table of Content

Page no
Executive Summary
Chapter 1 Introduction of Report 2
1.1 Introduction 2
1.2 Objectives 2
1.3 Methodology 2-5
1.4 Scope 5
1.5 Limitations 5
Chapter 2 Organizational overview 6
2.1 Overview 7
2.2 Vision, Mission & Values 8
2.3 Product and Services 8
2.4 History 9
Chapter 3 Job Description 10
3.1 Job Description 11
3.2 Personal Experiences 12-13
Chapter 4 Recruitment and Selection 14
4.1 Recruitment and Selection Process 15-22
4.2 SWOT Analysis 22-25
Chapter 5 Analysis and Findings 26
5.1 PLEST Analysis 27-28
5.2 Job Satisfaction 29-30
5.3 Finding 31-32
Chapter 6 Recommendations and conclusion 33
6.1 Conclusion 34
6.2 Recommendations 35
References 36
Appendix

1
 List of Illustration

Figure
Chapter -1 Methodology Page no
1.3. The sampling design process (Figure-01) 4
1.3 The sampling design process (Figure-02) 4
Chapter -4 Recruitment and Selection 14
4.1 The process of finding potential candidates and their CV’s 16
(Figure-03)
4.1 Executive Search & Candidate selection Process (Figure-04) 17
4.2 SWOT Analysis (Figure-05) 22
Chapter -5 Analysis and Findings 26
5.2.2 Herzberg Two Factor Theory(Figure-06) 29

Table

Chapter-2 History of Viyellatex Group Pages

2.6 Table 01: Establishment years of different companies owned by 9
LUDIFU.COM

2
 Executive summary

As part of my MBA program, I have completed my three months internship program from a well
known industry named “LUDIFU.COM”. During my internship period in “LUDIFU.COM”, I
have gained valuable knowledge and experience in the field of Human Resource. So based on my
learning and experience from the organization I have completed my internship report on the
recruitment and selection activities of “LUDIFU.COM”. In this paper I have tried to focus and
analyze the core Human Resource functions of “LUDIFU.COM” and what kind of value added
services they are providing to their employees. In the report I have discussed what kind of
activities I have done describes in details. The services include CV screening, Data entry, Job
posting, Assist in interviews, Help candidate in the time of joining etc.

In CV screening I have basically discussed about the Executive Search of candidates from BD
jobs or other relevant sources .In LUDIFU.COM joining process is very strict and confidential. In
case of training I have tried to explain the different area of recruitment and selection. These
are: current situation of recruitment, how to advertise and attract candidates, succession planning
etc. In methodology I have mentioned 30 population size and 7 sample size. In recommendations
how the industry can improve and also give some suggestions. In this report the problems, scope,
limitations and various analyses are also done.

In this report I have also tried to analyze the benefits of these services as well as my learning from
the organization. From my personal view the learning aspect was fruitful and the experience there
will help me in the future. I have learnt many aspects of HR, working with different sections of
the company. Mainly working with recruitment and selection section of the company was a great
learning opportunity.

3
 CHAPTER-1
Introduction of Report

4
Introduction

As a part of Internship Program of Master of Business Administration at HM School of Business

Mgmt., Khordha, (Affilated to Biju Patnaik University of Technology, Rourkela, Odisha), I was assigned
for doing my internship in LUDIFU.COM. My program started from September 07, 2011 to
December 07, 2011 selected by the Career Service Office of the Biju Patnaik University of Technology,
Rourkela, Odisha. In LUDIFU.COM, I was assigned with Human Resource Department where my
organizational supervisor Jayasri Indrani (Associate Prof.), Head of Group Employee Relations and
Talent Management. My project was on "Recruitment and Selection Process at LUDIFU.COM ".
This was given by my faculty supervisor Pravasini Biswal (Associate Prof.) of HM School of Business
Mgmt., Khordha, (Affilated to Biju Patnaik University of Technology, Rourkela, Odisha), and the project
was approved by my organizational supervisor.

Objectives
The objective of the report is to discuss the Human Resource Policy in LUDIFU.COM in relation
to Human Resource practices.

Specific objectives include the following:

 To find out the problems regarding recruitment and Selection practices

 To resolve problems of managing talent pool
 To make the departments leaner and target-oriented.

Methodology

Type of data collected for the report:

Secondary data analysis:

In this report I have basically focused on secondary data analysis. This means the information of this
report has been collected from company database and company past record files. Also data collected from
Human Resource Manual and textbooks from various libraries.

5
Primary data analysis:
For the main prospect of my report I have decided to use primary data analysis. For this I have
structured a small survey using the “descriptive research design” in the perspective of recruitment
and selection department of the company . I also interviewed my organizational supervisor Jayasri
Indrani (Associate Prof.), Head of Group Employee Relations and Talent Management.

