Strategic Analysis of Epyllion Group

Epyllion Group
Earth! A self-sustaining Planet, we call home. It is a home we know

intimately. Over the past 19 years we have contributed our endeavors to
unveil human spirit for harmonious growth of Earth's, including all of its
A Term Paper on strategic Analysis of Epyllion Group.
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surroundings. These very endeavors and untiring efforts of ours to

understand the vision and aspiration of our clients have created a strong
bondage of partnership among us. Through which we achieve distinct and
successful state of arts solution to adapt, evolve and implement designs for
the ever changing world. Our products cater the world from east to west,
which includes Europe, America, Africa and Asia. The links among Epyllion
members made it possible for the world to witness the unique ability of
Epyllions entities to turn the lives of otherwise ordinary citizens into local
talents. This is a central theme of our design thinking. Continuations of
harnessing our creative aspect have been ensuring that we are and will
remain as mold breaker and successful one for the coming years and
beyond.
Epyllion Group is known as an entity whose main driven force is its human
resources. Within the framework of the group, human resource plays a vital
role in its success.
By the shared inner spirit of Epyllion Board Members & Executives the
impossibilities of plans are over empowered and turns into possibilities. The
seniors keep a sharing attitude across the units to ensure that each of the
employees are highly motivated and engaged to see him or herself into the
big picture and contributes accordingly - It is the culture of the group!
The group believes that it is not only to produce and deliver high quality,
reliable safe goods and services to the clients, but also to give them the
sense of trust which builds a strong bondage among us.
"Epyllion Group is known as an entity whose main driven force is its human
spirit."
Epyllion Group started its journey as a house of Readymade Garments (RMG)
engaged in manufacturing and exporting of Knit Apparels since 1994 and has
been considered today as one of the biggest conglomerates with substantial
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establishment of its backward linkage of all kinds of knit garments, textile,

wet processing & garments accessories. It has the state of art vertically
integrated garments manufacturing facility which ensures one stop service to
the buyers. We have established ourselves as an important garments
manufacturer for a number of renowned brand apparels of Europe, USA, and
Asia & Africa.
Garments Divisions
Dekko Knitwears Limited
Mirabella Dresses Limited
Epyllion Knitwears Limited

Epyllion Style Limited (ESL)
Dazzling Dresses Limited
Textile Division
Textile unit
Epyllion Knitex Limited (EKL)
Epyllion Fabrics Limited (EFL)

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Backward Linkage
Epyllion Testing Lab Limited
Epyllion Washing Unit (EWL)
Accessory,
Value
addition
Epyllion Limited (EPL)
Vision
Our vision is to become a window through which all our interacting parties
can see and feel their prospect and dream about their success. Epyllion will
become a lifestyle towards its employees, suppliers, buyers and above all
shall become a role model of a green corporate house which will be regarded
as an icon brand in the country.
Mission
Epyllion will be known as an entity whose main driven force is its human
resources. With such a motivated, high skilled and professional workforce,
Epyllion has started marching towards its glory of success which is not the
profit but to enjoy the joy of life.
Objective of the Report

1. To build up our knowledge about Strategic analysis in this sector for
future action in this field,
2. To find out the exact problems & solutions of Epyllion Group to fulfill
the buyers requirement with absolute perfectness & authenticity,
3. To Focus on the strategic decisions that will bring a positive change to
our company,
4. Justifying our estimation,
5. Finally find out the path to implement strategic decisions.
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Methodology
Data collection is the essential part to prepare any project. So data and relevant
information should be collected for this project. In preparing the report we have
maintained following criteria-
1. We collect data about the problems and prospect of RMG sectors in

Bangladesh.
2. For primary collection of data we visited to the factory & as well as the
website of the Epyllion Group about our project.
3. For the collection of secondary data we studied some journal and report
about our report.
4. We also collect some data with the help of web address of BGMEA.
5. Then we summarized and analyzed the whole information with the above
procedure and have completed the report successfully.
Limitation of the study

This study report has been prepared based on some Limitation:1. This report was based on the strategic analysis decision making process of
RMG sectors in Bangladesh.
2. We dont have sufficient information about RMG sectors.
3. This is a descriptive report. So it needs sufficient time to prepare. But we
didnt have any enough time to make such kind of report.
4. RMG sector is a large sector in Bangladesh. It has several types of
information. So it is possible to overlook some information.
5. Non- availability of some latest statistics data on the website.
All of this limitation was faced to make this report as best as possible. So readers
are requested to consider these limitations while reading and justifying any part of
this report.

