by Engr. Kh. Mashiur Rahman | Jul 8, 2019 | Blog
Where to Find Employees
- Where to Find Employees – Personnel department maintains the personal files of all personnel, which includes their bio-data, academic certificate, job contract, previous experience history, joining letter, credentials, and disciplinary action records and training records etc.
- As per as firing is concern company follows local labor laws under its all terms & conditions if the employees or management either one or both party required for separation which are as follows:
- Termination: 120 days written notice to be given to the employees if any employees are no more required for the company.
- Dismiss: Termination of workers due to misconduct proved through proper procedure.
- Discharge: Termination of workers not for misconduct but inability due to continuous physical or mental unfit.
- Retrenchment: Termination of workers not for misconduct but redundancy for a particular department / section.
- Resignation: If workers / employees required separating from employment to be given 30 days notice prior to leave.
- Retirement: If the workers age exits 57 years may undergone retirement but if the workers are physically & mentally fit and having willingness to work management may extent their service.
- It is obligatory to return company’s all assets like identity card, job card, dress (security personnel), scissors etc. to store for clearance (incase of not return company may go for legal advisor)
- The job requirements and specifications for a particular position i. e. minimum qualification, experience, physical & mental requirements related to the job positions are defined.
- The requirement for any hiring is identified by concern departmental head and who is communicate to the Personnel department & Admin department in writing to hire personnel for such requirements.
- Manager (Personnel)reviews and assesses the legitimacy and validity of the new hiring and makes recommendation for new hiring. The requisition is then forwarded to Director Operations / Managing Director for approval of new hiring (Executive & Above). After having approval from them, Personnel department circulates the positions on the newspaper for filling the existing vacant.
- The positions below the rank of executive’s factory Personnel Department (Manager Personnel) in consultation with the management arrange recruitment of new personnel in the factory.
- Sometimes the positions are advertised in the local newspapers or circulated by other means and normally personnel come to the factory gate for searching a suitable job. In addition, personnel having any reference may be directly contacted. The candidates are asked to submit their CV / Bio-data.
- The Where to Find Employees are interviewed by the designated panel / or some time by any member of the panel, as decided by the management. If the candidates is found fit for the intended post / job then Personnel Manager settles terms and conditions with the selected candidates and issues them appointment letter.
We Sale ERP
Conclusion -=Where to Find Employees
The candidates are initially hired on temporary basis for at least 3 months probationary period after which his / her performance is reviewed and assessed by their departmental head. In case of satisfactory performance they are hired on permanent basis.
by Engr. Kh. Mashiur Rahman | May 25, 2019 | Blog
HR Compliance Jobs
HR Compliance Jobs – All the factories of Auto Group are constantly in need of referring to various rules, regulations, laws & of labour & the maintenance of industrial work place, It has been specially compiled for easy access to various important provisions & requirement as per law & policy of the government as well as the policy of the Auto Group…
- Follow up activities of workers / Employees during factory starting, Lunch Break & closing time at Factory gate. incorrect number of welfare officers
- Maintain general discipline in the factory.
- Maintain an efficient administration system, upgrade buyer compliance system, ensure safe, hygienic
- and congenial working environment.
- Ensure background investigations of security personnel. Control Security Guards check their physical
- fitness & arrange Security training; also set-up security deployment.
- Ensure repair and maintenance of all sanitary fixtures/fittings.
- Ensure Periodic pest control.
- Monitor food and canteen management, transport and waste management.
- Monitor the activities of cleaning services.
- Arrange periodic fire drill. Monitor & check all kinds of fire equipment.
- Monitor the activities of daily/casual worker.
- Monitor daily in/out goods gate pass & challan. Keep record daily/ monthly report.
- Maintain necessary co-ordination with the local administration and related Government agencies (PS,
- DC, Labor office, gas, DESA, DESCO, BGMEA, RAB Office etc.).
- Maintain all legal documents.
- Arrange Visa, Work Permit & Security Clearance issue.
- Ensure regular supply of all utilities service.
- Ensure physical protection including asset protection, work place violence prevention, access control
- system, surveillance with internal & external theft & threat.
- Carry out any special duty as and when required by Management for the interest of the organization.
- According to section 12 to 21 of Bangladesh factory act, 1965 every factory must have taken step for cleanliness, disposal of wasters, ventilation, dust & fame, artificial humidification, over-crowding, pure drinking water, separate latrines for male & female workers & spittoons. Help to Prepare daily summery of attendance report for Management.