The research itself is both the mixture of Quantitative & Qualitative research:
In the qualitative part it is an unstructured, exploratory research methodology based on small
samples indented to provide insight and understanding of the selection and recruitment
department’s activity.
But in case of qualitative side I have used structured questioner method and used standard sample
size from the population of the whole recruitment and selection department

As I have mentioned before the research design I have used in this analysis is “Descriptive
Research Design”

Under descriptive research design we know there are two types of methods are normally used they
are:

1. Survey method
2. Observation method

For my analysis I have used the survey method. This method works by obtaining information
based on questioning of respondents. Respondents are asked a variety of questions regarding their
behavior, intentions, attitudes, awareness and motivations. Questions are basically asked either
verbally or in writing or both in same time. In this case I have decided to use the structured
questioner format and asked the questions both verbally and allowed them to write the answers.
I followed also the observation method, where I have learned many things by the official
environments and colleagues. Observation also based on personal experiences shared by the
fellow in the Group

6
The sampling design process:
I have developed the sample number for my research by using the structure below which explains
how I have determined the sample size of the recruitment and selection department of the
company.

(Figure-01)
Step 1. First of all in determining the target population I have decided to use the people working
in the recruitment and selection department of the HR of LUDIFU.COM.

Step 2. In the selection of the sampling technique I have decided to use the probability sampling
technique. More specifically I have used the systematic sampling technique under the probability
sampling.

7
 (Figure-02)
Step 3. In determining the sampling size as my research is small and only considering the
recruitment and selection department of LUDIFU.COM. So the size of the sample is 7 and
total population of HR is 20.

Scope

The report entirely discusses the current service offered by “LUDIFU.COM” and how they
perform different HR practices at “LUDIFU.COM”. The report discusses the current recruitment
policies of the LUDIFU.COM. at its top, mid and entry management level employees. The work
is not based on any other garment manufacturing factory otherwise mentioned, or does not include
blue collar labor force at LUDIFU.COM. Also, it does not try to discuss or conclude on any
policies that does not affect the recruitment of management employees at any rate. All policies of
Human Resource other than recruitment are excluded in this report. (Information source
-“Marketing Research”)

Limitations

 The study is undertaken considering ins and outs of the Human Resource practices based on
the Human Resource Manual of LUDIFU.COM (2009), and on personal experiences shared by
the fellow in the Group. Personal biases and inconsistencies in the HR Manual with the
current practices may be possible setbacks.

 A relatively short period of internship may also be a reason to possibly overlook certain
misunderstandings or unfound details that may be of valued importance.

 Unavailability of data could be due to engagement of the current employees in

LUDIFU.COM. Experienced employees could have provided the required data.

 A good number of entrepreneurs are themselves ignorant about using the HR policies not only
to recruit and put employees on payroll, but also to help them achieve their goal the swiftest of
ways possible. Due to shortage of time and opportunity collected data could not be possible to
compare with the data from other entrepreneurs.

 Data collection was complicated due to high turnover rate. Turnover ratio calculation was not
possible due to poor record keeping.

8
 CHAPTER-2
Organizational Overview

9
OVERVIEW

Bangladesh is one of the largest readymade garments exporters in the world. LUDIFU.COM is
one of them. LUDIFU.COM is an organization of eight different strategic business units; of
which, two (Logistic Management Systems Ltd. and Ruthna Tea Estate) have been launched in
the reporting year and thus, it expanded both vertically and horizontally. The core business unit is
LUDIFU.COM Limited which is a knit apparel manufacturing factory. There are separate
units for yarn, fabric & accessories as well as printing and woven garments. The group is also
planning to expand into ship building in the near future and thus contribute more to the national
economy.

With the current capacity, LUDIFU.COM employs approximately 13,000 employees. As a worker
friendly organization the group is committed to pay at least twenty percent more wages than the
legal government requirement and thus, helps the workers to have a better lifestyle. Moreover,
annual profit sharing scheme with the workers is also put into action and thus the organization
celebrates its success with the workers and makes them feel like owners of the company. As a
compliant factory, free lunch is provided for all the employees of the group. Hence a congenial
relationship is maintained with the workers promoting an excellent work environment.

This year, the annual turnover is over $200 million which is an increase of 33% on the last year’s
revenue. The groups has also achieved a number of awards and thus earned recognition in the
global arena. One of the recent was the HSBC-The Daily Star Climate Award 2011 for the zero-
carbon-emission factory.

The market is becoming more competitive everyday but the organization believes that with the
innovative planning and strong management team, the group can boost its position in the market.
It is the innovations and changes with time that have kept the company on course. The group
believes that all these efforts described above, can help fulfill its vision: To be the most regarded
company in Bangladesh by 2015. (Information source -“ LUDIFU.COM” web site)

10
 VISION, MISSION STATEMENT & VALUES

2.2.1Vision:

“To be the most regarded company in Bangladesh by 2015”.

2.2.2Mission:

• Provide on time quality services

• Concentrate on employee welfare
• Friendly working environment through open communication & mutual respect
• Encourage initiative, innovation and teamwork
• Committed for cleaner and greener environment.

