Internship Report on Hr Practices in Popular Pharmaceuticals Ltd. Essay

The position industrial crook refers to the affect of preparing report on an indus listen by see it physic entirelyy, observing its issue ferment and gathering relevant data from the wariness personnel, analyzing and evaluating data, and findings and drafting comment on the consummation of the industry. As the part of 4th class, we work visited industrial pass rampart Ltd (IHPL). It was established in Bangladesh as a foreign Direct enthronisation(FDI).It is located in the atomic number 18a of Chittagong trade bear upon Z whizz(CEPZ).It is established as Private Ltd comp either. It make ups manus gloves for merc f allise only. It has no market redact in Bangladesh at open. It caches unseas stard corporeals like recitation from contrasting countries and vary rude(a) material into finished goods. subsequently that it exports those in different countries jibe to head fate. Now a days Bangladesh is emergent as a preeminent economic region in South Ea st Asia and thither is an out ontogenesis competition between national and International Corporation. Since industrial touch protective cover is a global companionship, it has to compete with the international corporation. Since the crinkle surround is now highly competitive, customers ar the king .As a resolution e very(prenominal) last(predicate) companies ar put ining their harvest-homes to satisfy their customer. IHPL is as well as developing its product and keep opening its case according to their customer privations.OBJECTIVES OF THE STUDYThe basic or main resteavor of report is to learn practical existledge soundly-nigh seam initiation for balancing the gap of our industrial spirt _or_ system of establishment in the modern stemma market. The documentarys of this industrial patch be as be first basei) The prime objective of the study is to get by the exertion action of the high society, types of birthday suit materials and sources of the ra w materials. ii) To know the precaution system of the industry.iii) To assess the potentiality strength and weakness of the company. iv) To divulge an overview of industrial Hand Protection Ltd.IMPORTANCE OF THE TOURNow a days practical knowledge is roughlyly emphasized on logical argument perspective. For this reason, industrial tour does a great work to extend to practical knowledge. subsequently visiting industrial Hand Protection Ltd we energise gathered a huge practical knowledge like dictatorial system, educate facilities, attention system, and forwardingal system, wargon system and so on. We and know somewhat the compensation indemnity, pricing form _or_ system of organisation, purchase & sales procedure, sources of raw materials and transportation system as comfortably.METHODOLOGY OF THE STUDYTodays study is conducted primarily in participatory seek analysis system and secondary on practical and theoretical analysis. The research supervisor proposed res earch topic and thus questionnaire was made. This questionnaire was placed before the official of IHPL & subject to the adulation of the research supervisor to furnish their answers. Practical visit took place subsequently. excess and secondary data was collected from every possible source.The primary sources argon as draws Face-to- facet conversation with the noneive sanctions and stuffs of the branch. Piratical work get wind in the different desk of the department of the branch covered. Observation of the fruit and direction sector of the company. Face-to-face conversation with production associate employees Related region study as admitd by the officerThe secondary sources of data and the entropy be Annual report Web site address give basis articlesBrochure provided by the company, catalogue, prospectusLimitation of the StudyWe attempt our level beaver to collect commandment as oft convictions as necessary to prep be a perfect report on industrial Han d Protection Ltd. Since the people of Bangladesh af crocked a negative go on regarding research, it is very difficult to conduct a research in our country. As a result we face a forget me drug of troubles in store information. They are very much indifferent to provide relevant information. So we fain this report on the availcapable information we are able to collect from different sources. The limitations of the study are given below Industrial Tour is organized for only one day. As a result it is very difficult to collect as much as information required preparing report. Some information is very much confidential. So they do not provide that information. most of the officials are so busy to provide us enough duration for discussion. It is established in Bangladesh in 2010.So we are unable to collect much information. Employees baffle the negative concept regarding the research. So they would not like to provide much information. They induct no well organized websit e, annual financial report, magazine, and any periodical report. So to collect secondary data we cod got very express flying field.Brief record About Industrial TourIndustrial tour is very critical for the BBA program. So during the BBA program every student needs to visit in any disposal activity to gain practical knowledge which depart answer to make a connection between the theoretical and practical knowledge. Since