- Help to Prepare Personnel file of all records.
- Record late attendance & report to the Management for necessary steps.
- Preparation of EMS documents as per the environmental requirements. no strong in house welfare team
- Control the documents (documents review and revision whenever requires). factory has no welfare officer and factory does not have written procedure as to how workers can express themselves e.g. suggestion box
- Authorize the activities of the EMS. records of swipe card & actual production records do not match (i.e. not complete & not accurate), so that payments / wages cannot be verified
- regular wages and OT are not paid at the same time and are delayed, regular wages and OT not paid by 7th or 10th of each month (depending on factory size and country), does not include terminated workers . Conduction of environmental training and awareness programs.
- Monitor and evaluate the environmental parameters and necessities.
- Help other tasks and activities of the department as per requirements.
- Conduction of environmental researches (if requires)
- Others task assign by the departmental head / management.
- Distribution of attendance /ID card for new recruited employees.
- OT wages are not paid correctly to all workers, should include all workers, that are not staff as well as piece rate workers. Fill up the leave Form accordingly.
- Overall responsibilities of planning, implementation, supervision, monitoring and management of all
- major activities of the Human Resource Development (HRD).
- Manpower planning and handling entire recruitment procedure, job advertisement, review, screening of
- application and finalizing the process.
- Responsible for ensuring the overall Human Resources functions and business compliance to
- implement the overall business strategies.
- Reduce extra work and constantly work on reducing the fixed overhead cost.
- Assess the training need analysis of the employees and ensure proper training.
- Develop and manage performance management, develop KPI’s and goal setting of the different level
- employees with their supervisor and conduct appraisal process (Organizational Talent Management).
- Job analysis and preparation of job description of staff.
- Motivate and counsel the staff to ensure maximum productivity and profitability of the factory.
- Monitor daily attendance & daily leave record.
- Review and up gradation of HR Manual and policy periodically.
- Ensure legal compliance of policies/procedures, termination, dismissal, compensation & benefits mgt.
- Motivate the workforce so that they can work efficiently and effectively to meet organization’s goals.
- Maintain all personal files and ensure effective payroll system.
- Ensure good relationship is maintained between the factory and different external bodies.
- Collect workers / employees if require.
- Help to Welfare Officer to conducted awareness program for worker. And Help HR Executive to Disburse monthly salary & any others payments.
- Others task assign by the departmental head / management.
Working Hours
According to section 43 to 49 of Bangladesh factories act. 1965 following facilities to be given for the workers. Washing, first aid canteens, day care center & appointment of a welfare officer.
- The purpose of this handbook is to bring to the notice of the factories administrators the relevant labour laws, regulation & policy specially records of swipe card (regular working hours & OT) & actual production records do not match (i.e. not complete & accurate), so working hours cannot be verified, especially on excessive OT
- factory does not have accurate/reliable system of recording working hours, not to be manual but e.g. timecard or electronic bar/sweep card system
- OT not recorded by the computer system as the regular working hours are, OT hours not shown as such by the system, so that payment can be calculated accurately. OT is recorded separately e.g. manually
- hardcopies of time card records should be available in case server goes down and records are not available during the audit
- factory has not maintained in/out records for on roll workers and contracted security guards, so working hours and OT cannot be verified
- excessive OT, factory should not allow workers to work more than the legal limit
- consecutive days of work without day off, no compensatory leave given for work on weekends and holidays, factory should provide at least 1 day off in seven
- security guards working hours are not within legal limit and are e.g. 2 shifts at 12 hours each i/o 3 shifts at 8 hours each
- young workers are asked to work OT
- working hour policy not in writing and not displayed on the floor
- workers are not aware about the segregation of their duty hour
- worker’s daily, weekly and monthly OT fixed and compulsory
- lunch break less than 1 hour (should be a minimum of 1 hour)
- weekly holiday is included in sick or casual leave, if it falls within the leave
- casual leave not allowed for more than 2 days and taken off the earned annual leave
- in case of maternity leave, factory did not mention leave duration (starting and ending date of leave) in leave application or in leave register
- workers do not receive paid leave before completion of probationary period
- factory does not have written policy of providing annual leave
- leave records are not reflected manually as well as in software if both systems are in place, if only one system in place only this system to have the record
Conclusion
According to section 22 to 42 of labour rules of 1965, every factory must have take proper arrangement for precautions incase of fire, fencing of machinery, work on or near machinery in motion, employment of young persons on dangerous machines, striking gear & self-acting machines, casing of new machinery, lifts, pressure plant, floors, stairs & means of access, Excessive weights, protection of eyes, safety of building & machinery. HR Compliance Jobs and Responsibilities should be predefined in payrol system. Read More about Payroll
by Engr. Kh. Mashiur Rahman | May 25, 2019 | Blog
Chief Compliance Officer Job Description
Chief Compliance Officer Job Description – Responsible for performing internal audit and follow-up audit on Ethical Standard, C-TPAT, Technical/Quality, Safety issues (building, electrical & fire safety) and Environmental issues in factories to find out the nonconformities and to take proper measures to address the nonconformities following integrated management system to make compliance sustainable.