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We Care
Buyer satisfaction & market sensitivity.

Fulfilling buyers requirement with absolute perfectness & authenticity.
Sufficient associate well-reputed factories for Buyers visit.
International standard & outstanding product quality.
Ensure competitive prices as per buyers demand.
Two well-organized essential component namely Export promotion &
Quality control.
Benevolence towards all employees.
All employees.
Major Export Products& Market

Knit: All kinds of T. shirt, Polo shirt, Sweatshirt, Fleece
shirts/jackets, Cardigan, Ladies night wear etc.
U.S.A., U.K., France, Germany, Holland, Belgium, Italy, Canada.
Our Buying partners

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C&A
One of the biggest fashion retailers in Europe having more than 1,400 stores
located in 20 different countries in Europe. They source their goods from
around 900 suppliers in 40 countries. Epyllion is one of the biggest suppliers
of C&A in Asia and have awarded best suppliers award in 2004.
G-star
G-Star RAW (commonly called just G-Star) is a Dutch designer clothing

company that aims to produce fashionable and high quality urban clothing. It
became a very popular clothing brand among students in Europe. G-Star has
more than 6000 selling points worldwide, whose flagship stores are located
in New York City, San Francisco, Los Angeles, Edinburgh, Australia,
Netherlands, Amsterdam and Netherland.
Celio
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Celio is an international men's clothing retailer based in

Saint-Ouen, France. They have around 1000 stores in 70
different countries (including 500 in France). Epyllion is a
supplier partner of Celio since 1998.
Marks & Spencer
Marks and Spencer is a British retailer, headquartered in City of Westminster,

London. They have around 703 stores in the UK and another 361 stores
spread across over 40 different countries.
H&M
H & M Hennes&Mauritz AB (operating as H&M) is a Swedish

multinational retail-clothing company, known for its fast-fashion clothing for
men, women, teenagers and children. It has 2,325 stores at end of 2011 and
2,629 stores at end of August 2012.[3] It is ranked the second largest global
clothing retailer.
Esprit
Esprit is an international youthful lifestyle brand offering smart, affordable

luxury and bringing newness and style to life. The group operates more than
800 directly managed retail stores worldwide and distributes its product via
more than 14,000 wholesale located in more than 40 countries.
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Organogram of Epyllion Group:
In our organization Top level managers sets the objective for organization.
They also make strategy & policy for the organization. They represent the
organization to the outside world by performing various activities. Mainly Top
level managers do the thinking function.
Managers below the Top level managers are known as Mid-level managers. In
our organization Mid-level managers are the communicators, translators,
coordinators, compromisers. Success of the organization largely depends on
the performance of the mid- level managers.
Managers beneath the Mid-level executives are known as first level
managers. Their main job is to supervise & control. That is why they are
popularly known as supervisor.

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The main objective of our Garments is to be a Leader in our chosen Markets

by building a strong bond with our Customer, our Stakeholders and Our
Employees. To provide our customer with unparalleled choice and value in
fashion and related services, treat each commitment with honesty and
integrity and build a dynamic and driven company that is able to attract,
develop, excite and retain world - wide market.
Current situation of Garment Industry in Bangladesh
The history of the Readymade Garments Sector in Bangladesh is a fairly

recent one. Nonetheless it is a rich and varied tale. The recent struggle to
realize Workers' Rights adds an important episode to the story.
The RMG industry of Bangladesh has expanded dramatically over the last
three decades. Traditionally, the jute industry dominated the industrial sector
of the country until the 1970s. Since the early 1980s, the RMG industry has
emerged as an important player in the economy of the country and has
gradually replaced the jute industry. Bangladesh exports 35 types of garment
products to about 31 countries around the world. The RMG sector is a 100%
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export-oriented industry. Although Bangladesh is not developed in industry, it