we are the students of 4th year of the BBA program, we visited an industry named Industrial Hand Protection Ltd. At first our teachers made a group of four members. Our teacher on with the students fixed a date to visit the company. It was 30th June, 2012. On the overdue(p) date we gathered in front of the shopping complex at 7.30 am. Teacher and all members came there in succession. After taking eat we started our journey for IHPL under the direct supervision of our teacher named Anupam Kumar Das, frustrate, incision of watchfulness Studies, Universi ty of Chittagong. Surprisingly we got a guest teacher named Mr.Sha peeledas Mahmod Sohel, Assistant Professor, Department of focus Studies, University of Chittagong. We reached at IHPL at 8.30 am. Mr.shihab Uddin, HRofficer, received us cordially and took us to the company room. They provide us some snacks and tea as a breakfast. any personnel of the organization came and introduced with us at 9.00am.Mr.K.M.Arif Mohin Uddin gives a brief saving close what we w mad do during our tour and provided us the docket of the activities of the tour. After completing the introduction, Mr.Akber Haqqani(DGM),Head of production provided a speech nigh the history of MIDAS, its mission, vision, and the rescue scenario of it. He also draw about the potentiality of it.He showed the boilersuit picture of organization. We were listening the speech attentively. Beca handling his presentation was very nice, easy to understand, fix and interesting. He also gave us an opportunity to direct any q uestions about IHPL. After the presentation we took a tea break according to the schedule at10.30 am. Then Mr.shihab Uddin, HRofficer, gave a presentation about the functions of Admin& Personnel Department. He expound what HR Department does for motivating employees and achieves high productivity. He also described how they evaluate their strength and weakness, opportunity and threats. After that he gave us opportunities to ask something and we asked different questions and noted answers. After that Mr.K.M.Arif Moin Uddin told very briefly about how to develop our career plan. Then Mr.Shihab Uddin and Mr.K.M.Arif Mohin Uddin (Manager Admin& Personnel) took us to visit the factory. We visited the whole factory and direct observed how they are producing different go past gloves and prepared them for final give a charge and the packaging exercise. They produce the gloves th jumpy dickens accomplishes. One is automated subprogram and an another(prenominal) is semi-automated pro cess. We saw that at first production engineer prepared a mixture of chemical .Then raw gloves was sunk into it. in that respect were devil boilers which are apply for heating the gloves. convergenceion engineer told us about the whole production process in detail. They also told us they exit increase the number of boilers if thegovernment provides available gas and electricity. We saw that the production process is not so simple. It is very complex. Gigantic set up of compliance and its movement is glared and flickered to us. All production 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 super warehouse. By visiting factory we had got a overall view of the production process, maintaining fictional character, and stored process. After that we took lunch with Mr.K.M.Arif Mohin Uddin and Mr.shihab Uddin, HRofficer, at pm. After taking lunch, we went back to our conference room. After tea brea k Mr.Adnan Peerzada from Pakistan, legate Manager, 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 divided with us about his personal life. He told us how he create his career in practical. He also said shortly about impart chain management. He tried to provide a slip away concept of supply chain management with a practical example. After that Mr.K.M.Arif Mohin Uddin invited us to discuss the total production process of the total determine in the conference room. He described the whole production process in brief and we noted it. After that different heads of the department as Manager Admin &Personnel, Deputy Manager of Fin. & Com. turnout 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 bear a rticulate that all the personnel of the organization were very much co-operative, friendly, and helpful. Our industrial tour formally was finished at 4.00 pm.GENERAL IDEA ABOUT industrial HAND PROTECTION LTD. (IHPL)MIDAS was started in 1975 in Pakistan. The owner of the organization was from Gujarat. The ope yardd area of it is in India, Pakistan, Srilanka, Bangladesh, Canada and Middle east country. The name of the sub-project of MIDAS is Industrial Hand Protection Ltd. It was located in Chittagong Export process Zone (CEPZ).It is only related with production of different types of hand gloves. It does all production according to the policy of head office which is situated in Canada. Head office determines all types ofproduction, marketing, financial policy. Industrial Hand Protection Ltd implements the policy that is concordn by head office. IHPL collects raw materials from Malaysia and others countries. Then it converts these into finished products and export other countries dire ct by head office. It produces different types of industrial gloves for the purpose of export. IHPL is fully export lie industry. It runs its production in dickens ways. One is automated production and another is semi-automated production. It exports mainly in USA, Canada, Australia, South Africa, India, Hol primer, Spain etc. At present it does not sell any products in our country. It also maintains large warehouses for ensuring analogous day services .Their market share in the world is 35 millions. Sales Volume in 2012 is three hundred millions and their targeted profit in 2020 is 1200 millions. Their sourcing office is China in 2010. They mostly export in India and USA. Their manufacturing Locations are India, Pakistan, Bangladesh, Canada caller ProfileIndustrial Hand Protection Ltd.Company Profile1. expose the company Industrial Hand Protection Ltd.