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Garments sector is one of the important export sectors of our country. Today readymade

garments sector not only earn maximum foreign currency but also engage a lot of unemployed

people in productive industry. For this industry, various bank and insurance business are now in

better position, transportation business now expanded in the country, shipping business is

increasing inside and outside the country, cargo handling, clearing and forwarding business,

buying house, hotel, tourist –all this sectors found possibility of their business by this readymade

garments export. There are more than 18 lucks people engaged in this sector. So their purchasing

powers increases and a group of consumer also created by this sector. More than 8 lucks people

are engaged in different accessories industry to earn their money. As a result our unemployment

reduces beside our socio-economic position also developed. It is true that, for bright future of

Bangladesh the contribution of this sector cannot be neglected. But now a day there are some

internal socio- political problems and for international depression there is a possibility to reduce

our export. We have to carefully assess our internal problem and try to overcome this problem as

early as possible. Otherwise we will fail to attract foreign buyers for export from our country.

Before 2005 multi fiber agreement (MFA) limit us specific export but after 2005 our export

increases in different new country including previous country. If we want development of

Bangladesh and to survive this industry in long run, our position and opposition party must work

together to continue this industry. For developing this industry we have to look our labors that

are always neglected. Labor are the key of this industry. So we have to give them sufficient

salary and other benefit for their well living. Backward linkage industry, bonded warehouse

facility, garments village must be established for smooth export.76% of Bangladesh’s total

export income earn through RMG. Now Bangladeshis is in the 7’Th position in EU, in exporting

ready-made garments (RMG). This is the appropriate time for solve problem and capture foreign

market otherwise we cannot increase our market share for readymade garments.

We selected Garment industry for our Industrial tour program by thinking its great importance.

We have visited a Garment manufacturing unit. So, the following Report is prepared on “Jeans

2000 Limited”

Introduction

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Jeans 2000 limited started its journey in 2004. Jeans 2000 limited is a subsidiary company of

Pacific group. Jeans 2000 Limited located in Chittagong Export Processing Zone (CEPZ) and it

is the biggest Jeans Garment Manufacturer in Bangladesh. The Company was incorporated as a

private limited company in the year of 1994 and started commercial production in that year.

Jeans 2000 Limited is a “C” category company that means there are 100% local investors.

Within a very short time of span the company achieved some significance success. Pacific group

has achieved GAP and BSCI certificates. 20000 employees are working in Pacific Group.

Among them, 3211employees are working in the Jeans 2000 limited unit. Jeans 2000 limited is a

100% export oriented readymade Garments Industry.

Md. Nasir Uddin is the Managing Director of the Company. He is a well experienced business

personnel and industrialist. He has the vast marketing experience and for exploring the export

business. He had the opportunity to travel many countries and established a good business

relationship with the overseas buyers. Jeans 2000 Limited has created their position and image

through excellent quality maintaining.

Goals of the company:

The strategic Goals and Objectives of the Company are to strive hard labor and sincere efforts to

provide quality and value added products to their esteemed clients obeying the national and

international code of conduct and to create more competitive in the internal and external market.

Objectives of the company:

To ensure 100% security.

To ensure 100% delivery in just time.

To ensure 100% product quality at first time.

To maintain 100% commitment.

To ensure 100% utilization of wealth and resources.

To ensure 100% transference.

To ensure 100% honesty, discipline, and sincerity.

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Principles of Company All the employees, customers/consumers and suppliers are behaved with morality.

All types of corruption must be prevented when and where it is occurred.

To recognize the contribution of all workers and help others to contribute.

To ensure the equal facility for all workers and to avoid all types of partiality.

Always ensure the maximum utility of wealth and resources.

To ensure the health care of employees and provide the safe work environment.

The strategy

The company strategy is to sustain in the market and expand the company through quality maintaining.

The company is also trying to maintain quality line of the products during economic rescission period.

With the growing difficulties faced with the import of almost 100 % Garment raw materials, Jeans 2000

2000 Ltd has installed the world most latest high –tech in production process. The mother organization

pacific group is a leading Jeans Garment producer firstly in Bangladesh and then in Asia-pacific region.

Through its operational process, the company is restructuring its business in recent years and targeted

80%growth but the company is now facing financial challenges due to global economic recession.

The workforce

Jeans 2000 Ltd is a well example of work-force diversity in Bangladesh. The people who are making it

happen –the employees are dedicated and energetic and experienced in their work. Both male and female

workers are being well represented here. There are 3211 workers are working in the company. Among

them Skilledworkers-1000, semi-skilled-1500, unskilled workers-500, supervisor-192, and quality control

manager-262 are working in the company. Even through in the administration level fresh graduates are

employed as management trainee.

The technology

Jeans 2000 Ltd is using the world best technology in their production process. By using latest technology

and producing quality product, the company creating a unique position in the international market.

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Research METHODs OF THE STUDY:

This report is prepared according to the practical experience achieved during the period of my

Industrial tour report. All this materials are given below. The relevant information is collected

from primary sources as well as secondary sources.

PRIMARY DATA:

Observation of the of the company’s selective departmental activities.

Face to face Conversation with Head of HR Administration;

Conversation with the Officials.

Group discussion with the company’s high officials.

Primary information has been By met with responsible executives.

collected from the employee of the organization.

Practical experience gained by visiting factory

SECONDARY SOURCES

Secondary information has been collected from literature, articles, journal, paper and

different textbooks.

Other company’s annual report.

Important data have been collected from various websites of relevant companies.

Data have also collected from BEPZA

Internet also acts as good secondary sources for data.

Company meeting agenda, May, 2010

Finally, the collected data are classified, tabulated, interpreted, analyzed and presented in

the various publications on related issues.

Company’s Local and Group wed site.

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OBJECTIVES OF THE STUDY

The main objective of this study is to fulfill the academic requirement as well as to gather

practical and theoretical knowledge about the industrial activities in our country. This practical

knowledge will help us face challenges in our future business career. In addition to the principal

objective, the following are some of the common but significant objective of this type of study.

Bangladesh provides a test case for examining the role of SHE in promoting professional

improvement in the context of increasing job competition. On the basis of aforesaid literature

review, this Internship report has been undertaken with the following objectives:

To know the work environment and organizational behavior of the multinational

corporations operating in the country.

To know the organizational framework of the multinational corporations. .

To know the activities of the organization.

To know the services they are providing to the country.

To find out similarities between theoretical knowledge and practical knowledge, and the

managerial structure.

To know the attitude of worker and executive of the organization.

To know about company profile.

To know about the mission and vision of the company.

To study the report preparation.

To gather knowledge about Company quality policy.

To identify major challenges and developments for HR, Admin & SHE and their related

issues in the selected company.

To understand the impact of policy making on HR, Admin & SHE planning and

implementation.

To know the knowledge about logistics management and strategies

To learn overall production systems of a garments sector

Though the main objective is to prepare a report on the overall aspects of Jeans 2000 Ltd. in

such a manner that I can understand garments companies operating system in our country.

However there are various other objectives as follows to know the work environment and

organizational behavior of the multinational corporations operating in the count

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LIMITATIONS OF THE STUDYIn spite of my best effort, I am sure of some lacking Prevailing in this industrial tour report. Bangladesh is a developing and import based country. Garments sector is not a new in Bangladesh. It has been acting a very important role in the construction of economy since the independence of Bangladesh. The quality of product in our country is better than other countries. I feel interest to know about the current garment situation through Jeans 2000 ltd, which would be a useful academic experience.These are caused by some limitations enumerated below:

1) Within such a short period of time ,it was not possible for me to study everything about Jeans

2000 ltd.

