Practice of Human Resource Management in Global Group..pdf

Faculty of Business Administration
Daffodil International University-(DIU)
INTERNSHIP AFFILIATION REPORT ON
“Human Resource Management
Practices of Global Labels (Bangladesh) Ltd.”
An Internship Affiliation Report Presented to the Faculty of Business
Administration in Partial Fulfillment of the requirement for the Degree of
Bachelor of Business Administration (BBA)
Supervised By:
Dr. Sheikh Abdur Rahim
Associate Professor
Submitted By:
Md.Faisal Islam Shabuj
Id: 171-11-5418
Major: Human Resource Management
Batch:46th
Date of Submission: January30th 2021

© Daffodil International University P a g e | i
Transmittal Letter
Date- 26-11-20
To
Dr. Sheikh Abdur Rahim,
Associate Professor
Faculty of Business & Entrepreneurship
Daffodil International University
Sub: Report on “Human Resource Management Practices of Global Labels (Bangladesh) Ltd.”
Honorable Sir,
It is my great satisfaction to proposition you my report’s on “Human Resource Management
Practices of Global Labels (Bangladesh) Ltd.” as a partial requirement of my BBA program which
was a three months internship program. I have afforded my supreme to finished this report thoroughly
following the guidelines given by you and thoughtful topic. I believe that the report has onward both of
my practical perception and theoretical knowledge to a great extent. So, I am appealing and prospect
that you would be kind enough to received my report.
Best Regards,
Id: 171-11-5418
Program: BBA
Major: HRM

© Daffodil International University P a g e | ii
Student’s Declaration
I declare that the internship report on “Human Resource Management Practices of Global Labels
(Bangladesh) Ltd” submitted by me to Daffodil International University in part fulfillment of the
condition for the degree of Bachelor of Business Administration is a unique work.
I further affirm that the work reported in this internship report is based on my own experience and hard
work. The report is actual and full the report has been introduced to any other University/institution for
any degree or any other project.
Id: 171-11-5418
Program: BBA
Major: HRM

© Daffodil International University P a g e | iii
Latter of Acceptance.
This is to certify that the work entitled “Human Resource Management Practices of Global Labels
(Bangladesh) Ltd” is an authentic work by MD.Faisal Islam , ID: 171-11-5418, Major in Human
Resource Management, Department of Business Administration, Daffodil International University,
formulated his internship report under my guidance and submitted for the partial fulfillment of the
requirement for the degree of Bachelor of Business Administration (BBA) from Daffodil International
University (Main Campus). The report is recommended for submission
I wish every success in her life.
Associate Professor
Department of Business Administration.
Faculty of Business & Entrepreneurship

© Daffodil International University P a g e | iv
Daffodil International University Library Daffodil Tower, (DT)-3, 3rd Floor 102/1, Shukrabad,
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Library Confirmation Form
Name of the Student Md.Faisal Islam
Student ID 171-11-5418
Group Yes No
Group IDs
1. Project Title
2. Internship Title Human Resource Management Practices of Global Labels
(Bangladesh) Ltd.
Submission of Soft Copy of Reports Yes No
Name & Designation of the
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Internship Supervisor
Signature of the Internship Supervisor
Associate Professor
This is for your kind information that the management of DIU has decided to receive students’
Project/Thesis/ Internship Reports by DIU Library through this email
(projectreport@diu.edu.bd) to check Plagiarism by Turnitin Software before submitting to the
departments. Students have to submit a plagiarism checking report provided by the DIU library
with their Project Report/ Thesis to the respective departments.
Acceptable range of plagiarism at DIU has been settled as follows:
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© Daffodil International University P a g e | v
Acknowledgement.
First of all, I am thankful to almighty Allah for giving me opportunity to complete this internship paper
successfully. I would like to thank Dr. Sheikh Abdur Rahim, Associate Professor Daffodil international
university Without his cooperation It can’t be done to be a successful report. I would like to give special
thanks to JOSHIM UDDIN AHMED (CEO) of global label LTD in order to complete my Internship
here.
I would like to show my special gratitude towards the executives who have contribute their valuable
thoughts and time for successfully making these reports.
1.Md Atik Ullah Siddiquee
(Sr. Executive -Hr. Admin & Compliance.)
2.Chandan Costa
(Accounce Executive)
I am also grateful to all the folks at of Global Labels (Bangladesh) Ltd, for their serious cooperation,
So that I can make the report best possible way. Without their support these would not have been
possible to finish.

