Hr Practice in Ready Made Garments Industry

Term Paper HR exercise In Ready make Garments perseverance ( cyclorama App arls Ltd. & millenary Garments Ltd. ) TABLE OF content administrator Summary 5 opening move 6 orderology6 oscilloscope & Limitation 8 orb Report (Comp either A) 9 to the highest degree The friendship9 sizing & Activities of HR incision 9 Their Over e rattling(prenominal) HR Practice11 en heeling 11 pickax 14 education & increase 15 hire Policies & Practices17 operation idea21 Formal Report (Comp either B)22 active The Comp any(prenominal)22 Their Over either last(predicate) HR Practice22 Size & Activities of HR Department 23 recruitment 24 Selection 24 Training & instruction 24Compensation Policies & Practices25 action Appraisal26 Findings27 rillimonial 29 Conclusion 29 correspondendum 30 Executive Summary In this term paper we tested to focalize of the HR get a want of RMG empyrean in Bangladesh. We leaded regard in two garments ( prognosis App atomic subprogram 18ls Ltd. & millenary Garments Ltd. )& we tried to capture out their general exercise. In this study breed, we live with tried to include all the factors we thought meaty for previously menti singled title. We consider analyzed the factors ground on man get onrial theories & tutorial spot functions with the proposed options. e withal tried to find out there is any worry with our little HR loveledge we k like a shotledgeable from this programme. Introduction to the Report This composition is nimble as a requirement of the course humane Re ancestry centering We selected millennium GARMENTS LTD & PANORAMA APPARELS LTD. arrive ating on these agreements we came to k straightway confused Kind of HRM practice which ar accustom here. In this report we put one across followed the turn tail lines appropriated by the t from each oneer. Here we have t intercommunicateed non merely the HRM practice hardly too the securities painsing, cargon, finance and operational argo na of the Company.The wide of the mark objective of this report is to depart an e genuinelywhere quite a little of HRM practice in Garments Sector of Bangladesh. The particularised objectives of this report argon To provide Company overview To provide market overview and analytic thinking To reveal operational, wipe outment and HRM planning. Discuss all HRM practice Methodology We conducted a sample survey with a questionnaire (see appendix) . We provided our copies of questionnaire among the random samples employees & excogitateers & stash away after they had change it up with their comments.To prep ar this report we have collected data from diverse publish materials. Then we have conducted a auxiliary study. afterward that we have prep ard a questionnaire and took interview one of the administrator armed service in this Company. We as puff up as collect data from profit. This way we collected primary data. thence we have apply both primary and depress-ranki ng report to prep be this report. With our survey & interview results we found near(prenominal)(prenominal)(prenominal) chance upon flows that be argueed in the next section. Scope & limitation Actually we have collected data by primary and secondary data.During collecting discipline we have approach approximately problems. When we went at garments, we had to wait round a(prenominal) times for collecting culture. And we search internet, internet speed is very low. An a nonher(prenominal) point is that lab computer does non stimulate right. We have analyzed the factors base on carriageial theories & managerial key functions with the proposed options & the events though few things might be omitted receivable to our limited knowledge & access of information. We atomic heel 18 always prep bed to provide any multifariousness of information or documents to you on your aim.Formal Report Company A ( millennium GARMENTS LTD. ) a) About the companion millennium Gar ments bound was completed with a vision to build a premium garments theater of operations to rival the finest in South East Asia. The Company was establish in September of 1998 by purchasing and fetching over an existing garments family which had been running since 1992. millenary Garments Limited specializes in the manufacture of high part mens room room shirts. The political partys brand natural-sprung(prenominal) machinery include passing specialized tallyment take in the productive of high quality shirts.Millennium Garments excessively takes orders for padded quilted shirts ladies dress, pajama alines and robes. The confederacy familiarizely exports its garments to its customers in Canada, Germany, Belgium and Netherlands. Factory harvest-festival is ascorbic acid% export orientated ready-make garments from twine fabrics, laborCapacity 150,000 pieces/month. 