(IHPL) 2. Present Address plan No.6, Sector 1A, Road No.5, C.E.P.Z, Chittagong-4223, Bangladesh. 3. Head Office address Chitt agong Export Processing Zone(CEPZ) 4. Location of the factory Chittagong Export Processing Zone(CEPZ) 5. Year of establishment 20106. possible action organization to establish this industry Foreign Direct Investment(FDI) 7. Type of transaction Production Oriented.8. Year of starting its production November, 2010.9. Total number of employees 60010. record of ownership Wholly Owned11. Type of company Both savvy and Capital Intensive.12. Legal status of the company Private Ltd. Company13. dissolve of production degree centigrade%Export oriented14. 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, southeasterly AFRICA, SPAIN, RUSSIA, HOLAND, INDIA 20. Market share in the world 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.Winning St castgies hard-hitting man Resource department resulted in a virile professional management and marketing team. Independent organisation advisory boards in different countries. Strong purchase and finance departments in all MIDAS location with excellent human relationship with banks. Establishment of different discipline centre for customers stuff, employees and new employees. Time and money hand to create brand value Establishment of large warehouse and akin day service. Huge investment in research and development including 30% of time for improving real product and 70% on new innovative product and process. Straight short line production with ameliorate whole tone product. Team spirit, open communication and co-ordination among team members. Marketing by Web on cloud comput ing.Key Personnel of IHPL.Key homo Resource personnel of IHPLMission And Vision of (IHPL)Vision 2020 To be one of the leading 5 rubber eraser companies in the worldMission1. large(p) team work.2. look And innovative production.3. Brand recognition in emerging world market.Gaining Drivers of Industrial Hand harborion ltd(IHPL) Innovation IHPL expends a lot amount for the purpose of innovative histrions. About 70%of R&D is utilise for innovation of the product. Experienced Employees Most of the employees of the IHPL are so much experienced. Because continuous training program is followed by the organization. Co- subroutine Co-operation is the main driver of the higher productivity. Co-operation among the departments and that of the employees is important for achieving the goal in effect and efficiently. Since IHPL follows the participative management it dejection able to experience co-operation. look Maintained They maintain the standard flavor of the product. They produ ce the customized product. They have a good monitoring team to continuously monitor the select of the product. Human Resources Leadership 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 updated technology and used in the production process. As a result they have been able to automatize the production process the productivity of the employees has increased 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 assign their target that must be achieved at heart a particularized period of time period of time.Overal sop up of organisational StrategypicMain Themes of The Company Service. persona. Cost Competitiveness. Innovation Organizational Structure.Core Safety ValuesSWOT Analysis of the IHPLCompetencies of the Industrial Hand Protection ltd . Customer Focus Delegation. Motivating Others Customization. Perseverance. backslidingThe key points of management practices of IHPL are discussed below way StyleIHPL follows the Line & Staff Management style. There are four level of management in this organization. There is no managing committee in this organization.Planning ProcessPlanning is the set of activities such(prenominal) as selecting missions and objectives and the actions to achieve them, it also includes finale making. IHPL also has a strong planning process in which the authority has to formulate these plans. Most of the times top-level management makes decision. IHPL takes plans for intermediate term.Goals and ObjectivesObjectives or goals are as milestone where organization and individual activities are directed and it wants to reach. Objectives are state end results. Clear and verifiable objectives facilitate measurement of the surplus as well as the utileness and efficiency of managerial actions.IHPL consider s, to be one of the leading 5 safety Cos of the world as a vision of setting organizational goals and objectives.Specialization and DepartmentalizationThis organization follows work strong suit for every employee. Work specialization refers to every employees should specialized in the item field. MIDAS does not follow everydayization. And it generally follows the departmentalization. MIDAS has eight departments. embroil of ControlSpan of Control means the number of subordinates a manager keep effectively and efficiently direct.Wider cut through and through are to a greater bound(prenominal) efficient in term of cost. However at some point wider pan reduce effectiveness. That is, when the bilk becomes too large, employee achievement suffers because supervisors no longer have the times to provide the necessary leadership and support.Narrow span have three major(ip) drawbacks.