Mudra Fabrics Private Limited

7/31/2019 Mudra Fabrics Private Limited

1/70

EXECUTIVE SUMMARY

The Company was incorporated as Mudra Fabrics Private Limited (MFL) on May 21,

1992. On October 13, 1992 our Company was converted into a public limited company.

Subsequently, on September 30, 2004, name of our Company was changed to Bombay

Rayon Fashions Limited (BRFL). In March 2005, with a view to consolidate business of

our Group, Bombay Rayon Private Limited (BRPL) was amalgamated with our Company

and two partnership firms of the Group, i.e, B R Exports and Garden City Clothing were

taken over by BRPL and our Company respectively.

The Bombay Rayon Group started in 1986 with the incorporation of BRPL. The Group is

in the textile industry having facilities for manufacture of fabrics, garments, designdevelopment, sampling etc. Presently, our Group is engaged in carrying out the activities of

manufacture of fabrics for domestic sale and export and manufacture of garments for

export.

The Bombay Rayon Group was promoted by Mr. Janardan Agrawal. Subsequently Mr.

Aman Agrawal and Mr. Prashant Agarwal, sons of Mr. Janardan Agrawal joined the Group

and are now in charge of the management of the Company as well as our Group

companies.

Bombay Rayons product designs are all about being at ease in comfortable clothing with

effortless style so company clientele never have to worry about what theyre wearing. At

work or at your leisure, with the Bombay Rayon tag, company patrons can never cease to

enjoy the simple comfort of just being themselves. Thats a promise, which over time has

transformed into a cherished legacy and a trusted assurance matched by none.

Since 1986, Bombay Rayon has been the name India relies on for clothing that fits the

active Indian spirit. Bombay Rayon provides apparels that are inspired by the five basic

elements that make-up our atmosphere and the garments do perform.

Exclusive construction details and only the finest fabrics ensure company patrons will be

equipped to take on whatever challenge comes their way.


2/70

Companies are a multi divisional textile company engaged in the manufacture of a Variety

of fabrics and garments with modern production facilities. Company group was

manufacturing fabrics, company expanded our fabrics capacity and started catering to

premium shirting segment. Realizing the potential company group as intently moved

towards the garment manufacturing mainly to conserve the fabrics margins and take

advantage of the higher margins offered by the designer/fancy shirt segment.

Janardan Agrawal, is the Chairman of the Company. He is the main person behind the

establishment and growth of the Bombay Rayon Group. As chairman he provides strategic

direction to the Company. He is accredited with the establishment of the Bombay Rayon

brand of fabrics in the local retail market. He has also set up a unique bi-annual

presentation of the companys collections to the trade, a very novel way of marketing

products and has exhibited foresight and vision in the continuously expanding business and

has brought the same to its present status. He has been the driving force behind the Groups

growth. Since 1997 Mr. Agrawal is assisted by his sons Aman Agrawal and Prashant

Agarwal.


3/70

INDUSTRY PROFILE

GENERAL INTRODUCTION

The project was done at Bombay Rayon Fashions Ltd., Doddaballapur, as a part of MBA

curriculum with an objective of knowing the working and systems the are followed

partially in the organization. This report gives details of all major departments in all types

garments.

NEED OF INDUSTRY

This study has a main role to play in making the students understand the working ofvarious departments in an organization and their importance as a separate entity and as a

whole to the achievement of the organization goals. This helps to study the organizational

activities in all functional areas and relate this to theoretical knowledge required.

Hence there is a need for such a program for every MBA student to get the practical

exposure of the organizational environment.

OBJECTIVES OF THE STUDY

To relate the theoretical aspects with the working of the organization.

To look closely into the departments and their functioning of organization.

To study the policies, procedures and programs of the company and study their

effectiveness.

To familiarize and acquire with theories learnt in MBA program and apply in real

life situations so as to bring out the balance between theoretical and practical

knowledge.

PROFILE OF THE INDIAN APPAREL INDUSTRY

The Indian apparel industry has a complex structure. On one hand it is marked by the

presence of large-scale organized players, while on the other hand are the numerous small-

scale independent units.


4/70

The middlemen in the textile fabric trade backed the growth of the small-scale independent

unit. Traditionally textiles have had a long chain of distribution with various intermediaries

like the wholesalers, distributors, agents, etc.

These intermediaries were the marketing arms of the mills and played a major role in

maintaining contact with the final customer and the intermediary because all-powerful. The

intermediaries in order to sustain their business resorted to buying from the independent

units.

In addition the growth if garment exports from India, led to demand for fabrics, often in

short run. Thus the garment exporters/middlemen started approaching these independent

units with their own designs, doing business with the independent units gave the garment

manufacturer a higher degree of flexibility.

The Indian Apparel Industry is the 2nd largest foreign exchange earner for the country. This

industry also gives the 2nd highest pay packages to its employees. This is a very labour

intensive industry (second only to agriculture), where people without any skills or with the

least of skills can also employed. Due to this, the Indian Government is encouraging setting

up of Apparel Manufacturing plants all over the country.

With 14% of industrial output in the country, the apparel industry employs about 35

millions workers.

Indian apparel exports account for about 3% of the global apparel exports. The biggest

importer of Indian Apparel is Europe (52%), followed by the US (40%) and canada (3.5%).

Rest of the exports is to the UAE, Japan< Australia, Switzerland and Russia.

PRODUCTS WHICH INDIA EXPORTS

India is known as a GROUP II country which exports simple, low value products with low

to medium price range like basic woven tops (Ladies blouses, Mens shirts, T-shirts)

and a small quantity of trousers, skirts, jackets/coats, ladies dresses. Indian apparel is made

mainly with cotton fabric having different and small production of wool and blended

garments.


5/70

FUTURE SCENARIO OF THE GARMENT INDUSTRY

Information revolution promises to bring the world closer to cohesion. In the emerging face

of fast moving information, technological transfer is bound to take place at a higher speed.

As the International borders blur supply Chain Management and Information Technology

take a crucial role in Apparel manufacturing. Global partners in the clothing supply chain

are exchanging information electronically, thus the need for Indian Clothing Industry to

spruce up.

Upcoming technologies for mass customization such as three dimensional non-contact

body measurement and digital printing ought to be discussed thoroughly and implemented

fast. This mass customization shall be successful for meeting unpredictable demand levels,

for luxury goods, uncertain customer wants and for heterogeneous demand. It is to be noted

that mass customization is different from mass production.

The future requires generation of real value service for the customers, comprehensive study

of multifaceted and multi-layered supply chain, and global integration of supply system in

a cost and time effective manner. Inventory planning, sales forecasting, manufacturing

strategy, distribution network and transportation management are some of the areas which

need improvement. The economic scence of US and its trade parteners need to be eyedcarefully if India is to survive in the faster and throat cut competition of 21st century.

Garments exports from India are expected to reach US$14.5 billion by 2010. As well as the

appreciation of the rupee against the dollar, Indias exports are being hit by increasing

competition from China.

FOUNDER OF THE COMPANY


6/70

It is said, It's better to know everything about something, than something about

everything. This case in point is true to Mr. J. D. Agarwal, Chairman, Bombay Rayon. An

excellence par excellence in the field of Textiles, whose indigenous passion for Quality

Fabrics dates back to 1986, the year of Bombay Rayons genesis. All through these

glorious years, Mr. J.D. Agarwal was knitting the web of Bombay Rayon's enhanced

future, which was brought to life only three years ago, when he, along with his two sons,

Aman Agarwal (Vice Chairman) and Prashant Agarwal (Managing Director) flagged off

the Apparel Division of Bombay Rayon. What began as a small dream nearly three decades

ago has today shaped up as a global conglomerate simultaneously achieving the distinction

of being one of the fastest growing in the Indian apparel industry. And now, with a team of

committed professionals ably managed by a highly qualified management. Bombay Rayon

is using all the experience earned through the years in reaffirming to the world that

Bombay Rayon is indeed - The Future of Global Fashion from India.