1223 employees are realizeing in this boldness the company is fit(p) in Delwar Complex (5th to 9 th Floor) 26, Shahid Nazrul Islam Avenue, Dhaka 1203, Bangladesh. b) Size & activities of HR Department gay re openingfulness planning millenary GARMENTS LTD. as a personal and administrative Department. millennium GARMENTS LTD. is one of the biggest employers in Bangladesh. The total number of employers in Bangladesh. The total number of employees is 1,223. For the employees there is arrogant in house gentility in home and abroad. To motivate the employees, along with remuneration and benefits the company provides various facilities standardized forego meals , free transportation , 24 hr medical center , on point sports . A place and accommodation mental quickness includes amply time supply of right drinking water, adequate lighting and spreading facilities from sheet.The entire solicitude procedure comprises the interest units Executive way The Managing Director, the CEO is the corpus of the Executive Management Team which comprises ripened members of the Ma nagement Apparatus. Within the limits of delegated ascendence and duty by the Board of Directors, Executive Management ope valuates done further foreign mission of dresser at every echelon of the line management. The executive Management ope marks at bottom the example of constitution & Planning st reckongies set by the conduct Management with periodic answerance report for guidance.The Executive Management is responsible for set of segment plans / sub segment plans for every profit centers with budgetary targets for every items of legals & go and are held accountable for deficiencies, with appreciation for undischarged and exceptional works. These operations are unceasingly carried out by the Executive Management through series of citizens committees, sub commissionings, Committees & stand Committees assisting the line management. rest Committee Standing Committee comprises the following committee give the bouncevass Committee inhering analyse Committee IS O inspect Committee Social / environs Committee act Evaluation Audit Committee Employment Relations Committee Remuneration Committee Work purlieu Committee achievement Evaluation Audit Committee Management Committee merchandise Planning & breeding Committee character Control & Research Committee yield & Inventory Management Committee merchandise Promotion Committee c) Their Overall HR Practice HR Practices of MILLENNIUM GARMENTS LTD. Recruitment Training action Management fag out relation Employee relation Job summary Job designSelection phylogeny bonuss Benefits d) Recruitment Recruitment is the fulfill trough which the organization seeks applicants for latent employment. Selection refers to the plainlyt against by which it attempts to reveal applicants with the necessary knowledge, expertnesss, abilities and other characteristics that pull up stakes uphold oneself the company achieve its goals, companies engaging in different strategies need different flake s and meter of employees. The strategy a company is pursue will have a fleet impact on the flakes of employees that it seeks to recruit and selection.Source of recruitment There are two kinds of writer Millennium Garments Ltd. uses for recruitment . They are 1. international beginning 2. Internal initiation. We try to discuss all relational sources which are used for recruitment in Millennium Garments Ltd. Internal source Millennium Garments Ltd. thinks that underway employees are a major source of recruits for all but entry-level dapples. Whether for promotions or for Lateral contemplate transfers, inherent candidates already know the internal organization and have detailed information well-nigh its dinner dress policies and procedures.Promotions and transfer are typically decided by consume managers with little involvement by HR plane section. Job-posting programs HR departments blend in involved when internal trade openings are publicized to employees through production line positioning programs, which informs employees about opening and required qualifications and invite qualify employees to apply. The nonices normally are posted on company bulletin boards or are laid in the company paper. Qualification and other facts typically are drawn from the problem abridgment information. Departing Employees An often over exploreed source of recruiters consists of departing employees.Many employees relinquish because they can no twenty-four hourslong work the traditional 40 hours work week . School, child contend take and other commitments are the common reason. close to might gladly stay if they could set up their hours of work or their responsibilities . Instead, they quit when a transfer to a part-time air may retain their valuable attainment and limit. Even if part-time work is non a solution, a temporary bury of absence may satisfy the employee and some future recruiting need of the employer. outer source When muse open ing cannot be fill up internally, the HR department of MILLENNIUM GARMENTS LTD. ust look outside the organization for applicants. We discuss all the external source of recruitment at bellow Walk-ins and Write-ins Walk-ins are some seekers who arrived at the HR department of MILLENNIUM GARMENTS LTD. in search of a melodic phrase Write-ins are those who send a written question . both congregations normally are ask to complete and use blank to specialise their interest and abilities. Usable applications programme is unploughed in an active file until a suitable opening occurs or until an application is too old to be considered logical, unremarkably six months.Employee referrals Employees may refer hire out seekers to the HR department . Employee referrals have several advantages . Employees with hard to find ponder skill may no others who do the very(prenominal) work. Employees referrals are excellent and wakeless recruitment technique, but they tend to exercise the statu s quo of the work force in term of raise, religions, sex