Human Resource Development in RMG Factories

by | Mar 25, 2021 | Compliance

Human Resource Development in RMG

Human Resource Development – Workers think that job is a favour from their owners. Lack of nutritious food, sufficient rest, hygienic residence, etc. makes the workers socially, physically and mentally weak. Working extra time and seven days a week create a distance between them and their families, friends and relatives. They accept mismanagement and malpractice as management practices.

Many marginal workers depend on micro-credit firms. They take loan with high interest rate to meet their expenditure beyond their budget. Once they take loan, it throws them into a loan trap. Such inhuman conditions were common until the enactment of the Labour Act 2006 which spurred the movement for social compliance.

Workers always fight a losing battle. Even when the owners’ association unilaterally declare a three-day layoff, workers do not find any voice to protest rather they have to forget about any of their logical demands.

The RMG industry has turned out to be a temporary field of employment for the employees. It does not have any life-time plan for its workers. With a temporary plan for its workers, the industry’s sustainable development is not possible.

The owners are compelled to recruit the HR (Importance of Human Resource Planning in RMG) people to face the compliance audit as a partial fulfilment of buyers’ demand. As a result, a functional HR is hardly found in the industry. It is found that even the companies which have expanded their production units, both vertically and horizontally, and have achieved extraordinary export growth, lack management system. They are more focused on export and give less attention to develop their human resources. As a result, the companies have not developed a corporate system. Some of them, after three decades of operation, have to stay in the office very late in the night to sign the bills, vouchers even for a hundred taka or to exercise authority. Some of them are too dependent on their hired management and they themselves do not know how their factories are being managed. For the sustainable growth of the industry, it is a must to develop a sound management system. It is relatively easier to increase exports, both in quantity and value. But to develop a sound management system, an organisation needs time and nourishing a good culture. But changing culture is not possible overnight.

The big companies in the RMG sector generally suffer from the lack of modern concept of management. They should learn a lesson from the debacle of the jute industry. They should take a number of measures enumerated below:

In a garment factory operators are the lifeline both in number and in operation of the industry. A supervisor or line chief is the person who makes the bridge between the operators and the management.  They supervise the operators’ functions and are responsible for production targets. The supervisor is the 1st line management in a RMG manufacturing unit. They play a very crucial role and make the communication bridge between the workers and the upper management. Supervisors convey to the operators any decision from the factory management, mostly production related. Supervisor or line chief is the experienced operator who has the voice and controlling power.

The relationship between the management and the workers of a factory depends mostly on how supervisors behave with the operators. Normally an experienced male operator is promoted to next higher position as Junior Supervisor. Though the women are more in number in the industry, yet not many of them are found in supervisory or in mid or senior management positions.  This is an example of discrimination/ domination by male bosses – supervisor, production manager and factory manager, who have the supreme power in the factory. It’s a total failure of human resources department of the industry.

Since supervisor is an experienced operator, he believes in whatever he has experienced throughout his life. When a grade eight passed or even less qualified operator becomes a supervisor he can’t accept any changes either in operating process or in behavioural approach. Industry efficiency is highly dependent on those supervisors. When cost is the biggest concern, it will be a luxury to continue with traditional way of doing things. If a factory can attract technically educated people for the supervisory posts then it would be easier to compete with our competing countries with regard to efficiency. To create a congenial working environment and to ensure a long-term growth of the sector, the HRD must initiate change from supervisory level.

Voluminous discussions on minimum wage create a perception among the common people that paying the minimum is the only objective of the RMG sector. It is a failure of the apex bodies of the sector to bring it to public knowledge that it is the highest payer of wages in the private sector of the country. To reduce dependence on traditional production managers, some companies are trying to involve the Industrial and Production Engineers (I&PE) in their production departments. But in most cases, the relationship between the traditional managers and the modern engineers is not functional. As a result, the expected outcome is yet to come.

On the other hand, our RMG business is highly dependent on buying houses, a third-party beneficiary. No doubt, direct marketing and sourcing can add more value to the industry. At present, around 100,000 foreign nationals are working in this sector mainly in marketing and production departments. Ensuring a working environment and empowering HRD, the industry can look for local talents from all disciplines, as the sectors’ pay and perks for the deserving ones are more than any other sector. This way the industry can minimise dependence on foreign nationals.

