Professional Documents
Culture Documents
1.1 Introduction
Garments sector is one of the important export sectors of our country. Today
ready-made garments sector not only earn maximum foreign currency but also
engage many unemployed people in productive industry. 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 Bangladeshs total export
income earn through RMG. Now Bangladeshis is in the seventh 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.
The following internship report is prepared on Pacific Jeans Ltd., which is the
largest among locally invested garments. Moreover, it is the second largest
among all garments in Bangladesh. Pacific jeans Ltd is a 100% export oriented
garments manufacturing industry. It has started commercial production in 1994.
Its a private limited company and it is a C category company that means there
are 100% local investors. It is located in Chittagong Export Processing Zone
known as CEPZ, Bangladesh. The main objective of the study How to reduce
workers turnover and absenteeism rate in pacific Jeans Ltd.. The Garments
manufacturing companies highly contribute to GDP (Gross Domestic product) in
the Bangladesh. So, all concerned as well as the government of Bangladesh is
highly conscious about this sector. But recently, all are worried how to run
smoothly in future this sector due to crisis of skill workers and absenteeism in the
garments factories. Therefore, everybody should be careful about these issues. I
try to find out actual reasons for workers absenteeism and turnover in pacific
Jeans Ltd. Moreover, I collect information from workers, HRD and compliance
dept. I think that this research paper help to reduce turnover and absenteeism
rate. Turnover & absenteeism is not fully eliminated but it may reduce in a flexible
level.
Md. Sayem Hosan Chowdhury. (B061137). BBA, HRM ===================
Advice
AdviceofofHonorable
Honorable
Supervisor.
Supervisor.
Primary
PrimaryData
Data
(Questionnaire,
Interview,
(Questionnaire, Interview,
visit,
visit,Enquiry)
Enquiry)
Secondary
SecondaryData
Data
(Different
Publications,
(Different Publications,
documents
documentsetc.)
etc.)
Data
DataProcessing,
Processing,analysis
analysisand
and
presentation.
presentation.
Scope is a crucial part of Internship though my scope was not so vast; I managed
myself to overcome those obstacles through integrated behavior. I am personally
believed that scope is not made but scope should to be made. There are three
scopes for the study. These are absenteeism and turnover. In addition, turnover
has two parts - Recruit and Left. The study only highlights about absenteeism
and left condition and possible solutions of absenteeism and left of Pacific Jeans
Ltd. This study has completed based on observations & day-to-day activities of
Pacific Jeans Ltd. In present condition, absenteeism is the main problem to
continue smooth production and left reduce efficiency of workers. I enjoyed many
facilities that may not be enjoyed by other such as officials are so friendly and
helpful to each other and gives me every possible support as my requirement.
Anytime I can talk with executive, senior manager of HRD and other department
head. Finally, I always feel free to do anything and they give full freedom to know
anything. So my scope more than enough for preparing my internship report.
1.5 Limitations
Pacific Jeans Limited is an export-oriented company. There business is
related with export activities. Therefore, Pacific Jeans Limited employees
are too much busy with their official activities. That is why all the time they
could not help properly to me. However, they tried their best to help me to
learn about some thing their activities.
The report is not free from its limitation. The main limitations of the report
are given below-
information.
3. The company does not publish any brochures or annual reports from
which information could be collected.
Chapter 02
Company Profile.
10
COUNTRY
1) USA
2) Europe
3) Europe
4) Europe
5) Others
PERCENTAGE
GAP
C&A
HNM
Charies vogele
Lee wrangler & Others
36.00%
36.00%
21.11%
5.07%
1.82%
These famous brands are all customers of Pacific Jeans Limited because of the
following reasons:
1.
2.
3.
4.
Short pant
Long skirt
Short skirt
Jacket
Denim dress
Joggers
Kids pant
Ladies overall
11
8 hours
48 hours
leisure
Weekly holiday
1 day (Friday)
Maternity leave
LWP
Minimum wages
2100/- monthly
Maximum wages
10000/- monthly
Average wages
3550/- monthly
On daily basis.
Within 7th of the following
month.