© Daffodil International University P a g e | vi
Table of Contents
Topics Pages
Transmittal Letter i
Student’s Declaration ii
Letter of Acceptance iii
Library Confirmation Form iv
Acknowledgement v
Table of Contents vi-vii
Executive Summary 1
Chapter 01: Introduction (1-4)
1. Introduction 3
1.2 Background 3
1.3 Scope of study 3
1.4 Objectives of the Study 4
1.5 Limitations of the study 4
Chapter 02: Methodology of the study (5-6)
2.1 Data collection technology` 6
2.2 Primary Source 6
2.3 Secondary Source 6
2.4 Data Source 6
Chapter 03: Human Resource Management practices of Global Labels
(Bangladesh) Ltd.
(7-8)
3.1 Introduction to Organization 8
3.2 Background of Global Labels (Bangladesh) Ltd. 8
3.3 The Vision and Mission Statement of Global Labels (Bangladesh) Ltd. 8
3.4 Core values of Global Labels (Bangladesh) Ltd. 8
3.5 Board of directors of Global Labels (Bangladesh) Ltd. 8
3.6 Product of Global Labels (Bangladesh) Ltd 8

© Daffodil International University P a g e | vii
Chapter 04: Human Resource Management Process Global Labels
(Bangladesh) Ltd.
(9-15)
4.1 Human Resource Process 10
4.2 Human Resource Planning 10
4.3 Recruitment and Selection Process follow by Global Labels
(Bangladesh) Ltd.
11
4.3.1 Recruitment 11
4.3.2 Selection 12
4.4 Orientation 13
4.5 Training & Development 13
4.6 Performance Appraisal 14
4.7 Compensation and Benefits 15
Chapter 05: Problems, Recommendations and Conclusion (16-19)
5.1 Findings of the study 17
5.2 Recommendations 18
5.3 Conclusion 19
Chapter 06: References (20-21)
6.1 Reference 21

© Daffodil International University P a g e | 1
Executive Summary
Global Labels (Bangladesh) Limited is registered in the Register of Companies and Enterprises in
Dhaka and started its activities in Bangladesh since 2009. The partners of SAFISA company have been
doing the same activities in Spain for 100 years and in two other companies GL FABRICS LIMITED,
Bangladesh & WARRENTY RIBBON (M) SDN BHD, Malaysia for a long time. Global Labels, based
in Spain, has a production plant and commercial operation in Barcelona, Mataro and Manresa in Spain,
Vila Das Aves (Santo Tirso) in Portugal, Shanghai and Dongguan in China, Hong Kong, Malaysia,
DEPZ, Saver, Dhaka in Bangladesh and various countries. They provide accessories for the world
famous brand Zara, Bershka, Stradivarius, Nautica, Vans, Chaps, Sfera, Desigual, Nike, Adidas, etc. as
a designated and recommended supplier for Carrefour in Spain, Portugal, Morocco, Egypt, China and
Thailand. , Vietnam. , Holland, Germany, Italy, Romania, Turkey, United Arab Emirates, Pakistan,
India, Bangladesh and various countries. Global Labels (Bangladesh) Limited has facilities equipped
with advanced machinery and supported by an efficient and oriented human resources team. This
company started production with the firm determination to manufacture clothing accessories of
international quality. The management decided to diversify into the production of ready-to-wear.