Values:

• Customer satisfaction
• Commitment
• Integrity
• Fairness
• Innovation
• Environment.

Product and services

In LUDIFU.COM their main product is T-shirt, Shirt, Tops, Ladies wear, Kids wear etc.
PUMA, S OLIVER, ESPRIT etc are there buyers. So they are very sincere about their Quality.

11
HISTORY

LUDIFU.COM is a fast growing privately owned apparel manufacturing company in Bangladesh.

Starting in 1996 as a knit garments manufacturer LUDIFU.COM has expanded to eight business
units in thirteen years. Now LUDIFU.COM is a 100% knit composite.

Units Inaugurated in

LUDIFU.COM 1996

Interfab Shirts Manufacturing Limited 1998

(ISML)

Viyellatex Fabrics 2002

Fashion Plastic & Packaging Limited 2003

(FPPL)

Viyellatex Spinning Limited (VSL) 2005

Gothic Design Limited (GDL) 2007

Ruthna Tea Estate 2009

Logistics Management & Support (LMS) 2009

(Table 01: Establishment years of different companies owned by LUDIFU.COM)

12
 CHAPTER-3
Job Description

13
Job Description:

Role and Responsibilities:

Provide support to all the training projects and help in the executive search projects. Also provide
support to the other sectors as well.
In my 3 months of work experience I go through different responsibilities, one to one
conversation, team meeting etc. I also screened the CV’s of the candidates; short listed them, and
called them for interview, job posting in BD jobs and so on. Assist HR Manager in recruitment of
Management staffs, Intern. Short-list the CVs from available sources. Arrange interview date,
time, and venue and panel for interview and coordinate accordingly.

Organizational analysis:

From my experience in “LUDIFU.COM” I have learnt the demand of human resource

outsourcing, executive search, data entry and training in the business world. By working with
them in various projects I have learnt that now a day’s employers are looking for fast and efficient
means of HR related solutions. So HR is continuously developing. “LUDIFU.COM” has proved
to be one of the leading providers of such HR services and accomplished a lot of success in very
short period of time. HR in this kind of industry recently established. But it doing a great job and
authority also understand the necessity of Human Resource Department.

The team of “Employee Relation and Talent management” may be a small team in comparison to
number but the work efficiency is incredible and very organized in nature. This is one of the
curtail factors of their success. With this team I also got opportunities to visit my corporate
presentation in various universities Like-Jahangirnagar University. I also got chance to attend Job
incumbent at BRAC University in this Year.

14
Personal experiences:

It has been a great privilege to have worked in an industry like “LUDIFU.COM”. It is a big
industry in comparison with other company’s activities or production and also in comparison to
other industry of its kind; it is a very good work place. What I have admired the most is that
during my time in the company I had the learning scope. There is a great potentiality to learn
many of the HR aspects with wide vision. As an intern I was assigned under in charge of ER &
TM and worked under one of my senior colleagues. Although I was assigned under the
recruitment program, but I also screened the CV’s of the candidates; short listed them, and called
them for interview, job posting in BD jobs and so on. Assist HR Manager in recruitment of
Management staffs, Intern. Short-list the CVs from available sources. Arrange interview date,
time, and venue and panel for interview and coordinate accordingly.

With the full support and permission of my supervisor I helped all the HR departments and the
senior associates in various projects. They did not treat me as an intern rather they allowed to
those tasks which their employees often do.
I have helped my team by working beside them in various projects and corporate presentations.
The time which I have spent with the ER&TM team has led me to understand a lot of HR issues
which managers and top level management has to dealt with all the time and ways to solve them
by creating and effective guideline. I have also learnt some of the different type of informal tasks
like arranging application form, information form, interview rating form etc conducted in various
types of organizations and how industry to industry recruitment can differ. It has given me a
valuable insight to a lot of issues which big organizations face and how organizations such as
“LUDIFU.COM” helps them in solving recruitment related problems. I have seen that a lot of
banks, financial institutions and Media are working with “LUDIFU.COM”. Normally setting up a
recruitment program takes a lot time and hard work; first we must find out the requisition from
different department. Then if we think we need new employee then arrange for the interview.
There are two ways of hiring –external and internal hiring. Sometimes we contact HR consultancy
for Hear hunting. Different types of hiring programs, based on their level of the designation. A
recruitment session could last to 3-4days or even an entire week sometimes.
.

15
In case of candidate search, the experience was very insightful and interesting. I had the
opportunity to work in many important tasks like-help them joining the candidates in a new post. I
had to check their original documents, certificates, medical reports, national ID and so on for
verification Though this process I learnt a lot about different job description formats of different
big companies. Before making phone calls and offering job to the candidates it is essential to learn
about the job post and its responsibilities. In short it is essential to study the job description format
provided by the client company. This has helped me to learn about the various posts and level of
jobs exists in the market, the requirements and qualifications. These are some of the valuable
knowledge which I couldn’t have learnt if I had not participated in such projects.
I was also associated in CV entry activity of the organization. I played a major role in sorting out
the CV’s which comes from BD jobs and other sources every day. It is important to sort and store
the CV’s to the database of “LUDIFU.COM” for future use. During my time in the organization I
also learnt to write official mail.
The entire experience was very insightful and I had learnt a lot from my experience during this
internship period.