and other characteristics, mayhap leading to charges of discrimination. Advertising Want ads mention the handicraft and the benefits, distinguish the employer, and herald those who are interested how to apply .They are close to familiar form of employment announce . for highly specialist requites, ads may be placed in lord journal or out of town reinvigoratedspaper in areas with high concentration of the in demand(p) skills. grammatical case General Manager- production (ref PM) -Age 28-35 old age Graduate with specialization in garment mfg technology from NIFT or equiv. -Minimum 10 eld experience in similar position of a unit with a tokenish of 1000machines. -Must have detailed hands on knowledge of industrial engineering. We offer militant salary which is commensurate with experience and qualification.If you be after to an exiting and rewarding calling, send your detailed resume, quoting your present and expec ted salaries to pipelines. Internet Now now no body thinks anything without internet. So MILLENNIUM GARMENTS LTD. give their advertisement at internet. Examplewww. bd bloodlines. com , www. millennia-bd. com e) Selection The HR department informed us that their tests of selection are valid by for their own garments. They normally test cognitive abilities for higher officials & test of labor abilities for proletarians . They likewise work simulations. After flourishing reference checks the HR Department selects employees. ) Training & Development Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives state an awareness of the rules procedures to guide their behavior. It attempts to break their functioning on the genuine furrow or prepare them for an intend blood. Development is a related process. It covers not only those activities which break job carrying out but also those which bring maturement of the disposit ion help individuals to the progress towards maturity and actualisation of their potentiality capacities so that they become not only good employees but relegate men and women.In organisational terms, it is intended to equip person to earn promotion and hit grater responsibility. There are many types of mode acting practices in MILLENNIUM GARMENTS LTD. we discuss that method at bellow On the job learn On the job development is a training that shows the employee how to perform the job and allows him or her to do it under the flight simulators superiorvision On the job training is normally given by a senior employee or a manager like senior merchant or a manager. The employee is shown how to perform the job and allowed to do it under the trainers supervision. Job revolutionJob rotation is a training that requires an individual to learn several different some in a work unit or department and performing artist each job for a qualify time period. In job rotation, individuals l earn several different job inwardly a work unit or department. One main advantages of job rotation is that it makes flexibilities possible in the department. When one employee like junior merchandiser absence another(prenominal) merchandiser can easily perform the job. Apprenticeship training Apprentices hip training provides starting line worker with comprehensive training in the practical and theoretical expect of work required in a highly skilled melody.Apprenticeship program combined of the job and classroom training to prepare worker for more than eight hundred occupation such as computer operator, fix technician. Length of selected apprenticeship courses of MILLENNIUM GARMENTS LTD. Occupation continuance (months) 1. Quality bid manager 13 2. Quality control police officer 15 3. Cutting Astt. Manager 7 4. fisticuffs Astt. Manager 7 5. Ware house Astt. Manager 5 6. Production officer 3 7.Sewing technician 5 8. Sewing supervisory program 5 classroom training Classroom training is conducted off the job and probably the most familiar training method . It is an effective means of imparting information quickly to large groups with limited or no knowledge of subject existence presented. It is useful for teaching factual material, concepts belief other theories . portion of orientation programs, some expects of apprenticeship training and safety programs are commonly presented utilizing some form of classroom instruction.More frequently however, classroom instruction is used for technical, professional and managerial employee Development of the human preferences The long term reading of human mental imagerys as distinct from training for a specific job is of growing concern to HR departments of MILLENNIUM GARMENTS LTD. Through the development of sure employees the department reduces the companys dependents on haring new workers . if employees are developed properly the job openings found throw HR planning are more possible to be filled inter nally promotions and transfers also show employees that they have a career not just a job.The employee benefits from change magnitude continuity in operations and from employees who drop a greater commitment. HR department is also an effective way to meets several challenges including employee obsolescence, international and domestic diversity, technical challenges. approving action and employee turn over. By coming upon these challenges the department can, maintain an effective workforce. g) Compensation policies & practices inducings Compensation fluctuates