has been enriched in Garment industries in the recent past years.
Bangladesh garments, the US$20 billion
industry and the largest export earning
sector of the country, have gone through
very difficult time in 2013. The year
began with the wound of horrific fire on
23 November 2012, which turned more
than one hundred workers along with the
factory into ashes. The factory, owned by
Tazreen Fashions Ltd., used to make
clothing for several retailers around the
globe including Wal-Mart, Sears and The Walt Disney Co. Although legal
action by a group of activists brought the owner to the court, the owner of
the factory has been kept free; and it is only on December 22, 2013 that he
was formally charged. Although legal action by a group of activists brought
the owner to the court, the owner of the factory has been kept free; and it is
only on December 22, 2013 that he was formally charged. Moreover, things
are not yet fully settled regarding the missing workers, payment of
compensation to the victims' families and also medical treatment of the
injured workers.
That the Tazreen fire could not wake up the owners, Bangladesh Garment
Manufacturers and Exporters Association (BGMEA) or the government, was
manifest in their lethargic inaction or irresponsible indifference to fix the
problems in the industry. Therefore, Bangladesh witnessed the worst
industrial disaster on April 24, 2013, only five months after Tazreen fire, that
killed more than 1100 workers, injured many more, and hundreds are still
missing.

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Garment factories in Rana Plaza, Savar, suddenly turned into a mass grave.
The multi-storied building was built on low land and housed at least five
garment factories. From the grabbing of the land through every phase of
construction, this building grew with irregularities and corruption.
Moreover, things are not yet fully settled regarding the missing workers,
payment of compensation to the victims' families and also medical treatment
of the injured workers.
In the past five years the price of the average garment has fallen by 12% in
local-currency terms. In that period the factory owners return on investment
has plunged from an average of 50% to 20%, estimates Forrest Cookson, an
American economist and expert on the Bangladeshi economy. That still
sounds good but capital is costly. To get money from domestic banks, palms
have to be greased, so textile firms in effect borrow at around 18%.
So, despite the prospect of years of further growth to come, some local
factory owners are talking of selling up. A recent surge in Bangladeshis
buying homes abroad is perhaps a sign that some of the families that control
the clothing business are preparing an exit. Others are getting money out by
under invoicing foreign sales and keeping the difference abroad.
If the government forces the factory owners to increase pay (an election is
coming, so it may well do so), they will be even less willing and able to invest
in making their premises less hazardous. The most promising way to make
the countrys clothing industry both safer and more profitable is to boost
productivity and output at the larger and generally better-run factories, and
drive the smaller, dodgier ones out of business.
This, broadly, is the objective of Tau Investment Management, a New York
based firm which seeks capitalist solutions to capitalisms failures. It wants
to inject up to $50m in each of a number of big factories, to sort out their
safety, environmental, labor and efficiency problems. It hopes foreign clothes
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firms will flock to these high-quality suppliers, leaving the rest to wither
away.
May be there are conspiracies to harm the RMG sector of Bangladesh. But
when the disturbances in this sector erupt tens of thousands of workers
come down on the streets which are pictured in the national and
international electronic and print media. It is illogical to conclude that all of
them are miscreants.
There may be some who fan the fire of discontents in the minds of the
deprived workers. If the workers are satisfied with and had there been no
serious discontents in their minds about what is going on in this sector, it
would have been almost impossible to drag down on the streets tens of
thousands of innocent content workers by a single or a series of "mobile calls
of the miscreants from outside"; and at the same time the disguised
miscreants inside the factories could do little harm to this sector.
Some of the privileged labor leaders of the garments industries frequently or
occasionally visit various foreign countries under the patronage of some
interested national and international quarters.
They have amassed huge amount of money and property and ride costly
cars. They are also accused of blackmailing both the factory owners and the
workers of this sector and causing disturbances that erupt from time to time
in this successful sector of the Bangladesh economy. Our habit is to expect
too much from law and law enforcing agencies.
We forget that they have some natural limits to their capacities. They can at
best suppress the problems for the time being but not permanently cure the
actual problems prevailing in the factories.
It is the owners of the factories who can play the pivotal role in bringing
about peace in the factories by allowing the workers their due share to their
produce in the form of satisfactory wages and allowances by cutting down
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the excess greed for profiteering and the workers' active participations in
decisions making. It is not permissible by good sense to earn excessive
profits by coercing the workers by the owners or by the purchasers of
apparels by foreign rich buyers. Good sense prefers to advise the business
community to ascertain a mid-course between the highest and the lowest
margin of profits for success of this industry like any other industry.
Current situation of Epyllion Group as a Garment Industry:
Dekko Knitwears Limited

Mirabella Dresses Limited
Epyllion Knitwears Limited
Dazzling Dresses Limited
Epyllion Style Limited (ESL)
Epyllion Group is proud to be one of the leading garments manufacturers of

Bangladesh. We have a dynamic group of professionals who are very much
concern with quality and timely delivery.
Our organization has international presence with exports. Our factories are
compliant with all applicable social, ethical, environment and quality system.