Compliance Officer Job Description
- Manpower Planning. Ensuring discipline of the factory and proper implementation of the factory rules and regulations.
- Recruitment & Section. Ensuring security of men, materials and information through security personnel.
- Handle legal & settlement issues relevant to HR, Admin & Compliance Department
- Maintain relation with law enforcement offices, Dept of Environment (DOE), and Police Station & Labor dept and other Govt. offices
- Develop manpower planning, set Organogram, allocation of manpower & overhead unit costing analysis- according to implement Govt.
- rules, concerning recruitment, promotion, transfer, disciplinary cases and other personnel matters of the manpower (ensure recruit, interview
- & placement of the new employees)
- Ensure the implementation of standard performance appraisal system
- Organize and prepare factories for facing different audits
- Responsible to make and implement compliance policies as per local law & rules as well ensure different Buyer’s Code of Conduct.
- Ensure and regularly monitor all Compliance status in Legal Compliance / Code of Conduct, Fire Safety, Building Safety, Electrical Safety &
- Health & Safety issues etc.
- Follow-up & ensure timely implementation of all CAP given
- Reviewing and updating existing HR & Admin policies &
- Procedures. Maintaining all HR related documents of recruitment, salary & wages, leave, compensation, promotion and other HR issues in a RMG factory
- Prepare compliance job description for every position. Ensuring training program on various aspects through concerned personnel’s.
- Conducting Orientation /Induction Program.
- Prepare appropriate training material and impart training for induction as well as periodical training on safety including fire drills and all ethical
- and social issues and maintain records thereof
- Organize all relevant meeting like EHS/WWA etc. regularly or monthly as required. Independently handle all product safety related issues
- Ensure attendance, leave & supervise preparing salary sheet & ensure disbursement of pay slip & wages in time by using Kormee Software
- Handle the grievance and disciplinary issues smoothly and ensure proper discipline in the organization
- Manage and run the general administration, security, transport, local procurement efficiently
- Monitor material / Store inventory & Machinery control reducing stoppage time
- Training & Development. Designing a complete Management information system and implement it with different types of customized reports.
- Ensuring all compliance issues according to ILO, local laws and buyer CoC.
- Handling discipline & disciplinary action as per Law.
- Handling discipline & disciplinary action as per Law.
- Ensuring proper working environment as well as welfare facility as per law.
- Ensuring timely completion of staff performance evaluation.
- Ensuring all legal compensation & benefits of the employees.
- Managing payroll administration & maintain correct manner.
- Maintaining & updating employee’s personal records through HRIS.
- Managing employee’s separation (Termination, Resign, Dismissal and Discharge) process.
- Issuing & circulating all notification, office order, holidays & office hours.
- Responsible for maintaining welfare issues to the factory workmen.
- Preparing factory for any unannounced audit.
- Update all compliance related Documents.
- Monitor Health & Safety issues of the factory.
- Follow up & Update Factory License & Certificates time to time.
- Training on different compliance issues.
- Communicating with WPC members.
- Handling Employee Grievance & Settled as per company rules.
- Facing compliance & others any 3rd party audit.
- Preparing CAP & implementation after any Compliance Audit.
- Conducting internal audit in the prescribe Format.
- Ensuring health & hygiene condition in factory complex through medical section.
- Work place improvement plan.
- Smooth functioning of grievance system.
- Factory compliance of grievance system.
- Factory compliance include necessary steps for processing and managing workers all receive entitlements compensation( Accident, injuries, death) including maternity leave and maternity benefit related entitlements.