16
 CHAPTER-4
Recruitment and Selection

17
Recruitment and Selection

This Recruitment and Selection Policy has been framed with the view of recruiting and selecting
people who have a strong desire to achieve The LUDIFU.COM ’s vision, and who will assist us in
achieving the business results. The main difference between recruitment and selection is
recruitment is positive processes where candidates are attracted for the post apply there. On the
other hand selection is a negative process where competition arises and candidates compete with
each other and meritorious candidates get job.

Recruitment is the process of searching the candidates for employment and stimulating them to
apply for jobs in the organization whereas selection involves the series of steps by which the
candidates are screened for choosing the most suitable persons for vacant posts.

4.1.1Procedure
Minimum requirements are detailed throughout this policy and include:

1. The position is defined and justified by the requisitioning Business Unit Head /
Function Head and authorized and processed by Human Resource Department.
2. The position is advertised unless a person has been identified through the
succession planning process or other business requirements.
3. The Business Unit Head / Function Head are involved in the recruitment and
selection decision. As a minimum, at least one other person from the Business
Unit/Function, competent in the recruitment process, should assist beside the
authorized person from HR Department.
4. Pre-requisite skills, qualifications, experience, competencies and other The
Viyellatex Group’s or legislative requirements are met and documented
5. At least 2 reference checks and medical check up are completed and documented
6. Offers are approved and made by Head of Group HR and in some special cases by
the Managing Director
7. All people, whether internally or externally recruited, are inducted through
employee orientation program.

18
 Resume Files

Professional
Associations
Career
Fairs

BD Social
jobs.com Candidate Pool Networking
Sites

SAP data Employee

entry Referral

University
Career
Placement

(Figure 3)

The process in (figure 3) explains how pools of candidates are generated from different sources. It
is impossible to collect all the candidates of different category and experience using only one

19
 source. These sources are proved to be very useful and effective for finding the right amount of
capable people.
Executive Search & candidate selection process:

Requisition arise
Step 1

Investigate requirements

Consult with HR head

Step 2
Identify issue & solve

Discussion with Director

Step 3
Job posting

Step 4
CV collection & call candidates

Written test

Step 5 Interview

Step 6 Medical Report checks up & reference checks

(Figure‐4)

Current Recruitment Process:

When a vacancy comes about within the approved establishment and it is deemed necessary to fill
in the vacancy, the Employee Requisition Form has to be completed and a copy of it has to be

20
sent to Manager, ER & Talent Management at the Corporate Office who finds out if there is any
suitable candidate already working in the Group for whom a transfer to the vacant position would

21
mean either a promotion or better prospect promotion. Manager, ER & Talent Management
returns the Requisition Form with his comments to the requiring department at the earliest.

Succession planning:

The LUDIFU.COM has succession planning which is a tool to assist with planning Group’s future
people needs. Within the succession planning process, potential successors are identified for
certain management positions. When such a position becomes vacant, an individual may be
approached about the vacancy. However, this may not preclude advertisement, or consideration
of people who respond to that advertisement. Vacant positions not filled through the succession
process are advertised.

It is the BU Head/Function/Line Manager who will work with the new person. That’s why the
BU Head/Function /Line Manager are involved fully in recruitment and induction. The BU
Head/Function/Line Manager depends upon the people that they recruit to assist them in
achieving their MOs and KPIs or action plans. The BU Head/Function/Line Manager is in the best
position to assess the candidate’s technical ability as well as the candidate’s “fit” into the team.

Recruitment Standards for different positions will be available with the HR Department which
should be strictly adhered to and no deviation there from should be made without the approval of
the Head of Group HR.

It is the responsibility of the Head of Group HR to review and update the Recruitment Standard
from time to time. Such standards would not be applicable to existing employees but for
promotion cases, the set standards except the educational qualification should be considered.

When a vacancy comes about within the approved establishment and it is deemed necessary to fill
in the vacancy, the Employee Requisition Form (Annexure-I) should be completed and a copy
thereof should be sent to Manager, ER & Talent Management at the Corporate Office who
should find out if there is any suitable candidate already working in the Group for whom a
transfer to the vacant position would mean either a promotion or better prospect promotion.
Manager, ER & Talent Management will return the Requisition Form with his comments to the
requiring department at the earliest. Recruitment procedure will then be set in motion where
replacement of existing employee is not possible.

While hiring, preference is given first to employees working for the Company. The fact that a
qualified employee is doing essential work in a position that may be harder to fill than the
22
 current open position may be an influencing factor, but when making such decisions supervisors
must be careful in order not to block career advancement merely for immediate convenience.