* They are expensive because they add level of management * They make tumid communication in the orga nization more complex * Narrow span of control encourage overly tight supervision and discourage employees autonomy.IHPL follows press span of control and manage effectively.Decision MakingDecision-making is specify as selection of a course of action from among alternatives it is at the core of planning. Decision-making may be either centralized or decentralized. The decision making process of that organization is centralized by the authority term 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 values. Production refers to the processes and method actings active to transform tangible input(materials,semifinished goods,or subassemblies)and intangible inputs(ideas, information, knowledge) into goods or services. Production management refers to the phone line of coordinating and controlling the activities required mak ing a product, typically involving effective control of scheduling, cost, performance, quality, and neutralise requirements. IHPL production system is customer based. So IHPL production system is intermittent. IHPL production planning and production scheduling is order based. sanctioned raw materials and sources of raw materials gross materials Sources of raw materials ChemicalInternational and local anaesthetic suppliers Yarn International and local suppliers Problems in procuring raw-materials Rising cost more(prenominal) time to collect raw material Frequent change in priceOvercome in procuring raw materials Building loyal relationship with suppliers Better transportationTypes of ProductsThere are different kinds of hand gloves are producing IHPL. Products are as follows * Journey gloves* Industrial gloves* Chemical resistance gloves* ready resistance gloves* Fashion garments gloves* Medical gloves* Cut resistance gloves* Sports gloves etcUses of GlovespicProduction proces s of hand glovesTotal 645 people (574 doers and 74 employees) are worked in IHPL for producing of hand gloves. Raw materials are important for gloves production. How IHPL produces hand gloves that means how chemical and yarn converts into hand gloves? There are two production process of producing hand gloves such as Automated hand gloves production procedure and Semi-automated hand gloves production procedure.We can show it by pursuit flowchart Automated hand gloves production procedure (oil based)Semi-automated/Manual hand gloves production procedures (water based) embrocate based hand gloves are used for normal or rough use. On the other hand, water based hand gloves are used for different purposes such as glass factory, garments industry, steel industry, knitting industry, medical examination operation, sports, wok shops, chemical industry etc. kind-hearted RESOURCE discussion sectionHuman resource department is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their projects andsolving problems that near. Management of human resources is that function of all enterprises which provides for effective utilization of people to achieve both the objectives of the enterprise and the satisfaction and development of the employees. Human resource management differs from handed-down personal management. Opening of Human Resource Department signifies suppuration awareness of the importance of human factor in organizational performance.IHPLs one of the winning strategies is effective HR dept. resulted in a strong professional management and marketing teams. The economic consumption of the HR department on the overall performance of the organization is emphasized by Recruitment living Retention of employeesFUNCTIONS OF HR DEPARTMENT Recruitment of workers / staffs through interview ( periodical recruitment of workers) Workers and staff orientation and personal grooming training. Daily protection setup checking batten cleaning in IHPL Logistics support Routine co-ordination among suppliers attendance analysis and reporting Leave report maintaining Co-ordinate BEPZA and government offices Ensure staffs salary bank account making knowledge information update and arrange recommended training Ensure meliorateth and safety at work Employee counseling Expatriates work allow Wastage management Updates of registration and record Employee records PETTY cash management Employee grievances exploit appraisal Job interpretation and parentage spec Developing and implementing different policyPerformance ManagementPerformance 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 canvass is conducted for this purpose.picHigh Performance DriversIt tries to maintain high performances through following 3c factors. IHPL do believe that, high performance is the outcome of the genesis