Chapter 01:
Introduction

Introduction:
Human resource management is the procedure for managing the workforce in an institute for using a
company's human resources to achieve impartial governance. This does responsible for acquiring the
right people with the right skills for the job and increasing to achieve the Goal or corporate objective.
HRM is planned and
intelligible attitude towards the administration of the best valued properties of an institution.
It also has dual role in an organization, first as a factor of production and second as a driving force for
other factors of production. Which Create other operational and productive factors. People are the most
valuable asset of an organization.
So, we can say that Human Resources Management is the process of recruiting people for the
organization and build them as an asset through training and development to achieve organizational
objective.
1.1 Background of the study:
For making these internships report my supervisor selected me with the topic “Human resource
management practice of global label limited Bangladesh” for completing these reports first of all I had
to analyze all the types of training and developments methods provide by authorities. However due to
privacy policy all the necessary information couldn’t be achieved, the report has been prepared by using
the limited data which provide by the permission of BEPZA and global group authority during the time
of internship period. All the official documents such as schedule of training programmed were used to
collect detailed information about the topic & intensity of the trainings the additional data from internet
has a great helping source for completing these. All the products Other sub-bands or customer
information were collected from the internet.
1.2 Scope of the study:
During the time of internship at Global Labels (Bangladesh) Ltd almost all desks have been targeted
for this internship program. I need to get detailed from global group, for that reason, But I have been
put in there. due to the overall structure, I had to work there as a daily job, in particular desk work and
go for workers inspection, file management, preparing salary sheet etc. In that short time, I try my
best for all the hr. & compliance activity and rules and control related activity there.

1.3 Objective of the study:
The report has been accompanied with the following objectives, which are given below:
▪ Analyze the recruitment and selection process of Global Labels (Bangladesh) Ltd.
▪ Explain the training methods followed by Global Labels (Bangladesh) Ltd
▪ Represent in the performance appraisal process of Global Labels (Bangladesh) Ltd;
▪ Explain the compensation and benefits provided by Global Labels (Bangladesh)
1.4 Limitation of the study:
There is a limitation that I had to contend with in completing this report.
▪ Lack of data availability
▪ The organization works very hard with its regular activities. Therefore, needs cannot
▪ to be involved.
▪ Some staff of Global Labels (Bangladesh) Ltd. don't bother to deliver
▪ The data.
▪ Most of the data on the related subject for this purpose has been secreted from the point
▪ Improper mixture among various departments
▪ Three-month time is not proper to perfectly represents on this task.

Chapter 02:
Methodology of the study

2.1 Data collection technology
The report is exploratory and quantitative in nature. The report was prepared on the basis of the two
sources, primary, and secondary data. The sources are described below:
2.2 Primary Source:
▪ Training & Development documents
▪ Employees from Global Labels (Bangladesh) Ltd
▪ Face to face communication
2.3 Secondary Source:
▪ Annual Report of Global Labels (Bangladesh) Ltd
▪ for writing organization overview from training documents.
▪ Web site of Global Labels (Bangladesh) Ltd is as follows as a secondary source of information
2.4 Data source:
▪ Some article
▪ Others website
▪ Training Documents.
▪ Human Resource Department Files Data

Chapter 03:
Human Resource Management practices of
Global Labels (Bangladesh) Ltd.

