Acknowledgement

FirstofallIwouldliketothankalmightyAllahforhelpingmeallthewaytocomplete
thisreportonBextex Ltd.ThenIwouldliketoexpressmydeepestthankstomycourse
instructor Dr. A. N. M. Shibly Noman Khanforgivingmethiswonderfulopportunityto
doareportonsuchawonderfultopic

Finally, I would like to thank the School of Business department of Independent

University Bangladesh for offering us such a wonderful course which helps us to
understandtheimportanceandimplementationofHRM.

Table of Content
Acknowledgement02
Introduction..
.0
Objective of the report...04
Methodology.
.04
Company Background, profile & products.5-12
HR policy13-27
Problem Identification ..27
Recommendation..27-28
Conclusion28

INTRODUCTION:
This report is prepared as a requirement of the course Human Resource Planning and
Forecasting (360). I wanted to choose a prominent and established company so I chose
Bextex Ltd. While preparing this report I came to know about their HRM policy. I
followed the guidelines and structure provided by our course instructor. I did the
background check and then focused on the HRM practice. I discussed elaborately about
all the HR related activity in different segments of the report.

Objective of the report:

The broad objective of this report is to provide an overview of HRM practice of Bextex
Ltd. The specific objectives of this report are:
To reveal operational, management and HRM planning.
Discuss all HRM practice

METHOLODGY:
To prepare this report I have collected data from different published materials. Then I
have conducted a secondary study. After that I have prepared a questionnaire and took
interview one of the executive serving in this Company. I also collect data from internet.
This way I collected the primary data. Both primary and secondary data are used to report
to prepare this report

Company Background:
Bextex Ltd. (the "Company") was incorporated in Bangladesh as a Public Limited
Company with limited liability on 8 March 1994 and commenced commercial operation
in 1995 and also went into the public issue of shares and debentures in the same year. The
shares of the Company are listed in the Dhaka and Chittagong Stock Exchanges of
Bangladesh.
Bextex Ltd. is the most modern composite mill in the region. Bextex Ltd. has an installed
capacity of 288 high-speed air-jet looms in its weaving section and a high-tech dyeing
and finishing section with a capacity of 100,000 yards of finished fabric per day. This
company is located at the Beximco Industrial Park .
Bextex Ltd. has a state of the art composite knit fabric production mill, which serves the
growing needs of high-quality knit garments exporters in Bangladesh. The project was set
up as a state of the art knit fabric knitting, dyeing and finishing facility. During the year
the Company produced and sold high quality of knit fabrics and bringing forth all the
latest in hard and soft technologies in knitting, dyeing and finishing of knit fabric.
Bextex Ltd. also has cotton and polyester blended yarn-spinning mill, with 122,000
spindles is one of the largest spinning mills of the country. The mill was set up to feed the
country's export oriented industries.
Bextex Ltd. produces specialized finishes of denim cloth for export in finished as well as
cloth only form.
Mission:
BEXTEX Ltd. is a full service vendor with strong vertically integrated production
facilities as well as creative & analytical capabilities which clearly sets us apart from
most other South Asian vendors.
Vision:
Gain market leadership in high value added apparel in USA & Europe .
Use Innovation & Speed as prime drivers, rather than cotton & cheap labour .
Dominate these markets in high quality:

Men's, Women's , Children

Shirts ( Dress & Casual )

Blouses ( formal & casual ) , Skirts, Jackets
Jeans & Casual non - denim bottom

STRATEGIC GOALS & OBJECTIVES:

The company sets the following objectives for it to achieve:
To strive hard to optimize profit through conduction of transparent business operations
within the legal and social framework with malice to none and justice for all
To create more jobs with minimum investments
To be competitive in the internal as well as external markets
To maximize export earning with minimum imported in-puts
To reduce the income gap between top and bottom categories of employees. Thus the
company focuses to pole-star its mission that fulfill the objective with emphasis on the
quality of the product , process and services blended with good governance that help
build the image of the most enable corporate citizenship at home and abroad . The
company wants to produce such society friendly goods and services that go to satisfy the
wants of all the relevant party without disturbing or damaging the socioeconomic and
ecological, balance of the mother earth and the process of human civilization leading to
peaceful co-existence of all the leaving beings. The company always strives for top
quality products at the least cost reaching the lowest rungs of the economic class of
people in the country. The company values its obligation to the greater society as well as
it strives to protect the interests of its shareholders and to ensure highest return and
growth of their assets.