COMPANY PROFILE

OVERVIEW OF THE COMPANY


7/70

Companies are a multi divisional textile company engaged in the manufacture of a Variety

of fabrics and garments with modern production facilities. Company group was

manufacturing fabrics, company expanded company fabrics capacity and started catering

to premium shirting segment. Realizing the potential company group as intently moved

towards the garment manufacturing mainly to conserve the fabrics margins and take

advantage of the higher margins offered by the designer/fancy shirt segment.

Presently companies are exporting 100% of our garments. How ever we supply fabrics to

the domestic garment exporters we have positioned ourselves as a multi product, multi

fibre and multi market player ensuring that company target market is a diverse mix of the

domestic fabrics market, garment export trade and international market. Company

manufacturing facilities are spread across four locations at Navi Mumbai, silvassa,Sonale

in thane district and Bangalore, fully backed by the facilities for product development,

design studio and efficient sampling infrastructure to provide quality services to its

customers in India and abroad. Company currently employed over 5000 people.

Presently company has 250 weaving machines producing approximately 20 million meters

of woven fabric. Per annum 2800 sewing machine with production capacity of 8.4 millions

garments per annum.

Company competitive Strengths

1. Experience of company promoters

2. Flexibility in manufacture of garments

3. Designing capabilities

4. Lower turnaround time

5. low labour cost

6. Economies of sale

7. High productivity

8. Quality assurance

High lights

1. Experience of company promoters


8/70

Company promoters and company have adequate experience in the textile industry and

company have successfully implemented expansion project earlier.

Companies also have adequate technical and commercial staff to handle implementation of

the proposed new expansion project

2. .Flexibility in manufacture of garments

Companies are in the business of manufacture of woven fabric and for the last fifteen years

it as been our main stay. Company have over the period of time developed expertise in the

manufacture of any customer desired variety involving complex design of woven fabrics of

superior quality.

3 .Designing capabilities

Designing is a critical element of fabrics and garments both. Development of innovative

designs is one of company main strengths. It is also our USP (UNIQUE SELLING

PROPOSITION) companies are into the high end products we have in house teams of

experienced designers in weaving garmenting and home textiles. Companies have installed

software packages CAD/CAM systems for generating designs on computers. At least 4-5

new designs are developed on a daily basis in each of the divisions.

4. Lower turnaround time

Garment manufacturing is highly fashion oriented. Fashion is time bound and delay in

meeting deadlines results in loss of businesses. Meeting customer deadlines on a consistent

basis is important for business. Company in house facilities of design studio, sampling of

fabrics and garments, weaving, and garmenting allows us to plan and deliver the order in

shortest turnaround time.

5. Low labour cost


9/70

Companies are located on the outskirts of Bhiwandi, where skilled labour is available in

abundance. Thus our labor costs are maintained at realistic levels. Added to that we have

kept ourselves updated on the latest available technologies and continuously look for new

attachments and value adding equipment to enhance the performance of company

machines such that the labor input required is maintained while the production productivity

is improved.

6. Economies of scale

The companys production capacity in each of our units / divisions can be considered mid

to large size. It allows us the advantage of economies of scale. Although the units are

spread over different locations, the raw material procurement and purchase functions are

centralized. we can therefore take advantages of bulk discounts.

7. High productivity

High level of modernization, trained work force and managerial expertise results in

consistent high level productivity. Companies have established modern production

facilities at each of our plant and we are continuously on the look out for new / updated

technologies. Company investment in value adding equipments/ attachments to company

machines as resulted in twin benefits of consistent high quality and improves productivity.

8. Quality assurance

Each of the companys products passes through stringent quality checks. The quality

assurance measures taken by the company include through checking of all raw material and

other inputs right down to finished goods to ensure quality, statistical methods to identify

and analysis areas of improvement, experienced man power for quality assurance activities,

creation of data base for future reference and analysis etc.

9. Sampling Capabilities


10/70

Company have all the facilities like desk looms, sample dyeing, sample printing, washing

and processing facilities to produce fabric samples per designs developed by company

design studio. In the initial stages of the order the design and sampling department

continuously interacts with the buyers till the fabric sample is approved.

Sample Yardages are made for making garments and in our dedicated fabric sampling unit,

garment samples are made, remade, design changes are incorporated till the customer

finally approves the garment sample. This entire process is very time consuming and can

take 2 months company dedicated in house facilities enable us to compress this time

substantially.

Company strategy

Company corporate VISION is to be complete apparel company. Company has 3 pronged

strategies to realize our vision.

1. To strengthen company fabric business in order to have full control of entire fabrics

supply chain from yarn dyeing, weaving to processing project facilities. This would not

only help has achieve total quality control at each stages, it would enable us to cut out

delays in delivery of fabrics to our garment unit.

2. To rapidly expand garment capacity to meet the growing opportunity in the market place

and in the process captivity consume 30 -50% of our own production of fabrics.

3. Position company selves in the mid to high end garment segment such that enhance our

acceptance and improve our capabilities to meet the stringent compliances stipulated by

such customer once this achieved, entering the commodity market would pose little

difficulty.

Continued focus in Innovative Design

Companies are into high end products in our garmenting business, which requires creations

of designs contemporary in terms prevailing fashions. Company have equipped design

studio and all other facilities to come out with innovative designs, which make company

fabrics and garments more of a fashion product commodity products and thus proving


11/70

better in terms on price realization. Company strategy if to further improvise on design

development.

Back word integration of company manufacturing process

Companies are in to the manufacture of woven fabric and garment. Presently company do

not have facility for activities such as yarn dyeing, processing of grey fabric, garment

washing etc. absence of these facilities requires us to out sources these job making us

dependent on many external factors.

Continued Focus on Fabric weaving

Fabric weaving has been our core strength. Although over the years company have

diversified into garment manufacturing business company strength of producing different

variety of woven fabrics gives as an advantage over of all other garment manufacturers.

Further widening of company customer base

With proposed expansion of fabrics and garment capacities, and growing opportunities

available in the post quota regime company intend to continue grow company business by

adding new customer in existing and new geographies, new market segments company are

looking towards expanding customer base in Africa as also in the south east Asian

countries.

Adding to company Manufacturing Facilities

Expanding capacities in fabrics and garments will be continuous process. Company will

look for more geographic location suitable for catering to different market and product

ranges. Company will constantly Endeavour to acquire new technologies, latest

developments and value adding process to make company products techno savvy

contemporary in out look, trendy in fashion and top losses in quality.

Adding of New Products in company Garmenting division.


12/70

Presently companies are mainly into the development and manufactures of mens shirts.

While company intend to continue to be focused into mens shirts company strategy is to

add ladies tops, kids wear and men & women bottoms so as to adequate diversification in

company garmenting business.

Manufacture of woven fabric.

Companies are into the manufacture woven fabric for almost to decades. Company

manufacture woven fabric of different varieties using cotton, man made fibers and there

blends. We have 152 weaving machines spread at 3 location at village sonale in thane

district, Navi Mumbai in silvassa. All our fabric for manufacture of woven fabric use

modern technology using imported projectile based sulzer, rapier based so met positive

rapier based Dornier and Belt based Picanol weaving machines.

Company total fabric manufacturing capacity is about 10 million meters per annum.

Company also out sources fabric from the unorganized sector to meet our requirement of

company customer. Company supply fabrics in both domestic and overseas markets.

Garment Manufacturing.

Companies have started company garment manufacturing division in September 2003 and

in a short span of time we have grown substantially in this business. One main feature of

company garment business is that we are into high end fashion products as compared to

commodity garment.

Company existing garment manufacturing facilities are in two units and are based at

BANGALORE. Company existing facilities have capacity of 5000 pieces of garment

manufacturing per day. One more units of garment manufacturing is expected to be

commissioned by September 05, which will increase our capacity 10000 pieces per day.

After implementation of the expansion project we will have an additional 22000 pieces of

garment manufacturing capacity per day. Presently, our focus in garment manufacturing is

on designer mens shirts. However, company have already started diversification into

ladies tops, kids weaver and bottoms for both men &women.

Brief Description of different steps involved in garment manufacturing is as

follows.


13/70

1. Procurement of fabric

Based on the order and design, the fabric and appropriate fabric source are identified and

the quantity required is assessed based on the consumption of fabric per garment. company

have a team of skilled professionals who makes this assessment. company source majority

of the fabric required from our fabrics weaving plants at village son ale in Thane district,

Navi Mumbai and silvassa.

2. Fabric checking

Besides fabric, the accessories are also thoroughly checked for defects and damages.

3. Fabric cutting and garment stitching

The fabric is laid on the cutting table and then plotted with the help of CAD /CAM

machinery as per the specific patterns. This is a system for consumption planning and

ensures optimum usage of fabric keeping the cutting wastage at the minimum level. After

plotting the fabric is cut with the help of cutting machines. Different parts of shirt are then

stickered for identification of size and shade. This process is known as sorting of fabric.

The sorted fabric is then bundled and sent for fusing of the three main parts namely collars

and plackets. Then collars and cuffs are attached to the main body completing the first

stage.

4. Final checking of garments

Company subject 100% of the garments that we manufacture to stringent quality control

measures. To ensure that every piece manufactured is as per specification and the required

quality standards, responsible for ensuring that all finished goods are free from defects and

stitched as per measurement. This team compares the final product with the measurement

chart and style chart given by the design department. Any variance beyond acceptable

limits is rejected.

Manufacture of Made Ups


14/70

Very recently we have ventured into the value added segment of home textiles i.e. Bed

sheets, fitted sheets, pillow covers, Quilt covers, Duvet covers etc. mainly for direct

exports. The size of global trade in this segment is expected to be over US 12 billion. The

market for home textile products as been growing at a rapid pace over the last few year.

With the removal of quota restriction the segment offers great opportunity for growth.

Company Marketing and selling strategy

Company have positioned our company in a reasonably strong position in all the business

segment in which company operate due to company quality, consistency, pricing and

delivery schedules company customer profile for fabrics include leading garment exporters

in India. Leading garment makers in the overseas markets, domestic garment

manufacturers, domestic wholesalers and traders and retailers. In addition, company have

developed a strong network of marketing agents who sells fabrics to various small sized

unit and traders there by ensuring greater penetration of markets. As far as garment

customers go, top labels in garments in the European and US markets are on company

customer list.

Company Distribution Channels

Company use the following distribution channels for marketing company products

Products /Market Segments Distribution Channel

Fabrics-Domestic sale

Fabrics-Exports

Garments-Exports

BRFL-Marketing agents/Wholesalers/Garment

manufacturers/Retailers

BRFL-Oversea Garment Manufacture / Exporters/

International Buying house.

BRFL-Buying house international brands / Retailers .

Domestic sale of fabric


15/70

The local retail market is well developed and we have been catering to this market for

almost 2 decades. We have a network of over 10 agents and 70 distributors catering to

network of more than 2000 retailers spread across India. Presently in the domestic retail

division, we have a turnover of around Rs 200 lacks per month, which we plant to increase

to Rs. 300 lacks per month.

Domestic sale of fabric to readymade garment manufacturer exporters

This is the fastest growing market segment. With our range of fabrics, the buyers of these

garment exporters specify and approve fabrics made by BOMBAY RAYON. Thus it is

custom made product for these garment exporters. These are bulk and repeat orders.

Domestic sale of fabrics to readymade garment manufacturers operating in

domestic market

This is another fast growing segment mainly caters to domestic garment industry. many

Indian and international brands have set shop to grab this ever growing market with the

popularity of readymade garment going up, the Indian customer have almost topped buying

fabrics from retails shops and getting the garment stitched from tailors.

Export of fabrics

Companies are established fabric exporters to various markets. Suiting fabrics exported to

Europe and shirting to Middle east country. Companies are no concentrating and

developing export of shirting fabrics territories too.

Export of garment

Company strategy for exports of garments is to focus on medium to high class garment as

per unit price realization is maximum in high value garments segment. Company have

been able to attract well know names in overseas fashion garments industry, due to ability

to offer garments based on seasonal fashions trends and colour choices. Company expertise

in design of fabrics as per customer specification, garment designs and garment samples

meeting the stringent quality required have made a preferred garment supplier to discerning


16/70

from Europe and USA. We enjoy a steady market for our products in this segment and

have established significant brand goodwill among overseas buyers for our garments. In

addition to above we are now focusing on significant reduction in turn around time.

Export of Made Ups/Home Textiles

Company believe that in the post- WTO era, home textiles will be a driving force of Indian

textile exports. With the closure of home textile plants in the US and shift in international

buying patterns towards Aspic Pacific Region, there is expected to be considerable demand

for home textiles out of Asian countries.

VISION, MISSION AND OBJECTIVES OF THE ORGANIZATION

BRFL S VISION.

Company vision is

Be a Complete Fashion Apparel Company focused on Total Customer Orientation,

attaining a Position of Pride for stakeholders through creation of Congenial Business

Environment, offering Products and Services Par Excellence.

BRFLS MISSION

Company mission is

Most innovative sought after Fashion Apparel and Fabrics Manufacturer.

Most dependable for shortest turn around time.

Most reliable for quality, service and deliveries.

Most permanently bonded with customers, suppliers and other stake holders.

Most valued employer.

Most looked up to for transparency, governance and social responsibility.

OBJECTIVES OF BRFLS


17/70

SAFETY OBJECTIVES.

Prevention of accidents.

Safety related training.

Providing personal protective equipments.

QUALITY OBJECTIVES.

Improve customer satisfaction through delivery and service.

Improve quality by reducing rejection.

Improve quality by reducing reworks.

Larger employers must establish a safety committee. Smaller employers have the choice of

either establishing a safety committee or holding safety meetings with a management

representative present.

There is a difference between a safety committee and a safety meeting.

Safety committee is an organizational structure where members represent a group.

This gives everyone a voice but keeps the meeting size to an effective number of

participants.

A safety meeting includes all employees and a management person is there to

ensure that issues are addressed. Typically, the safety committee is an effective

safety management tool for a larger employer and safety meetings are more

effective for a smaller employer.

CLIENTS

Federated store USA

(Macys & Bloomingdales)

VF (WRANGLER) USA

Liz Claiborne USA

DKNY USA

ECKO USA

MARK ECKO USA


18/70

Guess Italy

Roberto Cavalli -Italy

Tom tailor Germany

Ottos Germany & Switzerland

C & A Chain of stores Germany

Kiabi stores France

WR Replay Italy

BHS UK

Burtons UK

Top man UK

Kickers UK

Next UK

GEORGE UK

CONTACT DETAILS

BOMBAY HEAD OFFICE

Mr. Aman Agarwal

Vice Chairmen

Mr. Prashant Agarwal

Managing Director

Mr. Nazim Khan

Vice President

Address:D/1 Oberoi Garden Estate

Chandivali Farm Road

Chandivali

Saki Naka

Andheri (East)

Mumbai 400072

Tel # + 912256955566

Fax # +912228597992


19/70

Email : [email protected]

[email protected]

[email protected]

Bombay Rayon Fashion Ltd (Garden City Clothing )

Unit 1, 2, 3 & 5

Number of employees : 5000

Number of Machines : 2800

Export Market : Europe & USA

Contact Details : Mr. Mukesh Agrawal

Director

Mr. Rafiq Sayed

President

Address : Bombay Rayon Fashion Ltd unit

1 57/A, 3rd Phase Peenya Industrial Area Bangalore 560058

Tel # : 08028393506, 28393508

Fex # : 08028393507

2 Bombay Rayon Fashion Ltd Unit

288, 3rd Phase Peenya Industrial

Bangalore 560078

Tel # :080 51273022

E Mail [email protected]

[email protected]

ORGANIZATIONAL STRUCTURE
mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


20/70

VICE PRESIDENT

GENERAL MANAGER

HUMANRESOURCEMANAGER

WORK MANAGER

PRODUCTIONMANAGER

MARKETINGMANAGER

ACCOUNTSMANAGER

HRASSISTANT SUPERVISORS

MARKETINGEXECUTIVE

ACCOUNTASSISTANT

HELPERSHELPERS HELPERSHELPERS


21/70

HUMAN RESOURCE DEPARTMENT

Meaning of Human Resource Management

Human Resource Management (HRM) is the strategic and coherent approach to the

management of an organizations most valued asset the people working who individually

and collectively contributes to the achievement of the objectives of the business.

Human Resource Management (HRM) is both an academic theory and a business practice

that address the theoretical and practical techniques of managing a workforce. Its

synonyms include personnel administration, personnel management, labor management,

and industrial management, but these traditional expressions are becoming les common for

the theoretical discipline. Sometimes even industrial relations and employee relations areconfusingly listed as synonyms although these normally refer to the relationship between

management and workers and the behavior of workers in companies.

Human Resource Management (HRM) function includes a variety of activities, and key

among them is deciding what staffing needs you have and whether to use independent

contractors or hire employees to fill these needs, recruiting and training the best employees,

HR ManagerKHAN

ExecutiveBUBU

Assistant ExecutiveHARISH

ExecutiveCHANDAN

House KeepingSupervisor

House KeepingHelpers (30 32)

Assistant ExecutiveGOPAL

House KeepingSupervisor


22/70

ensuring they are high performers, dealing with performance issues, and ensuring your

personnel and management practices conform to various regulations. Activities also

include managing your approach to employee benefits and compensation, employee

records and personnel policies. Usually small businesses (for-profit or nonprofit) have to

carry out these activities themselves because they cannot yet afford part or full- time help.

However, they should always ensure that employees have and are aware of personnel

policies, which conform to current regulations. These policies are often in the form of

employee manuals, which all employees have.

The theoretical discipline is based primarily on the assumption that employees are

individuals with varying goals and needs, and as such should not be thought of as basic

business resources, such as trucks and filling cabinets. The field takes a positive view of

workers, assuming that virtually all wish to contribute to the enterprise productively and

that the main obstacle to their endeavors are lack of knowledge, insufficient training, and

failure of process.

Practitioners in the field see HRM as amore innovative view of workplace management

than the traditional approach. Its technique force the managers of an enterprise to express

their goals with specificity so that they can be understood and undertaken by the workforce

and to provide the resources needed for them to successfully accomplish their assignments.

As such, HRM techniques, when properly practiced, are expressive of the goals and

operating practices of the enterprise overall.

Nowadays, the more traditional synonyms such as personnel management are often used in

a more restricted sense to describe those activities that are necessary in the recruiting of a

workforce, providing its members with payroll and benefits, and administrating their work-

life needs. These activities can require regulatory knowledge and effort, and enterprises can

benefit from the recruitment and development of personnel with these specific skills.

The goals of Human Resource Management are to help an organization to meet strategic

goals by attracting, and maintaining employees and to manage them effectively. The basic

premise of the academic theory of HRM is that humans are not machines; therefore we


23/70

need to have an interdisciplinary examination of people in the workplace. Field such as

psychology, industrial and organizational psychology, industrial relations, sociology, and

critical theories: postmodernism, post-structuralism play a major role. Many colleges and

universities offer bachelor and master degrees in Human Resource Management.

One widely used scheme to describe the role of HRM, developed by Dave

Ulrich, defines four fields for the HRM function

Strategic business partner, Change agent, Employee champion, Administration. However,

many HR functions these days struggle to get beyond the roles of administration and

employee champion, and are seen rather as reactive as strategically proactive partners for

the top management. Human Resource Management comprises several processes.

Together they are supposed to achieve the above-mentioned goal. These processes can be

performed in an HR department, but some tasks can also be outsourced or performed by

line-managers or other departments.

The most commonly stated HR processes are

Workforce planning, Recruitment (sometimes separated into attraction and selection),

Induction, Skill management /inventory /multi skilling, Personnel development, Training

administration/staff/workmen, Personnel administration, Payroll and compensation

management, Time office management, travel management (sometimes assigned to

accounting rather than HRM), Employee benefits administration, Plant Layout planning,

Personnel cost planning, Performance appraisal, Outplacement, Industrial relations,

Attendance and leave management, Manpower allocation, Contract Labor deployment,

Welfare activities, Statutory requirement (factory inspectorate, labor commission, PCB),

Union and Interaction, Communication skill, 5s Implementation, Six Sigma, Safety

activities, Canteen.

HUMAN RESOURCE DEPARTMENT


24/70

Basically HRD stands for human resource development it is one of the important

department in an organization. The management of human is viewed as a system in which

participants seek to attain both individual and group goals.

Human Resource Management is concerned with the people dimension in management

since organization is made up of people acquiring their services, developing their skills

motivating them to high level performance and insuring that they continue to maintain their

commitment to the organization. They are essential to achieve organizations objectives.

HUMAN RESOURCE DEPARTMENT FUNCTIONS

To maintain good and harmonious industrial relations

Recruitment and selection.

Providing salaries at right time.

Team building.

Employees relation.

BRFLS PEOPLE

BRFL is proud and glad to have an experienced and talented workforce right from its

inception. BRFLS commitment to employee welfare ensures high retention of employees

and enables BRFL to have a dedicated and efficient team to extent unmatched service.

Recruitment and selection

The process or recruitment begins with the man power status forecast where as study is

made on future business requirement.

Recruitment process

After the manpower requirements are assessed / the requirements are published in all the

local advertisement.

Applications are intend from candidates with the required background.

The screening of the candidates is done after going through the CVs Interview dates are

given to the candidates. In the BRFL recruitment and selection of applicants everything is


25/70

managing by work Manager because the lack of HR person of the organization.

Performance appraisal is not conducted in the BRFL.

WORKIN TIME ATTENDANCEThe office time of the company is from 9-00 am to 5-30 pm, the general shifts starts from

8-00 am to 5-00 pm, the second shifts starts from 5-00 pm to 2-00 am.

Punching machines is used for making attendance that is kept in the security section,

separate register are also maintained to mark attendance in the respective sections. The

company has a total dedicated work force of 2500 employees.

Welfare measures

Transport.

Canteen.

Medical facility.

Social facility

WELFARE OF EMPLOYEES.

Bombay Rayon has initiated the implementation of SA8000 for its Doddaballapur Mill.

SA8000 is a global social accountability standard for decent working conditions, developed

and overseen by Social Accountability International (SAI). SAI offers training in SA8000

and other workplace standards to managers, workers and auditors. It contracts with a global

accreditation agency, Social Accountability Accreditation Services (SAAS) that licences

and oversees auditing organizations to award certification to employers that comply with

SA8000. SA8000 is based on the UN Universal Declaration of Human Rights, Convention

on the Rights of the Child and various International Labour Organization (ILO)

conventions. SA8000 covers the following areas of accountability

Child labour


26/70

No workers under the age of 15; minimum lowered to 14 for countries operating under the

ILO Convention 138 developing-country exception; remediation of any child found to be

working.

Forced labour

No forced labor, including prison or debt bondage labor; no lodging of deposits or identity

papers by employers or outside recruiters. Workplace safety and health: Provide a safe and

healthy work environment; take steps to prevent injuries; regular health and safety worker

training; system to detect threats to health and safety; access to bathrooms and potable

water. Freedom of Association and Right to Collective Bargaining:

Respect the right to form and join trade unions and bargain collectively; where law

prohibits these freedoms, facilitate parallel means of association and bargaining.

Discrimination

No discrimination based on race, caste, origin, religion, disability, gender, sexual

orientation, union or political affiliation, or age; no sexual harassment.

Discipline

No corporal punishment, mental or physical coercion or verbal abuse.

Working hours

Comply with the applicable law but, in any event, no more than 48 hours per week with at

least one day off for every seven day period; voluntary overtime paid at a premium rate and

not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a

collective bargaining agreement.

Remuneration


27/70

Wages paid for a standard work week must meet the legal and industry standards and be

sufficient to meet the basic need of workers and their families; no disciplinary deductions.

Management system for Human Resources

Facilities seeking to gain and maintain certification must go beyond simple compliance to

integrate the standard into their management systems and practices.

Health and Safety

Company follow a strict code of Health & Safety practices at conditions in the workplace

and beyond. The code is monitored continually by internal management reviews, which

involve representatives from all areas of the business. The group also reviews and updates

the code regularly. Ensuring that all legislation and recommended practice is complied

with. Company constantly strive to remain eco-friendly by adhering to the highest

international standards of manufacturing, effluent treatment and by using azo-free dyes and

chemicals to ensure the welfare of our consumers and the sanctity of our natural

environment.

The Environment

Good environmental practice has always been a prime consideration in Bombay Rayons

development, leading us to seek practical solutions to avoid the production of waste.

Company business activity inevitably has an impact on the environment. Company seek to

minimize this impact as far as possible by operating a policy of sustainable development

and constantly researching new ways to reduce pollution, wastage and the amount of

resources used, while recycling as much as we can. Company view all environmental

regulations and legislation as the minimum standard to be attained and strive to exceedthem significantly where possible as the needs of the retail industry have changed.

The Community


28/70

Company take company responsibility to contribute to the community in which we

operate seriously. Company make every effort to support our staff and the wider society in

improving our local community. The company has always taken an active role in local

communities in which it operates, supporting many worthy causes.

Bombay Rayon recognizes that its employees have an important role to play within the

wider community and seeks to provide every effort to support its staff with charitable

endeavours and local community initiatives. These activities have included promoting and

sponsorship of individual and social activities, fund raising for hospitals and schools and

coordinating with aid agencies and local authorities for projects around the nation.

Corporate Values

Company are committed to actions to restore and preserve the environment. Company are

committed to developing safe and clean technologies using the best environmental

practices. Company are committed to minimizing waste and pollutants, conserving

resources, and recycling materials at every stage of the product life cycle. Company will

continue to work with customers and public authorities, vigorously pursuing the

development, and implementation of improved technologies and products by minimizing

their impact on the environment. Company will develop effective methods and procedures,and will promote a culture in which all employees share this commitment.

In this way, company aim to have an environmental performance we can be proud of, to

earn the confidence and respect of customers, shareholders, and society at large, and to

contribute to sustainable development.

Giving the salaries to all the employees at a right date of every month.(6th of every

month)

Every year increment is provided to al the employees.

ESI and PF facilities are provided to all the employees.

BRFL provides ARC (accident relief care) cards from the accident relief care

(India) pvt ltd to all the employees.


29/70


30/70

Training is the processes where by people learn the skills, knowledge, attitude and

behaviors needed in order to perform their job more effectively.

NEED

Training programmers helps in increasing the quality & quantity.

1. Employees feel that they are being taken care by the management and this result in

increasing their morale.

2. By training, the workers are enabled to make the most economical & best use of

materials & equipment.

3. It helps each employee and individual member to utilize and develop his or her full

potential.

4. As managers are exposed to the latest concepts information and techniques they

become qualified. By this, increase their market value and earning power.

5. To increase productivity & to improve interpersonal communication, leadership &

team work.

TRAININNG OBJECTIVES

* To impart new entrants the basic knowledge and skill they need for an intelligent

performance of defined tasks.

* To assist employee to function more effectively in their further role.* To increase the productivity of an organization

* To reduce the cost of production.

* To give suggestions and recommendations to the company.

TECHNIQUES OR METHODS OF TRAINING

Some the most popular methods of training which is often seen is as stated below.

ON-THE-JOB-TRAINING

Is conducted at the work site and in the context of the job. It is, many times, informal. An

experienced worker shows a trainee how to work on the job.

VARIOUS METHODS OF ON- THE JOB TRAINING

ON SPECIFIC JOB


31/70

Current practice in job training has been strongly influenced by the war training within

industry which was first designed to improve the job performance through job training

these are following methods of training.

A. Experience

B. Coaching on-the job

C. Understudy

A. Experience

This is the older method of on- the job training but as sole approach, it is wasteful, time

consuming and inefficient. It has been observed that is should be following by other

training methods to make it more effectives.

B. Coaching

Coaching by superior is an important and potentially effective approach is superior is properly

trained oriented. The technique involves direct personal instructions & guidance usually, with

expensive demonstration & continues critical evaluation and correction.

C. Understudy

The understudy method makes the trainees an assistant to the current jobholder .The trainee

learned by experience, observation & limitation.

OFF-THE-JOB METHODS

In these methods, trainees have to leave their work place denote their entire time to the

development objectives. In these methods development of trainees is primary & may useable

work produce during training is secondary. Following training techniques are use off the

job.

1. Special courses of lectures.

2. Conferences

3. Case studies

1. Special courses of lectures


32/70

Lecturing is the most traditional from of formal training method .special courses & lectures

can be established by business organizations in numerous ways as a part of their

development programmers.

2. Conferences

This is also an old, but still a favorite training methods, the participant pool their ideas &

experiences in attempting arrive at improved methods dealing with problems which are

common subjects of discussion, conference may include buzz session that device

conferences into small group of four or five for intensive discussions.

3. Case studies

A case study is written account of a trained reporter or seeking to describe an actual

situation.

Roles and Responsibilities

Employees

Work hard to achieve goals.

Take responsibility for their own professional development.

Assess their performance objectively.

Managers

Set and clarify employees goals.

Support employee development and possible career progression.

Provide yourself frequent and candid feedback.

Access employee performance fairly.

Compensation and Benefits

The salaries of the employees are based on performance, periodic performance appraisals

are conducted and the salary is fixed based on performance.

The following are the components of the compensation package


33/70

Basic Salary

Dearness allowance

Statutory payment( PF)

Efficiency allowance

Annual benefits such as medical reimbursement, medical support scheme, Eco-

friendliness

Other indirect benefits such as lunch and transport facility etc.


34/70

FINANCE DEPARTMENT

This is the main department of any organization and is also necessary to design this

department to design this department. Because, finance is like food & water for human

body, without finance other activities of the business can not be undertaken. But in todays

business not only adequate finance is necessary but also it is necessary to manage it

properly. That is why the finance department is having very a significant role in any

business.

FinancialRecordKeeping&Reporting

As Bombay Rayon Fashions Limited is a listed company, it is required to comply with

strict accounting principles and regulations. It is critical to ensure that all transactions are

properly identified, analyzed and recorded. Regardless of whether a Director / Senior

Management person is directly involved in financial reporting or accounting, most come

into contact with financial transactions directly or indirectly. All reasonable efforts are

expected to ensure that all business records and reports are accurate, complete and reliable.

Function areas of Financial ManagementI. Estimating the financial requirement.

2. Selection of the source of funds.

3. Allocation of funds.

4. Analysis and interpretation of the results.

5. Usage of BEP techniques.

GENERAL MANAGER

ACCOUNTS MANAGER

CASHIER ACCOUNTANT ACCOUNT ASSISTANT


35/70

6. Capital budgeting

7. Working capital management.

8. Profit planning and control.

9. Fair return to the investors.

10. Maintaining liquidity and wealth maximization.

BRFL is also having a effective finance department with different section the supreme

body for this department is the director for finance then comes the general manager for

finance, assistant general manager, manager and so on from top to bottom. Totally 5

employees are working in the finance department.


36/70

BALANCE SHEET OF BOMBAY RAYON FASHION LTD FOR THE

YEARS

2008 & 2009

(Rs in Lakhs)

S I SOURCES OF FUNDS SCH ASSET31.03.2008

ASSET31.03.2007

12

3

1

23

Share holders fundsShare capitalReserve capitalLoans and fundsSecured loansUnsecured loansDeferred tax adjust

Application of fundsFixed assetsGross blockLess: depreciationNet blockCapital work in progressInvestmentsCurrent assets, loans and advancesCurrent assetsLoans & advances

Less: current liabilities &Provisionscurrent liabilitiesprovisions

NET CURRENT ASSESTS

Miscellaneous expenditure

12

34

5

67

8

9

500.004150.97

500.002897.32

15109.941458.131100.38

11113.231221.43862.85

22319.42 16594.83

11550.203493.36

7461.172882.55

8056.84 4578.62

531.88207.47

14729.026940.51

1886.40304.11

13341.075040.98

21669.53 18382.05

6973.931172.98

7897.54661.26

8146.91 8558.80

13522.62

0.61

9823.25

2.45

22319.42 16594.83


37/70

HIERARCHY OF MARKETING DEPARTMENT

Marketing is a process of persuasive action which makes the buyers to buy the products

and services at given price is called marketing.

Marketing management is a process of planning and executing the conception, pricing,

promotion and distribution of goods services and ideas to create exchanges with target

groups that satisfy customers and organizational objectives. Marketing management is a

process involving analysis, planning implementation and control that it covers goods,

services and ideas that it rests on the notion of exchange and the goal is to produce

satisfaction for the parties involved.

MARKETING MIX

Marketing refers to the four Ps Product

Promotion

Pricing

Place

General ManagerChakravarti

Domestic MarketManager Venkatachalam

Export MarketManager Divakar

Executive Satish

SalesRepresentatives

SalesRepresentatives

Executive Maria


38/70

Promotion

Promotion activity of the products produced by the Bombay rayon fashion LTD is totally

taken care by head office of the company which is situated at Vasantnagar, Bangalore.Promotion of the products is looked after by the companys marketing executives.

Pricing

Pricing is relying on the quality and quality ordered by the customers. When customer

places bulk orders for the products and services, company will quote the low price for the

orders or vice-versa. All the pricing quotation is fixed by the head office of Bombay rayon

fashion ltd. Only manufacturing process will be done in the plant. The head office will

receive the cost of each order placed by the customers. It will then check the cost of the

orders and then fix the price for the orders

Place

Place refers to the space of finding the targeted customers of the produced goods and

services. Mainly company will browse the customers via internet or through the directories,

which contains information about the customers.

Company Marketing and Selling strategy

Company have positioned our company in a reasonably strong position in all the business

segment in which we operate due to our quality, consistency, pricing and delivery

schedules our customer profile for fabrics include leading garment exporters in India.

Leading garment makers in the overseas markets, domestic garment manufacturers,

domestic wholesalers and traders and retailers.


39/70

Company Distribution Channels

Products /Market Segments Distribution Channel

Fabrics-Domestic sale

Fabrics-Exports

Garments-Exports

BRFL-Marketing agents/Wholesalers/Garment

manufacturers/Retailers

BRFL-Oversea Garment Manufacture / Exporters/

International Buying house.

BRFL-Buying house international brands / Retailers .

Domestic sale of fabric

The local retail market is well developed and we have been catering to this market for

almost 2 decades. We have a network of over 10 agents and 70 distributors catering to

network of more than 2000 retailers spread across India. Presently in the domestic retail

division, we have a turnover of around Rs 200 lacks per month, which we plant to increase

to Rs. 300 lacks per month.

Domestic sale of fabric to readymade garment manufacturer exporters

This is the fastest growing market segment. With our range of fabrics, the buyers of these

garment exporters specify and approve fabrics made by BOMBAY RAYON. Thus it is

custom made product for these garment exporters. These are bulk and repeat orders.

Domestic sale of fabrics to readymade garment manufacturers operating in

domestic market

This is another fast growing segment mainly caters to domestic garment industry. many

Indian and international brands have set shop to grab this ever growing market with the


40/70

popularity of readymade garment going up, the Indian customer have almost topped buying

fabrics from retails shops and getting the garment stitched from tailors.

Export of fabrics

Companies are established fabric exporters to various markets. Suiting fabrics exported to

Europe and shirting to Middle east country. We are no concentrating and developing export

of shirting fabrics territories too.

Export of garment

Company strategy for exports of garments is to focus on medium to high class garment as

per unit price realization is maximum in high value garments segment. We have been able

to attract well know names in overseas fashion garments industry, due to ability to offer

garments based on seasonal fashions trends and co lour choices.

Company expertise in design of fabrics as per customer specification, garment designs and

garment samples meeting the stringent quality required have made a preferred garment

supplier to discerning from Europe and USA. We enjoy a steady market for our products in

this segment and have established significant brand goodwill among overseas buyers for

our garments. In addition to above we are now focusing on significant reduction in turn

around time.

Export of Made Ups/Home Textiles

Company believe that in the post- WTO era, home textiles will be a driving force of Indian

textile exports. With the closure of home textile plants in the US and shift in international

buying patterns towards Aspic Pacific Region, there is expected to be considerable demand

for home textiles out of asian countries.

CLIENTS

Federated store USA

(Macys & Bloomingdales)

VF (WRANGLER) USA

Liz Claiborne USA


41/70

DKNY USA

ECKO USA

MARK ECKO USA

Guess Italy

Roberto Cavalli Italy

Tom tailor Germany

Ottos Germany & Switzerland

C & A Chain of stores Germany

Kiabi stores France

WR Replay Italy

BHS UK

Burtons UK

Top man UK

Kickers UK

Next UK

GEORGE UK

PROCESS OF MARKETING THE BRFL PRODUCT

To meet fabricator.

To get the requirement of customer like sizes and other enquiry.

To get the Performa invoice or estimation.

Send the purchase order.

Supply the materials.


42/70


43/70

plotting the fabric is cut with the help of cutting machines. Different parts of shirt are then

stickered for identification of size and shade. This process is known as sorting of fabric.

The sorted fabric is then bundled and sent for fusing of the three main parts namely collars

and plackets. Then collars and cuffs are attached to the main body completing the first

stage.

4. Final checking of garments

Company subject 100% of the garments that company manufacture to stringent quality

control measures. To ensure that every piece manufactured is as per specification and the

required quality standards, responsible for ensuring that all finished goods are free from

defects and stitched as per measurement. This team compares the final product with the

measurement chart and style chart given by the design department. Any variance beyond

acceptable limits is rejected.

Manufacture of Made Ups

Very recently we have ventured into the value added segment of home textiles i.e. Bed

sheets, fitted sheets, pillow covers, Quilt covers, Duvet covers etc. mainly for direct

exports. The size of global trade in this segment is expected to be over US 12 billion. The

market for home textile products as been growing at a rapid pace over the last few year.With the removal of quota restriction the segment offers great opportunity for growth.

Production Department

Production management to the applications of management principles to the production

process in a factory. In other words production management involves application of

planning, organization, directing and controlling the production process.

The planning department suggests the type of raw materials should by used to manufacture

the product and then the production is carried in systematic manner in which different

shops produce, where final product of the company is assembled.

Meaning of the Production


44/70

Production implies the creation of goods and services to satisfy human needs. It involves

conversion of inputs (resources) into outputs (products). It is a process by which; raw

materials and other inputs are converted into finished products.

Any process which involves the conversion of raw materials and bought out components

into finished products for sale is known as production. Such conversion of inputs adds to

the value or utility of the products produced by the conversion or transformation process.

The utility or added value is the difference between the value of outputs and the value of

inputs. The value addition to inputs is brought about by alteration, transportation, storage or

preservation and quality assurance.

PRODUCTS OF THE COMPANY


45/70

MANUFACTURING PROCESS FLOW

AIMS AND FUNCTIONS OF PRODUCTION DEPARTMENT

BRFLs Production is the functional area responsible for turning inputs into finished

outputs through a series of production processes. The Production Manager is responsible

for making sure that raw materials are provided and made into finished goods effectively.

He or she must make sure that work is carried out smoothly, and must supervise procedures

for making work more efficient and more enjoyable.

FIVEPRODUCTIONSUB-FUCTIONS

In a manufacturing company the production function may be split into five sub-functions

1. The production andplanning department of BRFL will set standards and targets for each

section of the production process. The quantity and quality of products coming off a

production line will be closely monitored. In businesses focusing on lean production,

quality will be monitored by all employees at every stage of production, rather than at the

end as is the case for businesses using a quality control.

2. The purchasing department will be responsible for providing the materials, components

WATERJETFINISHED GOODSDESPATCH
http://www.thetimes100.co.uk/glossary--planning-1742.phphttp://www.thetimes100.co.uk/glossary--standards-3003.phphttp://www.thetimes100.co.uk/glossary--targets-1787.phphttp://www.thetimes100.co.uk/glossary--quality-2984.phphttp://www.thetimes100.co.uk/glossary--lean-production-2936.phphttp://www.thetimes100.co.uk/glossary--control-1624.phphttp://www.thetimes100.co.uk/glossary--planning-1742.phphttp://www.thetimes100.co.uk/glossary--standards-3003.phphttp://www.thetimes100.co.uk/glossary--targets-1787.phphttp://www.thetimes100.co.uk/glossary--quality-2984.phphttp://www.thetimes100.co.uk/glossary--lean-production-2936.phphttp://www.thetimes100.co.uk/glossary--control-1624.php


46/70

and equipment required to keep the production process running smoothly. A vital aspect of

this role is ensuring stocks arrive on time and to the right quality.

3. The stores department will be responsible for stocking all the necessary tools, spares,

raw materials and equipment required to service the manufacturing process. Where

sourcing is unreliable, buffer stocks will need to be kept and the use of computerized stock

control systems helps keep stocks at a minimal but necessary level for production to

continue unhindered.

4. The design and technical support department will be responsible for researching new

products or modifications to existing ones, estimating costs for producing in different

quantities and by using different methods. It will also be responsible for the design and

testing of new product processes and product types, together with the development of

prototypes through to the final product. The technical support department may also be

responsible for work study and suggestions as to how working practices can be improved.

5. The works department will be concerned with the manufacture of products. This will

include the maintenance of the production line and other necessary repairs. The works

department may also have responsibility for quality control and inspection.

These four distinct views are discussed in the following section.

Production as a system

This view is also known as systems concept of production.

A system is defined as the collection of interrelated entities. The systems approach views

any organization or entity as an arrangement of interrelated parts that interact in ways that

can be specified and to some extent predicted. Product is viewed as a system which

converts a set of inputs into a set of desired outputs.

Production Function

Production function may be defined as the creation of useful products for sale with the help

of inputs such as materials, machines labors land, capital and management.
http://www.thetimes100.co.uk/glossary--stock-control-1775.phphttp://www.thetimes100.co.uk/glossary--stock-control-1775.phphttp://www.thetimes100.co.uk/glossary--costs-2515.phphttp://www.thetimes100.co.uk/glossary--development-63.phphttp://www.thetimes100.co.uk/glossary--working-practices-688.phphttp://www.thetimes100.co.uk/glossary--inspection-1042.phphttp://www.thetimes100.co.uk/glossary--stock-control-1775.phphttp://www.thetimes100.co.uk/glossary--stock-control-1775.phphttp://www.thetimes100.co.uk/glossary--costs-2515.phphttp://www.thetimes100.co.uk/glossary--development-63.phphttp://www.thetimes100.co.uk/glossary--working-practices-688.phphttp://www.thetimes100.co.uk/glossary--inspection-1042.php


47/70

The production function represents between inputs and outputs.

Objectives of production management

Some of the important objectives of production management are

1. Maximum customer satisfaction through quality, reliability, cost and delivery time.

2. Minimum scrap/rework resulting in better product quality.

3. Maximum possible inventory levels (i.e. optimum inventory levels).

4. Maximum utilization of all kinds of resources needed.

5. Minimum cash out flow.

6. Maximum employee satisfaction.

7. Maximum possible production (i.e. outputs).

8. Higher operating efficiency.

9. Minimum production cycle time.

10. Maximum possible profit or return on investment.

PRODUCT PLANNING AND DEVELOPMENT

Product planning and development is the process of searching ideas for new products,

screening them systematically, converting them into tangible products and introducing the

new products into markets. It is also involves formulation of product strategies and

policies. It includes improvement in existing product as well as new development products.


48/70

PURCHASE DEPARTMENT

THE HIERARCHY OF PURCHASE DEPARTMENT

Purchase officer

Store officer

Store assistant

Helper

Purchase department deals with the purchasing and storing of materials and supplying the

materials to the production department according to their specification.

The most important aspect in any organization is flow of materials from outside the

organization to fulfill the requirements of the each department. This activity is taken care

by the PURCHASE DEPARTMENT.

Purchase department plays an important in the organization effectiveness and its

productivity. Purchase department has to make timely order of the raw material for the

uninterrupted production process, and the spare parts for the machines which helps in

orderly replacement of spares with the production moving.


49/70

Objectives of the purchase department

A. To procure quality raw material at the least cost.

B. To maintain sufficient stock at go downs.

C. To preserve the stock at maximum care.

D. To maintain safety stock level.

E. Estimate the future fluctuation in prices of raw material arrangement of finance to

fulfill the maximum stock level.

The department is responsible for the following

Domestic purchase

Imports

Trading of Raw Material

Dispatches to factories

Storage at go down

Excise obligation

PURCHASING PROCEDURE

1. To get the sale order

2. Receipts of procurement advice including type of procurement

3. Planning for procurement depending on the type of advice

4. Preparing material purchase requisition

5. Seeing enquiries

6. Making comparative statement of offer received from various suppliers.

7. Placement of orders including patronizing.


50/70

QUALITY CONTROL DEPARTMENT

MEANINGS

Quality is desired attributes and characteristics in material, semi finished products and

finished item it is a relative term and can be expressed based on end usage.

In simple words quality is doing the right things at first time and every time.

Quality is

Degree of performance

Degree of preference.

Degree of excellence

Promises made to the customers

Quality of design

There are 8 dimensions of quality

i. Performance

ii. Features

iii. Reliability

iv. Conformance

v. Durability

vi. Serviceability

vii. Aesthetics

viii. Perceived quality


51/70

QUALITY POLICY

Overall intentions and directions of an organization with regard to quality, as

formal expression by top management. We shall make value additions to our customers by providing world class products.

Meet to the full satisfaction of customers.

Quality by enhancing productivity and efficiency.

Being internationally competitive.

Achieve quality products with total support from all their employees.

Checking continuous improvement.

To listen openly to its customers.

To design the products they want first.

Produce the products cheaply not compromising with quality.

To offer excellence to your customer.

QUALITY CONTROL

Operational techniques and activities that are used to fulfill requirement for quality.

QUALITY ASSURANCE

All the planned & systematic activities implemented within the quality system, and

demonstrated as needed, to provide adequate confidence that an entity will fulfill

requirements for quality.

QUALITY MANAGEMENT

All activities of overall BRFL management function that determine the quality

policy, objectives, & responsibilities,7 implement them by means such as quality

planning, quality control, quality assurance, & quality improvement with in the

quality system.

QULAITY MANAGEMENT SYSTEM PRINCIPLES


52/70

Customer focus.

Leadership.

Involvement of people.

Process approach. System approach to management

Continual improvement.

QUALITY MANAGEMENT SYSTEM


53/70

SATISFACTION

MEASUREMENTANALYSIS

&IMPROVEMENT

PRODUCTREALISATI

ON

RESOURCEMANAGEM

ENT

MANAGEMENT

RESPONSIBILITY

CUSTOMER

CUSTOMER

PRODUCT


54/70

MANAGEMENT RESPONSIBILITY

1. Management commitment.

2. Customer focus.

3. Quality policy.

4. Planning.

Quality objectives.

management system planning

5. Responsibility authority, & communication

6. Management review.

General.

Review input.

Review output.

MEASUREMENT ANALYSIS AND IMPROVEMENT

1. General.

2. Monitoring & measurement.

Customer satisfaction.

Internal audit. Monitoring & measurement of process of product.

3. Control of non confirming product.

4. Analysis of data.

5. Improvement.

6. Corrective action.

PRODUCT REALISATION

1. Planning of product realization.

2. Customer related process.

Determination of requirements related to the product.

Review of requirements related to the product.

Customer communication.


55/70

3. Design and development.

4. Purchasing.

Purchasing process.

Purchasing information.

Verification of purchased product.

5. Production and service provision.

Control of production & service provision.

Validation of process for production & service provision.

Identification and trace ability.

Customer property.

Preservation of product.

6. Control of monitoring.

RESOURCE MANAGEMENT

1. Provision of resources.

2. Human resources.

General.

Competence, awareness, & training.

Infrastructure.

Work environment.


56/70

STORES DEPARTMENT

STORES

It is a place where materials are received and stored. Materials received will no be

Received will not issued immediately it will be held in stores and that is called inventory.

STORES DEPARTMENT

It is a place where materials are received and stored. Materials received will not be issued

immediately it will be held in stores and that is called inventory. The inventory held in bell

is for one and half months.

FUNCTIONS

Goods inwards

Holding stores

Scrap and surplus stores

To receive raw materials and account for them.

To receive the purchase requisitions.

Checking inspection letters.

Invoice must match with purchase order

Made rejection and replacement.

SCOPE OF STORES

1. Ready accessibility of major material permitting efficient services.

2. Efficient space utilization and flexibility at arrangement.

3. Reduced need for material handling.

4. Minimization of material deteriorisation and pilferage.


57/70

PROBLEMS IDENTIFICATION

PROBLEMS OF THE ORGANIZATION

Only Authoritative leadership Because They are not strictly implementing what they

are discussed in the meeting because the managers doesnt give the opportunity to the

workers to give their ideas and suggestions in the meeting.

Less promotional activities there is Lack of advertisement media like T.V, news paper

to publicity of the organization product.

CAUSES

Less motivation among employees

Less sales turnover

Less product awareness

There is no proper distribution

SUGGESTIONS

BRFL should use the effective advertisement media like T.V and News paper to

improve its marketing position in the market.

Group discussions, case study, presentations should be conducted. During the

practical sessions instructors must be provided in order to guide the trainees.

Make the T&D programmes more effective. The company should provide T&D

programs according to needs of the employees.


58/70

7S McKinney Model

APPLICATION OF 7 S MODELS

The 7-S model is better known as McKinneys 7-S. The two persons who developed this

model are, Tom Peters and Robert Waterman, have been consultants at McKinney & Co at

that time. They published their 7-S Model in their article Structure is not Organization

(1980) and ion their books The Art of Japanese Management (1981) and in search of

Excellence (1982). Perhaps the most important of culture, was the trigged the interest of

American managers in the issue of culture, was the emergence of Japanese competition. AsJapan began to take leading role in one basic industry after another, the question of cultural

difference emerged as a casual factor to explain Japanese superiority. There were those

who signal the deterioration of sound cultural values as the central reason behind the

slipping of America as a worldwide industrial power.

They suggest that Americans have gotten too fat, demanding too much from society

without imposing any equivalent internal demands of themselves, and that they seem to

have a lost a sense of pride and self satisfaction derived from a job well done. When

contrasted with their Japanese counterparts, the gap seems to be enormous and still

growing. Somehow, there is basic erosion of standards of excellence that seems to

undermine the basic fabric of American society. This is a message of gloom, and the

popular press, as well as the academic writes, when contrasting American and Japanese

management styles have been repeatedly conveying the message in recent years.

The most notable exception, which might be the cause of its enormous popularity, has been

the book in search of excellence by peters and waterman (1982), where they emphasize

the lesson to be derived from Americas best run companies. Paradoxically, it is interesting

to observe that the best compliment.


59/70

That can be made to an American firm is that it resembles a Japanese company. Nc.

Kinseys 7S model reflects upon the framework used to evaluate the best managerial

companies.

The model starts on the premise that an organization is not just structure, but consists of

seven elements

THE SEVENS ARCHITECTURE

1. STRATEGY

It refers to the set of decisions and actions at gaining a sustainable competitive advantage.

Towards Supplier.To ensure prompt dealings with integrity, impartiality and courtesy and promote

Ancillary industries.

Towards Employees

Develop their capability and advancement through appropriate training and career

Planning.


60/70

Towards Community

Encourage progressive indigenous manufacture of products and materials so as

to substitute imports.

To ensure safety in operations and highest standards of environment protection

in its manufacturing plants and townships by suitable and effective measures

Objectives

To provide and supply quality products and ensure continuous operation and also

provide after sales services to achieve customers satisfaction.

To develop long-term corporate plans to provide for adequate growth of the

activities of the corporation.

To endeavor to reduce the cost of production of sponge iron by means of systematic

cost control measures.

To ensure the price of its equipment

2. STRUCTURE

Structure describes the hierarchy of authority and accountability in an organization these

relationships are frequently diagrammed in organizational charts. Most organizations use

some mix of structures-pyramidal, matrix or Structure ones-to accomplish their goals. A

structure is the formalizing of relationships, roles and responsibilities in order to recognize

and perform work.

In simple terms structure is a pattern in which various parts or components are inter-related

and inter- connected. So, organization structure is a pattern of relationships among various

activities and positions because various people hold these positions, the structure defines

the relationships among people in the organization

Organizational Structure

The overall responsibility for the safe and efficient operations at the locations shall rest

with the location in charge. However all the officers working at the location in charge from

time to time.


61/70

Develop and maintain good relationship with all customers and other connected

agency.

It undertakes a wide variety of activities through devices such as

departmentalization, specialization, division of labor of delegation of authority.

The employees of each department is responsible for the activities done in their respective

departments and answerable and reporting to the department manager.

In the organization the department manager comes under the top level management. Under

these position technical officer, sales officer, accounts officer and administrative officer are

present they comes under the middle level management and other workman, security

guards and clerks comes the lower level management of the organization.

3. SKILLS

A skill is an individual ability to translate knowledge into action. The aim of organization

is to provide quality to their customer satisfaction, consistent quality to all. The

organizations success depends on the skills of the employees.

Training

Training is the systematic development of the attitude, knowledge, skill pattern required by

a Person to perform a given task or job adequately and development is the the growth of

the individual in terms of ability, understanding and awareness. They are conducting

weekly or monthly training for employees

4. SHARED VALUES

Mission

The mission of the company is to be the leading agency for accelerating unibic productivity

and production and for improving the viability of unibic as a vocation.

Vision

Companies are dedicated to deliver overall value to our customers by delivering high

quality products, exceptional financial performance to our shareholders and complete

satisfaction to biscuits growers employees and stockholders.


62/70

5. SYSTEM

System refers to all the rules, regulation and formal procedure and informal that

complement organizational structure. It includes buying and selling, planning and control

system, Capital budgeting system, recruitment, training and development schemes.

Recruitment is the process of searching prospective employee and the recruitment of

employees are carried out a by the Board of Directors on behalf of the state government

which is formed selection process. In case of vacancies or in case of appointing from

outside. UNIBIC recruit people through employment exchange and news papers. They

conduct interview. The qualified suitable candidates selected to the right job.

Training and Development

Training needs of various levels of employees are assessed on the basis of manpower

planning discussions are also held between manager and employees for assessing training

needs.

The location in charge will ensure that all other personal working. In the working

location receive adequate training in all functions of operation.

They conduct lecture and meetings

The minimum period of training varies from a weak to a month ( according to the

nature and complexity of the

Documents

Mudra Fabrics Private Limited