according to A pre-established construction Individual or group goals because group goals are different from individual goals Company earningsIncentives adds to base pay It controls costs because the employee is be paid for his/her extra effort and for the benefits brought to the organization. & Motivates employees Incentive move over Categories Individual , root word, Company-wide Individual incentive plans Quantity of work output (How many units produced) Quality of work output (What was the quality of the product or service cosmos produced or served) Monthly sales (How overmuch sales was generated) Work safety cross-file (How many hazard or errors are being reduced. Workattendance (If the absent is reduced or attendance is good) crowd Incentive Plans Rewards employees for their collective execution of instrument Group incentive use has increased in industry 2 types Team baseor small group obtain sharing Company-Wide Incentive Plans Rewards employees when company meets mathematical process standards 2Types Profit sharing plans Employee commonplace option plans Legally required benefits of MILLENNIUM GARMENTS LTD. Social Security Social pledge benefits include the general benefits like unemployment restitution & benefits, old age insurance, and Medicare facilities. workers Compensation Workers compensation includes the compensation when an employee becomes injure or disable d ue to entire running(a) conditions or while working at the job site. Family & health check word of farewell behind Family come forth includes the compensation continuation during the family leave such as maternity or paternity leave and other family leave. old age, Survivor, Disability Insurance requirements for getting compensation Earn 40 quarters of credit, or Be employed for 10 geezerhood Be age 62 for partial(p) benefits Be age 65 for full benefits Now the age has been extended to age 67 because more and more workers are retiring late. Widow aged 60 + Medicare Depends on the countrys policy, Medicare facilities are broadly government serve to citizens. Organizations add some value to Medicare facilities. In some countries Medicare is financed together by employees tax, employers and the government. Provided insurance reportage for Hospitalization Covers inpatient & outpatient hospital care & run. Major Doctor bills Charges of visiting a doctor or specialist. Pres cription medicine costs. Provides unlimited in-home care in certain(prenominal) situations. Workers Compensation Workers compensation is a legitimately required benefit is included in the compulsory disability laws of many countries. Mostly, employer is seen credible regardless of the fault. Workers compensation claims Injury occupational disease Death Workers compensation benefits Medical services Disability income Death benefits discretionary Benefits Discretionary benefits are judgment based benefits that the organization provides to its employees. These benefits are not ratifiedly required benefits but enhances organizational floriculture and corporate image. Benefits include Protection programs Pay for time not worked Other services Pay for time not worked HolidaysVacationsFuneral leave Marriage leaveSick leaveStress leave Blood bequest or public assistance work own(prenominal) leave h) Performance Management Performance assessment is the process of assessing employe es old doing, primarily for reward, promotion and staff development purposes. Performance appraisal (is) a process that identifies, evaluates and develops employee performance to meet employee and organizational goals. Performance Appraisal doesnt necessarily use to blame or to provide a disciplinary action.Previous management theories used to view performance appraisal as a stick that management has introduced to beat people. Performance appraisals are now more dainty and they concentrate on developing organizational strengths and employee performance. Purpose of Performance Appraisal in MILLENNIUM GARMENTS LTD. To review past performance To assess training needs To help develop individuals To audit the skills within an organization To set targets for future performance To identify potential for promotion To provide legal & formal justification for employment termination To describe the hidden problems of an organizationPerformance Appraisal mold Who Appraises Supervisors Sub ordinates PeersClients/customers Self appraisal Approaches to mensuration performance in MILLENNIUM GARMENTS LTD. There are various kind of method for bar performance appraisal. But we get information that MILLENNIUM GARMENTS LTD. uses only three type of performance method. These are at beneath 1. 360- degree feedback 2. Experience based. We describe those at to a lower place 1. 360-degree feedback One currently democratic methods of performance appraisal is called 360-degree feedback.With this method managers peers, suppliers or colleagues are ask to complete questionnaire. The questionnaire is generally lengthy. 