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But recently it is facing some crisis & challenges due to the collapse
condition of Bangladesh Garments Industries.
Epyllion Group had lost more than 50% profit than the previous year. The
buyers are not willing to give orders because of the present market condition
in Bangladesh. More buyers are now looking for social compliance in
Garments industry after the tragedy of Rana Plaza and Tazreen Fashions Ltd.
Workers are also not happy regarding different issues. For this Epyllion Group
Human Resource Department had developed some strategies to analyze our
Garments Problems so that, necessary steps can be taken before its too late.
After analyzing the different units of the organization the team had identified
some of the problems which are causing loss to the organization. Now, The
Human Resource Department of Epyllion Group wants to bring a significant
change in his organization to overcome organizational crisis & challenges by
implementing strategic decision based on mentioned crisis & challenges.
We know that Decisions are to be implemented otherwise it will not bring
any result.
So, The Human Resource Department will implement some strategies with
the help of Mid & Lower level employees. As a top executive of an
organization General Manager (HR, Admin & CSR) thinks that his decisions
can bring great accomplishment for the organization.
Problems are identified below that, General Manager (HR, Admin & CSR)
wants to change & also their implementation with feedback from different
experts of organization.
How Epyllions Existing Strategies are supporting as a

business strategy to overcome the current worst
situation?
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Top level executives are to be analytical in their decisions & think in advance
because they are responsible for the management of whole organization. As
a top level executive if General Manager (HR, Admin & CSR) of Epyllion
Groupcan solve these problems properly then the condition of factory will be
less risky and it can achieve significant accomplishments in Garments sector.
For the above problems International buyers are not willing to give orders so,
by solving these problems General Manager (HR, Admin & CSR) can attract
more international buyers and can be able to earn more foreign exchange.
The Problem analysis & solutions based on strategic

decision:
Epyllion Group is facing some problems in the perspective of Bangladesh for
which the garments General Manager (HR & CSR) and top management (MD
or CEO) wants to make some significant Strategic changes in his
organization. Some of these problems are:
1. Raw materials:
Epyllion Group is facing some problems in case of imported raw materials.
Because our garment imports raw materials like cotton, thread, color, yarn,
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fiber,
etc.
A large
of the raw materials
proportion
of
our
garments are
imported
from
countries
as
such
India,
China,
America, Uzbekistan and Thailand

under back-to-back letter of credit
facility.
This
dependence
on
raw
materials hampers the development

of our garments. Moreover, foreign suppliers often supply low quality
materials, which result in low quality products. Because of the low quality
production international buyers are not willing to give orders. As a result our
garment is facing a big problem.
Solution:
Depending on the buyers requirement we can import raw materials from
best sources. About 70% knit raw materials are produced in our country.
About 90% of woven fabrics and 10% of knit fabrics are imported to make
my garments for export. As a result we can earn more profit then previous
year.
2. Unskilled workers:
Our organization
is facing another major problem &that is unskilled

workers problem. Our garments workers are
mostly women with little education and
training. The employment of an uneven
number of unskilled labours by the garment
factories results in low productivity and
comparatively more expensive apparels.
Bangladesh labour productivity is known
to be lower when compared with that of Sri Lanka, South Korea, China,
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Vietnam and Hong Kong SAR. Since Bangladesh is a labour-abundant

country, it is logical for Bangladesh to demonstrate its comparative
advantage in clothing. Because of the abundance of labour, the labour cost
of Bangladesh is also very low compared to the other developing countries.
But
for gaining the
comparative advantage,
more than
physical
abundance, other things like- availability of skilled labor, management skills,

efficiency and productivity of labor, education and training facilities are more
important. So, we have to make our employees more skilled in order to
increase our organization productivity.
Solution:
To overcome unskilled workers problem General Manager (HR, Admin & CSR)
must look for ways to improve the productivity of our labor force if we want
to compete regionally not globally. If the labor productivity in our country is
in peak position, then we think the future of our garment is going to be
highly optimistic. As part of the new programmed the ILO and the
International Finance Corporation also announced the launch of a Better
Work programme in Bangladesh. This will complement the RMG programme
by implementing factory-level activities to improve compliance with national
labor laws and respect for international core labor standards while promoting
the competitiveness of participating factories. Thus it will also bring benefits
for us also. In order to remove unskilled worker recruitment the HR, Admin
introduced the following skill operators recruitment format/strategic decision
which is very much efficient.