2) Lack of proper information.

3) Some information could not be collected for the lack of accessibility.

4) In the Production department the authority could not express to us accurate data easily for the

reason of their confidentiality. They hesitate to give right answers of our questions.

5) Our work area is comparatively small, so I can’t demonstrate a good report due to

unavailability of data.

6) Most of the official is so much busy that they cannot give time to co-operate with me.

7) Sometimes the officials were reluctant to give proper information regarding their activities

8) Difficult to contact with all top management.

9) Different barriers hinder me to prepare the report.

10) Information providers are not helpful in providing data.

11) Online information’s are haphazardly stored in the web site.

12) Research works in Bangladesh are rarely conducted.

13) There is also the problem that many of our libraries are not keep the old or new Acts/Rules,

reports and other government publications.

14) Data accesses are not in an organized form for quick information search.

For the presence of above mentioned limitation I could not able to make the industrial tour report up to the mark. In the context of our country, still now, Most of the students do not have any idea about it. The major limitation of the Industrial Tour report is the data has collected within a very short period of time. The base of the study was collection of data of work in a particular industry. The work environment suffers from various limitations.

Despite my sincerest endeavor in preparing a perfect report, some of the limitations are inescapable

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AN OVERVIEW

OF

Jeans 2000LIMITED

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Company Profile

Type of company Private limited.

Category of the company “C” type (100% Bangladeshi investments).

Nature of the company 100% export oriented.

Date of incorporation 12 April, 2004

Products Jeans and casual wears.

Tax exemption period 10 years (2004-2014)

Company’s initial capital BDT 130 crore.

Company’s present capital BDT 150 crore

Daily production capacity 20000 Units

Bankers name o HSBCo Agrani Bank.o Citi Bank NA

Raw material source Taiwan ,Pakistan ,India.

Marketing area Europe, USA &Japan

Chairman of the companyMr.MD.Nasir Uddin

General Manager : Mr. MD. Golam Newaz

Webwww.pacificjeans.com.

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Total no of Employee 3221

Our Products:

Men’s Wear:

Women’s Wear:

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Principles of Jeans 2000 Ltd.

All the workers, customers/consumers and suppliers should behave openly with morality.

Where and when the misconduct happening should be prevented.

The contributions of all should be recognized and help other to contribute.

Assurance of equality for all and all types of partiality avoided.

Always ensure the maximum utility of resources.

Ensure the health care of employee and provide the safe work environment.

Mission Statement: To get the recognition of World class better quality garment products producer

and sustain the recognition.

Vision: Expansion of capacity of the company through ensuring the quality.

Objectives Jeans 2000 Ltd.

Ensure 100% security.

Ensure 100% just time delivery.

Ensure 100% quality in the first time.

Keeping 100% commitment.

Ensure 100% utilization of wealth.

Ensure 100% transference.

Ensure 100% honesty, sincerity and discipline.

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The company’s culture and our fundamental values

 We are building on the three pillars of sustainable development:     Economy, ecology and social responsibility.

 Our economic goals are to continuously increase our earnings through cost leadership    and long-term, profit-oriented growth.

 We strive for long-term customer relationship based on reliability and integrity. 

 Our success is based on competent, dedicated employees and an excellent management team.

 Climate protection and conserving natural resources are a matter of priority for our objectives     in environmental protection. 

 Our information policy is to provide open communication. We inform truthfully and responsibly. 

 Our dealings with each other are marked by active and open communication.

Leadership Principles

Based on Corporate Mission, the HeidelbergCement Leadership Principles were designed to help us build

a common management and leadership culture.

Absolute priority is assigned to focusing on comprehensive efficiency and sustainable profitability while

also putting emphasis on customers and profit-oriented growth.

With this in mind, cost awareness and highly efficient structures and processes are of the highest

importance as well as speed and consistent implementation. To achieve our objectives, we rely on

dedicated and qualified employees and an excellent management team. We are convinced that a corporate

culture, which is primarily based on employee-orientation and partnership will lead to the long term

success of HeidelbergCement. 

 Partnerships | "Trust and fairness"

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 Performance and Result Orientation | "Outperformance through rigorous benchmarking"

 Customer Orientation | "Greatest possible benefit for the customer"

 Sustainable Development | "Taking responsibility"

 Professional, Social and Management Competence | "Competence as a success factor"

 Role Model | "Lead by example"

 Communication and Information | "Creating transparency"

 Commitment | "Inspiring yourself and others"

 Employee Development | "Challenge and support"

 Assessment and Feedback | "Development and performance through feedback"

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The Organogram of Production Division

Each division in the production process has one manager, one assistant manager, and other

junior and production executives.

Buyers’ contract

Jeans 2000 Ltd. has goodwill and a unique position in the international market for quality Jeans

Garments. For that reason the company enjoying great advantage for merchandising.

Jeans 2000 Ltd has no specific rules and regulation to contract with the buyers.

Buyers are classified into two groups-

Fixed buyers (registered)

New buyers

New buyers are communicated through the following channels of communication-

International seminar attending by Directors,

Referrals by the existing buyers,

Participation in international trade fair.

Production Division of Jeans 2000 Limited

Production Manager

Assistant Manager

Production Executive

Junior Executive Junior Executive Junior Executive

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Video conferencing

Communicating process

New buyers are sometimes influenced by the fixed buyers and are not well known about the

company. So invite Jeans 2000 Ltd’s the group of delegated referred the specific buyers to visit

the company. After visiting, if the delegates are satisfied with the process and product of the

company, they finalized of a lump sum amount for testing the ability of the company to fulfill the

target. After trail order, the buyer orders the bulk amount. Fixed buyers are already well known

about the company, company product, and quality of the product.

Jeans 2000 Ltd. regularly participates in international trade fair. Moreover it has it’s own display

house.The company sometimes sends delegate foreign to bring orders. Buyer house is also using

as a communicating process for the new buyers.

Registered Buyers of the Jeans 2000 Limited:

Gap

Lee

Wrangler

MASH

H & M

Charles Vogele

V.F.Asia

Henri and Laurence

Miles

Tesco

Denim

Raw materials

Raw materials which are used for production purposes are as follows-

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70% Fabric,

Jipper (Long Jipper, Short Jipper),

Thread,

Label (Main Label, Size Label, Item Label),

Lining Paper

Dice

Buttons,

Tabs,

Tags,

Polybags,

Cartoons,

Chemicals,

Interlinings.

The raw materials are imported from the following countries

Most of the cases raw materials are imported from India. The other countries are-

Indonesia,

Hong Kong,

Taiwan,

China,

Dubai,

Pakistan,

Mexico,

Japan,

South Korea.

India

Quality maintaining procedure:To maintain the quality of the products the company follows the following measures:

Quality Control Procedure (Internal and buyer consent)

100 % audit. Third party aduits from buyer side.

Raw material inspection

Dangerous article protection (Steel fragmented, Niddle parts, safety measures)

Accepted quality Level(AQL) –Quality assurance 2.5

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TQM is followed for maintaining product quality.

Quality fabrics, accessories and chemical used.

Sewing quality is maintained through skilled worker.

Best quality thread is using in sewing

Washing the Garments in the Italian imported washing plant.