of clarity, capability and commitment. Those are Competency. Capability. committal.It can be expressed as followsCompetency*Capability*Commitment = High Performance Absenteeism And turnoverAbsenteeism An absence refers to time an employee is not on the assembly line during scheduled working hours , except for a granted quit of absence, spend or vacation time. Turnover wear out turnover is the rate at which an employer gains and loses employees. Simply we can say how long employees tend to stomach or the rate of traffic through the revolving door.Overview of the absenteeism and turnover rate of IHPLComparison of Satisfactory And Dissatisfactory factors of IHPLTHE MAIN AREAS OF HUMAN RESOURCE DEPARTMENTThe personnel manager is responsible for all the decisions regarding HRD save before taking any decision he consults with the HR officer. There is an organized HR policy in this type of production oriented company. IHPLs HR policy is international although its an MNC. Its human resource policy is Recruit skilled workforce Training and development of workforce obtain good workforce by logical benefits and compensationThis department is of highest moment as IHPL do believe that Our Strength is Our People Cos policy regarding HR planning, contemplate analysis, recruitment, selection, training and performance management and compensate system are discussed in the following segment of the paperHUMAN RESOURCE PLANNINGHR planning is the process of deciding what flecks the firm testament have to fill and how to fill them. The main task of HRD is a good HR planning. HR planning, in turn, involves job analysis and foretelling the rent and supply of struggle.JOB ANALYSISAn organization consists of positions that have to be staffed. Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Its one of the most important task that performed by the HR staff. Through job analysis, the unemployed position is found out and the job description and the job specification is prepared.In case 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 working 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 selection of employees it follows job specification.RECRUITMENTIn case of recruiting employees the company uses school placement Employee references AdvertisementsTo search for required candidates.For advertisements for employee recruitment, IHPL uses Daily newspapers Internet / on-lineFor experienced jobs for IHPL, the most popular recruiting sources are Reference checking mash market course Existing employee referenceThe most popular sources of managerial jobs are newspaper publisher 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 vulturine hard working personFor employee selection, the company follows 3 types of selecton tests Written tests oral examination tests Medical testsIn the selection process, the sequential steps involved can be shown in the following diagrampicIn case of nonchalant worker selection, the procedure isAfter selection, the employees are assigned to different types of job s on the basis of job description. While selecting employees, the problem that the company faces is the lack of competent peopleTRAINING AND PERFORMANCE MANAGEMENTTraining is the process of teaching 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 classroom lecture on the job training impertinent trainingafter the finish of the training program, employees are assigned 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 believe that, high performance is the outcome of the multiplication of clarity, capability and comm itment. That is High Performance = competency* capability * commitment reenforce SYSTEMBefore constructing its reward system, IHPL evaluates the jobs using Point Method. It sets its basic pay based on experience performance position academic qualificationtraditional method of administrative pay is used in here. BEPZA has a greatinfluence on its compensation 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.Quality Control QC is a procedure or set of procedures intended to break that a manufactured product or performed service adheres to a define set of quality criteria or meets the requirements of the client or customer. In value to implement an effective QC program, an enterprise must first decide which specific standards the products or service must meet. Then the extent of QC actions m ust be determined. (Ex the percentage of units to be tested from each lot).Quality Control mathematical function in IHPL In IHPL Quality control procedure is done through internal & buyer consent. 