Management:
The entire management process comprises the following units:
Executive Management:
The Managing Director, the CEO is the head of the Executive Management Team which
comprises senior members of the Management Apparatus. Within the limits of delegated
authority and responsibility by the Board of Directors, Executive Management operates
through further delegation of authority at every echelon of the line management. The
executive Management operates within the framework of Policy & Planning strategies set

by the Top Management with periodic performance reporting for guidance. The
Executive Management is responsible for preparation of segment plans / sub segment
plans for every profit centers with budgetary targets for every items of goods & services
and are held accountable for deficiencies, with appreciation for outstanding and
exceptional performances. These operations are continuously carried out by the Executive
Management through series of Committees, sub Committees, Committees & standing
Committees assisting the line management.
Management Committee:
Comprising top executives, deal with entire organizational matters.
Standing Committee:
Standing Committee comprises the following committee:
Audit Committee:
Internal Audit Committee
ISO Audit Committee
Social / Environment Committee
Performance Evaluation Audit Committee
Employment Relations Committee:
Remuneration Committee
Work Environment Committee
Performance Evaluation Audit Committee
Management Committee:
Product Planning & Development Committee
Quality Control & Research Committee
Production & Inventory Management Committee
Export Promotion Committee

Commitment to the Environment:

Our company is very committed to preserve a healthy and pollution-free environment. It
has a very efficient waste collection and disposal system. In order to reduce air pollution
by exhaust of gas from engine-generators, it maintains a costly plant that uses the exhaust
gas to generate steam for chilling unit. Above measures not only help keep the water &

air free from pollution but also help save cost of water treatment & air conditioning. Your
company uses only AZO-free dyes and is dedicated to ensure a healthy and eco-friendly
environment.

Profile of Bextex Limited:

OPERATIONAL HEADQUARTER:
Beximco Industrial Park , Sarabo
Kashimpur, Gazipur , Bangladesh .
FACTORY: Sarabo, Kashimpur, Gazipur
DATE OF INCORPORATION: 30 May, 1984
COMMERCIAL PRODUCTION: 1990
BUSINESS LINE:
Manufacturing and Marketing of Yarn, Woven, knit and Denim Fabrics.
LISTING STATUS: Public Listed Company.
STOCK EXCHANGE LISTING:
Dhaka and Chittagong .
AUTHORIZED CAPITAL IN BDT: 3,000 Million Taka
PAID UP CAPITAL IN BDT: 1,882.50 Million Taka
NUMBER OF SHAREHOLDERS: 37,929
NUMBER OF Woven LOOMS INSTALLED: 293

NUMBER OF Spindles INSTALLED: 119,520

NUMBER OF Denim LOOMS INSTALLED: 56
NUMBER OF Circular knit Machine INSTALLED: 30
PRODUCTION CAPACITY: 28 Million Linear Meters
NUMBER OF EMPLOYEES: 5,181

Products:
Yarn Products:

Count - Ranging from 6 120

Fiber - Cotton ( super combed, combed, carded)

CVC - 60% cotton, 40% polyester

TC - 65% polyester-35% cotton; 100% polyester both regular and sewing thread
Lyocell, Tencel, Modal, Rayon, Viscose etc.

