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Executive Summary
We have prepared this report as per requirement of the course Human Resource Management.
We selected Square Textiles Ltd. Working on this organization we came to know various Kind of
HRM practice which are used here. Though it is a textile, it has proved itself in the related
industry as a major competitor. In this report we have followed the guidelines provided by the
teacher. Here we have tasked the HRM practice and also the HR Planning, the HRIS, Employee
Recruitment and Selection Process, Training and development Process, Performance
Management area of the Company. The strategic Goals and Objectives of the Company are to
strive hard to optimize profit though conduction and transparent business operations and to
create more competitive in the internal and external market.
Square is one of the biggest employees in Bangladesh. It has a personnel and administrative
department. The total numbers of employees are 1223. For the employees there is systematic in
house training in home and abroad.
The managing director, the CEO is the head of the executive management team. Below in there
are directors, executive directors and general manager. Under the direct super vision of the
general manager a number of departments are controlled.

1. INTRODUCTION
This report is prepared as a requirement of the course Human Resource Management. We
selected Square Textiles Ltd. Working on this organization we came to know various Kind of
HRM practice which are used here. Though it is a textile, it has proved itself in the related
industry as a major competitor. In this report we have followed the guidelines provided by the
teacher. Here we have tasked not only the HRM practice but also the marketing, management,
finance and operational area of the Company.
1.1 ABOUT COMPANY:
Square Textiles Ltd. started its journey by establishing the first unit in 1997. One year later the
second unit was established. Square Textile is a subsidiary company of Square Group .The
Company was incorporated as a public limited company in the year of 1994. The operation was
started in 1997.It was enlisted in Dhaka Stock Exchange & Chittagong Stock Exchange in 2002.
Within a very short time of span the company achieved some significance success. Square
Textile receives Oeko-Tex standard 100 and ISO-9002 certificates in the year 2000. Authorized
capital of the company is tk. 1000 million. Its paid- up capital is tk. 251.90 million. 1,223
employees are working in this organization. The business lines of Square Textiles Limited are
manufacturing and marketing of yarn. The factory is located in Saradaganj, Kashimpur, Gazipur,
Bangladesh. Its office is located at Uttara in Dhaka

1.1.1 MISSION STATEMENT:

The mission statement of Square Textiles Limited is Our mission is realization of vision through
maximum production of goods and services strictly on ethical and moral standards at minimum
costs to the society ensuring optimum benefits to the shareholders and other stakeholders. This
mission is envisioned by the concept of business which ensures well being of the investors,
stakeholders, employees and members of the society which will create new wealth in the form of
goods and services.

1.1.2. KEY PRODUCT / SERVICES:

As stated earlier the business line of the company is manufacturing and marketing of yarn. It
manufactures:
100% Cotton Ring Span Yarn For Hosiery
100% Cotton OE Rotor Yarn for Hosiery
Knit Fabrics for 100% export oriented readymade Garments Industry.
It also performs the following services: Dying & Post Mercerization.
Fabric Dying
The final output is marketwise by Square Fashion Ltd.In Square Textile Limited two types of
products are produced in two different units. These are as follows:
Unit 1: Combed and Carded Yarn from a count range ofNe.10 to Ne.80.
Unit 2: Combed Ring Yarn from a count range of Ne.20 toNe.40. In Square Spinning Ltd. 100%
Cotton Carded and Combed Yarn in the count range of Ne.16 to Ne.30 are produces. Finally in
Square Fashions Ltd. Readymade Knit Apparels like T-shirts, Polo shirts, Tank tops, Pajamas,
Sport wear, Under garments, Mens & Ladies fashion wear , Kids wear etc

1.1.3 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 socio- economic 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.

2. HUMAN RESOURCE MANAGEMENT

2.1 HUMAN RESOURCE PLANNING:
The objective of human resource (HR) planning is to ensure the best fit between employees and
jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR
planning process are forecasting labor demand, analyzing present labor supply, and balancing
projected labor demand and supply. Square textiles Ltd has a personal and administrative
Department which maintain which person where to fit. SQUARE Textiles ltd. HR plan is flexible
enough to meet short-term staffing challenges, while adapting to changing conditions in the
business and environment over the longer term. Their Human resource planning is also a
continuous process. 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.
This company follows a simple hr planning process which is very much a long term future
oriented plan. The process start with the company need towards to future situation control.

2.1.1 HR Practices of SQUARE textile

Recruitment

Job design

Training

Selection

Performance Management

Development

Labor relation

Incentives

Employee relation

Benefits

Job analysis

2.2 RECRUITMENT AND SELECTION PROCESS IN SQUARE

Recruitment is the process through 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.

2.2.1 Source of recruitment:

There are two kinds of source SQUARE uses for recruitment .They are
i. External sources,
ii. Internal sources.
We try to discuss all relative sources which are used for recruitment in SQUARE.
i. Internal source:
SQUARE 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 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 parttime 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.
ii. External source:
When job opening cannot be filled internally, the HR department of SQUARE must look outside
the organization for applicants. We discuss all the external source of recruitment at below:
Walk-ins and Write-ins:
Walk-ins are some seekers who arrived at the HR department of SQUARE in search of a job;
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.
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 exciting and rewarding career, send your detailed resume, quoting your
present and expected salaries to jobs.
Internet
Now today nobody thinks anything without internet. So SQUARE give their advertise at internet.
Example:

www.bdjobs.com
www.square.bd.com
2.2.2 Selection Criteria
Every organization follows some selection criteria. As a multinational company square textile ltd
also follows some selection criteria for selecting the best candidates. For selecting the best
candidates the two selection criteria on which square textile ltd give more emphasis are:
Formal education
Experience and past performance
2.2.3 Selection Process
Employment Tests:
Usually employment tests are not taken in Square Textile Limited. In the most of the cases they
select candidates by taking face to face final interview.
Employment Interview:
Employment Interview means face to face verbal interview. Every individual candidate has to
face a employment interview. Since, in the square textile ltd, there is no initial screening
interview; in this comprehensive interview the management describes the job in enough detail to
the candidates so that whether they were really serious about the job. The management also
bargains about salary range with the applicants. They check whether the applicant is willing to
work at any place in the country where their office is available.
2.2.4 Interview Process:
Usually Interview board in Square Textile Limited typically consists of their representatives
from HRM Department, Deputy General Manager & General Manager of the concerned
department for which employee is being selected and sometimes representatives of the CEO.
Before the interview starts, interviewers are supplied with all the information of the candidates.
This includes the educational qualification, work experience etc.

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There are some predetermined criteria of evaluation or questions. Interviewers ask questions
according to job & their individual judgment. Interviewers together usually give a combined
grade. That is, after the departure of a candidate from the room; interviewers discuss among
themselves regarding the strong and weak points of the candidate and compare the candidate
with other candidates.
Finally, with the consent of other members of the board, the chairman of the interview board
gives a final grade. That grade is considered as the opinion of the whole board.

2.2.5 Types of Interview:

The following features characterize the interview process, typically carried out in Square Textile
limited.
Structured questionnaire: Interviewers ask some specific questions to the candidates about the
job and they also ask some different questions to different applicants using their discretion and
experience.
Standard score sheet: After departure of an applicant, chairman of the interview board
discusses with other members of the board and they reach a consensus regarding a grade to be
provided to the applicant. The HRM manager thus gives the final grade.

2.2.6 Qualifications & Experience:

Qualification & Experiences needed for some job posts are given below. Experience must be
needed for any job in SQUARE.
Quality control manager
Qualification
Master in any subject

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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 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 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.

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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.

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2.3 TRAINING AND DEVELOPMENT PROGRAM OF SQUARE TEXTILE

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 greater responsibility.
2.3.1 Types of Training program
There are many types of method practices in SQUARE .we discuss that method at below:
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 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.

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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 SQUARE;
Occupation

length (months)

1. Quality control manager

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2. Quality control officer

15

3. Cutting Astt. Manager

4. Packing Astt. Manager

5. Ware house Astt. Manager

6. Production officer

7. Sewing technician

8. Sewing Supervisor

Classroom training

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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
2.3.2Development 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 SQUARE .Throw the development of current employees
the department reduces the companys dependents on hiring 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.

2.3.3 Steps in the Evaluation of training and development

Evaluation criteria > pretest > trained or developed Workers> posttest > transfer to the job > follow-up studies.

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2.4 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.
2.4.1 Importance of performance management for SQUARE textile:
In an organization performance management can be done, an organizational structure can be
created to efficiently facilitate the achievement of goals and employees can be motivated through
effective leadership, still theres no assurance that activities are going as planned and that the
goals managers of SQUARE textile are seeking are, in fact being attained. Therefore
performance management is important because it is important in the management function.
The value of performance management lies in the relation to:

Employee Empowerment

Protecting the Workplace

Increase Productivity

2.4.2Purpose of Performance Appraisal in SQUARE

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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

2.4.3 The Performance management Process of SQUARE textile group:

1.
Measuring
Actual
Performan
ce

2.
Comparing
Actual
Performan
ce against
Standard

3. Taking
Managerial
Action

Who Appraises
Supervisors
Subordinates

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Peers
Clients/customers
Self-appraisal
180/360 degree approach

2.4.5 Approaches to measuring performance in SQUARE textile

There is various kind of method for measuring performance appraisal. But we get information
that SQUARE uses only two type of performance method. These are at below:
1.360-degree feedback
One currently popular methods of performance appraisal is called 360-degree feedback. With
these method managers, peers, suppliers or colleagues are asking to complete questionnaire. The
questionnaires are generally lengthy.
2. Experience based
SQUARE measures 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
SQUARE favoring MR. X for his more experience.

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2.5 HRIS
As we know HRIS is an integrated system designed to provide information used in HR decision
making. Square textile ltd. has their own HRIS for their employee to maintain and manage all
employee information, reporting and analysis of employee information. It also covered
Company-related documents such as employee handbooks, emergency evacuation procedures,
and safety guidelines.
Vital role of HRIS in Square Textiles ltd.:
Attendance and PTO use,
Pay raises and history,
Pay grades and positions held,
Performance development plans,
Training received,
Disciplinary action received,
Personal employee information, and occasionally,
Management and key employee succession plans,

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High potential employee identification, and

Applicant tracking, interviewing, and selection.
SQUARE Textiles ltd. HRIS provides information on just about anything the company needs to
track and analyze about employees, former employees, and applicants. With their appropriate
HRIS, Human Resources staff enables employees to do their own benefits updates and address
changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for
employee management, knowledge development, career growth and development, and equal
treatment is facilitated.
Finally, managers can access the information they need to legally, ethically, and effectively
support the success of their reporting employees.

3. FINDINGS AND RECOMMEDATIONS

From the analysis with the organization structure we have seen that its 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. The idea of
implementing HRIS is not so much familiar with the general employee. HIRS should be more
up-to-date and should be automated.

4. CONCLUSION

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The flourishment of any industry requires combined efforts and co-operation from several
parties. Social, political and macroeconomic environment play pivotal role in this regard. Though
Square Textile is a newly Ventured Company in the respective sector, its growth and expansion is
praiseworthy. Its contributing the country and serving the nation in different ways. If it can up
hold its much toward advancement, it will be able to set a role model in our country.