100% audit (Third party audits from buyer side). Raw material oversight. Dangerous article protection (steel fragmented, niddle parts, safety measures). Accepted Quality level. Quality accessories and chemical used. Automated weaving 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 maintenance policy for equipment including i. Pr pointtive maintenance policyii. Repair maintenance policy.Inspection services & testing in IHPLIHPL maintains some inspection services and testing procedures for ensuring product quality including-Preshipment Inspection An inspection to guarantee th e 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 recommendation for production process and capacity. initial production check Inspection of machinery and materials to be used for their product prior to production. Container load up check Guarantee the finished goods meet their specification (Product type & quality) and are loaded. dig ManagementIHPL produces safety hand gloves under Midas Safety has been protect the Working Hands of the World. IHPL is a manufacturing unit of Midas Safety, and a thoroughly patience intensive unit also. About 574 aims are working in it with two distinct shifts Day shift and Night shift. For manage a large number of assiduity there have a strong lug management unit. This unit recruits, selects, trains, reward and terminate agitate. There have no chore amount and no CBA also. Labor cannot participate in decision making. IHPL provide food facilities to its worker. It has own canteen for its worker and provide two snacks with tea and lunch for day shift and three snacks with tea and dinner party for night shift. Though IHPL situated in CPEZ, thus it need to follow instruction provided by BEPZA. BEPZA labor administrationThe BEPZA fixed borderline fight in October 1993 for categories of trainees, unskilled, semiskilled, and skilled workers at US$22 to US$63 per month. These rates have never been revised. The minimum has become the effective maximum. The mixture of workers is also done entirely by the employer. Similarly, working hours, paid holiday and other leave, payment of wages, and maternity benefits are all decided one-sidedly by management. The BEPZA document, Labor and Industrial Relations, rules that BEPZA issues directives from time to time determining minimum wages. It is understood that the minimum wage, US$22, issued in 1993 still remains valid, although in national laws, periodical revisions are provided for. This salary is less than US$1.00 per day, the criterion used internationally to identify the poor. These issues require collective bargaining and action including strikes if employers do not respond to workers demands. Official documents do not portend how an offending employer is punished. There is no regular inspection by BEPZA Labor Administration, nor is there any requirement by employers to report on compliance. Because of this, liberty from the Industrial Relations order come outs highly detrimental to workers interests. In February 1986 the government exempted the BEPZA from the Employment of Labor (standing order) forge.A notification in January 1989 also exempted EPZ enterprises from the Factories set 1965. These two acts related to basic conditions of profession (daily, monthly, casual, etc.), dismissal procedure, and provision of safety, health, and wholesome conditions, including facilities for women workers and their children. Compensation for dismissal is mentioned in the BEPZA booklet on labor and industrial relations. But the reasons for discharge are not covered including arbitral dismissal. check to the BEPZA booklet, reasons for dismissal include physical and mental incapacity and continued ill health, with compensation of one months pay for every year of service or any part thereof in tautologic of six months. But the booklet does not clarify whether such dismissals are scrutinized by BEPZA prior to an employers order. Similarly dismissal on thou of misconduct is permitted after due enquiry proceedings, (presumably by the employer). These provisions are liable to violation of workers rights by the employers. Remuneration The parliament passed the EPZ Workers Association and IndustrialRelations Act 2004(Amended up to October 2010). Competitive wages in respect of semi skilled, skilled and high skilled. The average monthly wages has been skillful as follow Unskilled US$ 39.00-48.00 Semi-skilled US$ 55.00 Skilled US$ 61.00-109.00 Other benefits include Conveyance Allowance, House Rent, Medical Allowance, Maternity Benefit, fete Bonus, Provident Fund and Overtime. Considering the production cost investor is being deemed to be commodious with the overall productivity of the labors. Human Rights in EPZ(a) storm to enhance wellbeingIt appears that the BEPZA and investors in EPZs are under brotherly and international pressure not only to enhance the eudaemonia of the workers, but also to consult the workers in the process. fit in to the BEPZA Bulletin October December 1999, a Conference of Investors on issues pertaining to labor relations in EPZs of Bangladesh was held in Dhaka in December 1999. The government minister of Labor, the Minister of Industries and the American Ambassador to Bangladesh attended the conference. According to the Bulletin, the investors in the EPZs of Bangladesh have proposed forming a Tripartite Welfare Committee to look after and p rotect the interest of workers. And the US Ambassador in his speech encouraged the investors to form a committee to help devise 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, petitioned to revoke Bangladeshs general system of preferences (GSP tariff concessions) because of dissimilar alleged infringement of labor rights, including the defensive measure of freedom of joining in the Chittagong EPZ. After a review of the petition, the US government decided to continue Bangladeshs GSP privileges, following Bangladesh governments assurance to allow freedom of association in the EPZs by 1997 (Daily Star, 28 October 1999). In June1999, AFL-CIO filed another petition to revoke the GSP privileges of Bangladesh, based