The KPI (key performance indicators) have to be identified against each position. Each achievement will be expressed/transformed into numeric values. The organisation will follow transparent appraisal method instead of confidential appraisal system. One can evaluate his/her performance by himself/herself. To achieve better score he/she can make efforts. In this process, grievance, dissatisfaction and frustration will be minimised and a healthy competition will prevail among the members of an organisation.

If the supervisor is the 1st line management, then assistant production manager or floor in-charge is the in-line management. Department heads, production manager and factory manager are in mid-level management. Soon after any incident takes place in any factory, the owners and leaders of their associations put the blame on the mid-level management. But have the industry leaders or factory owners taken any noticeable initiative to improve their competence? The owners hold the HR and mid-level management responsible for any failure. They assign work load to a particular person or department but they will not delegate proper authority to them. Without authority, no one can exercise his/her responsibility. For the functional HRD, delegation of authority is extremely needed.

Mohammad Hasan

mohammadhasanbg@gmail.co

Human Resource HR Manager Job Responsibilities

by | Mar 25, 2021 | Compliance

HR Manager Job Responsibilities

  • Implement and monitor the company HR plan and policies in the factory and provide full and professional HR services to the factory.
  • Prepare, plan and implement a recruitment and selection program in line with the Group’s policy and procedure.
  • relations, communication as well as grievance handling issues.
  • Ensure congenial IR (industrial relations) environment in the factory and provide appropriate advices while dealing with workers’ representatives.
  • Develop and update compensation and benefits structure of the factory and undertake all related activities as per the Groups’ policy.
  • Take on proper leave management system in the factory.
  • Maintain Organogram as per company policy.
  • Carry out performance management of employee.
  • Implementation of local law.
  • Develop new valuable customer to ensure sustainable business growth.
  • Conduct audit according to buyer’s code of conduct & local law. (Ethical Standard/ Social Compliance Audit, GSV/C-TPAT Audit, Technical Audit & Environmental Audit)
  • Prepare CAP, adaptation, follow up & submit to buyer.
  • Monitor to ensure all business licenses of the company.
  • Comply buyer’s code of conduct (COC).
  • Communication with buyers and other internal and external stakeholders.
  • Handled development project of buyers for compliance sustainability.
  • Coordination with significant department to ensure compliance.
  • Coordinate and organize the monthly compliance meeting.
  • Conduct monthly internal compliance audit and take corrective measures on audit findings considering sustainable development.
  • Perform audit at sub-contract factories.
  • Carry out buyer’s business and technical compliance visit in the factory.
  • Ensure proper health & safety provision in the factory.
  • Monitor welfare activities of employees.
  • Monitor to ensure discrimination, harassment & abuse free work place.
  • Conduct and monitor the compliance related training.
  • Carry out the risk assessment and obtain corrective measures.
  • To promotes healthy labor management practice and safe environment.
  • Make sure compliance of the employee dormitory.
  • Ensure sustainable compliance of the company.
  • Develop new valuable customer to ensure sustainable business growth.
  • Ensure environmental compliance of the business unit.
  • Implementation of local law.
  • Monitor to ensure all business licenses of the company.
  • Conduct audit according to buyer’s code of conduct & local law. (Ethical Standard/ Social Compliance Audit, GSV/C-TPAT Audit, Technical Audit, Environmental audit).
  • Prepare CAP, adaptation, follow up & submit to buyer.
  • Ensure proper application of company policy, code of conduct and rules and regulation.
  • Ensure proper application of buyer’s code of conduct (COC).
  • Communication with buyers and other internal and external stakeholders.
  • Coordination with significant department to ensure compliance.
  • Conduct and monitor the compliance related training.
  • Handled development project of buyers for compliance sustainability.
  • Carry out organization development program in terms of compliance
  • Coordinate and organize the monthly Compliance meeting.
  • Prepare budget and different monthly reports on Compliance and take corrective measures.
  • Maintain compliance Organogram as per the company policy.
  • Evaluate trend of company Industrial Relations environment through relations build up with employees and generate essential reports to ensure healthy labor management practice and safe environment.
  • Carry out employee performance management of compliance dept.
  • Conduct monthly internal compliance audit and take corrective measures on audit findings considering sustainable development.
  • Perform audit at sub-contract factories.
  • Carry out buyer’s business and technical compliance visit in the factory.
  • Ensure proper health & safety provision in the factory.
  • Monitor welfare activities of the employees.
  • Monitor to ensure discrimination, harassment & abuse free work place.
  • Carry out the risk assessment and obtain corrective measures.
  • Implementation of local law.
  • Conduct audit according to buyer’s code of conduct & local law. (Ethical Standard/ Social Compliance Audit, GSV/C-TPAT Audit, Technical Audit & Environmental audit).
  • Prepare CAP, adaptation, follow up & submit to buyer.
  • Ensure proper application of company policy, code of conduct and rules and regulation.
  • Ensure proper application of buyer’s code of conduct (COC).
  • Communication with factories, corporate office and buyers.
  • Conduct internal compliance audit at respective factories & subcontract factories.
  • Prepare report on internal compliance audit and submit to the authority.
  • Analysis all reports and find out route causes for implementation and improvement.
  • Conduct and monitor the compliance related training
  • Carry out buyer’s business and technical compliance visit in the factory.
  • Ensure proper health & safety provision in the factory.
  • Monitor welfare activities of the employees.
  • Monitor to ensure discrimination, harassment & abuse free work place.
  • Carry out the risk assessment and obtain corrective measures.
  • To promotes healthy labor management practice and safe environment.
HR Compliance Jobs Duties and Responsibilities