3.1 Introduction to Organization:
This Company has started Production with a firm determination to manufacture international quality
garments accessories. The management has decided to diversify into Production of ready-made
garments.
3.2 Prime Customers:
*Zara *Bershka *Stradivarius *Vans *Pull & Bear *Carrefour *Sfera *Desigual *Nautica
3.3 Background of Global Labels (Bangladesh) Ltd:
Global Labels (Bangladesh) Limited registered at Registrar of Joint Stock Companies and Firms in
Dhaka
It’s started commercial operation in Bangladesh since 2009. The partners of the Company SAFISA
are rendering same business in Spain for 100 years and another two company GL FABRICS
LIMITED, Bangladesh & WARRENTY RIBBON (M) SDN BHD, Malaysia since long time. Spain
based Global Labels has a commercial operation and Production plant in Barcelona. They are
supplying accessories for world renowned brand Zara, Bershka, Stradivarius, Nautica, Vans, Chaps,
Sfera, Desigual, Nike, Adidas etc. as a nominated supplier and recommended for Carrefour to Spain,
Portugal, Morocco, Egypt, China, Thailand, Vietnam, Netherland, Germany, Italy, Romania, Turkey,
UAE, Pakistan, India, Bangladesh and different countries. Global Labels (Bangladesh) Limited has
the facilities which are equipped with state-of-the-art Machineries and are backed up with a team of
efficient and oriented human resources. This Company has started Production with a firm
determination to manufacture international quality garments accessories. The management has
decided to diversify into Production of ready-made garments.
3.4 Commitments of Global Labels (Bangladesh) Ltd:
▪ Establishing good relationship with valued customers.
▪ Manufacturing garments accessories that consistently meet international standards.
▪ Delivering consignment according to the terms of the customers’ orders, with regard to
deadlines and other such condition.
▪ company is committed to provide the best quality of products, competitive prices & prompt
delivery to their valued clients.
3.5 Core values of Global Labels (Bangladesh) Ltd:
The values that Global Labels (Bangladesh) Ltd intends to continue to exercise are as follows:
▪ Trustworthy
▪ Reliable
▪ Professional
▪ Dynamic

Chapter 04:
Human Resource Management Process
Of Global Labels (Bangladesh) Ltd.

4.1: Human Resource Process:
The HR practices that are the basis of management are the following: Human resources planning
▪ Recruitment
▪ Selection
▪ Orientation
▪ Formation and development
▪ Performance evaluation
▪ Benefits and compensation
It is a continuous process organization to select and develop the careers of employees for the
company.
survival in a competitive market. The details of these terms discussed below:
4.2: Human Resource Planning
Human Resource Planning is the procedure of forecasting the coming human resource necessities of
the association and defining as to how the present human resource volume of the association can be
developed to achieve these desires. It is called HRP procedure which helps the administration of the
organization in meeting the future claim of human resource in the association. It is only after proper
investigation of the HR requirements can the process of staffing and collection be started by the
organization. Too Human Resource Planning is vital in fruitfully achieving the plans and aims of
institute. An HR Planning procedure normally includes the following fundamentals:
Current HR Source: How many workers and employees are working in recent days and availability
of the employee.
Future HR Demand: HR department Analysis of the future workforce requirements of the Global
Labels (Bangladesh) Ltd. goal achievement.
Demand Forecast: Global Labels (Bangladesh) Ltd. publish the demand forecast to match the
present source with the upcoming request of HR and make an ultimate prediction.
HR Finding Strategy and Application: After studying the gaps in the HR source and claim of
Global Labels (Bangladesh) Ltd. the HR and admin department

4.3: The recruitment & selection process are followed by Global Labels (Bangladesh) Ltd.
The HR department of Global Labels (Bangladesh) Ltd. mainly follows professional HR policies, it’s
followed most of the organization. Global Labels (Bangladesh) Ltd. maintain government provided
labor lows. Human resource department
4.3.1: Recruitment
In the recruitment process Global Labels (Bangladesh) Ltd. mostly follow standard process that helps
organization gets valuable employee who can add value to achieving company goals. The procedure of
judgement and acquisition the top capable candidate for a job initial timely and cost-effective way. The
staffing process contains analyzing the requirements of a job, charming staffs to that job, screening and
selecting candidates, hiring, and participating the fresh employee to the group. Global Labels
(Bangladesh) Ltd. believe that recruitment is the step where an organization conduction basic steps for
hiring people.
Steps followed by Global Labels (Bangladesh) Ltd.in the Recruitment process:

Internal Source: For new or existing post Global Labels (Bangladesh) Ltd. first looking for internal
source. Because existing employee is familiar with organization works and environment so company
don’t have to give to many concerns about the condition.
Advertisement of a job vacancy: Most of the employee recruited in Global Labels (Bangladesh) Ltd.
Through advertising vacancies advertisement. It’s the way company advertisement for outsiders and
ask for apply for the post. Global Labels (Bangladesh) Ltd. advertisement published through newspaper,
online jobs circular, company website, reference from the existing employee, employment agencies and
consultants.
Short list through scanning application: After application deadline Global Labels (Bangladesh) Ltd.
HR and Admin department start to shortlisting applicant. Shortlisting process is judge through
educational qualification, job experience, reference etc.
4.3.2: Selection As a garments industry Global Labels (Bangladesh) Ltd. follow below
select process to hire their employee for the job.
1: Preliminary interview: Global Labels (Bangladesh) Ltd. call for preliminary interview before set
for the written exam. The selection procedure is starting with this step where the completely unfitting
candidate is rejected. the association is saved from the costs of handling the candidate through the
lasting stages of selection. The applicants who permit this stage are only requested to fill the application
form.
2: Conduct written test: HR and Admin department take written examination for those shortlisted
candidates. These exams are done to checked the skill of the applicant. These exams differ from
association to association and variation as per the necessity of the specific work. These assessments are
intellect assessments, skill assessments, trade assessments, attention assessment, personality
assessments etc.
3: Employment interview: This is the last interview before give appointment letter to the deserve
applicant. The applicants who succeed the above exams are entitled for the employment interview. This
interview is done to get extra data about the candidate, to give him the real picture of what is vital from
him, to check the message ability of the applicant etc.
4: Checking references: In Global Labels (Bangladesh) Ltd. reference from existing employee of the
organization get most preference. Earlier choosing the employment, the future worker generally looks
out for the referees given by the applicant. To check about the applicant’s earlier record, character, laws
record etc.
5: Physical test: Physical condition of an employee to work selected field need to judge before
appointed him/her. The administrations favor medical check to be invited of the somebody to avoid
time and spending on the physically unfit person. Occasionally the association may ask the applicant to
get them observed from the medical expert.

6: Final choice: Global Labels (Bangladesh) Ltd. conduct all these steps to selected the candidate lastly.
He is fixed by distributing appointment letter. Primarily he is appointed on probation basis after
conclusion his work suitable he is appointed as permanent employee of the association or otherwise he
may be terminated.
4.4: Orientation:
If Global Labels (Bangladesh) Ltd. select big amount of employee or workers at a time they arrange a
get together meeting. In this meeting organization reveal all rules and regulation employee and workers
need to know for continuing their job.
This are the main reason Global Labels (Bangladesh) Ltd. conduct orientation program
1. Induction of a fresh worker to his job and the group
2. A package calculated to help personnel fit easily into an association; also called socialization.
3. Inform them what is their responsibilities are
4. Rules and regulation need to follow working under Global Labels (Bangladesh) Ltd.
5. Compensation and benefits employee will get form the organization
6. Working department and collogue introduction
7. Safety and neatness rules, they need to follow
8. Introduce employee to their responsibilities
2.4: Training and Development Global Labels (Bangladesh) Ltd.
4.5: Training and Development
process is structured and mostly on the job training. Whenever organization recruit new people for the
work, they provide training as apprentice under some of the existing experienced employee. It confirms
constant skill progress of personnel working in association and familiarizes procedure of knowledge for
rising awareness to work. Training and Development is the basis for gaining quality production from
staffs. Training and Development is an organized package with dissimilar methods considered by
experts in specific job. It has developed most public and nonstop job in any association for informing
skills and information of staffs in accord with changing environment.
Global Labels (Bangladesh) Ltd. purpose of Training and Development for new recruits-