Each BU Head / Functional Head has involvement in the selection process, since their
assessments of employee performance directly influence the BU / Function operations.
However, the following guidelines to be followed in the promotion selection process:

 Promotions will be based upon merit.

 Evaluations must be job-related.
 Supervisors must consider as many potential candidates as necessary to assure high quality
candidates.
 Management retains the right to select or not select candidates from any source it
considers appropriate.

Employees may be moved to different Business Units / Functions/ departments by transfer or

promotion. If the move is not a promotion then the transfer should not cause an increase in salary.

Attracting the Candidates: Internal versus External Advertising

The objective is to recruit the best person for the position. Therefore it is always better to
advertise the position unless a person has already been identified through the succession planning
process or other business requirements.

It’s easy to overlook an internal candidate, yet placing an internal advertisement is at no expense,
so internally the position may be advertised if deemed appropriate on Notice Boards at all
Company Locations as per attached format (Annexure-VIII). This way, everyone is given a fair
opportunity to have their application evaluated on its merits, and it can be a good opportunity to
talk to the person about their career aspirations.

Those who best meet the skills, qualifications, experience and competencies required for the
position should fill vacancies. Therefore, if it is believed that there is no candidate within The
LUDIFU.COM who is suitable for the role, the advertisement should be done externally as well as
internally. It may be chosen to advertise internally and externally at the same time if there is a
tight time frame.

23
Depending on the time the avenues like Websites (own or placement firms); Campus
Recruitment; Outsourced placement /HR Firms should also be used, other than simply advertising
in a newspaper. It is a good idea to think laterally how we might attract the right candidate.

How to Advertise
Once the recruitment is approved, an advertisement needs to be drafted based on the skills,
qualifications, experience and competencies as have been identified and specified in the
respective job descriptions.

A common template should be used designed by Corporate HR Department. Manager, ER &

Talent Management would draft out the advertisement and arrange for publishing the same.

Screening and Selection of Applicants

On receipt of employment application(s) may they be in response to the advertisement, through
mail, e-mail, web-site or by hand, Manager, ER & Talent Management (Corporate HR
Department) for Officers and above and BU HR Manager for the positions below the rank of
Officers will arrange weighted scoring or preliminary interview as the case may be for the
purpose of listing potential candidates. Depending on the level of the position, following
screening procedures will be followed:

For the positions above Assistant Manager: preliminary interviews to assess technical
(professional) and behavioral competencies.

For the positions of officers up to Assistant Managers: aptitude, technical (professional) and
behavioral competencies, communication, psychological tests.

For the positions below officers: technical (professional), dexterity/mechanical aptitude,

communication tests.

For those meeting the stipulated specifications and pass the tests as applicable will be recorded
separately. Application being rejected in the initial scrutiny/screening tests or after preliminary
interviews need not be informed.

24
For specified positions (listed by Corporate HR Department) the candidates for the entry level
position may have to go through the Assessment Centre

Concerned Function/Department Head at the BU or Corporate Office will then be forwarded with
selected applicants for review and if necessary for future short listing of at least three suitable
candidates. They have to be called for further interview along with the Function/Department Head
of the requiring Department, if necessary.

Structured interview will be held in line with The Group guidelines following interviewing
techniques (Structured interview forms and questions are available with Corporate HR
Department).

Such applicant shall be forwarded with the LUDIFU.COM’s standard application blank which
he/she will be required to bring along duly completed with at the time of final interview.

If however, the applicants do not appropriately match the job requirement, the position shall be re-
advertised and re-searched.

Assessment of the interviews should be recorded on the Assessment Form (as available with
Corporate HR Department) and maintained by Manager, ER & Talent Management or BU HR
Manager as applicable.

The Corporate HR Department or BU HR Department (as applicable) will verify the information
offered by an applicant in his or her employment application. While it is preferable to do so
before hiring an applicant, there are many examples, when verification may be received after
hiring an employee.

All applicants should be advised that false statements on the Company's employment application
form are grounds for immediate dismissal, regardless of length of employment before the
falsification is discovered.

For Managers and above positions, Head of Group HR will make final selection in agreement
with the requisitioning BU/Function/Department Head and decide on appropriate salary grades.
For very senior positions he will consult the Managing Director.

For the positions of officers’ up to Assistant Manager, Manager, ER & Talent Management will
make final selection in agreement with the requisitioning BU/Function/Department Head and
decide on appropriate salary grades having consented by Head of Group HR.
25
For the positions below officers level BU HR Manager will make final selection in agreement
with the requisitioning BU/Function/Department Head and decide on appropriate salary grades
having consulted Manager, ER & Talent Management.

Headhunting Process:

Headhunting refers to the approach of finding and attracting the best experienced person with the
required skill set. Headhunting involves convincing the person to join your organization. In
viyellatex group they mainly contact with any HR consultancy for Headhunting process.

