciplined workforce and to become a highly reputed manufacturer of
garments in the international market by producing top quality products which confirm & surpasses
the customer expectation.
Mission
Operating facilities that are environment friendly and safe for employees & communicate as a whole.
Pass
Fail
Pass
Fail
Pass
SWOT analysis of GHL
Strengths: Weaknesses:
Strong security system Less promotional activities
High quality product Lack of benefits & rewards for the employees
Latest mechanized machinery Inadequate financial resources
Tremendous market positioning High cost of production
Highly qualified & skilled management
Centralized decision making
ISO 9001-2000
Weak image in the international market
Highly motivated workforce
Competitive advantage Small international market share
Equipped with MIS system
Own power generation plant
Opportunity: Threats:
Organization can expand product lines New entry of competitors
Organization can capture new market segments around the world Buyer needs & demands changes
Organization can reduce the cost by proper utilization of resources Political instability
Human Resource Planning:
GHL has mainly two objectives regarding HR planning of GHL
Internal source:
The recruitment happens by the reference of the workers or employees work
there
It is the main medium of recruitement in GHL.
If there is any vacancy and the GHL asks the workers and employees if they
have eligible candidate for the places.
External source:
Doesn’t use external sources generally
They use posters and banners as medium of advertisement
Attach big posters around the factory and factory area.
Selection process:
generally take place on the same day of the recruitment date.
At the beginning the workers are asked to give the name and position for
which he or she is applying. Then they are called one by one and asked to
provide necessary documents.
The examiners check the authenticity of the documents.
Then he or she is asked about the speed rate or production capacity per
hour and inform about the required speed
the number of production per hour and the number of defect is considered
If the performance is satisfactory then the amount of payment the company
interested to give are discussed. If agreed Appointment letter will be given.
Then the candidate will work as a trainee for three months under a
supervisors supervision.
If the performance is satisfying the worker get the work finally with a
confirmation letter.
Training and Development
Apprenticeship training:
Before the final selection the worker enter at GHL as trainee. They
are supervised and trained under the supervisors supervision for
three month
Work Place Training:
At the work place training the new workers are introduced with
the rules and regulation of Golden Horizon limited. They are
introduced to organizations culture and values.
Lay Out Training:
Before starting production for a new order the lay out training is
must. When new order take place layout is changed according to
the demand of production and design
The training session conducted by the chief designer and
supervisors.
worker development:
GHL doesn't have development program for workers. GAP inc. one of the most
influential buyer of the GHL provide and supervise a training program to support the
workers personal and professional growth
Compensation
Basic pay
Medical allowance
Maternity Allowance
Festive bonus
Bonus on attendance
Overtime
Workers Grades Basic Salary House Rent Allowance ( Medical Allowance Total Salary
40% of Basic)