HR Compliance Jobs Duties and Responsibilities

by | 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

Promotion Message Sample Letter

by | Apr 26, 2019 | Blog

Promotion Message

ALL/Pro-0001/2007 / Promotion Message

Date: 26th December-06

To

Md. Jamal Islam

Officer (Yarn)

Subject: Promotion Messate Letter

Dear Mr. Jamal,

It is our pleasure informing you that management found your performance as satisfactory over the past years and as recognition of your performance, you have been promoted to the next higher position of Senior Officer (Yarn) wef: 1st January-2000

I on behalf of Group, congratulate you for being promoted to Senior Officer (Yarn).

I also hope this promotion would inspire you more to show further improvement in your performance in days to come.

Finally wish you all the best.   

Sikder Ahmed

General Manager

(HR. & Admin)

Promotion Messate Letter 1Sub  :Letter of promotion

Mr.SSS Rahman,

Being satisfied with your performance during past years,management has decided to promote you to the next higer position of “Sr.Officer”w.e.f 1st December 2015.

Considering the promotion your salary has been enhanced TK.14000.00(Forteen thousand)only per month w.e.f.1st Dec.2009.

We wish you a very prosperous future with us.

We sale HR and Payroll Software for Clothing Industry

HR and Payroll Software List for Clothing Industry

HR and Payroll Software List for Clothing Industry

by | Dec 21, 2017 | IT Software Apparel

HR and Payroll Software

We sale HR and Payroll Software for Clothing Industry and Leave  Management software are ready  for your Factory office and Head office. Its collect employee/worker attendance information from punch device and calculate automaticaly employee/worker salary according to OT hour, Late minute and different kind of shift wise over time (OT) report generally and compliance. This software user free ,unlimited user and 100% web base but you can use  only Local area Network (LAN) or in WAN. We sale it very cheap price for new garments.  For any queries, please Contact Us.

List of Software

  1. Attendance & Overtime Management
  2. HR Solutions and Employee Management Software for RMG
  3. HR and Payroll Software for Clothing Industry
  4. Employee Management System Software Free/ Premium
  5. Online Leave Management System Software Free
  6. Notice Management and Announcement Software
  7. Web Payroll Solutions Software for Clothing Industries
  8. Provident Fund Management Software an Organisation
  9. Employee Training Tracker Management Software
  10. Attendance Manager Software with Punch Card System

HR and Payroll Software List for Clothing Industry

Now we will discuss about HR and Payroll Software for Clothing Industry

HR &  Payroll for Garment Software Report: 

