With a vision to be the pioneer in the Management, Consultancy, Training & Factory Development services specializing in the RMG and manufacturing industry through One-Stop services and being the Professional Partner! While working as a regular employee Mr. Md. Sharfaraz Ahmed is a professional, enthusiastic, experienced and innovative, dedicated to providing professional Consulting Services and evolving Human Capital Management, Administration and Compliance Solutions, Training, Documentations that help the employers become more productive and profitable in the manufacturing industry specially the RMG. Experiencing 17+ years & having B.B.A, MBA (D.U), PGDHRM (BIMS), ACHRM (DIU), CESM (U.S.A) ISO14001, SA8000 (SAI) Lead Auditor (U.S.A), 18001 Lead Auditor (BD), C-KPIP (Australia), LL.B (N.U) (Cont.) and being the BSHRM Associate member, Advisor of HACS, has served a number of the organization in the RMG industry and added value for the rapid growth of the industry.
As an expert in the manufacturing arena for this discipline he is specializing the activities of the Dept. of Human Resources, which is after all-out evolution currently known as Human Capital Management.
RMG industry is the most vital sectors of Bangladesh national economy. Major foreign currency earnings come from this sector and it is mentionable that 2 million workers are working in this sector of which almost 80% workers are female and 20% is male. So, Human Resource Management (HRM) in garment industry has been defined as the function in garment factory that facilitates the most effective utilization of human resource to achieve the objectives of both the garment factory and the employee.
The successful functioning of apparel industry is determined by the factors like men, material, money and market. Among all these factors, manpower assumes greater significance. So we can say that there is no doubt that the “personnel” as the principal resource of a labor-intensive garment industry plays a crucial role in any productivity improvement and development. Every success of origination is depending on efficient and effective man power. Further, this argument is supported by the facts that labor compromises about 20% of the cost price of a garment. Therefore, the way people are directed, motivated, or utilized will be decided on whether the organization will be prosperous and survive or fail. Hence, people are the key element for competitive advantage and the most significant resources of any organization.
The uniqueness of the HR management lies in its emphasis on the people in work setting and its concerns for the well living and comfort of the HRs in the organization. For the textile and apparel companies it is compulsory that they treat the employees as an asset of the company. Many issues such as better productivity and production, social compliance, labor problems, and coordination are still grappling the industry and efforts at a small level are being made for betterment of the existing scenario. Thus HR plays the role and acts as a bridge between the management and the employees and provides a structure in such a way that it satisfies both.
HR must consider the following steps for a much needed organizational development in the apparel industry:
Starting from manpower planning, recruitment-selection, compensation management, training and development, Grievance handling, Organizational development, etc. Md. Sharfaraz can work as human resources (HR) generalist.
A human resources (HR) generalist is an employee in the HR department who handles a wide variety of responsibilities.
Why it is required?
With human capital management (HCM) software rapidly evolving, HR generalists now need technology skills to compliment the traditional duties of the job, such as benefits administration. As employee culture becomes a premium selling point for companies, HR generalists act as liaisons between workers, managers and executives in measuring employee engagement.
Generalists typically report to an HR director or manager. While large companies often have bigger, more specialized HR teams, smaller companies may only employ a few generalists.
Roles and responsibilities:
Human resources generalists are often responsible for administrative, compliance-oriented and strategic duties.
Administrative tasks -- also known as core HR -- include maintaining employee records, administering benefits and payroll, and providing employee self-service. Compliance-oriented duties include tax reporting and other documentation required by government regulations, minimum wage implementation, workers and employees’ skill grading, etc. It also typically involves providing employees with training in compliance with antidiscrimination laws, for example, or for certifications required to do their jobs.
Strategic duties include tasks such as employee recruitment, managing performance reviews, retaining workers, and handling individual and organizational development and succession planning.
An HR generalist may also be in charge of selecting and working with human resource information systems (HRIS), as well as any other specialty HR technology a company might have, including workforce management software, talent management software or niche recruiting tools.