hrm final projects

8/6/2019 HRM Final Projects

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Master Textile Limited

Submitted To:Sir Mr. Fahad Javaid

Topic: Master Textile and HRM

Submitted By:M. Jonaid 041Usman Nadeem 075

Neelma Gul 053Pervaiz Iqbal 055Zanib Malik 079s

HUMAN RESOURCES MANAGEMENT


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AKNOWLEDGEMENT

We bow with humble gratitude before Allah the Almighty for providing us the ability tocomplete this report in very short span of time. We are thankful to our teacher, Sir Fahad

Javaid for her keen interest and support in our studies and especially for the Cooperationshe extended towards the preparation of this report.Finally, we are very thankful to Mr. Imran Manager Human Resources for Master Textile Ltd. for his cooperation and time he spent with us. The practicalknowledge he gave us is also highly appreciable.



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Master Group History

Master Group of Industries was established in 1963 as a joint venture with Bayer A.G. of Germany to manufacture foam mattresses. Today, the Group is one of Pakistan's mostdynamic Industrial concerns commanding well over 50% of the domestic foam market.Even though the Group's mainstay is foam products, it as rapidly diversified into other areas such as Textiles, Auto-motive parts, spring mattress production and GeneralTrading. The group has a fixed asset base of USD 20.00 million, annual turnover of USD60.00 million and 5000 employees. The Master Group enjoys impeccable integrity bothin the international and domestic markets.

About us:

Master textile mills limited with annual sales in excess of USD 40.00 million is one of Pakistans most reputable Textile Mills. Since our inception in 1993, we have more thantripled our annual sales revenue. Our main markets are USA EUROPE and Middle Eastwith each market contributing approximately 30% to total sales.Our product range include woven, non woven fabrics and made-up. In fabrics we doGreige, Dyed, Printed fabrics for Apparel and Household Textiles. In Apparels we dofashion wear and industrial worked wear fabrics. In home textiles we are doing quilts,

pillows, and bed sets. The philosophy behind our product range is to provide flexibility tofulfill our customer requirements. We are one of the very first companies of Pakistan toget Oeko-Tex 100, ISO 9000, ISO14000 and SA8000. We are also Lycra and Cool maxassured partner with DuPont. Our regular customers happened to be the top textile

brands/ departmental stores in Europe and America. Maintaining quality standards,timely deliveries and individualized customer service are the hall marks of Master textilemills.



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A Message from Management :

"Our aim & Object is to provide Textiles Products of Superb Quality coupled with theservices of unmatched Standards, Competitive Prices, Quick Sampling and FirmCommitment to Ensure complete satisfaction of our Customers around the Globe.

Mission:

Our goal is to strengthen the exports from Pakistan. With this comes the challenge of achieving international quality standards for both weaving and dyeing/finishing. Master textile was not only able to achieve these standards, but in fact raised the benchmark for

both quality and reliability from Pakistan. The first of its kind state-of-art composite unitin Pakistan was testament to the commitment of the groups 30 year old motto of qualityand reliability. The company is striving to have socially accountable and environmentfriendly operations and practices.

Vision:

The groups vision program includes expansion of the weaving, Dye house and garmentfacilities. We see the broader challenge and opportunity to increase our share of international business as the world moves toward globalization. We are developing polymattresses, cushions, quilts, bed sheets, bed spread, napkins, wadding, and non-wovenfabric facilities. We aim to invest in future focusing on the customers needs and intensecompetition in the international markets.

Master Textile No. of Employees and Annual Turnover:

The Master Group enjoys impeccable integrity both in the international and domesticmarkets. Master Textile Mills Ltd. is one of Pakistans most reputable textile mills.Master Textile Mills Ltd. has almost five Thousand numbers of employees. We are oneof the very first companies of Pakistan, who got ISO 9000 certificate. Since our inceptionin 1993, we have more than doubled our annual sales revenue. We are exporting GreyFabric mainly to U.S.A., Europe and Far East with each market contributingapproximately 30% to total Sales.Products:Our product range includes Greige fabrics, Dyed fabrics, Household Textiles andApparel Wear. The philosophy behind our product range is to provide flexibility to fulfillour customer requirements.

Yarn Fabrics Pants Work wear Home Textile

http://www.master.com.pk/textile/yarn.htmhttp://www.master.com.pk/textile/fabrics.htmhttp://www.master.com.pk/textile/tjeans.htmhttp://www.master.com.pk/textile/workwear.htmhttp://www.master.com.pk/textile/hometextile.htmhttp://www.master.com.pk/textile/yarn.htmhttp://www.master.com.pk/textile/fabrics.htmhttp://www.master.com.pk/textile/tjeans.htmhttp://www.master.com.pk/textile/workwear.htmhttp://www.master.com.pk/textile/hometextile.htm


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Human resource planning

Master Textile has a personal and administrative Department. Master Textile is one of the biggest Textiles in Lahore. The total number of employees is almost five Thousand.For the employees there is systematic in house training in home and abroad. To motivatethe employees, along with salary and benefits the company provides various facilitieslike free meals , free transportation , 24 hour medical center , on site sports . Productionand accommodation facilities include full time supply of safe drinking water, adequatelighting and ventilation facilities from sheet.

HR Practices of Master Textile

Job analysis

Job design

Recruitment

Selection

Training and Development

Performance Management/ Evaluation

Compensation

Incentives

Benefits

Job analysis

Job analysis is the procedure for determining the duties and skill requirement of a job andthe kind of person who should be hired for it.First of all, when some department need then supervisor or head of such Department aresend the one summery to HR department.The supervisor or HR specialist of Master Textile normally collects one of the followingtypes of information:

Work activitiesFirst he or she collects information about the job actual work activities such asmarketing, sewing, production. This list also include how, why and when the worker

performance each activity. In which they also define the job Title, job specification and job responsibilities.



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Education and qualificationCollects the information about education background and qualification.

Experience Experience must be needed for any job in Master Textile.

For Exmple:

Job Design

Job design is the process of structuring work and designating the specific work activatesof an individual or group of individuals to achieve certain organizational objectives.The job design can generally be divided into three phases:1. The specification of individual task.2. The specification of the method of performing each task 3. The combination of individual tasks into specific job to be assign to individual

Organizational considerations for job design:

EffectivenessIn the context of job design, to remain effective, organizations may have to redefine jobs,monitoring, and using technology so that the firm can even compete against giant rivals.EfficiencyMaximum outputs through minimum inputs of time, effort and other resources. In thecontext of job design, efficiency in time, effort, labor costs, and training should be doneaccordingly.

Recruitment process in Master Textile

Recruitment is the process trough which the organization seeks applicants for potentialemployment.

Source of recruitmentThere are two kinds of source Master Textiles uses for recruitment .They are

1. External source2. Internal source1. Internal source

Master Textile thinks that current employees are a major source of recruits for all butentry-level positions. Whether for promotions or for Lateral job transfers, internalcandidates already know the informal organization and have detailed information aboutits formal policies and procedures. Promotions and transfer are typically decided byoperating managers with little involvement by HR department.



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Job-posting programs

HR departments become involved when internal job openings are publicized toemployees through job positioning programs, which informs employees about openingand required qualifications and invite qualify employees to apply. The notices usually are

posted on company bulletin boards or are placed in the company newspaper.Qualification and other facts typically are drawn from the job analysis information.

The purpose of job posting is to encourage employees to seek promotion andtransfers the help the HR department fill internal opening and meet employees personalobjectives. Not all jobs openings are posted .Besides entry level positions, senior management and top stuff positions may be filled by merit or with external recruiting.Job posting is most common for lower level clerical, technical and supervisory positions.

2. External source

When job opening cannot be filled internally, the HR department of Master Textile mustlook 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 Master Textile in searchof a job; Write-ins are those who send a written enquire .both groups normally are ask tocomplete and application blank to determine their interest and abilities. Usableapplication is kept in an active file until a suitable opening occurs or until an applicationis too old to be considered valid, usually six months.

Employee referrals:

Employees may refer job seekers to the HR department .Employee referrals have severaladvantages .Employees with hard to find job skill may no others who do the samework.Employees referrals are excellent and legal recruitment technique, but they tend tomaintain the status quo of the work force in term of raise, religions, sex and other characteristics, possibly leading to charges of discrimination.

Advertising

Want ads describe the job and the benefits, identify the employer, and tell those who areinterested how to apply .They are most familiar form of employment advertising .for highly specialist requites, ads may be placed in professional journal or out of townnewspaper in areas with high concentration of the desired skills

Example:



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2.4 Internet



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Now today no body thinks anything without internet. So Master Textile give advertise atinternet.Example:

www.mastertextileltd.com

Selection

Selection refers to the process by which it attempts to identify applicants with thenecessary knowledge, skills, abilities and other characteristics that will help the companyachieve its goals, companies engaging in different strategies need different types andnumbers of employees. The strategy a company is pursuing will have a direct impact onthe types of employees that it seeks to recruit and selection.

Application Form:

In this application form are collect the detail information from the candidate. In this formcompany asked about details in every aspect. For example



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Conditional Job Offer:Master Textiles keeps the employees on basis of some specific conditions. Like on the

basis of time trials. Means for the lower grade jobs our organization gives 3 months trial period for the condition of excellent machine performance. And for high or mediumgrade jobs our organization gives 6 to 12 months trial period to check the performance of employee.

Background Investigation:When the new employees are selected then our organization (Master Textiles) are doing

background investigation. Master Textile calls to last company (which companyemployee leave) and asked about the behavior of the employee. And also ask aboutactivities of the employee at last company.

Training and Development program of Master TextileTraining is a process of learning a sequence of programmed behavior. 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 anintended 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. In organizational terms, itis intended to equip person to earn promotion and hold grater responsibility.

There are many types of method practices in Master Textile .we discuss that method at bellow:

On the job training On the job training is a training that shows the employee how to perform the job andallows him or her to do it under the trainers supervisionOn the job training is normally given by a senior employee or a manager like senior merchandiser or a manager. The employee is shown how to perform the job and allowedto do it under the trainers supervision.

Job rotationJob rotation is a training that requires an individual to teach several different some in awork unit or department and performer each job for a specified time period.In job rotation, individuals learn several different jobs within a work unit or department.One main advantages of job rotation is that it makes flexibilities possible in thedepartment. When one employee like junior merchandiser absence another merchandiser can easily perform the job.

Apprenticeship training



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Apprenticeship training provides beginning worker with comprehensive training in the practical and theoretical expect of work required in a highly skilled occupation.Apprenticeship program combined of the job and classroom training to prepare worker for more than eight hundred occupation such as computer operator, sewing technician.

Length of selected apprenticeship courses of Master Textile

Occupation length (months)1. High Management 6-122. Quality control manager 83. Quality control officer 84. Cutting Astt. Manager 75. Packing Astt. Manager 76. Ware house Astt. Manager 57. Production officer 38. Sewing Supervisor 5

9. Lower worker 6

Classroom training:

Classroom training is conducted off the job and probably the most familiar trainingmethod .It is an effective means of imparting information quickly to large groups withlimited or no knowledge of subject being presented. It is useful for teaching factualmaterial, concepts principle other theories .portion of orientation programs, some expectsof apprenticeship training and safety programs are usually presented utilizing some formof classroom instruction. More frequently however, classroom instruction is used for technical, professional and managerial employee

Development of the human resources

The long term development of human resources as distinct from training for a specific job is of growing concern to HR departments of Master Textile .Throw the developmentof current employees the department reduces the companys dependents on haring newworkers .if employees are developed properly the job openings found throw HR planningare more likely to be filled internally promotions and transfers also show employees thatthey have a career not just a job. The employee benefits from increased continuity inoperations and from employees who fail a greater commitment.HR department is also an effective way to meets several challenges including employeeobsolescence, international and domestic diversity, technical challenges. Affirmativeaction and employee turn over. By meeting these challenges the department can,maintain an effective workforce.

Performance Management System



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In Performance Management System there are many activities are included but in whichMaster Textile are simply reviewing that what an employee has done.There are three purposes of

1. Establish Goal2. feed back

3. documentation

Performance Appraisal:

Performance appraisal is the process of assessing employees past performance, primarilyfor 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 disciplinaryaction. Previous management theories used to view performance appraisal as a stick thatmanagement has introduced to beat people. Performance appraisals are now more

clarified and they concentrate on developing organizational strengths and employee performance.