  • Daily Absence Report
  • Continuous Late Report
  • Absenteeism Summary
  • Daily Attendance Summary
  • Resigned Employee Report
  • Holiday Over Time Ledger
  • OT,Holiday And Cost Report
  • Monthly Tiffin Bill Summary
  • Earlyout Report
  • Monthly Late Absent Early Out Leave Halfday Summary
  • Monthly Attendance Summary
  • Recruit Absenteeism Migration
  • Extra Overtime Payment Sheet Ledger
  • List of Employees
  • Salary Sheet by Cash Payment
  • Attendance Data Analyzed
  • Night Allowance For Worker
  • Excess Summary Report
  • Strength Sewing Summary Report
  • Fixed Worker Monthly Attendance Summary
  • Staff Monthly Attendance Summary
  • Employee Current Status
  • Employee Attendance Report
  • Daily Late Report
  • Three Days Late Report
  • Over Time Report
  • Designation Wise Leave Summery Report
  • Monthly Attendance Bonus Report
  • Yearly Attendance Bonus Summary
  • Job Card
  • Hourly Manpower Report
  • Hourly Manpower Report Summary
  • Two Days Report
  • Three Days Report
  • Section Wise Strength
  • Daily Strength Summary
  • Lost Card Info
  • In Attendance Missing
  • Out Attendance Missing
  • Tiffin Report
  • Daily and Monthly Migration
  • New Employee Status Report
  • Manpower Position
  • Leave Application Report
  • Duty Joining Report
  • Pay Slip
  • End of Service Settlement Acknowledge
  • Appointment Letter
  • Confirmation Letter
  • Increment Report
  • Monthly Employee Attendance
  • Monthly Salary Settlement Details
  • Monthly Salary Statement
  • Loan Report
  • Salary Report
  • Increment Report

Employee Basic Information

Employee Name (Bangia & English Entry facility)

  • Address (Present Address. Permanent Address. Alternative Address entry Facility)
  • Photo upload ( Multi Photo Upload Facility).
  • Salary Break Down ( Automatic)
  • Generated Salary Over Head
  • Bank Information System
  • Piece Rate Based with Weekly Wages Based
  • Education Information System
  • Employment History
  • Employee Family Information Employee Document Attach

Recruitment: The fowling data should enter in ERP software during enter basic information management

  • Job Posting
  • Job Title
  • Job Requisition
  • Source
  • Expired Date
  • Job Title
  • First name
  • Last name
  • Father’s name Required
  • Spouse’s name
  • Mother’s Name
  • Number of Child
  • Nationality
  • Occupation
  • Identification Marks
  • Religion
  • National Id
  • Blood Group
  • Birth Date
  • Birth Certificate No
  • Gender
  • Required
  • Marital Status
  • Required
  • Service Book Number
  • BGMEA No
  • City
  • Postal Code
  • Present Address
  • Permanent Address
  • Mobile No
  • Email
  • Application Date
  • Reference Employee ID
  • Reference Details(External Referee)

Employee Management

  • Keeping records of employee personal, educational, professional data
  • Compensation history, payroll deductions, bonuses, court orders etc.
  • Employee financial information management, such as – Loans, Incentives, and Advances
  • Managing salary structure and making changes to salary records
  • Employee Promotion and transfer

Global HR Settings for Employee Management: The fowling data should enter in ERP software during enter employee information management

  • Skill Types
  • Responsibility Types
  • Termination Reasons
  • Termination Types
  • Position Types
  • Merge Position Types
  • Move Department
  • Employee Leave Types
  • Leave Reason Types
  • Pay Grades
  • Job Interview Types
  • Training Class Types
  • Public Holidays
  • Logistics Types
  • Process Grade And Benifits
  • Report Settings
  • Other Responsibility
  • Salary Setting
  • Empl Misc
  • Employee Content
  • Sewing Section Settings
  • Cutting Section Settings
  • Finishing Section Settings
  • Quality Section Settings
  • Disciplinary Action
  • Leave Approval Setting