solely on the countrys failure to act in accordance with the assurance. Since indeed the US ambassador has repeated ly threatened conductal of GSP privileges on the said(prenominal) grounds.On the other hand in a meeting with BEPZA chairman, the Nipponese 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 congenial atmosphere in the two EPZs of the country. A Korean enterpriser 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 the Factories Act was withdrawn in 2000. On the other hand, the Chittagong EPZ investors told the US ambassador that p ermitting trade unions would also be a discover of contract by the Bangladesh government, which had promised a peaceful atmosphere in the Industrial Zones (Daily Star, 28 October 1999). Meanwhile acquisition of a huge area 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 acquire a church. Complaints of depravation and torment 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 comprise of worker representatives, BEPZA, and BEPZA enterprises. This indicates a current lack of arrangements for consultation in any forum with representatives of workers. In the three bodies comprising the BEPZA, no representative of workers is included. The Ministry of Labor is not even represented in these bodies.(d) Divided opinion among ministe rsIn the 1999 conference, the Minister of Labor made a vague statement that the government will take some measures to protect the interest of workersand the investors every bit 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 Collective Bargaining Agent (CBA) from among the registered unions in an industrial undertaking and traditionally the CBAs have exceeded their legal rights and created labor unrest, allegedly for the interest of the CBAs. Major reasons for such a situation are an ineffective labor administration and political folie 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 jointly 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 arbitrary dismissal of workers. (g) Exemption from certain labor lawsOn 25 February 1986, the government exempted Chittagong EPZ from the provisions of the Industrial Relations Ordinance 1969 which recognized ILO Conventions on Freedom of Association (No. 87) and on the Right to send and Bargain Collective ly (No. 98). The ILO considers these conventions as basic human rights. It is possibly dependable thatwidespread misuse of liberal 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 relevant issue is whether BEPZAs labor administration has promoted any alternative relaxation for the workers.Export & ImportIHPL is an export oriented company. They export their products to various countries. These are as follows- U.S.A Canada Australia South Africa Spain Russia Holland India U.A.EThey mostly export to INDIA & USA. The ir annual export record is approx. 90 lac us dollar. They determine their international market demand and supply by its postful sales team which is provided by its parent organization MIDAS, situated in Canada.IHPL transport goods by air & water. They procure raw materials from different countries. It need not have to pay any taxationes for merchandise 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 exporting their goods and collecting their raw materials.At the time of exporting product, they faces several problem. This are- Timely transportation(unavailability of movers) Dependency 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 generate of wrong informatio n by importer or exporterAbove mentioned problems can be solved by Providing adequate transportation facility Reducing interference of middle men Handling of shipping problem in time Providing reliable information at the time of export and import Eliminating corruption by enforcing rules and regulationIHPL 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 initiative 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 quality control and grading of export consignment In Bangladesh BSTI can do it. They may expect to govt. that BSTI will be more effective than previous. good cos t control In our country cost increase due to delay 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 network and linkage with afield market To do it govt. can need to do EPB and Commerce Ministry more effective.Corporate social responsibility of IHPLCorporate Social Responsibility (CSR) is defined as the way companies integrate social, environmental, and economic concerns into their values and operations in a transparent and accountable manner. It is integral to long-term business growth and success, and it also plays an important role in promoting business values locally and internationally and also contributing to the sustainable development of communities. The Government of Bangladesh industrial plant with the public and private sector, business conjunction, civil caller , 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 poser. 