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3. Improper working environment:

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Most of the garment factories in our country lack the basic amenities where
our garment workers sweat their brows from morning to evening to earn our
countries the major portion of our foreign exchange. Anybody visiting the
factory the first impression he or she will have that these workers are in a
roost.
Improper
ventilation,
stuffy
situation,
filthy
rooms
are
the
characteristics of the majority of our factories. The owners profit are the first
priority and this attitude has gone to such an extent that they do not care
about their lives.
Taking the advantages of workers' poverty and ignorance the owners forced
them to work in unsafe and unhealthy work place overcrowded with workers
beyond capacity of the factory floor and improper ventilation. Our
organization is also facing same kind of problems which need to be rectified.
Solution:
After identifying the problem we are to develop solutions. It requires special
attention and diverse application. We have to create congenial and hygienic
working atmospheres in our organization. We have to bring other changes
like enough toilet and washroom facilities for both male & female workers &
pure water should be given also for drinking and washing for workers. We
can develop proper ventilation system so that workers dont feel exhausted
while working. Every room of our organization especially the working place of
workers should be neat & clean to avoid health problems.

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4. Lack of managerial knowledge:

The garment industry of Bangladesh has been the key export division and a
main source of foreign exchange for the last 25 years. National labour laws
do not apply in the EPZs, leaving BEPZA in full control over work conditions,
wages and benefits. Garment factories in Bangladesh provide employment to
40 percent of industrial workers. But without the proper laws the worker are
demanding their various wants and as a result conflict is began with the
industry.
In between in our company Epyllion Group also faced some problems for lack
of managerial knowledge. Some of problems cant solve for government
issues and some of our own disadvantage.
Like
Shortage of raw materials.
Lack of Workers safety decision.
Marketing tactics.
Solution:
Our organization has taken strategic decision to develop managerial
knowledge of employees by using the following techniques:
Reduce absence of easily on-hand middle management.

Use different types of manufacturing methods.
Provide more training to industrial workers.
Supervisors and manager should be flexible in decision making.
HR will ensure the training facilities.
5. Gendered division of labours:

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In Epyllion Group tasks are allocated largely on the

basis of gender. This determines many of the working
conditions of women workers. All the workers in the
sewing section are women, while almost all those in
the cutting, ironing and finishing sections are men.
Women
workers
are
absorbed
in
variety
of
occupations from cutting, sewing, inserting buttons,

making button holes, checking, cleaning the threads,
ironing, folding, packing and training to supervising.
Women work mainly as helpers, machinists and less frequently, as line
supervisors and quality controllers. There are no female cutting masters.
Men dominate the administrative and management level jobs. In our
organization women are discriminated against in terms of access to higherpaid white collar and management positions in our organization.
Solution:
Our organization view should be changed towards women, because our
organizations success largely depends on 50% of women workers. All types
of harassment faced by the women in our organization should be strictly
prohibited. We should build awareness among all employees to accomplish
our organizational goal. If we add CC camera in the workplace then if any
women faces any kind of sexual harassment then we can save them & they
will feel relax to work also.
6. Wages:

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Discrimination in wages fixation and

other facilities between male & female
workers is creating a barrier in our
organization.
The
government
of
Bangladesh sets minimum wages for

various categories of workers. According
of
Minimum
Wage
Ordinance
1994,
apprentices helpers are to receive Tk500