Attendance Management

  • Manual Attendance ( Multi search option facility. Date Range wise single attendance)
  • Movement Registered for RMG
  • Duty Roster Process under garment software
  • Define Garment Holiday (Multi Date Handle Facility).
  • Define Weekend for Workers (Multi Day Handle Facility)
  • Benefits Information Attendance Management
  • Tracking daily attendance and Integrating with data from attendance devices
  • Scheduling shifts and managing timesheets
  • Punch In/Punch Out
  • Monthly Attendance Data
  • Employee Attendance Schedule
  • Daily Attendance Data Leave Management
  • Leave application
  • Approval processes
  • Maintaining leave accounts
  • Controlling Leave balances
  • Tracking Holidays
  • Leave Balances

Attendance: The flowing data should enter in software system for attedance

  • Company Id
  • Company Name
  • Location
  • Building Names
  • Registered Employees
  • In Employees
  • Out Employees
  • Present Employees

Leave Management

  • Leave Entry Management
  • Maternity Leave Management
  • Opening Leave Management
  • Leave Year closing Management
  • Auto Generated Leave Application (Bangia & English)
  • Leave Application by Employee Self
  • Leave Approval By Manager and HR
  • Leave application and approval processes
  • End of service and Resign Letter
  • Maintaining leave accounts and controlling leave balances
  • Tracking holidays
  • Tracking daily attendance and Integrating with data from attendance devices
  • In & Out Time
  • Shift Information
  • Employee Assign in shift

Leave Management: The fowling data should enter in ERP software system for loan management

  • Employee Id
  • Leave Category
  • Leave Type
  • Leave Duration
  • From Date
  • To Date
  • Description
  • Name
  • Organization
  • Reason
  • Leave Duration
  • Status
  • Action
  • Approver
  • Remarks
  • Submit Detail

Payment Management

  • Salary Process Facility Management
  • Salary Adjustment Entry Facility Management
  • ManualOJ Entry Facility
  • Bonus Process Facility Management
  • Increment Entry Facility
  • Electronic S Development

EOT Cost Data: The fowling data should enter in ERP software system for OT and EOT management

  • Add EOT Floor
  • Floor Name
  • Floor Manager Name
  • Sequence No
  • Add EOT Section
  • Floor
  • Section Name
  • Daily EOT Report
  • Company
  • Entry Date
  • Daily EOT Summary Report
  • Reports
  • Salary Approval
  • Joining Salary
  • Section Hour No
  • EOT Man
  • Tiffin Man
  • Total Eot Cost
  • Total Tiffin Cost
  • Remarks

Loan Management

  • Loan Entry Facility Management
  • Payback Schedule Facility
  • Early Adjustment Entry Facility
  • Job Separation ( Multi Employee Separation Facility)
  • Job Reactivation ( Multi Employee Reactivation FaCility)
  • Resource Allocation Management
  • Item Issue Entry Facility Management
  • Item Return Entry Facility
  • Disciplinary Information under garment software Management
  • Employee Pick & Drop Management of clothing software
  • Policy Tagging With Employee of textile erp

Loan Management: The fowling data should enter in ERP software system for loan management

  • Employee Name
  • Loan Effective Date
  • Loan Amount
  • Loan Period (Months)
  • Monthly Installment Amount

Payroll Management

  • Pay Scale
  • Pay Grade
  • Pay Item (Basic, House Rent, Transport , Tax etc)
  • Employee Salary Setup
  • Employee Salary Process
  • Salary deduction system as per present
  • Pay Slip
  • Provident Fund
  • Vat and Tax Calculation
  • Employee Bonus Payment
  • Compensation history,
  • payroll deductions,
  • bonuses,
  • court orders etc.