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, ethical standards, and international norms. The goal of CSR is to tweet responsibility for the companys actions and encourage a positive shock 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 considerationCSR practices in Bangladesh in its modern global terms, are relatively new, but not so for the concept itself. Because, being a part of the global market, it is difficult to ignore CSR standard 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, envi ronmentalmanagement and transparency in corporate governing 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 gradually being integrated into international business practices and hence is becoming one of the determining factors for market accesses, it is becoming equally instrumental 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. Lack of enforcement of Industrial Laws and Regulations, weak unions, absence of consumer rights and high level of corruption within the regulatory bodies make CSR violation rampant in Bangladesh. CSR is neglected in two most crucial fo reign exchange sources is the RMG sector and the overseas manpower export. Unbelievably low compensation, working hours, health/hygiene/sanitation conditions, fire safety and various types of abuse are so common and to the extent 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 style 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. Its 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 root its car ry our different types of CSR to govt., employees, BEPZA, EPZ & to the society. CSR to Govt.* Provide tax, duty, others fees timely* Follow govt. prescribe rules & regulation* Promote diplomatic relation with exporting countries* Contribute t the up-liftment of gross domestic product* Favorable 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 emission of co2* ISO 90012008 certified operationCSR to employees* timely wage paid* provide free lunch & dinner* provide on job training* provide safety material for worker in time of working* improve skill among worker* provide pure drinking water* transportation facilities for employeesCSR to BEPZA* follow BEPZA role & regulation* follow labor act 2006* operation is consistent with East Pakistani cultu re, 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 primary education, contribution to infrastructure development like lane 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. Poor investment in research and development. Lack of infrastructural development of the organization. Have no own power supply system. High turnover rate of the organization. Have no local supply of raw material. External Problems Political instability in Bangladesh. change magnitude inflation Corruption in the port. Lengthy process for exporting of the goods. frugal 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 politeness etc. Lack 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 improvement concept should be applied for the improvement 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 derogate the lead time of the shipment of hand gloves. IHPL should be more social responsible and environment friendly company.CONCLUSIONBy Observing the to a higher place discussion 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 world. 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 delight in 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 production capacity of IHPL is limited because of their limited area. So this need to be considered by concerned authority . By analyzing sales trend 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 hope Industrial Hand Protection Ltd. will carry out its production process smoothly by removing its some silly 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 pointLoad pointLinerBobblingShip attentionSportsRoad ConstructionSteel Industry.Fashion IndustryHeat opponentChemical Industry.JourneyMr.Shihab Uddin caravan innHR officer.anceChemical Industry.JourneyMr.Shihab Uddin KhanHR officer.Quality serviceQuality CustomerPriceQualityValuable customerManufactureManMachineMaterial propertyDirect saleFormal RelationInterdepende-ncyMertocracyTTrust occupy For OthersEthicsTeam workStrengthWeakness Unskilled labor Inexperience P oor industry environment Lack of local demand Lack of infrastructural development. Fresh Environment 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 travel worker Devaluation High turnover rate Political instability immense lead time to export Emerging market Research and exploitation Established plan Building loyalty Growing demand bulky labor force with labor costThreatsOpportunitySpinningPre-Jelling pipeline flowShoweringStampingPackagingFinished GoodsOvenLinerDrying checkLoad pointMethanolDeepingPre-JellingEvaporationHorizontal JellingOvenPackagingStampingFinished GoodsWhat is expected?The way it is expected to develop.What has been achieved?The way it has been achieved.High PerformanceAbsenteeism in percentTurnover in percentMonth in 2012.January19.46%9.56%February15.257.738.00March15.4519.238.43April12.008.00May joy FactorsDissatisfactionFactors Shortage of holidays Low medical allowance Long working hours wrong(p) assistance from production. Lack of incentives Organizational environment Transportation problem in case of long distance Discipline Cooperation between staff and office employees Timely salary payment Freedom to work Basis of futurity platform Learning and participating Food and transportation facilityInitial ScreeningEmployment TestsCompleting Application FormComprehensive audienceBackground InvestigationConditional Job OfferMedical or Physical TestPermanent job OfferScreening assembling PeopleTalk PersonallySelection by EngineersChoose Effective Worker