12
13
Seniority
b)
Experience
c)
d)
Academic qualification
e)
Personal relation
Average pay scale per month for employees US$50.00. The minimum wages for
worker is BDT 2100.00
Current minimum wage structure authorized by BEPZA is as follows:
Level
Helper
Jr Operator
Operator
Sr. Operator
Minimum wage
$30
$35
$40
$50
14
$58
2.10.3 Incentives:
1. Present bonus amounting tk 100/- are given to the 100% attended
employees.
2. Food allowance amounting tk 5.00/- day is given to each employee.
3. Free transportation services are offered.
2.10.4 Facilitates:
Provident fund:
Every permanent employee should be a member of the fund. Eight percent of the
salary is cut and saved in this fund every month and the company to that fund
contributes the same amount. There is a trustee board to operate this fund and
the amount saved in this fund is repayable to the employee.
Festival bonus:
PACIFIC JEANS LTD. provide two Eid bonuses amounting tk. same as the salary
to employees and workers every year.
Medical services:
Free medical services are offered to each employee
Leave encashment:
If any employee does not enjoy the earned leaves allocated for him, he is
allowed to en-cash the leave day into the cash, which is payable yearly basis.
Company leaves rules:
1. Festival Leave
2. Casual Leave
Md. Sayem Hosan Chowdhury. (B061137). BBA, HRM ===================
15
3. Medical/Sick Leave
4. Earned Leave
5. Maternity Leave
Male
1586
800
101
245
15
2747
3770 6517
42.15
57.85
1067
372
5
56
1500
66
1566
4313
678
19
0
0
697
0
697
4467
1745 61.15
391 95.14
5 100.00
56 100.00
2197 68.27
67 98.51
2264 69.17
8781 49.12
38.85
4.86
0.00
0.00
31.73
0
30.79
50.87
Washing Dept.
Work force
Staff
Sr.mgt
Jr.Mgt
Total
WPD
Total
GTTL
16
MAINTENANCE
WASHING
Manager
HRD
MERCHANDISING
ACCOUNTS
PRODUCTION
STORE
DEPUTY MANAGER
ACCOUNTS
HRD
COMMERCIAL
ASSTT. DY MANAGER
ACCOUNTS
STORE
PRODUCTION
SENIOR EXECUTIVE
JUNIOR EXECUTIVE
17
STAFF
WORKERS
Name
Address
Web Adress
www.pacificjeans.com
www.pacificjeans.net
Date of Establishment
Date of Commercial
Production
Sister Concerns
Floor Area
6,80,000 Sq.Ft
Number of Machines
4500
Export Destinations
18
Male- 4313(49.12%)
Female- 4467(50.87%)
Production Capacity
Total Production
Bank Name
HSBC
Citi Bank NA
Agrani Bank
Competitors
Buyers
Working Hours
Cutting
Sewing
Wet Processing or Washing
Finishing
19
Department of the
Company
Workers Absenteeism
and Labour turnover
(Percentage)
Workers Insurance
Scheme
Workers Council
Expenditure on Training
(as a percentage of total
expenditure)
2-4%
Expenditure on Human
Resource Development
(as a Percentage of total
expenditure)
Expenditure on
Management
Information system or IT
(as a percentage of total
expenditure)
11-20%
10%
20
Security Measures
adopted by the
Organization:
Fire extinguishers
Tow-way entry
Evaluation plan
Preventive Masks & hand gloves
Fire-fighting demonstratious
every two months.
21
We are spending worth Tk. 30.00 Lac on an average for the below mentioned
social activities & donated various cultural programs.
1. Bringing to the public job opportunities in the factory.
2. Educational program for uneducated child labor through BGMEA.
3. Keeping restriction in recruitment policy of HRD as regards child labor
employment.
4. Donation to Prime Ministers Relief Fund and donation to the associations
engaged for helping distress people, as well sending team form the
company.
5. Employment of the foreign expert to train up the workforce.
22
Chapter 03
23
Part - A
Data analysis of Absenteeism
24
3. A1 Absenteeism:
Absenteeism means the practice of absenting oneself from work. Absenteeism is
more harmful than turnover. In pacific Jeans Limited average absenteeism rate
was 7.99% daily basis. Average absent was 415 (average total strength 5197
workers) workers in a day. Absenteeism is not fully eliminated but it comes into
flexible level. This level may be 3-4% of total strength.