(Information source - From Human Resource Manual, personal interview, book)

SWOT ANALYSIS

(Figure 5)

26
STRENGTHS

 Good Owner Structure:

Bangladesh is very rich in garments industry. LUDIFU.COM is one of the reputed Garments
industries in Bangladesh. They have their own office in Gazipur.Address-297, Khortoil, Gazipura,
Tongi, Gazipur-1712, Dhaka. They are going to lounge their office in Niquanja, Dhaka.

 Financial Soundness:
Chairman & CEO Mr. K M Rezaul Hasanat is the main architect of the group. Under his dynamic
leadership, less than a decade old the group has already been exceeded US$150 Million turnovers
mark & employed more than 13000 people. The salary structure is better than other organization.

 Skilled Human Resource:

There are Two Wings of Human Resource Department. Almost 35 people Works in this
department.

 High Ethical Standard:

To keep the quality of Products and manpower, LUDIFU.COM is strict to follow its ethical
standard. If the candidates do not have sufficient quality they are not recruited though they
have strong references.

 Corporate Social Responsibility:

The group has launched a ‘0-5 Year Child Health Clinic’, conducted quarterly ‘eye camps’ to
serve the poor, sponsored expensive medical machineries and endowment fund to a rotary club,
donated garments to the workers, established an auditorium in a local school etc. on its endless
endeavor to serve the society. Recently, an IT Lab was established in the Faculty of Business
Studies. Their CSR activities includes Social, Educational, Health Care, Environmental

 Equal Employment Opportunity:

The Company will maintain a policy of nondiscrimination with all employees and applicants for
employment. All aspects of employment within the Company will be governed on the basis of
merit, competence and qualifications and will not be influenced in any manner by religion, caste
or region.

27
  Equality of Treatment:
The key note of LUDIFU.COM’s policy of management is a constant endeavor to achieve
fairness. All our regulations, procedures and actions should ensure that all persons connected
with our operation and business, - be they customers or employees - are treated fairly and with
due consideration for their feelings.

Weakness
In LUDIFU.COM management, employees from different places and universities are existed.
There are various departments’ like-Fabrics, Dying, HR, Shirin Complex, ISML, Ruthna tea
Garden etc. Here, employees are from Textile University, BGMEA
,DU,NSU,BRACU,KUET,BUET etc That’s why; some times there may be lack of understanding
due to cultural gap. Human resource department should alert to solve misunderstanding of other
departments.

There is another major problem in this industry. As it is a garments industry, Head office and
garments is in same area. Sometimes some labor tries to break law and try to create dispute. What
HR does is, they intentionally turned down those labors that can create problem.

4.2.3Opportunities

 New and Better Agreement:

LUDIFU.COM and CRP-Bangladesh signed a memorandum of understanding (MoU) to help the

physically challenged persons. They also signed MoU in reputed universities for internship or
attract fresh graduates. They can involve with new agreements so that people can know about this
company. In charge of ER & TM arranged various corporate presentations in many universities.

 New International Gateway:

As LUDIFU.COM only export garment products so they are high is Quality. Often foreign
buyers visited Inter-feb Shirt manufacturing units and observe quality. Often various
agreements are signed by them. Those meetings are arranged by HR.

28
4.2.4 THREATS

 Upgraded Technology Used by Competitors:

In our country garments industry is well established. So, there are lots of other competitors is this
industry. If they negotiate with prices and give there product in low prices it can be a major
problem. Their main competitor is India. Because in India the labor cost is not much high. So they
can easily sell their products in cheaper prices.

 Political Instability:
Political instability is another threat because, with the change of Government, policies are
also changed. So, this is difficult for any organization who deals with foreigners.

 Risky Position of Valuable Resource and equipments:

As it is a garments industry, so many raw materials like cotton, color etc is imported from
different countries. In these sectors efficient employees should be hired. If timely it is possible to
communicate them it becomes a great problem. Some necessary equipments are also needed is Hr
department like- Computer, Laptop, Printer etc.

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 CHAPTER-5
Analysis & Findings

30
PLEST Analysis:

Political Factor:
LUDIFU.COM basically check out the political situation where they want to export i.e. in case
of selecting export country. They also consider other political issues like-
 Stability of those countries political environment
 Government’s overall economic policy and changes in policies
 Government’s position on marketing ethics
 Government view culture and religion
 Government involvement in regional trade agreements
After analyzing all these political issues they go for exporting as well as running operation
business where they match with and also get benefit by generating more revenues.

Legal Factors:

LUDIFU.COM also aware of legal issues that is why, they go for legal factor analyzing of the
exporting countries. As we know that Statutes governing commerce vary by country, so it’s
essential to understand how they will affect on their export activities.

Economical Factors:
LUDIFU.COM also analyzes the economic factors of the exporting country. They mainly consider
the state of the economy in which they are planning to enter. They look at-

 Interest rates
 GDP growth
 Purchasing power
 Inflation rates
 Employment levels taxes and fees on foreign countries
 The cost of employee benefits
 Long-term economic prospects.