- Educate and train factory employees on Compliance standards and requirements
- Ensure maintenance of all relevant documents and update them continuously
- Ensure Legal Compliance by monitoring and implementing applicable human resource federal and state requirements; conduct
- investigations; maintain records; represent the organization at hearings
- Lead a team and make them same skilled, to identify and solve any sort of problem
- Responsible for review of complaints, framing, charge-sheet, explanation letters, formation of board of enquiry, review investigation reports and proposing actions as per staff rules & regulations.
- Counselling & Motavation for requirment. Responsible for maintenance of personnel related documentation of all employees through concerned personnel officer.
Conclusion
Chief Compliance Officer Job Description – Responsible for Planning, Organizing, Directing, Coordinating, Monitoring and implementing all the HRM & Compliance related issues in factories
by Engr. Kh. Mashiur Rahman | May 24, 2019 | Blog
Garment export job
- Preparation of export documents for Garment export job
- Prepare commercial invoice and packing list for custom documentation. aaa
- Orders follow up with buyers and prepare shipment schedule accordingly.
- Prepare weight statement as per custom declaration.
- Submit Export documents to the Banks.
- Check original-shipping documents, i.e., B/L, C/I, P/L, before sending to buyers.
- Send all documents to C&F for custom assessment.
- Follow up of different issues related to export matter.
- Maintaining part of company Software (SAP),
- Create Manual & Online Booking with APLL/DAMCO/EXPEDITORS /UTI.
- Create ASN in Pack-one software.
We Also Sale Import and Export Solutions Software for Cash Flow Planning
Textile interview questions and answers
How will you complete materials Inventory (from foreign country)
- At first we will check supplier packing list & Invoice .
- After check we will weight the every accessories ctn.
- If all ctn’s weight are ok then we proceed inventory.
- If any acc.ctn tarn or less weight then we don’t make those ctn inventory & we will inform this issue to concern merchandiser .
What is the meaning of SOP?
- S.O.P Meaning – S=Standard , O=Operating, P=Procedure
3.What are the trims receive SOP?
- At first we will receive the supplier invoice /packing list ,then we will check the trim s physically . its ok or not .After check all quality of acc areok then we do proced inventory .
What point should we consider before select a person for store?
- First we will check his educational certificate .
- He is Experience able or not.
- His honest .
- His physically fitness.
- His reference parson ‘s.
Write the steps which we follow during trims inspection ?
- We do 10% inspection system in our factory.
- when we receive acc item then we inform to quality department .then quality deferment do the inventory .
- If the quality deferment confirm to us the acc quality is ok then we keep the acc in our rack with bin card & entry our register.
Mention the name of AUDIT team that visited in your factory last six months,
The below Audit team visited our factory last six months-
- H&M
- PerryEllis
- LIDLP.V.H
- Tesco
- Ling Fung
- P.V.H,
- Tesco
- Ling Fung
Regarding store what major points we consider during technical audit?(mentions 5 points)
We are consider in technical Audit the below item
- Sharp tool’s policy maintain 100%.
- Label management policy maintain 100%.
- Physically qty check with register qty.
- All receive /inventory/issue documents
If there is any disposal policy in your store, please mention?
- Firstly we have disposal wastage management policy
- we keep store our reject accessories /plastic goods/metal goods with register maintain in a specific area.
- after the expire date of those left over /rejected goods. We sell or hand over those goods calling supplier or otherwise
- After three months / three month later we barn those accessories in presence of a HR office/some times keep for a record by taking digital /photo shof.
What do you men by 5s? Write details
5’s
- S=Sort
- S=set in order
- S=shine
- S=Standardise
- S=sustain
dear sir,
To let you know that recently/yesterday received a packet of accessories (label) which is out of packing list that is overseas item. We already kept separately the accessories and inform the supplier that an unknown parts has with that packing list .please advise what will we do now. below is the details of this item—-
by Engr. Kh. Mashiur Rahman | May 24, 2019 | Blog
Health and Safety Awareness Training
Health and Safety Awareness Training – The health and safety risks on the factory floor range from the seemingly not harmful, such as cluttered workspaces, to the more dangerous, such as toxic chemical fumes. However, occupational health and safety (OHS) is often at the bottom of the agenda for collective bargaining agreements. OHS noncompliance is often discounted in favor of increasing earnings or ignored on the preconceived notion that workers simply must work with what is given. We sale Employee Training Tracker Management Software free and paid version …
- Are chemicals, solvents, cleaning agents or any dangerous goods stored in a safe and secure place? Inspections. Business partners will take all necessary measures to provide a safe and healthy workplace setting to prevent accidents and illnesses arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities and other locations.
- Does factory have a copy of local law regarding health & safety at workplace?
- Hazard Identification. ccupational health and safety, and facility security should carry as much weight as any other compliance issue at a factory.
- Investigation. Stairs that have more than four steps and wider than approximately 44 inches/112 cm. are equipped with handrails on both sides.
- Complaints. The costs incurred for installing, modifying, and upgrading a factory’s OHS and facility security mechanisms are insignificant compared to the potential impact of noncompliance.
- Problem solving. Signs have the word “Exit” (in the local language) in plain legible letters not less than six ft. high (183 cm.) and ¾ ft. wide (23 cm.), or conform to the country standards.
- Communications. Ensuring the health and safety of the workplace is a necessity for any company
- Health & Safety committee members should be available to received workers concern, complaints & recommendations.
- Receiving, investigating & promptly handling matters and complaints with respect to workplace Environment, health & safety.
- Good health conscious
- Does kitchen use hot water or any other method of sterilization To assist in creating a safe & healthy workplace
- Fire safety conscious. Keep aisles, and similar passageways, clear at all times.
- To aware for safe and healthy environment.
- Cleanness. Each exit door width is at least 36 in./91 cm. and at least 6 ft. 6 in./198 cm. in height or as prescribed by local law, whichever standard is higher.
- Maintaining records and minutes of committee meeting every 03 Months.
- Occupational Risk Assessment. Aisles between workstations have a width of approximately 44 inches/112 cm. to provide enough room for easy escape.
- Fire Risk Assessment. Emergency exit routes lead to a safe location outside of the building (e.g., providing adequate space for evacuating workers that is a safe distance from the factory).
- Electric Risk Assessment. Exit routes and stairwells are kept clear at all times.
- Job Safety Analysis. Floors in production areas are marked with clearly visible lines to indicate areas to be kept clear.
- Injury & Diseases Analysis. For factories with security mesh on outside windows, the local fire department should be consulted to determine how much accessibility is required for fire department rescue efforts.
- For areas with more than 300 workers, exit width increases by 22 in./56 cm. for every 100 workers (
- Do workers have space to keep their lunch box if no canteen available? Factory floors or enclosed work areas with up to 500 workers have at least two exits, while areas with more than 500 workers have at least three exits.
- Exits are sufficiently remote from each other to ensure the availability of an alternative exit or exits should one become un-usable in an emergency.
- Do factory has a child care/crèche? Any work station is within 200 ft. or 61 m. of an exit. Are raw and wastage materials and finished products store handled and transported in a safe way?
- Exits are unlocked and unobstructed and sliding or roll-up doors are kept open during all hours that workers are in the factory. \
Check List
- Does factory have a copy of these laws posted?
- Is manufacturing facilities well ventilated?
- Is there free access to fresh potable drinking
water to all workers?
- Are machine guards available on all sewing
machines or at any
- other equipment with moving parts?
- Are these guards in good condition?
- Is there available and suitable personal
protective equipment?
- Is this equipment in good condition?
- Are employees trained on the need for, and
proper use of safe
- personal protective equipment?
- How many?
- Are there adequate number of toilets? What is the ratio per workers?
- (as per regulated by local law or at least 1:25
to 3)
- Are the toilets clean, functional and in good
working condition?
- Are employees allowed to use toilet facilities
without any
- Is temperature in the workshop acceptable and
air free of dust?
- Does workplace have adequate lighting?
- Are first aid kits well-stocked and readily
accessible at the
- facilities on each floor? (follow local law or
guideline)
- Are there any employees trained in first aid
assistance? How many?
- Does factory has a doctor? Full time, part time?
- Is there any injury record (Major/Minor) being
kept by factory?
- Are electric wiring, switches and electrical
appliances used
- in good and safe condition?
- Are cylinders containing compressed air stored
safe and properly?
- Are cylinders & gas storage devices properly
labeled in
- local language?
Conclusion
Health and Safety Awareness Training- Conduct Regular Awareness Program on Health & Safety Issues (STD, First Aid, Fire Safety, Health & Safety, Electric Safety Etc). typical worker may spend up to six days per week in a factory for the majority of his or her adult life. The workplace essentially becomes a worker’s second home where he/she must coexist with machines, equipment, chemicals, and all of the risks inherent to industrial production. On a daily basis, factory workers are exposed to the dangers and risks of the physical structure of their workplace. These dangers and risks, while often easily resolved, remain an aspect of a worker’s life that is often neglected.