human resource reward

8/6/2019 Human Resource Reward

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Establishing Rewardand Pay Plans


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Chowdhery Farhat Nazia: - 083452030Hummaira Hossain: - 083515030Musfiqul Islam: - 083753030

SUBMITTED TO-MD.MUJIBUL HOQUE (MJB)RESPECTABLE FACULTY MEMBERS OF

HUMAN RESOURCE MANAGEMENT(HRM),MGT-351


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Established in 1985 Moonlight garments Ltd.(BD) Ltd. Is a

Bangladesh based ready-made garment trading company

specialized in supplying large-scale customers like discounters,price aggressive retail chains and specialty stores. A moonlight

garment Ltd. concentrates its production on one of the key

procurement markets Bangladesh. This Company is also the

sister company ofKhaled Group of Companies.

Moonlight Garments Ltd. Main products are women; mens and

children have woven T-shirts, blouses/shirts, jeans, casual

pants, jackets and sleepwear.


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The other things that Moonlight care about

QUALITY CONTROL

PRODUCT SAFETY

SOLUTION

PRICE


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1. Extrinsic Rewards:

Preferred office finishing

Preferred parking spaces

Assigned parking spaces

Preferred work assignments

Business cards Own secretary


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In the moonlight, garments the performance appraisal is doneby the HR officer. They have a process of appraisal. They dothe appraisal for the employee and every six months they dothe appraisal for the worker. Because the worker of themoonlight garments change every month, cause they leavethe organization or the organization sack them. Therefore,

for the measurement of the new employee or the currentemployee they have to evaluate their worker performancein the work.

For evaluating the worker performance, they have their wonevaluation shit, or the performance Shetland this workershit is recorded or evaluated by separate HR officer. Inaddition, the performance method they usually follow, in

the individual ranking, behavioral observation scales, andthe essay evaluation combaindly. Sentiments of worth feltbe the employee. In an attempt to save money, employersmay opt to freeze salaries or salary levels at the expense ofsatisfaction and morale, Conversely.


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Employer wishing to reduce employee turnover may seek to increasesalaries and salary levels.

Compensation may also be used as reward for exceptional jobperformance. Examples of such plans include: bonus, commissions,

stock, and profit sharing, gain sharing.

Compensation will be perceived by employees as fair if based onsystematic components. Various compensation systems have developed

to determine the value of postions.these systems utilize many similar

components including job descriptions, salary ranges/structures, and

written procedures.


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1.Fair labor standard Act 1938(FLSA):This act isestablished laws outlying minimum wage,

overtime pay and maximum hour requirements

for most U.S workers, and which is also followedin Bangladesh also.

2. Equal Pay Act: Passed in 1963, this actrequires equal pay for the equal work. Which is

followed in Bangladesh as well as.


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Compensation may be used to:

Recruit and retain qualified employees

Increase or maintain morale/satisfaction.

Reward and encourage peak performance.

Achieve internal and external equity.

Reduce turnover and encourage company

Modify (through negotiations) practices ofunions.


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In the Moonlight garments there are 18000-worker work for

them they have there pay structure according to the

government ruels,and the labor wages law. and the wages are

describing bellow:

Wages: every worker for 8 hour,6 days a week in month have to

work, and it call the basic work and they will get for the basic

salary 3500/-

Compensation of over time: - overt 8 hour work in working dayis calling the overtime work. And for that they will get 33.64/-

per hour. If any worker does the work over 12 then he/she will

get 403.8/- taka. But no worker can work more then 54 hour in

a week as overtime.


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The total wage:- every worker will get 60% of his/her basessalary as a house rent, and medical allowance(fixed)200/- taka.

So as a total he/she will get 4750/- taka.

Time card:- for every worker they have their own time card.In these card workers in and out from the work times recorded,

and the organization timekeeper will give his/her sign to the

time card according to the time, and there or workers wages

are calculated by there time card.


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Like every other organization run their benefit program

with their own rule.

If the worker working duration is 1 year over then he/she

will get 100% bonus.

If the worker working duration is 6 months over then

he/she will get from the basic.

If the worker working duration is 3 months over then

he/she will get 1/8 from the basic.

If the worker working duration is lower than 3 years he/she

will get 1/16 from the basic, but the lowest bonus for the

new worker is 100/- taka.


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Travel allowance: the Moonlight garments give travel allowanceto the officer but not to worker, for the officer the garmentshave their own bus, because the worker amount is huge so it isquite impossible to give the travel allowance to the worker or

give them the transportation service.

Meal allowance: for the meal the organization officer has theirmass meal system, but worker have to brief their own mealfrom their home

Housing allowance: their housing allowance are given for theworker good accommodation, and also to their officer, for theworker is 30% of their basic salary, following in rules ofgovernment, and for the officer it is 60% of their basic


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If the organization wants to sack or fire the worker the they

will give the notice to the worker 120 days before. Or beside

notice the organization give 60 or 120 days salary to the

worker. If any worker wants to leave the organization thenhe/she must give notice to the organization to the authority.

But this situation he/she will not get any allowance and for the

officer the rules is little deferent, but the officer must give the

30 days notice before leave the organization, and all his/her

account of payment is cleared with allowance, but if the

organization sack him/her from the work the organizations just

give his/her total salary but not any extra allowance.


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Designation salary range

GM 80,000-120,000(TK) (Per Month)

AGM/DGM 60,000-80,000(TK) (Per Month)

SR.MANAGER 40,000-60,000(TK) (Per Month)

MANAGER 30,000-40,000(TK) (Per Month) DM 25,000-30,000(TK) (Per Month)

AM 20,000-25,000(TK) (Per Month)

LINE CHIEF 10,000-12,000(TK) (Per Month)

SUPER VISOR 8,000-10,000(TK) (Per Month)

SR.OPEATEOR 4100-6000(TK) (Per Month) OPEATEOR 3.500-41000(TK) (Per Month)

JR. OPEATEOR 3300-3.500(TK) (Per Month)

HELPER 3000-3300(TK) (Per Month)


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On Thursday, July 29, government officiallydeclared the new minimum salary structurefor the readymade garment sector.

Level minimum salary has been set at Tk3,000, in this Tk 2,000 is basic pay, Tk 800 isfor house rent and Tk 200 is for medicalallowance. Wage for beginners has been fixed

at Tk 2,500 from the current Tk 1,200.Moreso, as the new wage package comes to effectfrom November 1, 2010, it will affect laborers

of different grades.


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THANK YOU


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