1. Increase the ability of companies to accept and use technology fees appropriately
trained staff.
2. Build an extra-active and extremely motivated group that improves organization.
competitive location and progress in worker morale.
3. Confirmation of adequate human resources for the development of new plans.
4. Improve job skills.
5. Help the new hire to accept and use improvements in technology due to a
adequately educated workforce
6. Structure an effective, active and very interested group that will help new employees to work.
2.4.1: Training Methods: There are two training method followed most of the organization Global
Labels (Bangladesh) Ltd mostly follows on the training method. Because they got many experience
employees who working in their organization. So new recruits can learn for them properly. It’s also
decrease cost and time of training.
On the Job Training: When a new recruit joins Global Labels (Bangladesh) Ltd they employ them
someone experience. The new recruit can follow the experience one and get idea from him. Member
training at the habitation of work while he is doing the real job. Typically, an expert trainer assists as
the course teacher using hands on training often maintained by official training. Observing experienced
collogue work also on the job training. Global Labels (Bangladesh) Ltd on the job training includes –
observation of work, work practically in field, watching the process of work in visual basis etc.
4.6: Performance Appraisal:
Global Labels (Bangladesh) Ltd judges its employees through the performance appraisal process. They
conduct a performance review over a six-month period. All employees in the organization are the same
value through the performance process. Performance evaluation is the organized evaluation of
staff performance and knowing a person's capabilities for further development.
Objective of performance evaluation are-
1. Find the strengths and weaknesses of the staff to put the right men in the right job.
2. Continue and evaluate the probable present in a person for further progress and development.
3. Inform employees about their performance and related status.
4. Review and maintain promotional and other training program.
5. Maintain and evaluate the potential present in a person for further growth and development.

4.7: Compensation and Benefits
Compensation and benefits are close to managing the employee's spending budget, establishing
performance values, establishing transparent return rules and presenting modest benefits to staff. The
Institute, with employees' dynamic compensation and benefits motivations, they achieve the
staff performance and reward amazing performance. The compensation and benefits section
monitor the external labor market and improve the institute's personnel cost budget.
Different types of compensation that the organization provides are-
1. Basic payment
2. Charges
3. Payment of general expenses
4. Additional bonuses, distribution of billing, payment by merit
6. Transportation subsidy / house rental subsidy
7. Different types of benefits that the organization provides to its employees
8. Insurance, Medical, Vacation, Paid Leave
9. Work break and lunch break
10. Free meals
11. Allowance for travel, meals and accommodation
These are the main elements that an organization must follow in the human resources process to execute
organization correctly.

Chapter- 05
Problems, Recommendations
& Conclusion

5.1: Findings of the Study
The following issues have been identified: -
1.Global Labels (Bangladesh) Ltd follow good job analysis policy. They do perfect job description and
job specification.
2.Global Labels (Bangladesh) Ltd has a very strong and effective human resource planning policy. They
Trust that Human Resources provide the company with an important competitive advantage in terms of
awareness and skills.
3.Global Labels (Bangladesh) Ltd has a very effective training and development policy. They offer
training the staff attending to the needs of the institute. Therefore, employees have the opportunity to
improve their current services or specific growth services which, in turn, will help them to
about fresh parts. Global Labels (Bangladesh) Ltd provides classroom conference training,
seminar, audiovisual training, etc.
4.Global Labels (Bangladesh) Ltd uses different and effective performance evaluation methods. They
give focus more on the show than the length of service. The group links with the workforce separately
and distributes all the necessary data about their presentations and also describes their specific roles.
5.Global Labels (Bangladesh) Ltd is well paid compared to other RMGs. Global Labels (Bangladesh)
Ltd, shows the salary table, declared by the government for newspaper staff. Global Labels
(Bangladesh) Ltd is even in providing his men with their overhead and has a regular payment status. It
also offers tips and provident funds to all employees. as well They give two additional festival bonuses
to all employees each year.
6. The recruitment process for Global Labels (Bangladesh) Ltd is time consuming and expensive. Too
misuse of reference power. There is no substitute form of hiring policy, such as work, over time, work
turning, outsourcing, etc.
7. Global Labels (Bangladesh) Ltd.’s compensation package is not attractive to retain qualified
employees. Under the direct compensation system Global Labels (Bangladesh) Ltd offers almost all
kinds of compensation, but the indirect compensation system should offer something new.
8. They have a dearth of highlighting research and development, which means they continue to promote
the technology work procedure finished but not taking enough care of the growth of the worker and his
request.
9. They use the traditional promotion policy. They maintain a vertical and horizontal promotion
policy. They can use those modern promotion policies like social media, online marketing, etc.

5.2: Recommendations
After analyzing the recruitment and selection processes of Global Labels (Bangladesh) Ltd., it has been
recognized that they are achieving decent standards for hiring and choosing the right staff and worker
for your institute. To be a moral not perfect for this modest RMG division market, they have to allow.
For that reason, there are some references that I would like to propose:
1. 1.For factory level workers, Global Labels (Bangladesh) Ltd needs a better compensation
policy.
2. Because the main production is carried out by workers at the factory level and they need to
exploit through better wages and compensation offers.
3. 2.For employee development, Global Labels (Bangladesh) Ltd must develop clean standards
and
4. research and development system in the future. Continuous development of existing employees
helps organization for long business survival.
5. 3.For internal recruitment, Global Labels (Bangladesh) Ltd must oversee "succession planning"
6. method, particularly for those supports that tend to drive. This method will help Global Labels
7. (Bangladesh) Ltd to escape the additional training charge that will happen if they hire a worker
from
8. external.
9. 4. Global Labels (Bangladesh) Ltd. Staff team should study the consistency and robustness of
the
10. techniques they use as part of the selection procedure. This means that collection approaches
must
11. be reliable and quantify what they are in the future to measure
12. 5.A performance exercise could be useful if the employer wishes to assess candidates verbally
13. message services. They can improve their employee evaluation system by following the
14. world. Companies should be aware of the option of discrimination that occurs during all steps
of the
15. selection procedure and do everything possible to mitigate this hazard.
16. 6. A short list along with job-related standards is a key main step in the collection procedure.
Yes
17. the company carries out the pre-selection efficiently, this means that it will be essential to
interview
18. and examine one of the most suitable applicants for the role.
19. 7.Global Labels (Bangladesh) Ltd must hire staff with minimal computer data that modest profit
for them from the opposition.

5.3: Conclusion
At Global Labels (Bangladesh) Ltd there were no fights between employees and bosses since I've been
work here. Global Labels (Bangladesh) Ltd strictly follows the rules and regulations imposed by
Instruction 1 and 2 of BEPZA and 2006 Amendment to Bangladesh Labor Law for 2013.
Communication between HR departments with all additional departments was pretty good and they
help each other to follow the path taken by the CEO to fulfill the duty. They are working on a new
development again. Where all departments are working together to start the project as soon as possible.
In addition to Global Labels (Bangladesh) Ltd has the following flat action capabilities as Producer
Opinion to execute the Complete factory, fire safety method, sufficient volume of top and concealed
water tank, electrical excellence rope with circuit breakers, insulated toilets for male and female
employees, enough delivered by installing ceiling fans, exhaust fans, large windows, factory facilities
are continuously tidy and clean, they did not have child labor, Doctor and Nurse are delivered to take
care of the health of the employees, Canteen, Nursery and Work Study Center Workers, etc.

Chapter- 06
References:

References:
▪ Profile of Global Labels (Bangladesh) Ltd.
▪ Books – Fundamentals of HRM by – Descenzo
▪ Human Resource Management By – Dr. Ataur Rahman
▪ An Overview of. Global Labels (Bangladesh) Ltd. Retrieved form Zlothing:
https://www.zlothing.com/listings/global-labels-bangladesh-ltd/
▪ Recruitment. (n.d.). Retrieved from wikipedia.:
https://en.wikipedia.org/wiki/Recruitment_11._recruitment-and-selection-policy._(n.d.).
▪ Retrieved from Quora.com:
https://www.quora.com/q/hremployerbranding?q=recruitment
▪ Recruitment-process. (n.d.) Researchgate.com:
https://www.researchgate.net/search?q=recruitment

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