3. A2 Reasons of absenteeism.
A2.1 Main reasons
1. Due to working pressure by the floor management.
2. No lunch facility.
3. No off day in every 7 days.
4. No child care facility.
5. Due to high target.
6. Due to harassment and abasement by the leader, supervisor and
manager.
7. Most of the time Overtime period more than two hours. And it increases
absenteeism rate.
25
26
27
STRENGTH
PRESENT
(%)
4696
ABSEN
T
408
01-03-10
5104
02-03-10
03-03-10
04-03-10
06-03-10
07-03-10
08-03-10
09-03-10
10-03-10
11-03-10
13-03-10
14-03-10
15-03-10
16-03-10
17-03-10
18-03-10
19-03-10
21-03-10
22-03-10
23-03-10
24-03-10
25-03-10
27-03-10
28-03-10
29-03-10
30-03-10
31-03-10
AVERAGE
5147
5152
5154
5180
5184
5190
5185
5193
5210
5209
5209
5246
5228
5219
5212
5212
5187
5133
5099
5105
5110
5102
5106
5090
5079
5073
5160
4690
4694
4768
4835
4966
4853
4750
4680
4716
4426
4417
4405
4504
4556
4570
4552
4611
4625
4683
4722
4697
4664
4698
4631
4726
4686
4660
457
458
386
348
218
338
436
513
489
786
796
840
722
661
642
662
577
509
416
383
414
440
410
459
353
387
500
8.88
8.89
7.49
6.72
4.21
6.51
8.41
9.88
9.40
15.09
15.28
16.01
13.81
12.67
12.32
12.70
11.12
9.92
8.16
7.50
8.10
8.62
8.03
9.02
6.85
7.63
9.68%
7.99
In the last month average strength 5160 workers, average present 4660 workers,
average absent 500 workers in a day. In addition, it was the 9.68% of total
strength.
28
800
700
600
500
400
300
200
100
0
ABSENT
1/3/2010
2/3/2010
3/3/2010
4/3/2010
6/3/2010
7/3/2010
8/3/2010
9/3/2010
10/3/10
11/3/10
13-03-10
14-03-10
15-03-10
16-03-10
17-03-10
18-03-10
19-03-10
21-03-10
22-03-10
23-03-10
24-03-10
25-03-10
27-03-10
28-03-10
29-03-10
30-03-10
31-03-10
29
Strength
5266
5167
5160
Present
4888
4766
4660
Absent (%)
378 7.17
401 7.74
500 9.68
Workers Strength
Workers Present
Workers Absent
() Decrease
() Decrease
() Increase
6000
5000
4000
3000
2000
1000
0
Jan'10
Strength
Feb'10
Present
Absent
Mar'10
30
STRENGTH
01-03-10
2782
PRESEN
T
2542
02-03-10
03-03-10
04-03-10
06-03-10
07-03-10
08-03-10
09-03-10
10-03-10
11-03-10
13-03-10
14-03-10
15-03-10
16-03-10
17-03-10
18-03-10
19-03-10
21-03-10
22-03-10
23-03-10
24-03-10
25-03-10
27-03-10
28-03-10
29-03-10
30-03-10
31-03-10
AVERAGE
2803
2804
2803
2809
2814
2812
2805
2803
2808
2811
2810
2843
2828
2811
2806
2813
2799
2743
2705
2718
2722
2722
2722
2709
2705
2701
2778
2543
2540
2579
2612
2699
2555
2505
2493
2506
2313
2312
2314
2374
2387
2398
2406
2446
2437
2485
2507
2491
2464
2479
2456
2513
2496
2476
ABSENT
(%)
240
8.63
260
264
224
197
115
257
300
310
305
501
502
528
452
422
408
407
353
306
220
211
231
258
243
253
192
205
302
9.28
9.42
7.99
7.01
4.09
9.14
10.70
11.06
10.86
17.82
17.86
18.57
15.98
15.01
14.54
14.47
12.61
11.16
8.13
7.76
8.49
9.48
8.93
9.34
7.10
7.59
10.87%
31
Cutting, Sewing, Washing and finishing are the core department of Pacific Jeans
Limited as a RMG Company. Cutting, Sewing, Wet Processing or Washing and
Finishing are combined making an export oriented product. In RMG context,
sewing department plays an important role. In the month of March10, average
absent was 302 workers and it was the 10.87% of average total strength (Sewing
dept.). Total strength was 5160 workers and average total strength in sewing
department was 2778 workers in the month of March10. It was the 53.87% of
total strength.