Purpose of Performance Appraisal in Master Textile:

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 decision

To diagnose the hidden problems of an organization

Performance Appraisal Process

Who Appraises Supervisors Subordinates



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Peers Clients/customers Self appraisal 180/360 degree approach



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Components of Compensation System

Compensation systems are designed keeping in minds the strategic goals and businessobjectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are asfollows:

Figure 2: Components of compensation system of Master Textile

Model of Compensation Management

Figure 3: Model of compensation management of Master Textile


Job analysis

Job description& Specification

JobEvolution

WageSurvey

WageStructure

Wage Act

Administration of Wage

Performance AppraisalPerformanceStandards

Wage survey


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Job Analysis: It is the procedure for determining the duties and skillrequirements of a job and the kind of person who should be hired for it. It canalso define as the process of carefully observing and estimate the nature of the jobthen recording the details of he work performed.

Job Description: A list of job duties, responsibilities, reporting relationships,working conditions and supervising responsibilities product of a job analysis.This is actually a summery of the most important features of a job in terms of thegeneral nature of the work involved and the kinds of workers required to performit efficiently.

Job Specifications: A list of jobs human requirement that is the requisiteeducation, skills, personality and so on- a product of job analysis.

Job Evolution: A systematic compensation done in order to determine the worthof one job relative to another.

Wage Survey: Survey conducted with other employers in the same labor marketto determine pay levels for specific job categories.

Wage structure: A pay scale showing ranges of pay within each grade or post. Administration of wage: in this particular term, whether administration is

following pre-developed wage structure or not, that is observe here.

Scenario of compensation management of Master TextileThere are actually different phrase of compensation management practiced by Master Textile Ltd. These are explained as follows:

The Reward System of Master Textile:

An organization is formed to accomplish s specific mission. To do this, it must attractand hire people who have certain knowledge, skills, aptitudes and attitude. Master Textile, however, always try to attract candidate through reward system for only those

people who have certain and sound knowledge about any specific post as well.To attract and retain such people, Master Textile provided rewards.The reward system of Master Textile includes anything that any employee may value anddesire and the employer is able or willing to offer in exchange for employeecontributions.Master Textile, however, considers reward system as monitory system and in kind

payments constitute the compensation system of the organization.Monitory payments can be the form of coin or in paper money or in the less tangibleform of checks or credit card.

Dimensions for Compensation System



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Figure 4: Dimension for compensation system (Compensation system)

Pay for work and performance: In Master Textile, the amount of money provided by the employees normally dependence on he specific job requirements;outputs that meet or exceed quantity, quality or timeliness standards; innovationsthat might lead to improve the productivity; dependency; loyalty and somecombination of these items.

Pay for time not worked: However, Master Textile Ltd. pays to their workersfor not only for their contribution for work, but also for their time. Thecomponents of pay for time not worked significantly increase labor costs and alsoenhance quality- of-work life opportunities for most employees.

Loss-of-job income continuation: Job security is and always has been the primary consideration for the most workers and Square mostly emphasize on thiscriteria as well. The organizations philosophy is that, not only accident andsickness problems occur, but personal performance or interpersonal dynamics

problems might cause a temporary layoff or termination of employment. Thatswhy Master Textile try to provide their employees a variety of components totheir employees like unemployment insurance, supplemental unemployment

benefits (SUBs) etc help unemployed workers subsist until new employmentopportunities arise.


Compensation System

Pay for work &performance

Pay for time not worked

Loss-of-job incomecontinuation

Deferred income

Spouse (family) incomecontinuation

Income equivalentpayments

Health, accident, liability protection


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Differed income: Most employees depend on some kind of employer provided program for income continuation after retirement. Master Textile provides these programs for two basic reasons. First, most employees do not have sufficientsavings at retirement to continue the lifestyles they enjoyed while working.Second, tax laws and regulations make differed income plans more appealing to

many employees. Spouse (family) income continuation: Most employees with family obligations

are concerned with what might happen if they are not longer to able to providemoney that will allow their families to maintain a particular standard of living.Thats why Master Textile designed plans to provide dependants with incomewhen an employee dies or is unable to work because of total and permanentdisability.

Health, Accident and liability protection: When a health problem occurs,employees must be concerned not only with income contribution, but also with

payments for the goods and service required in overcoming the illness anddisability. So, here also Master Textile pay enough concern about certain issues.

Income equivalent payments: Many of these components are frequently called perquisites or perks or bonus. Employer cost for a specific portion of certain perks is considered earned income to employee.


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