2. Experience based MILLENNIUM GARMENTS LTD. measures the performance of employee by experience. For example MR. X has been working in MILLENNIUM GARMENTS LTD. for three yrs and MR. Y has been working in MILLENNIUM GARMENTS LTD. for two years. So MILLENNIUM GARMENTS LTD. estimate MR. X for his more experience. Company B ( purview uniforms Limited) a) About the compa ny Panorama robes Limited was established to build up a profit and export.The Company was established in 1991 by purchasing and fetching over an existing garments company. Panorama Garments Limited specializes in the manufacture of high quality mens shirts. The companys brand new machinery includes highly specialized equipment needed in the production of high quality shirts. The company currently exports its garments to its customers in USA and Europe. The garments Product are export orientated as well as local market base ready-made garments from woven fabrics, ProductionCapacity 280000 pieces/month. 550 employees are working in this organization he company is located in Gazipur. ) Their Overall HR Practice Their overall HR practice started in 1995, before that they didnt have any separate HR department. HR manager control the garments to do better in future. HR manager takes final end regarding employee recruiting, screening, training, rewarding and valuate. On the undercoat of our report we can say that their hr practice is very much effective. Recruitment & Selection The HR department uses their own tests for recruitment & Selection. Training they have training nerve for the new employees. If any employees join in this company they need some staple training.Performance Management when any employees perform well then they get some rewards from company. It is manage by HR manager. Employee relation in this companys employees and superior have good relationship with each other. Employees also respect their superior. Employees have also good relationship with their same level. Job analysis the HR manager doing job analysis by employees performance and he also gives some duties to employees. Job design The HR manager also design job social organization which is most appropriate for the company to achieve the companys goal. Incentives they provide some incentives for employees. ) Size & activities of HR Department Management The entire management process comprises the following units Executive Management The executive management is special employment agencies retain by employers to seek out top management talent for their clients. Within the limits of delegated authority and responsibility by the Board of Directors, Executive Management operates through further delegation of authority at every echelon of the line management. The executive Management operates within the framework of Policy & Planning strategies set by the Top Management with periodic performance reporting for guidance.Management Committee In this garments management committee is very much sure about Product Planning, quality control, production inventory and export promotion. The garments try to improve their product quality and innovate new products and services what they did before now they are improving very much day by day. Management committee plays very helpful role to reach theirgoal. picpicpicPanorama Apparels ltd. Human resource management Human resource management Mr. Abdul Ohab is the human resource manager of this garment.The policies and practices involved in carrying out the people or human resource locution of a management position, including recruiting, screening, training, rewarding and appraising Human resource planning Panorama Appeals Ltd. has a personnel management and administrative Department. The total number of employees is 550. For the employees there is arrogant in house training in home and abroad. To motivate the employees company provides various facilities like free meals, free transportation, picnic, yearbook entertainment facilities, on site sports . nd also salary pay within 5th 8th day of each month. d) Recruitment They recruit employees by taking interview. They follow some sources to recruit employees which are i) Internal source ii) External source e) Selection the board of directors selects the employees by taking interview. The board of director collects the information from the HR manager. f) Tra ining & Development The company arranges some training and development programs in every year. It is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior.It attempts to improve their performance on the current job or prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. Method of training and development program a) On the job training b) Job rotation c) Apprenticeship training d) Classroom training g) Compensation policies & practicesEmployee benefits & services were formerly known as outskirt benefits and these benefits were primarily the in-kind payments employees receive in step-up to payments in the form of money. In appurtenance t o paying employees fairly and adequately for their contributions in the performance of their jobs, organizations assume a social obligation for the welfare of employees and their dependents Employees benefits are usually inherent components of the non-compensation system are made available to employees that provide Protection in case of health & accident Income upon privacy & termination These benefits are components that contribute to the welfare of the employee by filling some kind of demand. Incentives Incentives is very much helpful for need employees. Incentives add to base pay. It controls costs because the employee is being paid for his/her extra effort and for the benefits brought to the organization. Incentive Pay Categories -Individual -Group -Company-wide h) Performance Appraisal Performance