STRENGT
H
2078
2088
2088
2085
2092
2091
2087
2083
2079
2085
2087
2089
2109
2093
2082
2081
2085
2076
2036
2012
2021
2023
2023
2018
2009
2007
2006
PRESEN
T
1903
1896
1893
1921
1942
2010
1903
1862
1855
1848
1714
1713
1731
1752
1780
1780
1803
1806
1798
1832
1854
1848
1818
1833
1820
1863
1859
ABSEN
T
175
192
195
164
148
81
184
221
224
237
373
376
378
341
302
301
282
270
238
180
167
175
205
185
189
144
147
(%)
8.42
9.20
9.34
7.87
7.08
3.87
8.82
10.61
10.77
11.37
17.87
18.00
17.92
16.29
14.51
14.46
15.53
13.01
11.69
8.95
8.26
8.65
10.23
9.17
9.41
7.17
7.33
32
AVERAGE
2063
1824
221
10.73%
Operator is the key of Pacific Jeans Limited as a RMG sector. In the month of
March10, average absent was 221 workers and it was the 10.73% of average
total strength (Operator of Sewing dept.). Total strength in sewing department
was 2778 workers in the month of March10 and average total strength in sewing
department was 2063 workers in the month of March10. It was the 74.26% of
total strength in sewing department.
PART - B
Data analysis of turnover (left).
33
3. B1 Turnover (Left).
Turnover means the number of workers entering and leaving employment. In this
report, try to shows that leaving side of turnover of workers from pacific jeans
limited. Average 567 (10.80% of total workers) workers was turnover (left) in
September09 to February10. Turnover (left) is not fully eliminated but it comes
into flexible level. This level may be 2-3% of total strength.
34
They are human. If you think, they are machine, after that as a machine they
have to need to take rest for smooth operation. As a result, when workers obtain
opportunity to work in other companies with weekly holiday then they leave PJL.
Without Target bonus, they cannot get job-satisfaction. It is a cause for turnover.
When workers get more salary in any other company from Pacific Jeans Limited
then workers leave PJL.
And another cause which is not eliminated such as Marriage of female workers.
In the present situation, the demand of the workers has been increased. In the
mean time many company provide so many opportunity to collect worries, in this
period workers are changes their workplace to another company to get more
benefit as a result turnover rate increase gradually.
In addition, other reasons are:
1. Motivation
2. No childcare unit.
3. Working presser.
4. Lack of welfare activities
5. Improper evaluation.
6. Severe temperature at the workplace.
7. Inadequate knowledge about factory rules like as leave, welfare activities.
8. Harassment and abasement by leader, supervisor and manager.
9. Due to lower pay.
10. Job dissatisfaction.
11. Bad relation with management.
35
Provide lunch facility. It may not be possible. Therefore, company delivers special
lunch one times in a month (at the middle of a month) for motivation. It may
reduce turnover and absenteeism.
Set standard target and pay for fulfill this target. It may be reduced overtime
period.
Increase salary. It is not a solution. How many times will increase workers salary?
All companies with BEPZA should set a standard pay structure with including
increment system for workers to eliminate turnover and bad competition. 5% or
10% Profit sharing process will help to reduce turnover and absenteeism. When
company earns more profit in a year, a small portion (5% or 10%) of profit should
distribute within workers. It is one kind of motivation. It helps to reduce turnover
and absenteeism.
Other steps should be taken
1. Increase wages.
2. Good behavior from the floor management.
3. Regular motivation.
4. Congenial workplace.
5. Good cooperation from leader, supervisor & manager.
6. To provide child care facility.
7. Implement target bonus.
8. Need appropriate grievance channel.
9. Special health care.
10. Introduce training program.
11. And make good industrial relation.
12. Give weekly holiday.
36
Feb.09
253
6
122
36
5
28
450
Mar'09
230
7
80
46
10
48
421
Apr'09
232
4
77
51
9
29
402
May'09 Jun'09
317
299
6
1
165
84
83
58
9
13
48
48
628
503
Total
1615
37
706
324
54
236
2972
37
Average 495 workers were left in January09 to Jun09. Helper left was highest in
every month. Average 269 helper workers were left in every month. In this six
month, highest left month was May09 and it was 628 workers. Junior operator
left was Low in this six month. Average left of junior operator was six workers in
every month.