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 Generally, they come across about those countries economic condition, because achieving success
in international business mainly depends on the economic condition of country. If economy goes
well, they hope to run business effectively.

Socio-cultural Factors:

The social and cultural influences on business of exporting country may be very different from
those of importing country. Cultures vary from different perspective like- dressing habit,
language, religion based and so on. Based on these they enter in to new market where they can
provide standard quality product. If culture varies, they have to go for modification. So prior to
exporting, they identify the cultural factors.

 Language
 Dressing Habit
 Dominant religion and its influence on business
 Attitudes to foreign products and services

After analyzing these issues they enter in to new market and develop product for them. For
example- in exporting countries like – UK, USA, China etc countries company think about their
choice they are Christians and like to wear gown in wedding. But in our country, our tradition is
not wearing gown in wedding.

Technological Factors:

Technological advances are one of the easiest ways of gaining advantage over competitors. The
use of technology is vital to competitive advantage. So, LUDIFU.COM also seeks for new
technology to use in those countries. So they consider these issues. Like-:

 Technology help reduce the cost products and services

 Technology offers them a new way to communicate with buyers.
 Electronic and social Media available advertise their industry name and products.

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Job Satisfaction of Employees:

I made a research on job satisfaction in the perception of employees. Through this research I
wanted to know the satisfaction level of the present employees. My sample size is 7 and
population size is 20. There are 2 teams in HR, one is ER & TM another one is C & B. I surveyed
4 ER & TM employees and 3 C & B employees. From both of the team 57% employees are
satisfied and 48% are not satisfies with current position. Almost 85% needs promotion within
6months to 1 year. 85% employees think that hired employees can be overqualified. 85%
employees are not satisfied with current salary. In ranking method most of the employees 1st
choice is better salary and last choice is other benefits. 28% of the employees think that office
location definitely causes disturbances. 85% of them mentioned that reporting officer is
sometimes helpful.85% is sometimes satisfied with their colleagues. 57% want to stay with
viyellatex only 3-4 years.

Herzberg Two Factor Theory:

From this research, Herzberg suggested a two-step approach to understanding employee

motivation and satisfaction:

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 (Figure 6)

 Hygiene Factors

Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these
factors are considered inadequate by employees, then they can cause dissatisfaction with work.
Hygiene factors include:

- Company policy and administration

- Wages, salaries and other financial remuneration

- Quality of supervision

- Quality of inter-personal relations

- Working conditions

- Feelings of job security

Here, in ranking method most of the employees 1st choice is better salary and last choice is other
benefits like provident fund, loan, medical facilities etc. Interpersonal relation is not also
satisfactory.6 of the employees said that they are sometimes satisfied with colleagues. 85% of
them mentioned that reporting officer means supervisor is sometimes helpful.

 Motivator Factors

Motivator factors are based on an individual's need for personal growth. When they exist,
motivator factors actively create job satisfaction. If they are effective, then they can motivate an
individual to achieve above-average performance and effort. Motivator factors include:

- Status

- Opportunity for advancement

- Gaining recognition

- Responsibility

- Sense of personal achievement & personal growth in a job

Here, 4 of the employees are satisfies with their status and other 3 are not. Almost every one
wants personal growth in job within 6 months to 1 year.

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Findings:

Recruitment policy in LUDIFU.COM is too lengthy and the bureaucracy in terms of top
management gets in the way of recruiting individuals on time for their job. The result of such
activities delay recruitment in mid and top level management to at least 50 days for each time a
post is announced vacant. Policies for Entry, Mid, and Senior Levels of Management are not
segregated, let alone specialized from each other. There is a lack of quality CVs being submitted
to LUDIFU.COM for these positions. Also, LUDIFU.COM is having problems managing its
talent pool. High amount of Turnover and unanticipated requisition are constant problems in the
organization that does not make Human Resource (HR) an ideal practice there. However,
investment money is being heavily injected into the HR department. Besides, LUDIFU.COM
currently does not have a specialized marketing wing. It imposes the Public Relations (PR) on the
HR department. Those reasons can cause economical loss for company. Organizational-Chart has
not been updated for last 2 years. On the other hand Job Descriptions are not updated on a regular
basis. They recently updated their Job Descriptions and it causes huge problem. Recently they
take initiatives to give Job Description to new employees.

One of the problems with this set up is that, this does not allow the Business Unit (BU) head to
request for better benefits of such employees before they resign. One additional reason for this is
that resigning without considerable prior notice is in practice in LUDIFU.COM. This creates a
problem of planning future workforce, both for the HR department and the BU Heads of the
respective function. I have talked with 5 resigned employees why they are living this
organization, 3 of them talk about better offer from other organization. 2 of them has distance
problem. As office is in Tongi, it is far away from Dhaka city. Mainly female candidate’s
reluctant to work in Tongi .Another reason is people do not like to work in any Garments. Now-a-
days every one wants to work in a multi national company.