and Tk930 per month respectively. Apprentices are helpers who have been
working in the garment industry for less than three months. After three
months, Apprentices are appointed as helpers. Often female helpers are
discriminated against in terms of wages levels, and these wages are also
often fixed far below the minimum wage rate. With this limited wage our
organization employees are facing many problems & most of them are losing
motivation to work.
Solution:
As per the wage board proposal, a worker, who will join the job as an
apprentice, shall be appointed as an assistant operator after six months and
will be entitled for a pay-package of 5,300BDT with 3,000BDT as basic pay
under grade-7. Senior operators who are in the grade-3 category will get
6,850BDT, which includes 4,075BDT basic pay, as the maximum wage
among the workers. In thus construction, the previous draft has been
changed where3, 200BDT was proposed to be the minimum basic salary of
the grade-7 worker and 4,592BDT was decided for the grade-3 worker.
A new addition was the 5% annual increment over basic wage for every
worker until the formation of another wages board for the garment sector. In
a country where inflation is over 7.13 present, how this will help the workers
cope with rising prices is still a mystery. Moreover, this increment can only

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affect the basic and not any other cost, which of course, is also subjected to
inflation.
F IGURE : G ARMENTS
WORKERS
M INIMUM
WAGE
2013, B ANGLADESH .
We can follow above salary structure for workers to increase their motivation.
In addition to this salary if our organization tries to give workers some
benefits like children education facilities, transportation, grocery facilities
then they can survive with this minimum wage. But for this active support of
government is also required. So, we can make appeal to government to look
over on this matter. It is not possible to solve all problems alone if we dont
get support from others.
7.
Working hours:
Most of the company wages are low, but the working
hours are very long. The RMG factories claim to
operate one eight-hour shift six days a week.
Sometimes they work until 3 oclock in the morning
and
report back to start work again five hours later 8 oclock. In
this situation our companys employee are not satisfy with their salary. So,
the working hour is one of the problems in our organization.

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Solution:
We know that we make decisions to solve the problems. So, in this situation
our organization can satisfy the employees by shifting workers in different
working shifts. For example, we can reduce employee working hours so that
latter days they can work in overtime hours and that time we can shift other
workers to share their work. For this workers should be given proper
overtime payment.
8. Managers are not aware about their responsibilities:
Managers are made responsible to implement decision. Here the managers
are
not
aware
about
their
responsibilities.
As
our
managers
are
irresponsible, we face some problem for these & those problems are1.
2.
3.
4.
5.
He
He
He
He
He
is very careless
is not task oriented.
does not obey authoritys roles and regulation.
is very emotional and sympathetic.
is not productive.
Above situation
good result.
may be better for the employee but authority cannot get
Solution:
To make managers aware about their responsibilities following steps can be
taken:
1.
2.
3.
4.
Communicate their Roles, Responsibilities, and Objectives

Help them to take Control
Give Plenty of Praise
Incentives at a management level need not always be financially
related. Incentives like promotion, bonus, and work of choice can
motivate them.
9. Less workers benefit/ facilities:

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Most of the organization proper worker facilities are not provided. If we can
provide these benefits then they will be highly motivated to work.
Solution:
We should provide canteen facilities, children facilities, and compensation
facilities, refreshment facilities to our workers to increase their motivation &
to increase our organization productivity.
10.
Poor accommodation facilities:
Most of the factories workers are living in unhygienic places. They have to
live in one room with other poor workers. One cannot believe their eyes in
what horrible condition they have to pass out their time after almost whole
day of hard work in the factory. Because of thisproblem workers want more
wages to live a better life. But if Epyllion Group increases their salaries then
it will affect their profit.
Solution:
Our organization can provide transportation facilities, dormitory facilities to
our workers so that they can live a better life. Government should also
provide proper accommodation facilities to employees. If they do so, then
our problem can be solved totally.
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11.
Less effective and efficient employees:
Most of the factories employees often do not focus on the right things and
they simply do not work efficiently. It is crucial to distinguish between
effectiveness and efficiency. If we are effective you are doing the right
things.
If we are efficient you are doing the things right. Our organization employees
are often working on the wrong things, they do not work effectively. If this is
the case, usually the objectives are not clear. So, we have to solve these
problems.
Solution:
The job of the manager is to solve this problem. If manager complains, that
his employees are doing the wrong things, make sure that the vision and the
objectives of our company are clearly communicated and understood by all
your staff. Otherwise they dont know how to prioritize their work. The
employees should have desire to be efficient& shouldnt give wrong priorities
like they should focus on important task first rather than focusing on others.