Logistics: The fowling data should enter in ERP software during enter basic logistics management

  • Logistics Type
  • Employee ID
  • Issued Date
  • Lost Date
  • Is Active
  • Item
  • RFID NO
  • Inform Date
  • Reason of Re-Issue
  • Required
  • Charge Amount
  • Quantity
  • Description

Education Management

  • Education history,
  • Training history ,
  • Extracurricular activity history ,
  • Skill set records
  • Reference records Import Hired Applicant Directly Into Employee Data Employee Data
  • Keeping records of employee personal info
  • Job History
  • Educational ,
  • Professional Data
  • Joining Information
  • Promotion and transfer history
  • Equipment ,
  • Resource Tracking

Education Qualifications : The fowling data should enter in ERP software for education management

  • Exam Title
  • Status
  • Verified Status
  • Qualification Desc
  • Party Qual Type Id
  • Pass Year
  • Title
  • Department
  • Department In
  • Board
  • Board In
  • Scale
  • Division
  • Employee ID
  • Institute
  • Exam Title
  • Required
  • Passing Year
  • Result

Employee Training Management

  • Course and Course Event Tracking
  • Participant Roles
  • Fee Tracking Documents
  • Company policy and procedures
  • HR Forms Applicant Tracking
  • Recruitment
  • Workflow requisition
  • Approval and short listing
  • Finalization and offer
  • Interview and test results

Training :The fowling data should enter in ERP software system for training management

  • Employee ID
  • Training Class Types
  • Reason
  • Employee Name
  • Training Request Id
  • Training Class Types
  • Work Effort Id
  • From Date
  • Thru Date
  • Approver Party
  • Approver Status
  • Reason EmployeeId
  • Update Detail

SkillTest

  • During Skill Test the following data should enter in ERP System
  • Application Id
  • First Name
  • Last Name
  • Father Name
  • Spouse Name
  • Application Date

Medical Test

  • Application Id
  • First Name
  • Last Name
  • Father Name
  • Spouse Name
  • Application Date

Organization

  • Section Name
  • Group Name
  • Current Employee
  • Budget
  • Position Name
  • Empl Position Id
  • Budget
  • Active Employees

Employee Exit Management

  • Exit interview details and know the reasons for attrition,
  • Manage final clearance of employee from various departments ensuring that employee has completed all formalities.

Security

  • Application Id
  • First Name
  • Last Name
  • Father Name
  • Spouse Name
  • Application Date
  • Security Group ID
  • Description
  • Permission Id
  • Description

Employee Appraisal Management

  • Integration with job description Employee Appraisal
  • Competencies
  • Goal setting
  • Score calculation
  • Analytics
  • Training Need Information
  • Promotion

Performance Appraisal: The fowling data should enter in ERP software system for performance appraisal management

  • Ability to plan
  • Organize
  • Execute
  • Meet deadline
  • INITIATIVE
  • Drive
  • Energy
  • Self starter
  • Problem solver
  • PEOPLE MANAGEMENT
  • Team player
  • Leader
  • Develops subordinates
  • Disciplined
  • COMMUNICATION
  • Ability to articulate
  • Persuasive
  • Supportive
  • Confident
  • CONCEPTUAL DEPTH
  • Vission
  • Long team planning
  • Versatile
  • Creative / Innovative
  • OVERALL BUSINESS ASPIARATION
  • Technical basics
  • Financial knowledge
  • Strategic priorities
  • Customer driven

KPI Management

  • KPI
  • KPI Info
  • KPI Assign
  • KPI View daily
  • KPI View Monthly
  • KPI Result Reports
  • Employee Current Status
  • Employee Attendance Report
  • List of Employees
  • Salary Sheet by Cash Payment
  • Salary Sheet by Bank Payment
  • Leave Application Report
  • Pay Slip
  • Bonus Statement
  • Salary Certificate
  • Monthly Employee Attendance
  • Monthly Attendance Details
  • Monthly Salary Settlement Details
  • Month Attendance Report

Disciplinary Action

  • General Disciplinary Action
  • Action Type
  • Employee Id
  • From Date
  • To Da
  • Employee Id
  • Action Type
  • Suspension From
  • Suspension To
  • Reason Of Action
  • Date Of Issue
  • Max Response Time
  • Last Date Of Response
  • Complainer
  • Name Of Compliance
  • Lefty
  • Issue Date
  • Letter Type
  • Is Printed
  • Employee Id

Engr. Khondakar Mashiur Rahman,
Certified Echotech Garment CAD Professional-China, Aptech-India, NCC-UK
B.Sc. in CIS- London Metropolitan University,
M.Sc. in ICT-UITS.
Auto Sales Team Phone: +88 01792525354
Email: sales@autogarment.com Cell: +88 017 92 52 53 54