Oct09
382
1
43
48
15
34
523
Nov'09
196
0
29
27
11
20
283
Dec'09
550
2
117
87
25
73
854
Jan'10 Feb'10
640
281
2
0
111
78
102
84
25
11
62
45
942
487
Total
2291
5
401
362
90
267
3404
38
Left Chart
700
600
500
400
300
200
100
0
Sept'09
Oct'09
Nov'09
Dec'09
Jan'10
Feb'10
Helper
turnover (Left) is high in every month as the same as previous six month.
Average helper turnover(Left) is 381 workers in every month. In this six month
highest turnover (Left) month is January10 and it is 942 workers. Junior operator
turnover (Left) is Low in this six month. Average turnover(Left) of junior operator
is three workers in every month. It is less than from previous six month. Average
turnover (Left) rate is 10.80% (approximately) in every month.
[
Jan09 to Jun09
1615
37
706
324
54
236
2972
Sep09 to Feb10
2291
17
401
362
90
267
3416
39
COMPARISON CHART
2500
2000
1500
1000
Jan'09 to Jun'09
Q.
C
H.S. Opt.
Sr. Optr
Operator
Jr. Opt.
Helper
500
Sept'09 to Feb'10
Jan'09 to Jun'09
Sept'09 to Feb'10
Jr. Operator and operator turnover (Left) rate reduced last six month. It is positive
side for Pacific Jeans Ltd. But Helper, Sr.operator, H.S operator, Q.C workers
turnover (Left) rate increased last six month. PJL should take steps for reducing
turnover (left) rate.
THE LAST
SIX
MONTH
(SEP09 TO FEB10).
Month
Sept09
Oct09
Nov09
Dec09
Jan10
Feb10
Strength
337
350
342
332
320
335
Left
3
15
11
25
25
11
%
0.89
4.29
3.22
7.53
7.87
3.28
Average
337
15
4.45%
40
25
20
15
10
0
H.S Operator
Sept'09
Oct'09
Nov'09
Dec'09
Jan'10
Feb'10
Pacific Jeans Limited mostly depends on High skilled operator. Average strength
of high skilled operator was 337 workers, average left 15 workers and turnover
(left) percentage of high skilled operator was 4.45% of average total strength (H.
120
100
80
60
40
20
Month
Strength
Sr. Opt.
Sept09 Oct09 1117 Nov'09
Sep'09
Dec'09Oct09 Jan'10 1196 Feb'10
Nov09
1214
Dec09
1240
Jan10
1177
Feb10
1182
Average
1188
(SEP09 TO FEB10).
Left
14
48
27
87
102
84
%
1.25%
4.01
2.22
7.02
8.67
7.11
60
5.04%
41
Month
Sept09
Oct09
Nov09
Dec09
Jan10
Feb10
SIX
Strength
15
14
14
17
11
12
MONTH
(SEP09 TO FEB10).
Left
1
2
2
0
%
7.14
11.76
18.18
-
Average
14
0.83 ===================
6.18%
Md. Sayem Hosan
Chowdhury. (B061137).
BBA, HRM
42
2
1.8
1.6
Sept'09
1.4
Oct'09
1.2
Nob'09
dec'09
0.8
J an'10
0.6
Feb'10
0.4
0.2
0
Left
Month
Sept09
Oct09
Nov09
Dec09
Jan10
Feb10
Strength
1532
1504
1502
1508
965
916
Left
%
23
1.50
43
2.86
29
1.93
117
7.76
111
11.50
78
8.52
Average
1321
5.68%
67
Md. Sayem Hosan Chowdhury. (B061137). BBA, HRM ===================
43
Oct'09
Nov'09
Dec'09
Jan'10
Feb'10
THE LAST
SIX
MONTH
(SEP09 TO FEB10).
Month
Sept09
Oct09
Nov09
Dec09
Jan10
Feb10
Strength
772
566
835
798
458
473
Left
33
34
20
73
62
45
%
4.27
6.23
2.40
9.15
13.54
9.51
Average
650.33
44.5
7.52%
44
Month
Sept09
Oct09
Nov09
Dec09
Jan10
Feb10
Strength
3888
4394
4220
3936
1975
2034
Left
242
382
196
550
640
281
%
6.22
8.69
4.64
13.97
32.41
13.82
45
Average
3408
381.83
13.29%
Sept'09
Oct'09
Nov'09
Dec'09
Jan'10
Feb'10
- 567 workers.
(10.80% of total strength.)
Average absenteeism in a
day (March)
- 500 workers.
(9.68% of total strength)
46
2063 (Ave)
1824
221
10.73
Helper
-13.29%
Q.C
-7.52%
Average Absenteeism
Scenario for the last three
month
-5.68%
Jr. Operator
-6.18%
Senior operator
-5.04%
H. Skilled operator
- 4.45%
47
Chapter - 04
Analysis, Findings and Recommendations.
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SWOT ANALYSIS
INTERNAL ANALYSIS
STRENGTH
WEAKNESS
EXTERNAL ANALYSIS
OPPORTUNITY
THREATS
4.1.1 Strength:
Md. Sayem Hosan Chowdhury. (B061137). BBA, HRM ===================
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4.1.2 Weakness:
The have some weaknesses also. The major weaknesses of Pacific Jeans Ltd.
Garments are as follows:
1. Frequent workers turnover.
2. Workers absenteeism rate is high.
3. Workers are not highly skilled as per the market requirement in the post
quota scenario.
4. Lack of coordination within departments hindering the production flow.
5. No clear direction and effective marketing strategic.
6. Lack of synergy of operation leading to not focusing on either product
Diversification or creating high value products.
7. They have no power station.
4.1.3 Opportunities:
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4.1.4 Threats:
The major threats of PJL garments that may face are as follows:
1. Turnover and absenteeism rate is high.
2. Global competition due to no availability of quota facilities.
3. Political instability in our country and industrial dispute in this sector.
4. Changing pattern of buyer needs.
5. Growing market share of other South Asian Countries like china and India.
6. Sometimes the material (Fabric) cost has increased.
7. Shipment failure within required time may cause large amount of money
loss and hamper brand image.
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After analyzing the SWOT for Pacific Jeans Ltd. we can conclude that on a broad
prepares following are major business challenges of Pacific Jeans Ltd. garment:
1. Improving absenteeism and turnover condition.
2. Creating of high value products to obtain a higher return from the market.
3. Improving current efficiency level of the plant, which includes both man
and machines.
4. Market penetration in terms of newer horizon and new nominations.
5. Obtaining economics of scale through supply chain management.
6. Ensuring internal process efficiency.
7. Maintaining and enhancing quality to ensure reduction in lead-time.
8. Product and process innovation for creating a niche in the market.
9. Operating at an optimum performance level at all quarters.
4.2 Findings
After concluding the study and analyzing the objectives some findings have been
identified out of which the main findings are mentioned below
Md. Sayem Hosan Chowdhury. (B061137). BBA, HRM ===================
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4.3 Recommendations
According to the findings, there are some recommendations or suggestions,
which are listed below:
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4.4 Conclusion
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In conclusion, it is said that I have tried to provide all my best efforts to prepare
this research report in such a manner that the report contains least level of
technical knowledge to understand the main contents of this report. I collected
relevant information about turnover (left) and absenteeism through questionnaire
and interview. Then I presented reasons and solutions point by point.
The picture of absenteeism and turnover situation is not satisfactory. Month to
month absenteeism and turnover rate increased. This is the time of change.
Pacific Jeans Limited should take steps for reducing absenteeism and turnover.
It is very difficult to survive in the highly competitive world of business. We are to
compete with price, quality and industrial compliance to retain and make our
progress.
united to keep the quality and goodwill of the industry in the international market.
Both the workers and the employers show their respect to the existing laws of the
country. Therefore, considering the above recommendation, Pacific Jeans
Limited has to take proper measures regarding absenteeism and turnover (left)
for ensuring and sustaining a harmonious industrial relation.
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