Procedure for maintaining inventory:For raw materials-software system (tally)

Work-in-progress-manual reporting

Machineries

The machines which are used in production of Jeans 2000 Ltd-

Single needle plain machine,

Two needle plain machine

Over lock machine

Interlock machine,

Bar tack machine,

Bolton hole ,

Vale crow

Production Process: There are nine divisions in the production process. Each and every product has to pass 14 steps from

store division to delivery division and 120 employees work for making one peace Jeans. The following

divisions are included in production division-

Store /Warehouse division,

Cutting division,

Sewing division ,

Leger division,

Wet & Dry division

Trimming & Brushing division

Washing division,

Post wash quality division,

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Counting and delivery division

Store/Warehouse

division,

Cutting division,

Leger division,

Post wash quality division

Washing division

Counting & delivery

division

Sewing division

Wet & Dry division

Trimming&

Brushing division

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Figure: Production Process

Store /Warehouse division:

Store or warehouse division collects raw materials from different countries as per buyer requirement and

choice. Production process starts from Merchandizing department through order procuring from buyers.

Merchandizing department send different product sample to the buyer. If they choice or approval any

sample or design, then give order for particular amount. Sometimes, buyers give the design of the product

and mention the country from where the company has to collect the raw materials. Then the company

goes to Free and Bond Process (F&B).

Merchandizing department also examine the quality and quantity of the raw materials. In warehouse, raw

materials are set up through “BIN Card” system. For identifying any country, the company uses Flag,

number and shipment date in every cartoon. The company uses different number for different countries,

different size, different design and different color.

Cutting division

The cutting department is the first department which takes the fabric. The fabric, which is to be

stitched, is brought from the folding department to the cutting department. In this department the

fabric is cut according to the specifications & need. From the cutting department the fabric is

transferred to the store from where the fabric is issued on the required floor according to the

freezing plan.

The cutting department objectives

•Quality control

•Cutting

•Minimize Wastage

So cutting department was performing these responsibilities. The Cutting supervisor who shared

the rules of cutting that is the foundation of the complete stitching department. Those are

One: LENTH FOR LENGTH (L*L)

Two: WIDTH FOR LENGTH (W*L)

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The Process flow of cutting department is as below

SAMPLE PROGRAMME CUTTING

The company uses “Computer Aided Design (CAD)” for assorting and designing the products.

This division works as per cutting order, ratio, size (L-size, M-size, N-size,

Excel-size) and design. : Three parts in cutting option-

Layer,

Marking Paper,

Cutting

Sewing division

In sewing division, the company also uses 15 types’ machines. For extra ordinary design, the company

has “Automated section” which works automatically as per computer program.

This department is sub-divided into-

VI-section,

ME-section,

MAC -section

Our sewing department is one of the well equipped machines department in the field

of the Garments in Bangladesh that’s why there are most of the loyal customers of the

Jeans 2000 Ltd from all over the world specially WALL MART. These are the major

have chain of stores around the world. 724 helpers are daily wages working as quality

checker in the whole stitching department. There are 400 stitching machines in the

whole stitching unit. Every machine operator has a unique no to find out the any type

of the fault.

Types of stitching Lock Stitch ,Chain Stitch, Twin Needle, Work Station ,Blind

stitch, Over lock & Flat lock

The objectives of the stitching department are

1.Cost minimization and

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2.To minimize wastage

3.Utilization of time

4.Quality control by line checker

Leger division

Leger division is used for cutting process and special design. Leger section works and design as

per Computer Aided Design (CAD) & Computer Aided Manufacturing (CAM)

Production By CAD:

Since this company is mostly based on manufacturing of garments wear so the cutting and designing of

cloth is most important task. As a consequence Computer Aided Design (CAD) is largely used for

producing the products. And the other hand to cut the cloth on the basis of size of the shirt, pant, trouser,

etc made by the CAD. It reduces the wastages and creates an effective cutting on the cloth. In this way,

the shirt, pant, coat, trouser and other dress have been producing by the computer equipment.Design has

been monitoring by the computer monitor and this output as a design on GGT printing machine. That

designs have to place on the cloth correctly and cutting for final production by the workers

puter Aided Design (CAD)

Production By CAM

Similar as CAD, Computer Aided Manufacturing (CAM) is largely used for manufacturing

concern. The CAM is technique applied by the modern sophisticated equipment of JEANS 2000

Ltd. Some sort of product would not made possible totally by the hand of human being which is

easily operated on the computer aided machine. In order to produce high quality product to set

up CAM system which mark on their quality of product as a level of brand. In this way, the

company to proper used on CAM is effective performance for production and marked by the

computer level seal to their product remain.

Wet and dry division

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Separate machines are used for wet process and dry process. There are 14 sub-departments for designing

different simble, dragons which must be completed in the wet and dry process. After completing wet and

dry process, the products are sent to the Trimming and Brushing section.

Washing division:

The company uses “Italian stone” for washing purpose. There are different machines for different

washing process. The materials that are used in washing operation-

Over dye,

Sand blasting

Chemical blasting

Heavy destroy

Easy care finish

Teflon finish,

Permanent scrunch,

Tie dye ,

Tie bleach

Tie wash

Moon/acid wash

Post wash quality division

This division works as like Inspection division for inspecting post wash quality of the products. The

washing department is like a back bone of the processing unit. After the fabric is brought to the washing

department where it is prepared on the above machines so as to be prepared for the Printing or Dyeing.

The Quality Control people ensure the Quality of work in the Bleaching to fulfill the collective goal.

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Finishing Department:Finishing department of any textile mill has a very significant importance because it acts like a

hub in the Processing. Almost every fabric which goes through processing unit, it has to be

passed through the finishing department. The finishing department of Bonani Rubber Industries

Processing unit is famous for its quality work. It comprises of many latest machines which

includes Stenters, Cylinders, Raising Machines & Sanforizing Machine.

Types of Finishes:

There are two major types of finishes:

Chemical Finishes

Mechanical Finishes

The finishes in which no chemical is used is called the mechanical finish, a very good example

of mechanical finish is Calender Finish. On the other hand the finishes through stenter are known

to be the chemical finish.

The finishes are of the following types:

1.Normal Soft

2.Super Soft

3.Chintz

4.Anti Pilling

5.Anti Wrinkle

6.Water Proof

7.Easy Care

8.Soil Repellent

Sanforizing Machine:

The Sanforizing machine is used for relaxing the shrinkage of warp. The machine possessed by

NML has a workable width of 114”. It is basically used either on customer demand or in case of

Garments. The standard is 5%. Industries has one Sanforizing machine in its processing unit.

Raising Machine:

This basically means to raise the fibers from the surface of the fabric. The machine possessed by

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the finishing department of Industries has a workable width of 114”. Jeans 2000 Ltd has one

raising machine in its processing unit.

Calender:NML has 2 Cylinders. The basic purpose of calendaring is to have the shine & to have better hand feel. These Cylinders are of two different lengths, the workable width of the Cylinders is 100” & 111” respectively.The above is a brief introduction of the Finishing department of Jeans 2000 Ltd.

Dispatch Department:Dispatch department is performing two functions

1.WARE HOUSE,

2..MAID-UP DISPATCH

Dispatch department is responsible to dispatch all types of Export after packing. It depends on

the marketing department when it should be dispatched. Its not necessary to dispatch daily.

Dispatch department is to pack and dispatch report preparation the prime responsibility is to

make maid-ups dispatch Report.

Dispatch Department has a continual liaison with Marketing Department and to fix stickers

according to the customer demand on the cartoons. The dispatch report also send to the head

office and as well as customer. Maximum container capacity is to six containers per day. Work

force is use for loading or shipping in container.

Container Type:

Twenty fitter lengths

Forty STD =8.5 feet length

Forty STD = 9.5 height.

Other Production facilities:

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Laboratory

To support the factory a well equipped laboratory has been established with required testing

facilities. The lab has modern equipment like Data Color processor (USA),

Padder , Steamer, Light Fastness tester, Tear & Tensile tester, Crocking & Perspiration tester etc.

Uninterrupted Power Supply

A full time uninterrupted gas based power generator is supplying 3.5 megawatt power to feed the

whole production. This makes possible to run the industry round the clock and keep the modern

computerized equipment trouble free.

Water Softening & Effluent Treatment

To ensure quality dyeing & finishing Bonani Rubber Industries makes sure of supplying soft

water as per requirement for which water softening plant is in place. Bonani Rubber Industries

Group always looks to the ecofriendly environment which is a prime requirement for human

health. An Effluent Treatment Plant is in operation to treat the effluents and discharge clear

water to the canal.

Production capacity

The company produces “20000 dozens” products in monthly (26 days). The company uses Standard

Minute Value (SMV), General Sewing Data (GSD), and Industrial Engineering Data (IED) for measuring

production capacity of different divisions.

Items Units/Day

5 Pockets Jeans 12000 units

Cargo pant 6000 units

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Chinos 4500 units

Jeans Jacket 5000 units

Doc

Doc

Dry Process

Shipment

Accounts of Jeans 2000 ltdBanking Activities Fabric At Store

Cutting

Buyer’s SpecificationSample

Sewing

Dry Process

Wet Process

Finishing

Document Preparation by Commercial Department

Fabric SupplierSourcing/ Pricing by Merchant Department in Consultation with Authority/ Buyer

P.P. Spray

CHL. Spray

Printing

Sand Spray

Hand Brush

Input receive from Washing

Button & Refit Attach

Ironing

Washing

Grinding

Hand Scraping

Hand Brushing

Drying

Shad Check

Q.C Checking

Packing

Assortment

JEANS 2000 LTD.

INCOMING GOODS FLOW CHART

As per Buyer specification

CAD

Preparation

Label Attach

Assembling

Welting

Trimming

Qc Check

Manual

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A merchandising division surrounds the concept of the target customer and translates customer

preferences into a product line for the rest of the apparel firm.

Merchandising is the planning, development, locating buyer, and presentation of product line.

Merchandising divisions are the central coordinating points for the line development, locating

buyer, design, shipping products.

ExportEPB Activity

Transportation Cargo To ship

Preparation of Export doc

Custom Formalities

Banking Activity

Merchandising department

Organization of Merchandising

Department

DIRECTOR

MERCHANDISING MANAGER

MECHANDISING OFFICER

SAMPLE SECTION MARKETING SECTION

PROCUREMENT SECTION

SUB-CONTRACT SECTION

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Role of merchandiser

1) Evaluate merchandise classification

2) Evaluate past season.

3) Plan merchandise budgets.

4) Preset product line

5) Communication with buyers

6) Carry out quality assurance program.

7) Package and shipping of products.

8) plan merchandise assortments

9) Synthesize current issues/trends.

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DIFFERENT STEPS OF MERCHANDISING PROCESS IN JEANS 2000 LTD

Attend in buyer meeting Overseas/Dhaka /Buyer came to Factory

Sample Receive From Buyer sometimes received sample Fabrics/acc several times did not receive

Prepare second time sample send to buyer if sample approved , buyer send PO sheet

Prepare Sketch and pattern in sample room based on received sample

Prepare sample as per buyer request take measurement with meas. sheet send to buyer

Sometimes buyer make comments on poor workmanship request for sample making again

Make calculation, fabric & accessories consumption as on approved sample

Negotiation for price quote for Bulk order

Received Bulk order PO sheet from buyer

Make Bulk fabric & accessories consumption for Bulk order

Make negotiation with fabric & accessories quality , prices,& deliver with supplier

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Fabrics & accessories booking/ order place to supplier ( with mention del date & update/ revised price)

Make production plan based on PO sheet Garments delivery date

Offer inline inspection with fast production & if there deviation from Buyer standard taking action

Arrange pre- Final inspection as buyer standard , before final inspection offer to buyer

Review production process : cutting sewing leasers-granding-washing-finishing within scheduled time & quality or not

Inform buyer final inspection date based on received production level

Make liaison with inter-department production level like cutting ,sewing ,washing- finishing why deviation

Packing as per buyer instruction like : Fron presentation

-laid presentation & packing method

Inform carton gross weight , net weight , carton measurement , carton quality , shipment quality to buyer for space booking

Offer final inspection with special care send final packing list to buyer for approval (short & excess)

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Functions of merchandiser

1) Locating buyer.

2) Forecast merchandise offerings.

3) Analyze and update merchandise plans.

4) Presentation of product to the buyer.

5) Communication with the buying house

6) Communication with the sub contract section of the other apparels firms.

7) Update merchandising plan.

8) Evaluate merchandising mix.

9) plan merchandising assortments.

10) Observe sale of product offering.

11) Accomplish the internal, wholesale & retailing.

In apparel firms, the merchandising function is essential but not always performed by someone

called merchandiser .some of the different job titles commonly used for merchandiser include:

1) merchandise manager,

2) product development manager,

3) product manager,

Based on release order make final shipping document with commercial dept.

Collect final release order & make shipment as per buyer request (Destination country)

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4) designer,

5) And buyer.

In large firms may have a different merchandiser in charge of each product line or classification.

In small firm the merchandising responsibilities may be carried out by the owner/manager.

Regardless of the job titles or size of a firm, merchandising involves directing and coordinating

development of product lines from start to finish.

Line content, fabrication, styling, diversity of assortments, pricing, mid selling period changes

and reversions, visual presentation, timing and budgets are all part of merchandisers

responsibilities and decision making.

In the Bangladesh perspective, the most important function of Merchandiser is Locating Buyer which is discussed below:

Locating Buyer

Locating buyer means to find out, to communicate, to influence, to present the product, to build

up relationship, to accomplish trade with the buyer.

Merchandiser has to complete the function of locating buyer. Without locating buyer it is not

possible to start the production. So we can say that the first work of a manager of apparel firm is

arranging the Locating buyer.

Way of locating buyer

There are six way of locating buyer on the behalf merchandiser, such as:

1) By communicating with the Buying house.

2) By searching the website of the international buyer using the Internet.

3) Communicate with the other company’s buyer,

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4) By employing the agent in the demanded country,

5) By participation with the foreign country,

6) By exhibition in the foreign country.

Problems of locating buyer:

1) Lack of knowledge of communication system with buyer.

2) Lack of effective buying house.

3) Not available of internet service.

4) Dominancy of large apparel firms.

5) Lack of socio political stability.

6) Conspiracy of large apparel firms of neighboring country.

7) Lack of unwillingness of domestic government.

8) Lack of capability of foreign linguistic efficiency.

Marketing section :

This is the main part of the merchandising department.

This department completes all kind of shipping & delivery the product.

Responsibility of the marketing section:

1) Delivery the product,

2) Shipping the product,

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3) Complete the negotiation,

4) Identify the barrier of the product,

5) Build up the all kind of relationship with buyer,

6) Provide the information of the field of the customer,

Procurement section:

Merchandiser has to procure the different kind of material about the ordered product.

Without the proper procurement of the material, it is not possible to provide the good

relation.

Responsibility of the Procurement section:

1) Try to collect the all kind of material.

2) Procurement of the good product

3) Cost minimization of the product,

4) Build up the proper size of the product.

Sub contract section:

By this section, a Merchandiser can collect the order from the large apparel firm. When an apparel firm

get a huge amount of order from the buyer which is not possible within a short time for its limited

production capacity, then it give the some part of the order to other firm, this is called sub contract.

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Responsibilities of the sub contract section:

1) Build up the relation with the large apparel firm,

2) Within a short time delivery

3) Negotiations with the sub contract firm about the sub order.

Sample section:

By this department, Merchandiser can complete collection of the sample according to the buyer’s

order. This department makes different kind of sample for showing to the buyer.

Responsibilities of sample section

1) Create the accurate sample according to the order.

2) Training the operator to create the good sample.

3) Find out the defective sample.

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HRM practice especially in this company is the practices of labor law. For manpower planning

the company consider the operation and skill requirements. And in the prediction for the

determination of future employee needs the company consider the production target. In the cause

of recruiting the employees and workers it use the internal sources and advertisement. And

sometimes it uses the employee referrals. For the managerial positions this company uses the

internal sources and advertisement. In the use of advertisement media for recruitment the

company uses the daily newspapers, and Internet. Sometimes the company face problems in

selecting employees, because in the operational level the appropriate skills are not available. In

the managerial level there is a job analysis and job description systems. And the organization

selects employees according to job specification. After the final selection the employees are

assigned to the vacant positions on different type of jobs.

In the orientation part of the appointed employee with the company, company’s

compliance department has a orientation program of the company code of conduct (COC).

Executives and managers are put into on the job training. For the retention of the experienced

personnel the company take the strategy of motivation, promotion, extra facilities, training etc.

There is a standard salary structure of the personnel. Beside this it provide some extra allowance

to the employees, such as medical allowance, house rent, food, transport, attendance bonus etc.

The organization gives bonus yearly to the employees. There are training program for employees

such as- First aid, PPE, Chemical use, Fire fighting and so on. Performance of the employees is

evaluated on the basis of skill, performance, length of service and education. Promotion is given

on the basis of seniority, performance and skills. Company also provides non-financial benefits

to employees in the form of free transportation, free medical facilities, entertainment, death

Human Resource Management department

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insurance etc. Company always tries to maintain the discipline through demotion, counseling,

warning and some other measure. By following the BEPZA law it allow the trade union activities

in the company, and CBA is elected through the election. And the company always maintains a

healthy labor management relation.

Historical Evolution Of HRM

Approximate Time Historical Phases

1700’s Industrial Evolution- Robert Owen

1850-1920

** Scientific Mgt-F.W. Taylor.

** Welfare work movement

Personnel department

Industrial Welfare

Society

Industrial Health

Research Board.

1920-1930

** Personnel Mgt. Movement.

British Institute of Personnel Management.

National Institute of Industrial Psychology.

1930-1950

* Human relations movement

Hawthorne studies

Institute of labor management.

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The managerial activities, external influences, and important outcomes It was previously stated that P/HR management is aimed at influencing the effectiveness of employees associated with this are contained in the model shows in Figure Human Resource Management Model

HUMAN RESOURCE ACTIVITIES

INDIVIDUALS

Ability

Motivation

Job requirement

rewards

HUMAN RESOURCE Outcomes

Support activities Attraction

Performance

Retention

Attendance

Satisfaction

Analyzing Individuals

and Jobs

Assessing Outcomes

Human Outcomes

Human Resource

Planning

Functional Activities

External Staffing

Internal Staffing and

Development

Economic ForcesLabor

Markets

Laws and Regulations

Labor Unions

EXTERNAL INFLUENCES

1980

* Professional Mgt.

* Behavior Science.

* Human Resource Management

MODEL OF HUMAN RESOURCES MANAGEMENT

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Other

Compensation

Labor Relations

Working Environment

BASIC CORPORATE STRUCTURE

Chairman

Managing Director

General Manager

Deputy General Manager

Accounts

Asst. General Manager

Cutting Maintenance Washing

Manager

HRD Merchandising Accounts Production Store

Deputy Manager

Accounts HRD Comercial

Asst. Deputy Manager

Staff

Jr.Executive

ProductionStoreAccounts

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HRM DIVISION OF JEANS 2000 LIMITED “Our people are our most important asset. Safe work place gives much confidence to the

workers. Human rights, occupational health and safety are our main principle.” Jeans 2000 Ltd.

is using this phrase for their HRM practice

Workers

Manager( HR & Admin)

HR Security G.Administration

Compliance Medical

A.M(H) AM(COM)

Sr. Executive

Executive

Jr .Executive

Sr. Executive

Executive

Jr .Executive

Medical Officer

Nurse

Security In charge

Security Officer

Junior

Deputy Manager

General Manager

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Basic functions:

To maintain all types of rules and regulations, meeting, general notice, circular, decision related to the workers and employee of the whole factory.

To maintain Recruitment, punishment, penalty, termination, dismiss, general leave, maternity leave, yearly increment, promotion of the employee.

To maintain the attendance, attendance bonus, workers personal file, transfer, arrival. salary advice & report card & register for all staff & workers

To maintain the relationship with IR department of BEPZA and other industries.

To solve the workers problem in the factory and maintain the labor law.

Manpower planning:

Jeans 2000 Ltd emphasize on manpower planning for the following reasons- Understaffing loses the business economies of scale and specialization, orders,

customers and profits.

Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate

because of modern legislation in respect of redundancy payments, consultation,

minimum periods of notice, etc. Very importantly, overstaffing reduces the

competitive efficiency of the business.

Coping with the situation

Worker

Assistant Assistant HP/Cleaner

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Using existence manpower in productively

Promoting employees in a systematic manner

Forecasting personnel requirement

Minimizing the cost of requirement and training

Adjusting the technological change

Forecasting the future supply of human resources

Human resources planning also need for :

Outplacement

Layoffs

Leaves of absence without pay

Work sharing

Loaning

Reduced work hours

Job analysis and job design in the company:

The supervisor or HR specialist normally collects one of the following types of information:

First he or she collects information about the job actual work activities such as marketing,

sewing, production. This list also include how, why and when the worker performance

each activity.

Collects the information about educational background and qualification of the

employee.

Experience must be needed for top level management.

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Variety Experience must be needed for top level management.

Variety refers to the use of different skills and talents to complete an array of work tasks and

activities refer to the use of different skills.

Techniques for designing job

Job simplification

Job enlargement

Job rotation

Job enrichment

Job sharing

Some reasons for analyzing the job:

Ensuring similarity in the job title

Clarifying methods and procedures of work

Improving physical condition of work environment

Delineating the relation of one job to other jobs

Determining condition of employment

Reducing grievances

Improving the relation internal

Improving transfer & promotion

Providing information through job evaluation for classification & grading of job position

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Procedure of Employment:

In the procurement procedure of Jeans Ltd follow the following procedure--

All workers are procured according to the labor law.

There is no discrimination among employees in behavior on the basis of religion,

gender, ritual etc.

The recruiting committee recruits workers.

Newspaper, poster or any other media are used for recruiting process.

A passport size photographs with C.V and other necessary documents must be

submitted by the applicant.

The age of the workers must not be less than 18 years.

Before appointment everyone need to submit the birth certificate.

Workers need to submit the medical certificate, certificate of age from union council

chairman or commissioner certificate before the final appointment.

Anyone cannot be forced to work. Any kind of deed or liability bound worker will

not get appointment here.

Appointed all workers will be provided the appointment letter.

Recruitment and Selection Process in Jeans 2000

For recruitment of a worker the following factors are considered:

The worker’s age must above18 years.

Past working experience.

Standard height

Physical fitness and educated (not below Eight pass)

Authentic documentation.

Avoid aggressive attitude.

Classification of workers:

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Trainee

Helper

Junior operator

Operator

Senior operator

High skilled operator

Wages Structure:

Designation USD Current Rate Total Taka

Trainee $ 25 Tk @ 70/= Tk.1750/=

Helper $ 30 Tk @ 70/= Tk.2100/=

Junior operator $ 35 Tk @ 70/= Tk.2800/=

Operator $ 40 Tk @ 70/= Tk.2320/=

Senior operator $ 50 Tk @ 70/= Tk.3500/=

High skilled $ 58 Tk @ 70/= Tk.4060/=

Recruitment Procedure of worker

The recruitment procedure begins after the HRD considers him capable of working in the factory. He is then sent to the Industrial Engineering Department for technical assessment. They assess the skill of an operator by making him operate on the particular machine for 2 hours and record his efficiency on an evaluation sheet. His salary is determined on the basis of his efficiency.

Table : Wages Structure of EPZ workers

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Source of Recruitment There are two kinds of source uses for recruitment .They are -

Internal source

Jeans 2000 Limited thinks that current employees are a major source of recruits for all but entry-

level positions. Whether for promotions or for ‘Lateral’ job transfers, internal candidates already

know the informal organization and have detailed information about its formal policies and

procedures

Job-posting programs

HR departments become involved when internal job openings are publicized to employees

through job positioning programs, which informs employees about opening and required

qualifications and invite qualify employees to apply. The notices usually are posted on “company

bulletin boards” or are placed in the “company newspaper” and Internet.

Transfers & promotions

Another source of filling vacancies from within is transfer and promotions. Through transfer

and promotions the HR specialist increases the responsibilities, working conditions, duties,

statues and remuneration.

External source

When job opening cannot be filled internally, the HR department of Jeans 2000 Ltd has

to look outside the organization for applicants. The external sources of recruitment are given

bellow:

Walk-ins and Write-ins:

Walk-ins are some seekers who arrived at the office of Pacific in search of a job; Write-ins are

those who send a written enquire. Both groups normally are asked to complete and application

blank to determine their interest and abilities. Usable application is kept in an active file until a

suitable opening occurs or until an application is too old to be considered valid, usually six

months.

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Employee referrals:

Employees may refer job seekers to the HR department .Employee referrals have several

advantages .Employees with hard –to –find job skill may no others who do the same work.

Employees’ referrals are excellent and legal recruitment technique, but they tend to maintain the

status quo of the work force in term of raise, religions, sex and other characteristics, possibly

leading to charges of discrimination.

Advertising

Advertisement describe the job and the benefits, identify the employer, and tell those

who are interested how to apply .They are most familiar form of employment advertising. For

advertising they advertise through:

Internets ads like using BD jobs & their own websites

Newspaper ads

For highly specialist requites, ads are given in professional journal or out of town newspaper in

areas with high concentration of the desired skills.

But Jeans 2000 Limited does not have any power to appoint officers’ .It can neither promote,

transfer, or discharge workers & employee. The mother organization Pacific group does these

functions.

Worker Recruitment Process

The company usually follows the written (subjective type) test; oral test and medical test for

employee selection but this selection procedure can vary person to person. Following are the

procedures-

For worker: No written test is undertaken in selecting workers. Job experience is

considered as a vital factor.

For staff: Departmental manger gives instruction to HRM to attract fight people.

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For Junior Manager/Brand Manager:

As this is an entry-level/mid level position in management, Human resource department

undertakes a series organization tests. All the candidates are required to sit for written test.

Written test, interview, physical test, group performance test, physical examinations are also

undertaken. Then the potential candidates are human resource Manager.

For Senior Manager:

This post is filled up through promotion and hiring from other manufacturing concerns.

Worker Recruitment Process

Technical Test

Gate Entry (Eye View Selection)

Token Collection

Joining

Technical Test

RejectedPrimary Assessment

Doctor Age Verification

Final Board Interview

Joining Paper Distribution

Rejected

Rejected

Rejected

Rejected

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Training and Development Process

There are many types of Training and Development program in Jeans Limited-

On the job training

On the job training is a training that shows the employee how to perform the job and

allows him or her to do it under the trainer’s supervision.

On the job training is normally given by a senior employee or a manager like senior

merchandiser or a manager. The employee is shown how to perform the job and allowed to do it

under the trainer’s supervision.

Apprenticeship training

Apprenticeship training provides beginning worker with comprehensive training in the

practical and theoretical expect of work required in a highly skilled occupation. Apprenticeship

program combined of the job and classroom training to prepare worker for more than eight

hundred occupation such as computer operator, sewing technician. Jeans 2000 Limited provides

training program at every “Saturday and Thursday” to the all lower level employees.

For workers:

On the job training

Placement

Orientation

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Apprenticeship training

Workshop basis training

For technical staff:

In plant

On the job training

For officials:

Seminar

Work shop.

Techniques to retain quality people

Retaining the quality people in an organization is an important task for HRD. Every organization

wants to retain quality, experienced and efficient manpower to its organization. The following

strategies are followed to retain quality people:

Motivation

Promotion

Providing extra facilities

Training and

Others.

Promotion

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The most important policy question in promotion is the relative significance of seniority and

competence. In recent times potentiality and competency are considered as most important basis

for promotion. Though there is an increasing pressure and tendency, to give more weight to

seniority in making promotions, because of the great importance that worker attach to length of

service.

JEANS 2000 LTD considers the followings as the basis for promotion.

Experience

Performance

Seniority

Academic Qualification

Age

JEANS 2000 LTD provides promotion and extra benefits to retain quality people to the organization

There are basically two types of benefits provided by the company. These are:

Financial benefits

Non-financial benefits

(i) Financial Benefits:

Financial benefits are as follows:

Salary

Bonus

Incentives

Group insurance

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Food subsidies

(ii) Non-financial Benefits:

Non-financial benefits are as follows:

Communications/transport

Free medical services

Entertainment

Others

Recreational Program.

.

Labour turnover

Labor turnover refers to the movement into an out of an organization during a definite period.

There are various effects of labour turnover. These are:

Deceases of team spirit

Increasing the training cost

Increasing the administrating expenses

Difficulty of optimum met of machinery

PERFORMANCE APPRAISALPerformance Appraisal is an ongoing process of evaluating and managing both the behavior and

outcome in the workplace.

Different terms of Performance Appraisal are:-

Performance Review.

Annual Appraisal .

Performance Evaluation.

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Employee Evaluation.

Merit Evaluation.

There are two types of performance appraisal:

a) Evaluative Objective:

Compensation Decision.

Staffing Decision.

Evaluate selection decision.

b) Development Objective:

Performance feedback.

Direction for future performance.

Identify training development needs

Issues in appraisal system

Formal and Informal

Appraisal Design

What Method ?

Whose Performance ?

When to evaluate ?

Formal and Informal

Who are the raters ? Who are the raters ?

What to evaluate ?

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There are some Appraisal Method those are follow as:

WORKING CONDITIONS OF EMPLOYEES AT JEANS 2000 LIMITED

The employees of Jeans 2000 Limited enjoy the following vacations, according to BEPZA rules:

Type Of Leave Duration & Payment

Comparative Standard

Ranking Force Distribute Pare Comparison

Absolute Standard

Work Standard Rating Scale

Graphical Non

Graphical

Critical Incidents Method

Essay Method MBO Combination

Method

Appraisal Method

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Casual leave 10 days with full pay

Medical /Sick leave 14 days with payment half of average

Earned leave 14 days with full pay or encashment

Wages & Benefits :

The wages and benefits provided by the company are given below-

Salary/wages: Monthly total minimum wages is the sum of 48 Dollars. For the other next steps

it follow the rules of BEPZA.

Calculation of Salary: From the total wages, 50%percent is the basic salary and remaining 50%

is treated as other allowances.

Overtime: If any worker works more than 8 hours then it will be treated as overtime. The

overtime payment will be paid in the next month within the seven days with the salary. It is

mentioned that total working time will not more than is 10 hours in a day and weekly 60 hours.

Overtime Allowance: The payment of extra working time except the regular working time will

be double of the regular payment rate.

Overtime Calculation: Basic salary208*2*total overtime hour=Total overtime payment. 208

hours= Total monthly basic working hour (26 working days, and working hours 8)

1. Novice workers are prohibited to do overtime.

Other Benefits

Maternity leave she will get total 112days leave. She gets 56 days leave before the birth of the child & another 56 days after the birth of the child.

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There are six working days and Friday is a weekly holiday.

There are two festival bonuses during Eid-ul Fiter and Eid-ul Ajha.

The working hours daily for the employees and workers are 8.00 a.m. to 4.30p.m with half an hour

In case of strikes, the employees may be absent. But as an incentive for then to appear at work, the company provides 2 hours overtime payment to those employees who can come to the factory premises before 8.00 a.m.

Meal is provided to the workers during overtime hours.

Transport facilities are also provided by Jeans 2000 Limited. But for transportation facilities they deduct 100tk. per month from the employee.

Medical facilities are provided as there is a medical inspection room within the factory.

Female employees cannot remain in the factory premises after 8.00 p.m

Air-conditioners are not installed but there are adequate number of ceiling fans and windows for proper ventilation.

There are 2 back-up gas generators for smooth production during electricity shortage.

Provided Fund

Every permanent worker must be the member of this fund. From the each worker’s salary 8.33%

will be cut and deposited to this fund and company also deposit same amount of money. There

is a separate trustee board for managing provident that is registered according to the law. The

deposited money is refundable including profit after a certain period of time. From this fund one

can get loan after the fixed period of time.

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Incentives: If any worker are not absent for a single day in a month without permission, in that case

he/she will get presence bonus of taka 100 and if one day absent then he/she will get 50

Taka.

Daily 5taka allowance will be provided

For the workers of distance there is a transportation facility

Compliance is a concept of events related to conformity and assurance of human rights, legal

rights, health and hygiene, safety, welfare and freedom of association of an employee within the

organization or the business.

Before Bangladesh’s independence there was only one garments factory. In 1977 the number

increased up to 8. Currently, there are about four thousand factories all around the country. From

1984 the industry started contributing to the export earning growth in our county. From that time

garments factory owners are exporting their garments at the U.S.A and European market. In

1996 EU and U.S.A consumers protested to buy dirty clothes from buyers such as WAL-MART

which was purchasing garments from third world countries like Bangladesh. From that time

importers and buyers have been implementing their code of conduct on compliance. The buyers

who places order in Bangladesh are solely responsible for setting compliance according to our

national laws and buyer’s code of conduct for factory workers’ health and safety, wages,

working time, discriminations, compensation, welfare and freedom of association. So, factory

owners are bound to set up compliance in their factory since 2000

Compliance and Health & Safety Department

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Amidst all these cries for social compliance and workers’ rights in the RMG sector, I came to do

my industrial tour at Jeans 2000 Limited and was completely taken aback by what I found.

Though there are many companies violating the basic labor rights, PJL stands to honor the

workers’ rights as it considers its human resources to be its most valuable asset. I have presented

a few documents that I had collected during my period of stay here.

The Compliance Department of PJL was established in December, 2005 as a separate entity.

Earlier, the HRD & Admin Department had the responsibility of looking after the compliance

issues. The Pacific Code of Conduct has been framed keeping in mind the country’s labor law as

well as the buyers’ demand

Procedure for Leave Application

All workers must apply for leave in a particular application form.

There should be the recommendation of the branch supervisor.

In case of leave, all necessary documents need to attach with the application form.

Before leaving the work place, all necessary work need to be completed. After the

approval of leave, one can enjoy the leave. The procedures may be flexible on the

situation basis, but after enjoying the leave all necessary formalities need to be completed

within the next three days.

Leave is not a right, but it is facility provided by the company and the decision of the

authority will be final for leave approval.

If anyone enjoys extra leave in addition to the approval leave and if he/she fails to prove

the causes of absent, then the additional absenteeism will be treated as misconduct and

the person may be punishable.

If Friday or any other government holidays are same days with approved leave then these

leave also treated as leave and it will be subtract from the total leave approved.

Authority holds the right to declare the holiday in any day instead of the weekly holiday.

Sick leave must be approved by the recommendation of the registered doctor.

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To get annual/earned leave any worker needs to serve minimum one year in this factory,

and one can enjoy these earned leave in next year during his /her service.

If any woman worker serves in this factory regularly for six month, then she can enjoy

the maternity leave. But she cannot enjoy this leave if her two or more child alive.

Woman worker must submit the report of pregnancy. The necessity of the leave with

details report by doctor must be submitted.

For getting leave, one needs to apply in a particular form, and the recommendations of

the head of the department need to convey to the HR Department.

Instruction for newly appointed worker:

After getting the appointment letter or joining in the work one will report to the

assistant manager of the human resource department. Departmental head then will

take the necessary steps for orientation.

The officer of the human resource department will give the answer and suggestion

about the allowance, overtime, food arrangement, transportation facilities, reporting

and leave time, responsibilities and the protective measure.

Smoking is prohibited in the factory. One cannot smoke even in the bathroom or

toilet.

The illegal use or steal the company’s goods outside is punishable act.

Workers need to help the security guard of the factory in the gate for charge and ask

for.

One needs to know about the protective measure and the use of the machineries or

tools from the controller officer.

If any inconvenience or complain is not solved by the controller officer, then its need

to inform the human resource department.

If you have any complain or suggestion, you can get the attention of the authority

through submitting it in the written form in the complain box.

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Workers Protected Rights:

According to BEPZA authority instructions, Jeans 2000 Ltd protects the following workers

rights-

Minimum Salary/Wage: Monthly total minimum wages is the sum of 48 Dollars. In

total wages, 50% percent is the basic salary and remaining 50% is treated as other

allowances.

Any worker cannot be forced to work more than 10 hours per day with overtime

and not more than 60 hours weekly.

No workers are prohibited to do overtime. Overtime must be voluntary.

Without the permission of the BEPZA authority, women workers cannot be

employed for work after 8 pm. For overtime work, it must be paid at double the

standard wage.

To prevent any misbehave with workers.

To report workers attendance on work accurately.

According to the rule, the salary/allowance is to be given.

The employment of child worker must be prohibited.

According to the rules, the break for mills and rest is given.

If any worker works during the festival leave then a compensatory leave or salary

must be given.

The termination of worker is followed by rules of standard procedure.

Human Rights:

During the working in consideration of human rights some certain necessary measures need to

take which are given below:

Environmentally appropriate working environment is to provide.

For work with the machine or in the work place necessary protection measure is to take,

so that the worker’s eyes, hands, or any other parts will not be harm. (where applicable)

For any kind of accident the emergency treatment or primary medication is to ensure.

Free flow of light and wind is to ensure in where/floor the work to be done.

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Appropriate space need to ensure for emergency exit.

Arrangement for pure drinking water.

Workers are provided the safety instruments or tools to reduce the risk of dangerous

work. Such as:

Provide mask to work in the work place subject to necessity.

Provide the Metal Hand Gloves for cutting.

Eye protective spectacle for working in the attachment of button.

Ensure the protective equipment for the use of chemicals.

Principles of Code of Conduct of Authority with Workers: Obligatory Principles of Jeans 2000 Ltd. for behaving with workers according to the labor law-

Any type of physical and mental torture cannot be done with any workers.

If the workers have any complain, it need to here cordially and urgent steps should be

taken.

It is completely prohibited to make them work without payment.

It is prohibited to force them for overtime work involuntarily.

It is prohibited to deprive the workers from their rights.

Any kind of question of the condition of pregnancy is prohibited in case of woman

worker recruitment.

Except the employment of child worker, all other worker needs to recruit on the basis

of equality.

There is a system of making complain to the senior authority of the worker. If he/she

feel hesitate in that case worker can submit the complain in the complain box, which is

exist in the factory.

It is obligatory to ensure the emergency medication for sick or wounded worker. And

for the failure punishment measure will be taken for the concerned authority.

There is an opportunity to give opinion of the workers through WRWC.

65

In case of urgent need a worker can hold the right to get the leave. And for this leave

salary will not cut.

In this factory the production is ensured through the capability. In this case there is no

system of estimating numerical figure of production. It is completely prohibited.

There is a system of annual salary increment and promotion on the basis of

qualification. In this case any discrimination is prohibited and punishable.

In the workplace use of any kind of spot remover machine is prohibited.

There is arrangement for protection equipment for every worker in this factory.

Workers are ordered to know and convey others about the use and effectiveness of it.

Causes of Misconduct: According to BEPZA authority the following activities may be treated as misconduct-

Disobedient of the order of the higher authority individually or in-group.

Steal, careless of duty; destroy the image or property of the company.

Any illegal transaction or bribe taken or given.

Careless about the duty or absent (without any legal cause more than 10 days absent in

a year will be treated as misconduct), present in the work lately.

To absent continuously 10 days or more than that without informing the company.

To break the rules and order of the company as intentionally.

To absent in work individually or in-group.

To collect any kind of subscription in the factory compound.

Smoking in the factory.

Without the prior permission of the authority, any kind of hand bill, leaflet, or fostering

or announce.

Any kind of meeting in the factory compound without the prior permission of the

authority.

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Any kind of gambling or participate such kind of game in the factory area.

Habitual breaking of discipline.

To leave the workplace without permission.

Make any pilferage within the factory or zone.

To join in the job using false name, age, certificate and address.

Engage in personal transaction or business in the workplace.

Misuse or destroy the goods in the store of the factory/company.

To Delay in work individually or in-group.

Punished by the court for any kind of misconduct.

Not use of the protection equipment properly in the workplace. For this one may be

punished or terminated.

Social Program of Jeans 2000 Limited:

Employing women worker in production procedure.

Creating Employment Opportunity.

Working Environment for women.

According to Company Law -not to employ the child labor.

Donation and rehabilitation program for the distressed people affected by natural

catastrophe like flood, storm, tornado etc.

Creating business opportunity for the linkage or support industry.

Training of the local people working in the factory through foreign experts

GRIEVANCE HANDLING PROCEDURE :

The complains of worker can be dismissed by the following procedure-

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If any worker has any complain during the work, the worker will present complain to

departmental head.

If the departmental head fails, then he will present the problem to the HRD through

“Worker Welfare Committee”. Human resource department will give a satisfactory

solution.

If there is any objection on the solution of human resource department, then one will

present the problem to the BEPZA industrial relations department through the “worker

welfare committee.”

If there is any objection on the judgment of BEPZA industrial relation, then it will be

presented to the BEPZA labor tribunal through the “worker welfare committee,” and

the judgment of BEPZA labor tribunal will consider as the final solution.

Punishment:According to the nature and significance of misconduct the following punishment may be given-

Warning.

Stop of the promotion or increment.

Demotion

Termination

If break the rules of the company or make the monetary loss of the company or

disobey the order of the company due to the irresponsibility of the employee, then

the company can cut the part or the whole salary as compensation of the concerned

employee.

Safety & PREVENTIVE MEASURES AT JEANS 2000 LIMITED

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Jeans 2000 Limited believes that safe work place gives much confidence to the workers. Its main principal is human rights, occupational and safety of its workers. The collapse in April of a Savar-based factory, Spectrum, left more than 70 workers dead and 84 injured. The disaster was not only catastrophic in terms of human lives, but badly timed with respect to the garments business, happening, as it did, as international buyers were re-assessing their sourcing decisions and the quota facilities were also removed.

But Jeans 2000 Limited respects buyer’s code of conduct and always tries for the continuous improvement of the social standard of its workers. Workers’ opinions and suggestions are considered through the Workers’ Representative Welfare Committee (WRWC). It follows the rules and regulations relating to the safety of workers under the Factories Act, 1965 and Bangladeshi Labor Law, 2006.The Labor Law describes all the compliance laws, rules and regulations for a company. The Occupational Health & Safety Policy also has to be considered in framing organizational rules regarding compliance.

The various measures taken by Jeans 2000 Limited to ensure the safety of its employees are:

Constructional Firmness of the Building

All floors, steps, stairs, passages and the entire building is of sound construction and properly maintained. Safe means of access is provided to the place where the worker will carry on any work.

Fire extinguishers The increasing number of fire accidents in garments factories in Bangladesh in the

last couple of months has been due to unavailability of proper fire-fighting arrangements in those factories. Jeans 2000 Limited is an exception as it has fire extinguishers placed at convenient locations (entry & exit) in all floors of the factory.

Emergency EscapeThere is an emergency escape gate located so that employees easily escape during any sort of untoward accidents. The entire plan of the stairways and the factory is represented on the walls so that the employees can find their way out in such situations. Windows and doors have been constructed to open outwards.

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Hand Gloves

Workers employed in risky operations such as laser room and various cutting functions have been provided hand gloves for their safety.

Preventive Face Masks

Workers employed in various processes use preventive masks to prevent themselves from harmful fumes and chemicals emitted during these processes. The workers employed in washing use protective masks and goggles because of the fumes emitted by the air controlled brushing unit and sand blasting machine.1

Healthcare for workers

A Medical Inspection Room has been set up to ensure that the workers are in sound health. In case of illness, they can report to the two nurses who are always on duty. They can give the primary treatment. A doctor is also appointed here. If the worker needs further treatment, he is sent to BEPZA Medical where he is looked after and cured without any charge.

Emergency Evacuation Plan An emergency evacuation plan is also shown so that all

workers can be evacuated during emergencies.

Hygienic Wash Rooms Adequate hygienic wash rooms are provided and maintained in

every floor for the welfare of workers. There are separate provisions for male and female workers.

Ambulance The company has its own ambulance for transport of its employees

to BEPZA hospital or any other hospital in case of any accidents.

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Fire-fighting demonstrations

Fire-fighting demonstrations are held every two months for the employees to learn the various ways of escape during fires.

These fire drills are held without prior announcement. Afire alarm is sounded and all the workers have to evacuate the factory within the shortest possible time without causing any harm to life. The last time this drill was conducted the whole factory comprising of about 11,000workers was emptied in about 5 minutes which is highly praiseworthy.