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Weekly Meeting with Staff Managers
12.
Safety Problems:
Safety is the state of being "safe" the condition of being protected against
physical,
social,
spiritual,
financial,
political,
emotional,
occupational,
psychological, educational or other types or

consequences of failure, damage, error,
accidents, harm or any other event which
could be considered non-desirable. This can
take the form of being protected from the
event or from exposure to something that
causes health or economic losses. It can
include
protection
of
people
or
of
possessions.
Safety need for the worker is mandatory in all the organization. But without
this facility necessary product scan face a lot of accident. But our
management is not enough conscious for safety and physical comfort of
workers.
Some of important issue that we should focus in case of safety are:
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1. Routes are blocked by storage materials

2. Machine layout is often staggered
3. Lack of signage for escape route
4. No provision for emergency lighting
5. Doors, opening along escape routes, are not fire resistant
6. Doors are not self-closing and often do not open along the direction of
escape
7. Fire exit or emergency staircase lacks proper maintenance
8. Lack of proper exit route to reach the place of safety
9.
Parked vehicles, goods and rubbish on the outside of the building

obstruct exits to the open air.
Over all Building safety, Fire Safety & Electrical Safety:

At the present time our company face some problem of fire & electrical
hazard. It gradually destroys our company. It hampers of achieving
organizational objective. Some of the following problems are
1. Proper Working or as built electrical drawings (SLD) of main
distribution circuit and floor levels circuits connecting electrical loads
(machines/lights/cooling system etc.) are not available at site.
2. Electrical Layout drawings are not available at site.
3. There is no instruction board found in the factory for artificial
respiration in case of electric shock.
4. Planned Periodical inspection and testing of all electrical equipment
shall be carried out in order to ensure proper operability of the
installation and record should be maintained.
29 | P a g e
5. Some of the Hand held tools used by the electricians at floor level are
not of good.
6. Quality and are not double insulated. Hand gloves are missing in some
floors and earthling lids are not found at any floor.
7. Types of Emergency Light are not present.
8. Detection and Alarm System is not Centrally Addressable.
9. Approval of building plan for Industrial use from not proper authority
10.
There is Generator or other reciprocating heavy equipments
located above Ground floor.

Solution:
We believe that RMG sector is the heart of our economy & our mission is to
represent this sector to world in the form of the brightest look. Already we
are Identifying the problem and if we can take some steps then these
problems can be solved. We ensure proper drawing as an engineering tools
and every system must have it. There should be available instruction board
in the factory for artificial respiration in case of electric shock. There should
be appropriate type and number of fire fighting equipment installed inside
the generator room &sufficient Under Ground Water Reservoir. There should
be safety loads (fire alarm, fire pump, elevators, emergency lighting, exit
signage, etc.) connecting to the emergency power system. Medical facilities
should be there when workers are injured by something or else.
For above situation most of the International buyers of Epyllion Group are no
longer interested in giving orders & for this the organization has earned less
profit than previous year. But if we apply the above techniques to solve
problems then organization can overcome the crisis & challenges very soon.
Feedback after Implementation

30 | P a g e
After implementation of above solution techniques

our
organization
Epyllion
Group
profit
has
Managing
increase
incredibly.
director
&
all
management level are satisfied with the strategic

decisions
that
the
organization
had
made.
Management thinks that it has been possible because

of the efforts of every individual in organization. But
still some skills need to be developed in every level.
Lower level of management need more technical skill or expertise. On the
other hand, Mid-level of management requires more human skill to
motivate workers. Conceptual skill also needs to be developed in Top level
of management. So, that decision can be taken in advance to avoid
previous problems. Overall the organization was successful to reach their
objectives without any barrier.
Our organization General Manager (HR,
Admin & CSR) thinks that more problems could have been solved if
Government of Bangladesh can come forward.
Recommendation
Based on the finding of the study we would like to make
the follow specific strategic recommendations:
1. Owners should consider the definition of minimum wage as a wage

which meets the basic needs of the worker and their families and
provides discretionary income as savings.
31 | P a g e
2. The government of Bangladesh should act quickly to reform existing

labor laws, including EPZ labor laws, to bring them into conformity with
international labor standards.
3. Modern HRM practice and IR activities are needed to improve working
conditions in the RMG sector.
4. Career counseling, Performance
management
&
Development
program, Coaching, Mentoring, Succession Planning, and Tuition