There are also other problems like distance problem, the office is in tongi, which is far away from
Dhaka city though they provided transportation facilities. Another problem I felt is they do not
give any vacation for traditional festival like-Shob-E- Borat, Puja, Merry Cristmas, Buddha
purnima etc. So socio cultural factors should be improved. They only provided with 2 Eid
holidays. I think it is really a social problem and can create dispute among the employees.
Experienced employees get more attractive remunerations and packages from other industry.
Employees are not provided with sufficient technological support like- computer, laptop,

35
equipments etc. By analyzing the legal factors, LUDIFU.COM should keep in mind that in
Saudi Arabia the information on the product should be written from the “Right to left side” &
word should be Arabic. So, if they don’t consider this factor before going to exporting, they will
fall in great loss. In our country political instability also causes problem to the buyers. It also
interrupts to deliver product in time.

Turnover rate of LUDIFU.COM is increasing day by day. For high turnover it was impossible to
gather much important information.

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 CHAPTER-6
Recommendations
&Conclusion

37
6.1. Conclusion

From the above discussed HR policies and their recommended changes, LUDIFU.COM can
achieve the dream they had been hoping for. Recruitment policies in LUDIFU.COM are tangled
and create unnecessary delay in the progress. If the time required for recruiting can be decreased,
operations can run smoother than they are at the moment. Decision making will become faster.
Also, another challenge for HR at LUDIFU.COM has been to recruit and contain talented
management workers which can also be mended by proper recruiting of talents in the workplace.
Furthermore, the researcher identifies that, it is tough on the HR Unit to also work as the PR Unit
when the HR Unit is responsible for 13000 employees already. Thus, a segregation of duties is
indeed a necessity. With all recommendations in place, LUDIFU.COM can have a more talented,
leaner and more efficient management system.

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Recommendations:

Although the HR activities of “LUDIFU.COM” is at satisfactory level at the present, but there is
scope to enhance development both internally and externally. To streamline and strengthen
overall activities of the factory the following areas have been identified:

General Recommendations:

 Promotional activities should be focused through print media and by establishing Outlets
in Bangladesh.
 Company should sponsor more programs in magazines and corporate fairs.
 Should hire more HR Associates in the organization.
 Company should increase other facilities for job satisfaction.
 The company should conduct market research regularly to evaluate the market trend.
 Should give proper attention management of the interns in HR department.
 Reporting Officers should be more cooperative, cordial and friendly.
 For future the success of the firm depends on evolving innovative ways and resolving
solutions to human resource problems.

Specific Recommendations:

 Suitable candidates should be selected for particular posts.

 Proper attention should be given to strengthen HR department of the company.
 Socio-cultural activities can be developed to create better working atmosphere.

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References

Reference books:-
1. DESSLER, G. (2010) Human Resource Management. 11th ed. New Jersey: Pearson
Prentice Hall.
2. A.JUDGE, T. and HENEMAN III, H.G (2006) Staffing Organization. 5th ed. McGraw-
Hill: Mendota
3. SCHATZMAN, B. T. (2003) Business Communication on Today. 7th ed. Singapore:
Pearson Prentice Hall.
4. MALHOTRA N.K. and DASH S. (2011) Marketing Research. 6th ed. USA: Pearson
Prentice Hall.

References- Electronic or audiovisual:-

5. IMRUL (2009) International Journal of Business and Management [WWW] Available
from:http://ccsenet.org/journal/index.php/ijbm/search/authors/view?firstName=Imrul&mi
ddleName=&lastName=Kaes&affiliation=Lean%20Management%2C%20Viyellatex%20
Group&country=BD [Accessed 30.12.11]

References- Personal communications:-

6. In a conversation on 2nd November 2011 organizational supervisor Jayasri Indrani
(Associate Prof.), Head of Group Employee Relations and Talent Management confirmed an
interview session and briefly discuss about the recruitment and selection process.

40
 Appendix

Questionnaire:

1. Which Team are you from?

a) Employee relations and talent management b) Compensation and benefit

2. Are you satisfied with your present position?

a) Yes b) No

3. From what time period you expect promotion?

a) 6 months b) 1 year c) 2 years d) 3 years e) No matter

4. Do you think sometimes employees are overqualified than their designation?

a) Yes b) No c) Maybe

5. Are you satisfied with your present salary?

a) Yes b) No

6. Rank following parameters 1-4 according to your choice.

a) Good Environment
b) Better Salary
c) Promotion
d) Other Benefits

7. Whether office location causes disturbances to the employees?

a) Definitely not causes disturbances b) Probably not causes disturbances c) Do not know d)
Probably causes disturbances d) definitely causes disturbances

8. Is your reporting officer helpful all the time?

a) Always b) Most of the time c) sometimes d) Not at all

9. Are you satisfied with your colleagues?

a) Always b) Most of the time c) sometimes d) Not at all

10. How long do you want to stay with LUDIFU.COM?

a) Less than 6 months b) 1-2 Year b) 3-4 years c) 5-6years d) 7-10 Years e) Until retirement

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