Appraisal means evaluating an employees current and/or past performance relative to his or her performance standards.Performance appraisals are now more clarified and they concentr ate on developing organizational strengths and employee performance. Purpose of Performance Appraisal in Panorama apparels LTD To set targets for future performance To identify potential for promotion To provide legal & formal justification for employment decision To diagnose the hidden problems of an organization Performance Appraisal Process They conduct the performance appraisal interview twice a year. Who Appraises Supervisors Subordinates PeersClients/customers Approaches to step performance in Panorama apparels LTD.There are various kind of method for measuring performance appraisal. But we get information that Panorama apparels LTD. uses only two type of performance method. These are at below 1. 360- degree feedback 2. Experience based. Findings We conducted simple random sampling both in Millennium Garments & Panorama Apparels. We also used direct observation method to collect the data. After that we used statistical analysis. We found that 80% employees of Millennium are s atisfied, 10 % not satisfied & 5 % refused to say any comment pic Fig1. 1 comfort take aim of Millennium Garments WorkersAnd in case of Panorama Apparels we found that 70% of the employees are very satisfied with the current compensation policy& other facilities, 10% utter that they are not satisfied & 20% said refused to make any comment. pic Fig1. 2 Satisfaction Level of Millennium Garments Workers pic Fig1. 3. Turnover rate of Millennium & Panorama With the last quintet years data we founf that turnover rate is higher in Panorama Apparel that of Millennium Garmnts. Panorama Apparels use 75% of internal source (e. g. employee referrals) & 25 % from External source (e. g. Advertising, Internet etc. ) for job recruitment. pic Fig1. 4 Recruitment source of Panorama Apparels Ltd. On the Other hand Millennium Garments use 40% of internal source & 60% from External source for job recruitment. pic Fig1. 5 Recruitment source of Millennium garments Ltd. Recommendation From the analysis with the organization structure of Millennium Garments Ltd. we have seen that span of super vision is too large. A number of departments report directly to the general manager. If the number were less the efficiency and productivity of the organization might be increased. Quality control department should remain prompt always.So that it can maintain a certain level of standard as per the market demand to capture the foreign market touch it should strive more. Turn Over rate in very high in Panorama 25%, also employees talked openly about their dissatisfaction which indicates that they have to redesign about incentive policies. Conclusion Bangladesh is a hotbed of garments manufacturing, now rankingfourth in the list of garments exporting nations. Unfortunately, the country, as a whole, has been unavailing to break into the arena of high personal manner as most of its exports cater to the lower end of the clothing hierarchy.The flourishment of any industry requires combined effor ts and co-operation from several parties. Social, political and large economic environment play diametrical role in this regard. Through thriving HR management practice in this respective sector, many labor issue problems can be solvedIf it can up hold its much toward advancement, it will be able to set a role model in our country. addition Reference 1. Innovative human resource management practice makes ASA global microfinance draw http//www. theindependent-bd. com/hotnews. php? nid=5170 2. http//www. traveldocs. com/bd/economy. htm . Apparels Bulletin, link- http//www. apparel. com. bd/2008/09/pay-salary-arrears-and-eid-bonus-timely/ 4. Afsar, R. , 1998. poverty, Work, Health and Sexual Behaviour of Women and work force in Garment Factories in Dhaka, Bangladesh, ACTIONAID, Bangladesh. 5. Ahmad, I. , 1996. prefatory Labour Laws of Bangladesh, 2nd edition, Ferdous lqbal, Dhaka. 6. Arifin,J. (ed. ), 1994. Readings on Women and Development in Malaysia, Population Studies Unit, Kuala Lumpur. 7. BGMEA, 1998a. BGMEA meets garment sector trade union leaders regularly,BGMEA Newsletter, 9(1)9. 8. Bhattacharya, D. and Rahrnan, M. , 2000.Bangladesh Apparel Sector growth trends and the post-MFA challenges, Paper presented at the National Seminar on Garment Industry in Bangladesh Economic and Social Dimensions, Dhaka, 21-22 January. 9. Nuruzzaman, A. K. A. M. , 1999. Human Rights and Garments Industry, Programme for Research on Poverty Alleviation, Grameen Trust, Dhaka. 10. Paul-Majumder, P. , 1998. Health Status of the Garment Workers in Bangladesh findings from a survey of employers and employees, Bangladesh Institute of Development Studies, Dhaka. Questionnaire NameEmployee Status Designation working(a) Hours 1. How long you are working in this company?More than 5years More than 2 years 2. How much time you go past here i. e. working hours? 6 Hrs 8 Hrs other 3. Are you satisfies with current facilities & incentives? Yes No No Comment 4. Does your company conduc t fire drill every year? Yes No 5. Is your employment on stable basis or contractual basis? Permanent Contractual 6. Did you face any kind of problem that you couldnt tell to the management? Yes No If yes write tear mention the problem below