Fabric Products
Solid Dyed
Poplins
Twills
Dobbies
Oxfords
Seersuckers
Canvas
Ribstops in 100% Combed Cotton
8

CVC and CVS/TC

Stretch
Satten

Yarn Dyed
Ginghams
Stripes
Fil-a-fils/End-on-ends
Chambrays
Seersuckers
Pinpoint
Oxfords
Dobbies
Plaids in 100% Combed Cotton
CVC and CVS/TC
Stretch
Satten
Finishing
Wrinkle Free
Easy Care
Peach
Chintz
Paper Touch
Teflon Coated
Water Repellent
Water Resistance
Rubberized

Dobby Designs
Herringbones
Bedford Cords/Coteles
Waffles and various structures in 100% Combed Cotton
CVC and CVS/TC

Yarn Count
Rangin

Knit Products:

Jersey : In 100% Combed Cotton, CVC, CVS/TC, and Lycra mix

Polo Pique : In 100% Combed Cotton, CVC and CVS/TC

Back Pique : In 100% Combed Cotton, CVC and CVS/TC

Herringbone : In 100% Combed Cotton and CVS/TC

Popcorn : In 100% Combed Cotton and CVS/TC

Bubble Knit : In 100% Combed Cotton, CVC and CVS/TC

Crepe : In 100% Combed Cotton and CVS/TC

Engineering Stripe : In 100% Combed Cotton and CVS/TC

Feeder Stripe : In 100% Combed Cotton and CVS/TC

Auto Stripe : In 100% Combed Cotton and CVS/TC

Rib : In 100% Combed Cotton and CVS/TC

Denim products:

Chambray : In classic indigo colors ranging from 4oz to 5.5oz/Yd2

Denim (blue) : In classic indigo colors ranging from 4oz to 15oz/ Yd2

Denim (black) : In sulfur black color ranging from 4oz to 15oz/ Yd2

Colored Denim : In a variety of colors - both in sulfur & reactive dyes(warp

dyed)
10

Over dyed Denim : In a variety of colors on indigo blue & sulfur black

Bull Denim : In a variety of reactive colors ranging from 10oz to 13oz/ Yd2
(piece dyed)

Stretch Denim : In classic indigo colours ranging from 4.5 oz to 13.75 oz/Yd

CORTEK-2000
Embedded filament core, which makes it permanently wrinkle-free. No resins or
chemicals are used making the fabric ecologically friendly as well as highly durable.
The technology provides the soft, natural comfort of cotton and the wrinkle-free
convenience and strength of synthetic fiber. Beximco is the manufacturer and exclusive
licensee in Bangladesh of Cortex-2000, USA.

Bextex Ltd - Human resource management:

Bextex Ltd. (the "Company") is under Beximco group and they are one of the largest
employers in Bangladesh. The total number of employees is 5,181. For the employees
there is systematic in house training in home and abroad. To motivate the employees,
along with salary and benefits the company provides various facilities like free meals ,
free transportation , 24 hour medical center , on site sports. Production and
accommodation facilities include full time supply of safe drinking water, adequate
lighting and ventilation facilities from sheet.

HR Manual of Bextex Ltd

Recruitment
Training
Performance Management
Labor relation
Employee relation
Job analysis
Job design
Selection
Development
Incentives
Benefits
11

Recruitment and Selection process in Bextex Ltd

Recruitment is the process trough which the organization seeks applicants for potential
employment. Selection refers to the process by which it attempts to identify applicants
with the necessary knowledge, skills, abilities and other characteristics that will help the
company achieve its goals, companies engaging in different strategies need different
types and numbers of employees. The strategy a company is pursuing will have a direct
impact on the types of employees that it seeks to recruit and selection.

Sources of recruitment:
There are two kinds of source Bextex Ltd uses for recruitment .They are
1. External source
2. Internal source.
I.
1. Internal source
The company 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. Promotions and transfer are typically decided by
operating managers with little involvement by HR department.
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. Qualification and other facts typically are drawn from the job analysis

12

information. The purpose of job posting is to encourage employees to seek promotion and
transfers the help the HR department fill internal opening and meet employees personal
objectives. Not all jobs openings are posted .Besides entry level positions, senior
management and top stuff positions may be filled by merit or with external recruiting. Job
posting is most common for lower level clerical, technical and supervisory positions.
Departing Employees
An often overlooked source of recruiters consists of departing employees. Many
employees leave because they can no longer work the traditional 40 hours work week.
School, child care needs and other commitments are the common reason. Some might
gladly stay if they could rearrange their hours of work or their responsibilities .Instead,
they quit when a transfer to a part-time job may retain their valuable skill and training.
Even if part-time work is not a solution, a temporary leave of absence may satisfy the
employee and some future recruiting need of the employer.

2. External source
When job opening cannot be filled internally, the HR department of Bextex Ltd must
look outside the organization for applicants. We discuss all the external source of
recruitment at bellow:
Walk-ins and Write-ins:
Walk-ins are some seekers who arrived at the HR department of this particular company;
Write-ins are those who send a written enquire. Both groups normally are ask 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.
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.

13

Advertising
Want ads 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
highly specialist requites, ads may be placed in professional journal or out of town
newspaper in areas with high concentration of the desired skills
Example:
General Manager- production (ref: PM)
-Age: 28-35 years; Graduate with specialization in garment mfg
technology from NIFT or equiv.
-Minimum 10 years experience in similar position of a unit with a
minimum of 1000machines.
-Must have detailed hands on knowledge of industrial engineering.
We offer competitive salary which is commensurate with experience and qualification.
If you aspire to an exiting and rewarding career , send your detailed resume, quoting your
present and expected salaries to jobs.

Internet
Now today no body thinks anything without internet. So Bextex Ltd give
their advertisement in internet.
Example:
WWW.bdjobs.com
www.square.bd.com
Bextex Ltd - Training and Development Program
Training and Development program of Bextex Ltd:
Training is a process of learning a sequence of programmed behavior. It is application of
knowledge. It gives people an awareness of the rules procedures to guide their behavior.
It attempts to improve their performance on the current job or prepare them for an
intended job. Development is a related process. It covers not only those activities which
improve job performance but also those which bring growth of the personality; help
individuals to the progress towards maturity and actualization of their potential capacities
so that they become not only good employees but better men and women. In
organizational terms, it is intended to equip person to earn promotion and hold grater
responsibility. There are many types of method practices in Beximco .I have discuss those
methods at bellow:
On the job training

14

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 trainers 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 trainers
supervision.
Job rotation
Job rotation is a training that requires an individual to teach several different some in a
work unit or department and performer each job for a specified time period. In job
rotation, individuals learn several different jobs within a work unit or department. One
main advantages of job rotation is that it makes flexibilities possible in the department.
When one employee like junior merchandiser absence another merchandiser can easily
perform the job.
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.
Length of selected apprenticeship courses of Bextex Ltd:
Occupation length (months)
1. Quality control manager 13
2. Quality control officer 15
3. Cutting Astt. Manager 7
4. Packing Astt. Manager 7
5. Ware house Astt. Manager 5
6. Production officer 3
7. Sewing technician 5
8. Sewing Supervisor 5

Classroom training
Classroom training is conducted off the job and probably the most familiar training
method .It is an effective means of imparting information quickly to large groups with
limited or no knowledge of subject being presented. It is useful for teaching factual
material, concepts principle other theories. Portion of orientation programs, some expects
of apprenticeship training and safety programs are usually presented utilizing some form
of classroom instruction. More frequently however, classroom instruction is used for
technical, professional and managerial employee

15

Development of the human resources

The long term development of human resources as distinct from training for a specific job
is of growing concern to HR departments of Bextex Ltd. Throw the development of
current employees the department reduces the companys dependents on haring new
workers .if employees are developed properly the job openings found throw HR planning
are more likely to be filled internally promotions and transfers also show employees that
they have a career not just a job. The employee benefits from increased continuity in
operations and from employees who fail a greater commitment. HR department is also an
effective way to meets several challenges including employee obsolescence, international
and domestic diversity, technical challenges. Affirmative action and employee turn over.
By meeting these challenges the department can, maintain an effective workforce.
Steps in the Evaluation of training and development
Evaluation criteria > pretest > trained or developed workers
Posttest > transfer to the job > follow-up studies.
Bextex Ltd - Performance Management
Performance Management
Performance appraisal is the process of assessing employees past performance, primarily
for reward, promotion and staff development purposes. Performance appraisal (is) a
process that identifies, evaluates and develops employee performance to meet employee
and organizational goals. Performance Appraisal doesnt necessarily use to blame or to
provide a disciplinary action. Previous management theories used to view performance
appraisal as a stick that management has introduced to beat people. Performance
appraisals are now more clarified and they concentrate on developing organizational
strengths and employee performance.
Purpose of Performance Appraisal in Bextex Ltd
To review past performance
To assess training needs
To help develop individuals
To audit the skills within an organization
To set targets for future performance
To identify potential for promotion
To provide legal & formal justification for employment decision
To diagnose the hidden problems of an organization

16

Performance Appraisal Process

Who Appraises
Supervisors
Subordinates
Peers
Clients/customers
Self appraisal
180/360 degree approach
Approaches to measuring performance in Bextex Ltd
There is various kind of method for measuring performance appraisal. But we get
information that SQUARE uses only three type of performance method. These are at
below:
1. 360- degree feedback
2. Experience based.

Description is given below360-degree feedback

One currently popular methods of performance appraisal is called 360- degree feedback.
With this method managers peers, suppliers or colleagues are ask to complete
questionnaire. The questionnaires are generally lengthy.
Experience based
Beximco measure the performance of employee by experience. For example MR. X has
been working in SQUARE for three years and MR. Y has been working in SQUARE for
two years. So Bextex Ltd favors MR. X for his more experience.
Bextex Ltd - Employee relation & Job analysis
Employee relation
Employers and employees each have their own sets of needs and values, and successful
relationship between these two sides requires that some sort of balance be struck. This
balance often takes the form of a psychological contract, an understood agreement
between employer and employees that defines the work relationship. This contract with
or without support of a formal collective bargaining, agreement influence the outcome
achieve by each side.

17

Bextex Ltd emphasizes on the following things 1. Employee safety

2. Employee health
3. Employee working condition

1. Employee safety
Bextex Ltd provides the employee safety .It ensure the all kinds of job safety such as
insurance of each employee not this it provide insurance to the labor.
2. Employee health
Free medical checkup, provide health card and also provide necessary medical facilities
for each employee.
3. Employee working condition
The working condition of employee is very hygienic
Bextex Ltd is ISO 9001-2000 Certified company
Job analysis
Job analysis is the procedure for determining the duties and skill requirement of a job and
the kind of person who should be hired for it. The supervisor or HR specialist of Beximco
normally collects one of the following types of information:
Work activities
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.
Education and qualification
Collects the information about education background and qualification.
Experience
Experience must be needed for any job in Bextex Ltd
Sample of job analysis of Bextex Ltd

18

Quality control manager

Qualification
Master in any subject
Bachelor/diploma in textile and clothing or related discipline will be given preference
must have at least 7 years practical experience in similar position in any garments factory.
Cutting Astt. Manager (cum in-charge)
Qualification
Masters/ bachelor in any subject preferably commerce. Bachelor/diploma in textile and
clothing or related discipline will be given preference must have at least 7 years practical
experience in similar position in any garments factory.
Ware house Astt. Manger
Qualification
Masters/ bachelor in any subject preferably commerce.
Bachelor/diploma in textile and clothing or related discipline will be given preference
must have at least 5 years practical experience in similar position in any garments factory
Production Officer (Sewing)
Qualification
Graduate /HSC
Must have at least 3 years practical experience in similar position in knit garments.
Sewing Technician
Qualification
Graduate /HSC
Must have at least 5 years practical experience in similar position in knit garments.
Experience and skill for all above jobs:
Candidate must have experience to work with world reputed buyers
Good writing and communication both in Bengali and English
Should be capable of making QA reports on daily basis
Computer literacy in MS world, Excel, e-mail etc.
Bextex Ltd - Job Design
Job Design
Job design is the process of structuring work and designating the specific work activates
of an individual or group of individuals to achieve certain organizational objectives.

19

The job design can generally be divided into three phases:

1. The specification of individual task.
2. The specification of the method of performing each task
3. The combination of individual tasks into specific job to be assign to individual
Organizational considerations for job design
Effectiveness
In the context of job design, to remain effective, organizations may have to redefine jobs,
monitoring, and using technology so that the firm can even compete against giant rivals.
Efficiency maximum outputs through minimum inputs of time, effort and other resources.
In the context of job design, efficiency in time, effort, labor costs, and training should be
done accordingly.
Technological Considerations
Task Interdependence
The dependence of one task from another is task dependence. In this context, the task
interdependence can be high or low depending on the product or service.
Technical constraints
Scarcities of machines are constraints, which in turn leads to the increase and decrease of
production.
Ergonomic constraints
Greek word where Ergo = Work & Nomos = Laws, i.e Laws of work.
Optimal productivity requires a relationship between the worker and the work, thus
designing a job needs this consideration.
Employee considerations
Skill variety
Variety refers to the use of different skills and talents to complete an
array of work tasks and activities.
Autonomy
Autonomy refers to the freedom and independence to plan and schedule the work and
determine the procedures used to carry it out.

20

Task identity
Task identity means doing something from beginning to end rather than just part of it.
Task significance
It is the degree to which a job has substantial impact on an organization.
Feedback
Feedback is the degree to which employees can tell how well they are
doing based on information from the job.
Environmental considerations
Social expectations
In designing jobs, the surrounding social expectations must be considered to avoid
possible worker dissatisfaction. Workforce availability Job requirements should be
balanced against the availability of the people who are required to do the work.
Work practices
Work practices are set methods of performing work. These methods may arise from
tradition or the collective wishes of employees.

Bextex Ltd Incentives:

Incentives
Compensation fluctuates according to
A pre-established formula
Individual or group goals because group goals are different from individual goals
Company earnings Incentives adds to base pay it controls costs because the employee is
being paid for his/her extra effort and for the benefits brought to the organization.
Motivates employees
Incentive Pay Categories
Individual
Group
Company-wide
21

Individual incentive plans

Quantity of work output (How many units produced)
Quality of work output (What was the quality of the product or service being produced
or served)
Monthly sales (How much sales was generated)
Work safety record (How many hazard or errors are being reduced.
Work attendance (If the absent is reduced or attendance is good)
Group Incentive
Performance Measures
Group incentive plans
Customer satisfaction
Labor cost savings
Materials cost savings
Reduction in accidents
Services cost savings
Company-Wide Performance Measures
Company-wide incentive plans
Company profits
Cost containment/prevention
Market share
Sales revenue
Individual Incentive Plans (Pieceworbbbbbk plans)
Awards based on individual production vs. company standards
Awards based on individual performance standards using objective & subjective criteria
Quantity and / or quality goals
Advantages and disadvantages of Individual Incentive Plan
Advantages
Helps relate pay to performance
Promotes equitable distribution of compensation
Helps retain best performers
Compatible with individualistic cultures and societies
Disadvantages
May promote inflexibility
Unrealistic standards may hamper employee motivation
Setting performance standards is time consuming
Factors beyond employees control may affect outcomes

22

 Factors not rewarded may be overlooked

Group Incentive Plans
Rewards employees for their collective performance
Group incentive use has increased in industry
2 types
Team - based or small group
Gain sharing
Company-Wide Incentive Plans
Rewards employees when company meets performance standards
2 Types
Profit sharing plans
Employee stock option plans
Competitive Strategies
Lowest - cost
Lower output costs per employee
Individual & group incentive plans
Behavioral encouragement plans
Differentiation
Unique product or services
Creative, risk - taking employees
Long - term focus
Team - based incentives

Benefits of Bextex Ltd

Employee benefits & services were formerly known as fringe benefits and these benefits
were primarily the in-kind payments employees receive in addition to payments in the
form of money. In addition to paying employees fairly and adequately for their
contributions in the performance of their jobs, organizations assume a social obligation
for the welfare of employees and their dependents employee benefits are usually inherent
components of the no compensation system are made available to employees that
provide:
Protection in case of health & accident
Income upon retirement & termination
These benefits are components that contribute to the welfare of the employee by filling
some kind of demand.

23

Legally required benefits of Bextex Ltd

Social Security
Social security benefits include the general benefits like unemployment insurance &
benefits, old age insurance, and Medicare facilities.
Workers Compensation
Workers compensation includes the compensation when an employee becomes injured
or disable due to extreme working conditions or while working at the job site.
Family & Medical Leave
Family leave includes the compensation continuation during the family leave such as
maternity or paternity leave and other family leave.
Old age, Survivor, Disability Insurance requirements for getting
compensation:
Earn 40 quarters of credit, or
Be employed for 10 years
Be age 62 for partial benefits
Be age 65 for full benefits
Now the age has been extended to age 67 because more and more
workers are retiring late.
Widow aged 60 +

Medicare
Depends on the countrys policy, medicare facilities are generally
government services to citizens.Organizations add some value to
medicare facilities. In some countries medicare is financed together by
employees tax, employers and the government.
Provided insurance coverage for
Hospitalization - Covers inpatient & outpatient hospital care & services.
Major doctor bills Charges of visiting a doctor or specialist.
Prescription drug costs.
Provides unlimited in-home care in certain situations.

Workers Compensation
Workers compensation is a legally required benefit is included in the compulsory
disability laws of many countries. Mostly, employer is seen liable regardless of the fault.
Objectives of Workers compensation:
Provide income & medical benefits
Reduce litigation

24

 Eliminate legal fees & time

Encourage employer safety
Promote accident study & avoidance
Workers compensation claims
Injury
Occupational disease
Death
Workers compensation benefits
Medical services
Disability income
Death benefits
Discretionary Benefits
Discretionary benefits are judgment based benefits that the organization
provides to its employees. These benefits are not legally required benefits
but enhances organizational culture and corporate image.
Benefits include:
Protection programs
Pay for time not worked
Other services

Pay for time not worked

Holidays
Vacations
Funeral leave
Marriage leave
Sick leave
Stress leave
Blood donation or welfare work
Personal leave
Sabbatical leave/ For Muslims, leave after death
Other religious leaves such as pilgrimage or preaching
Problem Identification:
Resource problem
electricity
gas
Increasing price of the yarn

25

 Unskilled labor
Conflict within company environment
Large span of supervision

Recommendations:
Resource problem is very common in Bangladesh. To overcome this combined effort of
government and business is needed. From governments point of view it is very important
to find new gas fields as it is the primary source of energy.
Increasing price of the yarn is also a big problem. We will have to elaborate our search
for cheaper yarn. Recently government of Bangladesh is thinking to import cotton from
South Africa. I think its a good move.
From the analysis I found that companys span of super vision is too large. A number of
departments report directly to the general manager. If the number were less the efficiency
and productivity of the organization might be increased.
Quality control department should remain prompt always. So that it can maintain a
certain level of standard as per the market demand to capture the foreign market share it
should strive more.

CONCLUSION
The development of any industry requires combined efforts and cooperation from several
parties. Social, political and macro economic environment play pivotal role in this regard.
Though Benetex Industries is a newly Ventured Company in the respective sector, its
growth and expansion is praiseworthy. Its contributing in the process of the countries
economic development and serving the nation in many different ways as well. If it can up
hold its much toward advancement, it will be able to set a role model in our country.
And overall from our hard work and co- operation from course instructor and as well as
from the companies labors & management I gained practical knowledge on RMG sector
in Bangladesh & their HR practices, their views on IR etc.

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It was a pleasant experience and I sincerely hope more educated people will come &
work for the betterment of this sector as well as our countries economy.

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