Assistance are required for ensuring sustainable human resources
development.
5. The Occupational Health and Safety Act can ensure fair labor practices
and safety in the workplace.
Conclusion
In conclusion we say that, The Ready-Made Garments (RMG) industry
occupies a unique position in the Bangladesh economy. It is the largest
exporting industry in Bangladesh, which experienced phenomenal growth
during the last 25 years.
Given the remarkable entrepreneurial initiatives and the dedication of its
workforce, Bangladesh can look forward to advancing its share of the global
RMG market. Epyllion Group success has been achieved through their
32 | P a g e
successful expert team. General Manager (HR, Admin & CSR) also played an
important role implement the decision.
But still, want an end to the recently become shaky condition of the
Bangladesh RMG sector and want it to stand vertical with factory owners'
own consciousness and sense of responsibility and active surveillance and
assistance of the government to this vital sector directly employing 4.0
million workers, 20 million people indirectly depending on it and earning
about US$19 billion foreign exchange per annum amounting to about 78% of
total foreign exchange earnings of the economy, so that, it does not has to
accept the fate of the once prosperous jute industry of the country. Epyllion
Groups Human Resource Department has maintained strategic decision
which social compliance by making the working place safer & risk free for the
garments workers as well as garments industry.

33 | P a g e

Strategic Analysis of Epyllion Group

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Epyllion Group

Earth! A self-sustaining Planet, we call home. It is a home we know

surroundings. These very endeavors and untiring efforts of ours to

establishment of its backward linkage of all kinds of knit garments, textile,

Epyllion Knitwears Limited

A Term Paper on strategic Analysis of Epyllion Group.

Epyllion Limited (EPL)

Objective of the Report

1. We collect data about the problems and prospect of RMG sectors in

Limitation of the study

A Term Paper on strategic Analysis of Epyllion Group.

Buyer satisfaction & market sensitivity.

Major Export Products& Market

Our Buying partners

A Term Paper on strategic Analysis of Epyllion Group.

G-Star RAW (commonly called just G-Star) is a Dutch designer clothing

Celio is an international men's clothing retailer based in

Marks & Spencer

Marks and Spencer is a British retailer, headquartered in City of Westminster,

H & M Hennes&Mauritz AB (operating as H&M) is a Swedish

Esprit is an international youthful lifestyle brand offering smart, affordable

Organogram of Epyllion Group:

A Term Paper on strategic Analysis of Epyllion Group.

The main objective of our Garments is to be a Leader in our chosen Markets

Current situation of Garment Industry in Bangladesh

The history of the Readymade Garments Sector in Bangladesh is a fairly

export-oriented industry. Although Bangladesh is not developed in industry, it

A Term Paper on strategic Analysis of Epyllion Group.

Current situation of Epyllion Group as a Garment Industry:

Dekko Knitwears Limited

Epyllion Group is proud to be one of the leading garments manufacturers of

A Term Paper on strategic Analysis of Epyllion Group.

How Epyllions Existing Strategies are supporting as a

The Problem analysis & solutions based on strategic

of the raw materials

America, Uzbekistan and Thailand

materials hampers the development

is facing another major problem &that is unskilled

Vietnam and Hong Kong SAR. Since Bangladesh is a labour-abundant

for gaining the

abundance, other things like- availability of skilled labor, management skills,

A Term Paper on strategic Analysis of Epyllion Group.

3. Improper working environment:

A Term Paper on strategic Analysis of Epyllion Group.

A Term Paper on strategic Analysis of Epyllion Group.

4. Lack of managerial knowledge:

Shortage of raw materials.

Lack of Workers safety decision.

Reduce absence of easily on-hand middle management.

A Term Paper on strategic Analysis of Epyllion Group.

In Epyllion Group tasks are allocated largely on the

occupations from cutting, sewing, inserting buttons,

A Term Paper on strategic Analysis of Epyllion Group.

Discrimination in wages fixation and

Bangladesh sets minimum wages for

apprentices helpers are to receive Tk500

A Term Paper on strategic Analysis of Epyllion Group.

report back to start work again five hours later 8 oclock. In

A Term Paper on strategic Analysis of Epyllion Group.

may be better for the employee but authority cannot get

Communicate their Roles, Responsibilities, and Objectives

A Term Paper on strategic Analysis of Epyllion Group.

Poor accommodation facilities:

Less effective and efficient employees: