This project report on ³KAIZEN´ an improvement technique used by organization is a task of our academic session of BBM. An opportunity is provided to carry on summer training at RSWM Ltd Banswara. Under the guidance of Mr. M.P.Pareek (DGM HRD) & Mr. DINBANDHU PANDYA study was undertaken with the objective of a general study of HRD department functions requirements for current project & analysis of the company. It is known that personal HRD department is play significant role for every business concern for earning a reasonable rate of return & to maintain a good reputation in business world.


Gratitude is hardest of emotions to express and often does not find adequate words to convey all that we fell. I owe gratitude to several people who helped me in my course of project. If I were to sit down to map out all the contributors who have given time and shared their views and experiences to make this project possible. I would end up mapping out the long list. I express my gratitude to all of them. No single contribution alone lead to the success of endeavors and the same truth is true for this project study. First of all I want to thank to the supreme power of the world and to my parents who support me during this training. I don¶t have any word to express my gratitude towards Mr. M.P.Pareek, DGM HRD. He is true words guiding light behind the working of division, his cooperation, advice and concern certainly deserves extra acknowledgement and for granting me permission to do my training as RSWM ltd. Banswara. I express my sincere thanks to my project guide ³Mr. Dinbandhu Pandya´ for his generous guidance and full cooperation to me despite of his hectic schedule. I also thank all the employees of HRD of RSWM ltd, Banswara. Especially to ³Mr. Shivraj´, who were a great help in my project. I also like to thank from my institute side, without these my project cannot be completed. I would like to thank Dr. N.K. Dhing, Director and all the members of faculty, Pacific College, Udaipur. I express my heartfelt thanks to Dr. Manisha Lodha and Ms. Aruna Jain for their adequate guidance.




Kaizen Summary FINDINGS.NO. INTRODUCTION Introduction of the Company Board of Director Introduction of RSWM. Selection & Induction Procedure KAIZEN Literature RSWM Ltd. Banswara .CONTENTS S. Banswara 6 to 10 6 7 8-10 Chapter-2 Chapter-3 Chapter-4 Objective of Study Production Procedure DEPARTMENTS Production Department CPPC Department IT Department Raw Material Department Personnel Department Human Resource Development Department Environment Management System Safety Committee Corporate Social Responsibility Training and Development Recruitment. LIMITATIONS AND SUGGESTIONS BIBLIOGRAPHY 11 12 to 14 15 to 25 15 15 16 16 17-19 19-20 20-21 21 22 22-23 24-25 Chapter-5 26 to 37 26-28 29-37 Chapter-6 38 to 39 40 5 . Chapter-1 TITLE PAGE NO.

The company¶s leadership in the textile industry is exemplified in the equity that their brands enjoy in the Indian market-place-µMayur Suiting¶s. RSWM has also been recognized as a Golden Trading House by the Government of India having won the prestigious SRTEPC Export Award for several consecutive years. the Company has a significant presence in the world of textiles. RSWM will soon introduce ready -to-wear Apparels. Egypt and the Gulf countries. Singapore. Australia. RSWM is a premier company of the Group. Total Quality Management (TQM) has been implemented at the Banswara unit. 6 . blended. over the years. Korea. All the plants are equipped with state-of-the-art machines and Captive Power Generation facilities. Belgium. Banswara. RSWM has acquired Jaipur Polyspin Ltd.¶ RSWM is in the process of modernization drive and increase of spindles of its all the manufacturing units. RSWM is primarily engaged in the manufacture of synthetic. Global Presence RSWM exports a complete range of yarn and fabric to over 60 countries across Europe. RSWM is the first composite textile mill in India to be accorded the ISO Certification. mélange and specialty yarns and fabrics. Mandpam. RSWM's Gulabpura unit has the distinction of being India's first composite textile mill to be accorded the coveted ISO 9002 and IS/ISO 9001:2000 certifications. RSWM is exporting a complete range of yarn and fabric to over 60 countries worldwide. for manufacturing of Synthetic Blended Yarn. With nearly 30% of RSWM's production exported.CHAPTER-1 INTRODUCTION INTRODUCTION OF THE COMPANY Rajasthan Spinning & Weaving Mills Ltd.775 crore (US$ 177 million).000 MT of Yarn per annum from its five units . South Africa. the flagship Company of the LNJ Bhilwara Group. Banswara Rajasthan. The Group has a highly specialized Yarn Development Center. The manufacturing capacity of the Company is upwards of 81. giving RSWM a markedly visible presence across the textile world. This makes the Company truly global. To enhance its operating capacity. pilot plants and a Design & Development Studio for Fabric at Gulabpura. RSWM also manufactures 12 million meters of fabric per annum at its Gulabpura unit. RSWM has also acquired a state-of-the-art process house at Mordi. ISO-certified Quality circles function across all units. has received several Export Awards from SRTEPC. Italy. yet truly Indian. The Company also enjoys a prestigious µThree Star Export House¶ status and. Rishabhdev and Ringas located in Rajasthan.Gulabpura. (RSWM). with a turnover of Rs.

Ritesh Kumar. A.C. L. Khaitan. Mr. Mr. Mr. Director 11. Mr. Mr. Director 6. Dr. Director (Nominee LIC) 7 . Mr. Executive Director 5.P.N. Mr. Davar. D. Vice Chairman and MD 4. Mr. Shekhar Agrawal. Jhunjhunwala. Mr.R. Director 8. R.N.K. Chairman 3. Pradeep Dinodia. Laddha. Chairman Emeritus 2. A. S. Mr. Director 10. Director and Chairman Audit Committee 7.K. J. Shrivastava. Mr.BOARD OF DIRECTORS 1. Director 9. Kamal Gupta. Garade. Director (Nominee LIC) 12. Churiwal. Ravi Jhunjhunwala.

with 99 TFOs for 1 Twisters & 16 Doubling Machines. Total Installed Capacity 9. Silk. 1997 1st June. 1989 10th December. Doubling capacity 70%. IV. 3 & 6 4.All Textile Unit. III. The unit is providing accommodation facilities which are as given under: For Family For Bachelors For Fitters Workers¶ Hostel 85 Quarters 34 Rooms 24 Quarters 500 Occupancy VI. 3. IX. P/C Blends. First Phase of Production 2. Milk). 1997 10th October. 10. 4 & 5 6. VIII. Product Range: Polyester 100%. IS/ISO 14001 EMS Certification. 13th Rajiv Gandhi National Quality award for the year of 2006 on 20th February. 1989 March. Viscose 100%. 1997 September. BANSWARA I. More R/F in unit no. Unit no. Viscose/Cotton. VII. 1993 by BIS. State award for Environment & Plantation. 5. Tencel/Cotton. Commercial Production 3. 1989 6th October. Fast Communication: . 4. Mobile VPNS & Lotus Notes. Protein Yarn (Soya. Cotton Wool & Other Cotton Blends.200 Officers and Staff. 4 & 5 5. 2007. Addition of Unit No. 8 started on 7. Work Force: .INTRODUCTION OF RSWM. Polyester/Polynosic. 2005 1st November. Awards & Certificate 1. 2006 97776 Spindles equipped with world class technique 19th July. Production of unit no. Turn over crosses approx Rs. The unit production per annum is around 28700M. Commercial Production of unit no. Site Opening Unit 1 & 2 1. 3000 Workers. Nylon/Cotton. TQM Implementation ERP Implementation April. 305crore. V. 7 started on 8. IS/ISO 9002 Certification since 16th October. PVT Cotton. Oeko-Tex Standard 100 Certification. Head Office & Marketing Offices are connected with V-Sat. Acrylic/Cotton. 8 . P/V Blends. 2000 II.T. 1993 May. PVA Yarn. 2.

TQM. 9 XI. Constantly meeting the customer and other product-related requirements. Involvement of all concerned. EMS. Winner of prestigious ³SRTEPC-Highest Export Award´ for Polyester/ Viscose Yarn export for consecutive 12 years.´ Objectives of the Company 1. No Conflict-Union-Management. 2. Outside training.´ Vision ³Our vision is to forge a head in the new millennium with an immediate sense of purpose and to be seen a undisputed leader. machinery. profitable and the most admired textile manufacturer in Asia. XV. A Full fledged HRD Center with Audio/Video facilities. Health & Stress Management Programmes. 2. 7. 3. XII. State award for Export Excellence from State Government of Rajasthan. Ownership Concept (core team & PT Leaders). 5¶s. 3. Academy. Reliance Industries Ltd. Discipline Prayer. fully equipped fuelled by commitments to invest in pills. . Working development 4. HRD In-house training. Talent Recruitment & Induction. innovative. Mission ³To continuously grow on sustainable basis and be a major. Continual improvements in our systems and processes. X. XIV.6. Management Window. XIII. processes and most importantly our people-team Bhilwara: all towards satisfying and fulfilling our customer¶s need in today¶s globally competitive environment. Cotton from Gujarat and Maharashtra. 4. Using modern technology. Raw Material 1. 15Days Shift. for Polyester supply. and Attendance through ARS system. Grasim Industries Ltd. Uniform. Process orientation 5. Profitability growth 3. Customer satisfaction 2. Tech. Workers training (40days). Interface. for Viscose supply. Project & Kaizens. System Audit. XVI. Hewitt¶s. Mentoring. New product development Quality Policy To achieve Total Customer Satisfaction by: 1.

Belt. XX. TV facility.XVII. Preventing pollution through efficient use of resources and operational control. superlative quality and the diverse expansion in the product range. Environment Policy 1. Dress. international SSI font used symbolizes compactness. Mayor Suiting 2. All this demands a change in persona and thinking. The color black connotes the strong heritage the company enjoys. Hospital. along with unity and reliability. Making continual improvements in our environmental performance by controlling various releases. 10 . new aspirations. purity in nature and global stature. Welfare of Workers:. If workers children secure minimum 60% marks in any standard than organization encourage them and provide some cash amount. Some well known brands 1. The Logic of the Logo Shape is symbolic of superlative quality. Games. along with a continued commitment to performance. while the color gold reflects passion excellence. Celebrating occasion. With every change come new hopes. new benchmarks«. along with unity and strong bonds. 2. Geoffrey Hammond¶s Superfine Suiting Leisure Wear. XVIII. Insurance. La Italia Fashion Body Davis 4. Cold water. Ambulance. Socks. Complying all applicable environmental legislation and regulations. new achievements. Canteen. BSL Suiting 3. The fine. STD facility. Safety day celebrates on 4th March. Shoes. 3. XIX.Restroom. With it come new responsibilities and a wider dimension. Cycle stand.

8. 3. During the training I had studied maximum activities of human resources which were conducted there and I learn maximum of them in practice. To aware from the whole environment present in the company. for the fulfillment of my purpose ³bridging the gap between theory and practical´. In future if I undergone in any training program then the training I have done now will help me a lot. During training my objective is to learn (both in theoretical and practical way) the HR activities of the company. placement etc. 6. Kaizen is a Japanese word. and other facilities provided by the company to their personnel. how kaizen is helps them? Are they got benefits in the form of monetary or time saving or production increase etcetera? 5. To know how recruitment. take place in company? 9. I undertook fortyfive days summer training at Human Resource Development Department of RSWM Ltd. we get the knowledge about the norms of recruitment of the company. I want to know how a company works because what I had studied is theoretical part and what I learn in the company is practical knowledge. To get practical knowledge. at the same time. My topic is ³Kaizen´ an improvement technique used by the organization. To know. welfare. 2. Banswara. 7. Banswara. selection.CHAPTER-2 OBJECTIVES OF STUDY Books are the treasures of knowledge and a theoretical base is pivotal for understanding the realities of practical field. It is made from two words kai-zen. training. 11 . To know about the working culture. For example as we recruit many candidates. With the privilege of an opportunity provided to me by RSWM Ltd. But. where "kai" means "change" or "the action to correct" and "zen" means "good". KEY OBJECTIVES: . induction. To know what is kaizen and how it is implemented? 4. practical knowledge is crucial for having an insight into the implementation of theory in corporate world.Key objectives of the study are: 1. To convert my theoretical knowledge into practical.

For polyester and viscose yarn both constituents are mixed in a definite ratio. It uses high load motor for 960 rpm of 2kW. This yarn is wounded on small bobbins. The yarn made has a particular count. The sliver is there is a sensor. Carding: After lap formation sliver is formed. For it carding machine is used. They give the twisting in the yarn with the help of ring & traveler. It is wounded on bobbin. If the count is more (flue) the yarn is thin & if the count is less close (coarse) the yarn is thickly has launched it in RSWM. Speed Frame: The sliver from the draw frame is thread with fewer diameters then sliver. 5. AUTOCONER: The function of this machine is to wind yarn from bobbin to cone. In RSWM. Drawing (Doubling): The sliver is made thicker by combing 5 or 6 slivers together to form a single sliver. This work is done by the roller to the drafting the rowing. This process is also called as D r a w Frame. 2. 12 . 3. It is used for rowing formation. In this the air pressure is applied on the sliver.CHAPTER-4 PRODUCTION PROCEDURE Different constituent such as cotton. Fiber could be painted by spraying colors. The splicing procedure is carried by air pressure which of two types: 1. Dry splicing The yarn is passes through an electronics gage which major any type of fault in the yarn & remove the fault by the worker. Ring Frame: This machine is used for ultimate formation of Yarn. 4. viscose. This ring frame is connected with a communication system called ring data & its speed is controlled by spinal. The machine is automatically stopped after breaking of the slider. Production of yarn follows the following procedure: 1. polyester. It produces evenness in sliver. Silver is very thick loose type thread. Blow Room Line: It is machine that works for formation of lap. Lakshmi Rioter has launched it in RSWM. Vouch is launched in RSWM. acrylic etc. After lap formation it is wounded around lap bar. forms yarn. In RSWM LR (Laxmi rioter) this process is also remove the dust particles from the sliver. 6. Lakshmi Rioter & Truzschler have launched the machine. Wet splicing 2. This bobbin is known as S/F. There is a LED & photo detector which sense the any breakage of the LED & photo detector is placed on the both ends of the machine it is automatically stopped if any yarn is broken. With the help of splicing the Yarn is combined together from the different bobbins. The thickness of the yarn is depending on the count. which senses the broken of the silver & after breaking it is joins by the worker.

8. 2) User Tensel: Rapid 3:. 3) Twist Tester: It determines the twist per inch in the yarn.This used to check the strength of the yarn. silver rowing. Cartoons packing. These processes minimize the unwanted knots in the yarn. To give an idea about what ISO: 9002 is. It takes 20 inch test length and then untwists it to measure the TPI and TPM. thin place and news hairiness. For this purpose cones on a trolley are checked by ultra violet light in a dark chamber.Pilot packing. STANDARD QUALITY CONTROL Company has got IS/ISO: 2000 version. Checking: A checking procedure is followed to ensure that material should not be mixed with another. It checks the evenness of the yarn. 4) Calculate 7000: It is a very unique & computerized machine used for fault specification. it is a quality system certification. If the material is mixed or any other variations like count/blend etc. Packing: In packing department relative humidity is quite high viz. are there it will be reflected by shade variation in the cones and under UV lamp. CV% thick place.O.e. 9. T. the reflectance would be different for normal and defective portion by virtue of which we can attest the cones.F. (two for one twister): As same indicate in this machine two yarns are combined as well as twisted. 90% to provide adequate moisture to the yarn. So this process is known as cheese winding it only combines not produce any twist. There are two types of packing: . Cheese Winder: In this machine two or more than two yarn are combined together on the cheese. 10. Star Volkmann VTS-07 has launched it in RSWM. 13 . Although it will be increase the yarn package. It measure u%. Following equipments are used here for the purpose of quality control: 1) User Tester: This machine is used to test the informing of feed materials i. 5) Lee strength Tester: to count the strength of CSP.7. Textbook has launched it in RSWM. yarn. which is absolutely commendable and is striving for further achievement that is encouraging & hearting to see.

O.F.Flow Chart of Spinning. Finishing & Packaging Department Fiber Godown Mixing & Welding Blow Room Carding Silver Lap Draw Frame First Time Comber Draw Frame Second Time Speed Frame Ring Frame Autoconer Cheese Packing T. Doubling Finished Goods In Godown Winding Market 14 .

P. The main function of this section is proper mixing of polyester & woolen raw material. loom. CENTRALIZE PRODUCTION PLANNING & CONTROL(CPPC) DEPARTMENT It is a diverse department. spinning section & post spinning section. mainly preparatory section. The processing technology is employed to create these fabrics in truly world-class fashion.C. Its obligation ends when the material are dispatched physically from plant/ A part Banswara set up.This section is divided into 4 subsections i. which comes in pressed bales. 74% relative humidity is maintained in this section. The production orders are accepted after profit assessment.P. List of pending order are also being discussed in this meeting and then planning is done accordingly. (Centralize Production Planning Control). On every 20th planning for the next month¶s production estimates is being made so that production activities are carried on a regular basis without any disturbance. checking & mending . there are two more set ups of spinning and weaving i. For manufacturing of yarn 65% relative humidity is required in this section Weaving: . getting order. In this section the richest quality polyester & viscose go into the fashioning this dream blend of suiting & BSL solver rote shuttle less-projectile looms weave an extremely advanced & precision controlled fabric. The fabric is credited with optimum finish. It is designed to quickly & evenly impart the desired degree of finish & to accurate consistently repeat this under the production conditions. preparatory.e.CHAPTER-4 DEPARTMENTS PRODUCTION DEPARTMENT Spinning: . 15 . mainly dealing is sales co-operation rather than actual sales.There are three sections in spinning unit. While planning the best order with a considerable profit margin is being accepted and a blue print of production activities are set out so that the order can dispatched in time. that every inch of the fabric is uniformly accepted worldwide. Processing:-There are two sub sections dying & finishing. Finishing is undertaken with sharing equipment and finally rotary press ensures all the work. machines & papers press give the fabric a qualitative finishing edge.The main function of this section is manufacturing of fabric from yarn. in Bhilwara and Kharigram set up. All marketing people & executive in particular department give their requirements (as to what they want in the next month) before 20th of every month. It acts as a coordinator between the marketing and production department. The sale is being run on the principle of C. and producing according to it. Supervisor. This means that the department has to coordinate the activities right from marketing of the product.e.

Various types of raw material used our here are as follows: Viscose. PV (POLYSTER / VISCOSE). 8 there is a production of 100% fiber either cotton or polyester. The company deployed a specialized ERP (enterprise resource planning) solution for textile companies. These requirements are than sent to Mumbai office where all the units of RSWM send their respective requirements & than their purchase is done on group basis in lump sum amount in order to get raw material at economic rate. Apart from this core system. across business unit.P. The database collects data from & feed into modular applications supporting virtually all of a company¶s business activities . Then they will decide how much material should order for the month on the basis of analysis that how much material is present in godown & how much is in transit. Gujarat. uncross the world When information is entered in one place. which is fully functional across all its existing manufacturing location. and M. Dyed Yarn 3. raw material purchase. From 18 to 25 every month is a planning week in which marketing People from various depots visit to company & give their requirement for the sales of next month. Polyester.I. RAW MATERIAL DEPARTMENT Raw material department deals with the raw material requirement by different units. NC (NYLON / COTTON). The minimum level that is maintained in godown is 25%. PC (POLYSTER / COTTON). Acrylic. 7. At its core is a single comprehensive database. Cotton. Grey Yarn 2. the company also uses specialized modules for functional areas of finance & human resources. and Nylon.across functions. AC (ACRYLIC / COTTON) In unit 6. Mainly the raw materials come from following place: Rajasthan. There are three main yarn manufactures in spinning (RSWM):1. DEPARTMENT RSWM leverages information technology (IT) tools extensively in its operations to achieve creator productivity & efficiency. According to the final yarn required every unit calculate their raw material need & give this to raw material department. Maharashtra. From unit 1 to 5 raw material required are for following products.T. invoicing & sales. production. and material handling stores & inventory situation. Mélange Yarn 16 . related information is automatically. standard costing. The company has integrated IT in its core functioning from purchase of raw material to sale of final product. Silk. This solution enables the company to get real time information on customer orders. A good IJRP is a technological tour die force.

The sources of candidates for filling of vacancies are: 1. His minimum height minimum5. 6. APM/PM & GM (T). Thereafter. 1. They select 40% outsiders & 60% local people for their work. bus facilities. The screened persons are then called for interview. They provide mess facilities.PERSONNEL DEPARTMENT The major functions of the P & A Department are as under: R e c r u i t me n t Recruitment of suitable person for specific post and his proper placement plays a very important role for smooth running of the industry. two photo & reference are essential. 2. personnel dept. Finger . dispensary & so many more facilities are provided to the worker by RSWM. 3. 2. 3. candidates are interviewed by a team of selection committee consist of Training Officer. Some silent norms of the industries. 17 . On receipt of list of candidate from District Employment Exchange the list is scrutinized properly by the Labor Officer/APM/ PM. through advertisement in the Newspaper.& Eye are also tested before selection of workers. and rest room. They will have to submit the required documents which are essential for the selection of the candidates. through district employment exchange.plant. They also select non-experience workers for their long life work. They are not recruiting any experienced workmen other than Maintenance & Engineering Department. we have to depend only on District Employment Exchange and through personal contact and propaganda through old labors. 5. through putting up a notice of vacancy on the notice board. He must be educated of 12th standard. provide dress.2 4. Main function of personal department is to selection of workers according to their norms & rules. Blood group. His age ³Between´ 18 to 25 year. masters and trainers only. His weight is minimum 48kg. There are some norms for selection of the workers. RSWM provide a better environment & also provide so many facilities to their workers. After clearance of the above committee finally GM (P&A) approves the appointment of the New Class Trainees. Whenever any vacancies exist in the . has to notify the vacancies to the district employment exchange officer under compulsory notification of vacancies Act. 7. Selection Candidates called for interview are required to clear the different criteria fixed for the selection of candidates. Therefore.

P. The personal. Personal record helps ion/retirement/resignation or accident. department. record also contains details of warning/charge sheets and suspension the individual workmen from time to time.O. code No. wages and increment details. The workmen are then divided in two batches as per the requirement of the land as per the knowledge and physique of the workmen. Thereafter after every 52 days their wages are revised and they are gradually trained to become full trained workmen and they get full rate. Presently we have a system of signing in the register for staff members and time punching system for workers. e.O. experience details.g. become very essential to keep all his personal records in proper file. Within total 52 days all workmen are being trained in different departments and after taking their technical test the successful persons are then given to their respective department and considered as half workmen or LCT..Induction New selected persons are taken through TQM Class where trainers are allotted arrange initially 10 days G. The Personal records give us the details of his job profile. DETAILS OF WAGES/STIPEND PAID TO A NEW WORKMEN CATEGORIE APR(Class Trainees) PAP(Learner Class Trainees) TRAP1(Unskilled) TRAPP(Semi-skilled) WKG(Skilled/Trained) DAYS 1 To 40 41 To 100 101 To 145 146 To 270 271 & Above COST TO THE COMPANY (per day) 100 115 127 166 215 Maintenance of Personnel Records Once a workmen /staff are recruited. 18 . Mill No. Placement 10 days G. Blood Group. is taken by all LCT.P. his reference. details of his permanent and present address. Permanent shift allotted to the 'workmen. Time Office Another important function of the P & A department is keeping proper record of attendance of staff/workers and also to provide the required number of labors in each shift for smooth running of the plant. his education details. promotion details etc.

B Z-C Timing 8.00 A.00 P M. Unpaid wages are paid to workmen on every 21st day of the month important function of time office 1. 2. Lunch break 1.00 P.M.00 P.M Half an hour during the shift Half an hour during the shift Half an hour during the shift Duty hours for staff other than shift is 9. P.00 P. 3. M. 5. Lunch break 1. Time keepers verify the engagement of every labor by going to the dept.00 P. 7.M.00 P. The main work of HRD department is manpower planning.00 A. To 2.M. 8. Bonus wor king days PL & lea ve ar e r ecor ded. 19 . Payment of wor ker. Where the man¶s are needed & what person do what work & in what time is all planning is done in HRD department.F. Attendanc e r ecor d. 6. 7.M.00 P. To 5. To 1. Wages are paid to all workmen in cash oil 10th day of every month Wages issued to all workmen on 7th of every month.M. M. 2. Every company makes criteria.00 P. The salary details arc sent to Bank and salary slips are given to the individual staff member. To 6. 11.M.Workers are dividing into four Shifts.M.00 pm 2.M. To 7. physical social activities and for saving this peculiarities. after beginning of the shift. At the end of the month total present days are calculated and salary/wages are prepared. 4.00 P.00 A. For staff 30PL & 10CL a nd for workers 15PL and 1CL on 32 da ys.M.12% of salaries. 3. The whole process of the worker after selection is done in the HRD department. which consist of human principles so this company has also separate department for human resources. Retir ement at the age of 58years.M.00 P. HUMAN RESOURCE DEVELOPMENT DEPARTMENT The management of human resources has very significant area to define human values. To 11. Shifts General X±A Y. To 3. Pers onal detail of wor ker. Recor d of old & new wor ker.00 P.00 A. Salary to staff is paid through SBBJ Bank on 1st day of every month.M.

the new workers are sent to respective dept. Management review continual improvement 20 . HRD has also got the responsibility to schedule the training schedule. Staff Activities For inexperienced personnel an induction program of 2 weeks is to be given to get acclimatized to the organization.P. Fire fighting etc. These above activities are carried out for the first 40 days. Need based training Exposure Sharing of exposure ENVIRONMENT MANAGEMENT SYSTEM (EMS) Definition of EMS: ³a system designed implementation and operated control our environmental significant aspect and achieve regulatory compliance. 104 days their skill test is taken & if they pass.1. Checking and corrective action 3. Implementation and operation 2. General process orientation. then they will be regarded as skilled workers. brief knowledge / overview c. (B) HRD activities for old workers:Training is given to them from time to time to upgrade their skills. in the organization and identification of the need is done by the respective dept. during these days the practical training carried out on the show floor. Fiber marketing. Safety d. for job trainees (under special request) people this ranges from 2-3 weeks. HRD Activities of Workers ± (A) HRD activities for new workers (B) HRD activities for old workers (A) HRD activities for new workersFollowing works is carried out by HRD for new workers:a. HRD organize refresher courses that are need based whenever they get the requirement from the respective dept. So after all this i. b.´ E. General rules & regulation e.e. in consultancy with the HRD dept. After 40 days of training. 2.C Planning1. as half skilled workers.

3. Global Warming Ozone Depletion Acid Rain Photochemical Smog Waste Disposal Water Pollution Environmental PolicyWe at RSWM Ltd. For the security of the workers they have some rules within the organization & also have so many security guards. which are care of all the employees in every department & also on main gate of the mill. Making continual improvement in our environment performance by controlling. 2. the safety of those workers is most important for the organization. complying all applicable environmental legislation and regulations. Management has provided the helmet for the security of the workers. 5. & within the mill the maximum speed of the vehicles is 20km/ph. 4. 6. RSWM is fulfilling all the norms of ISO 14000 and got his certificate. SAFETY COMMITTEE The main aim of safety department is to secure whole the workers from the uncertainty & risk. 4. engaged in the production at textiles commit our sector to preventing pollution through efficient use of resources and operational control. 2. Emission to air Releases to water Waste management Contamination of land Use of raw materials and natural resources Environmental Impact1. 5. When any worker is come into the mill then the guard has right to check there helmet. 3. 1. 21 . They have a dispensary within the organization for the workers because when they injured then they get fast treatment and three compounded are appointed in three different shifts so the workers get the benefit in night also. As so many workers works on machinery & on electronic tools.Guidance in ISO 14001According to ISO 14000 it is essential to fulfill all the environmental requirement of the mill so the environment is also controlled by the government also by the mill.

Whereas training increase job skills. TRAINING AND DEVELOPMENT In the modern industrial world. Training consists of theory class from 7am to 9a m and practical class from 9:30am to 12¶noon. Training is concerned with increasing the knowledge and skills of employees for doing specific jobs and development involves the growth of employees in all aspects. development shapes attitudes of employees. awakening related to savings to members of SHG. All the water used in fabric dyeing and finishing is recycled for use in the process-house and in horticulture. but also those which bring about growth of the personality. 3. Start an income generation source for SGH. It covers not only those activities. Give donation. In other words. 4. Every company must have a systematic training programmed for the growth and development for the growth and development of its employees. Provide coolers.30am and lunch time from 12¶noon t o 12:30pm. computers etc. to Deaf and Dump school. 5. Training is given to the members of Self Help Group.CORPORATE SOCIAL RESPONSIBILITY(CSR): 1. Donation in the hospital. 22 . 2. 50 Self Help Group (SGH). Environmental care is executed with an eye for detail.000 square meters of greens. Establish a hall in the village Chandu Ji Ka Gada near Banswara. Development is a related process. 6. The eligible workers attend the Training. Training batches are made of 20 to 30 trainees in one batch. 5.000 plants having been planted on the campus and an exquisite 11-acre orchard surrounding an artificial lake. Tie up with NGO Progress. for training the employees are being increasingly recognized so as to keep the employees in touch with the new technological developments. help individual in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. Training is generally conducted for 10days which is known as GP O (General Process Orientation). After lunch again practical class from 12:30pm to 2:30pm conducted and then trainees receives the schedule of whole work in theor y class from 2:30pm to 3pm. 3. with over 50. which improve job performances. 4. training provides the workers with facility to gain technical knowledge and development is a process by which the employees acquire skills and competence to their present job. Breakfast time 9a m to 9. 6. The Banswara unit has over 42. Training System:1. 8. The Banswara unit was accorded the best plantation award in Rajasthan. 7. Motivate. 2.


M.. two photographs & two copy of T.(P&A) 10 Joining date is given to them. machine etc. 3 Education requirement is above 5th class. Pension. 18 Day 2nd : information related to discipline. ribbon lap.NO. Feedback.F. charge Training Master etc. 26 Day 10th : information about original departments which includesTraining Master Theoretical class 1hrs. 24 Day 8th : information about high level officers. common facility and Training Master shift is given to them. comber & machine etc. 11 Punching card is made by the company for the new workers. sly lap.C. benefits. 22 Day 6th : information related to benefit given by company like Training Master salary. 21 Day 5th : information related to industrial safety & precaution Training Master from accident is given. WORK RESPONSIBILITY 1 New workers are called on gate at 9¶o clock. leg. information is given to time Time Keeper keeper to make corrections.5hrs per day. 14 In 10 days.L. training need. About draw frame. weight (45 to 60kg). Practical class 6hrs. 16 Everyday classes are arranged here. accident insurance and information regarding TFO. department wise lot Training Master segregation. Practical work-4.1hrs per day. is given. SELECTION & INDUCTION PROCESS S. Department & general information is given to them. dress and address are filled by them. 20 Day 4th: information related to types of vest. 25 Day 9th : information about merits of presence and demerits of Training Master absence. is required. C. 19 Day 3rd: information related to lot blat. 8 Selection is done by officer in department. 4 Blood group. 27 Every week test is taken by department. 23 Day 7th: information related to P. Officers 9 Final interview. housekeeping. height & name.2hrs per day. tint. and leave Training Master and also about autoconer is given to them. and about carding is given to them. Training Dept. Soni 12 When punching card is not punch. 15 Theoretical training.L. Ring frame information is also given. Feedback 1.P. Training Master and importance and about types of fiber is given to them. speed frame. 2 Physical checking like finger. 6 Batch. P. 24 . Head Office st 17 Day 1 : information related to prayer. 13 First day they do G. G. place. related information is also given. Jain & Sh. complete information from B/R to packaging is given to them. Departments 28 After 40 days shift and rest is set.O. 29 After 40 days CT to LCT are made by workers. ISO & C/W is Training Master given to them. increment. Sh. reporting. 7 Physical check up. 30 Prayer is scheduled on time..5hrs. Personnel Dept. Bonus & gratuity is given to them. 5 Form is given to them which are filled by themselves.RECRUITMENT.

31 32 33 34 Training about proper punching of card. Training Master Workers Workers Workers 25 . Workers should come in department on time. Workers should submit their punching card. If there is any problem regarding machine. workers have to consult their training master.

At Toyota. TWI programs included Job Instruction (standard work) and Job Methods (process improvement). American occupation forces brought in American experts in statistical control methods and who were familiar with the War Department's Training within Industry (TWI) training programs to restore the nation. when done correctly. INTRODUCTION Kaizen is a daily activity. The format for kaizen can be individual. MEANING In Japanese this is pronounced "kaizen". HISTORY OF KAIZEN In Japan. and other statistics-based methods taught by Joseph M. 26 . ("zen") means "good"." DEFINITION KAIZEN means continuous improvement without or with minimum investment by minimizing wastes & non-value adding activities for which the customer does not pay. from the CEO down. In conjunction with the Shewhart cycle taught by W. It is also a process that. after World War II. it is usually a local improvement within a workstation or local area and involves a small group in improving their own work environment and productivity. While kaizen (at Toyota) usually delivers small improvements. small group. ("kai") means "change" or "the action to correct". the culture of continual aligned small improvements and standardization yields large results in the form of compound productivity improvement. Edwards Deming. Hence the English usage of "kaizen" can be: "continuous improvement" or "continual improvement. Juran. People at all levels of an organization can participate in kaizen. as well as external stakeholders when applicable.KAIZEN Masaaki Imai made the term famous in his book. sometimes this is the line supervisor's key role. humanizes the workplace. and teaches people how to perform experiments on their work using the scientific method and how to learn to spot and eliminate waste in business processes. This group is often guided through the kaizen process by a line supervisor. suggestion system. the purpose of which goes beyond simple productivity improvement. these became the basis of the kaizen revolution in Japan that took place in the 1950s. It is a structured approach to improve quality & productivity leading to cost competitiveness. Kaizen: The Key to Japan's Competitive Success. or large group. eliminates overly hard work ("muri").

Increase Sales Volume. non-judgmental. where all line personnel are expected to stop their moving production line in case of any abnormality and. Increase in Revenue Generation from new initiatives. 4. 3. product quality improvement etc. Cost Effectiveness through loss reduction. CRITERIA FOR VALID KAIZEN PROJECTS Group of employees.IMPLEMENTAION The Toyota Production System is known for kaizen. OBJECTIVE The purpose of the Scheme is to motivate our employees for innovation & creativity through focused improvement. along with their supervisor. suggest an improvement to resolve the abnormality which may initiate a kaizen. 5. leading to overall enhancement in Organizational competitiveness and customer delight and motivate team building & group activities. energy consumption or increase in productivity by that specific focused improvement projects. EFFECTIVENESS To be most effective kaizen must operate with three [citation needed] principles in place: Consider the process and the results (not results-only) so that actions to achieve effects are surfaced. grade criteria can be overlooked 1. Reduction in Average Raw Material Inventory. 8. Increase in Plant on Stream Days. 1. OPPORTUNITIES/TRIGGERS We can achieve following through Kaizen Culture:Reduction in cost of manufacturing by direct reduction in power consumption. Reduction in Total Stores and Spares Inventory. and a learning. 2. Participation will be from Grade M to Grade F incase Kaizen is submitted by individual In case Kaizen is submitted by a group of employee. Participation Criteria.e. Reduction in Energy Consumption (Total). 27 . 3. not solely the narrow view) in order to avoid creating problems elsewhere in the process. 7. 6. Reduction in Total Repairs and Maintenance Cost (Excluding Dredging. Dry Dock and Special Repair). nonblaming (because blaming is wasteful) approach and intent will allow the reexamination of the assumptions that resulted in the current process. big picture. 2. 4. systemic thinking of the whole process and not just that immediately in view (i. 9. Reduction in Off Grade Generation.

concerned HOD & LH (accounts) after completion of project & saving achieved for three months. Only Kaizen implemented after 1st Jan¶2006 are eligible under this scheme 9. The projects adopted under CAPEX already approved / under consideration or under process etc) will not be considered under this scheme. 4. Rejection procedure of kaizen will be as per flow diagram only. The award will be valid for the Kaizens. 28 . But the most important thing is to use these systems to make your life easier. It will be checked for completeness along with detail saving calculation in two cases before & after the theme. 6. 2. The KAIZEN project is implemented on the permanent basis & it should not affect the other aspect of operation & activities.5. 1. 50. Kaizen project submitted on later date will be treated for the next month¶s evaluation.000/ (Rupees fifty thousand only). 7. 10. 3. The kaizen recommended for award will be considered for further evaluation Recommended kaizen would be forwarded to approving committee for final acceptance. Savings mentioned need to be validated by Accounts Department and sustenance of the saving (if not a onetime saving) to be monitored. EVALUATION AND PROCESS Processing shall be done in six stages: The Kaizen improvement evaluation committee shall first screen the Kaizen projects. 7. 5. Award amount will be as per calculation and maximum Rs. the kaizen award if 6. SUBMISSION KAIZEN project must be properly and neatly written on the prescribed registration The forms (annexure1) before start of actual work and other two formats (annexure 2 & 3) duly named and signed by the individual or team leader (in case of team). The Best. which are being implemented within one year¶s time. CONCLUSION Kaizen is a system for introducing process improvements. Accepted will go to both the teams in Group Award for suggestion and implementation. There can be two tier teams like core team & implementation team. The completed report shall be submitted to Focused Improvement subcommittee leader by 20th every month. 8.KAIZEN project award will be AWARDS The awards shall be given to in GCM meeting.

Poly-cotton B: By this we have achieved a process flexibility to run 100% cotton. D: Maintenance KN: K-Mantenance-44 T: Blow room pipe line modification B: Material transportation cost reduced. less movement of peoples in mixing room & better housekeeping. 100% Polyester and PC blends as per requirement of marketing /production department. Banswara ± Kaizens Summary (Oct 08 to March 09) In the following data some abbreviations are used which are as follows: D: Department T: Title B: Benefits . D: Maintenance KN: K. D: Maintenance KN: K-Maintenance-45 T: Pipe line modification to run 100% Poly. 29 . reduce can damaged problem.Maintenance-47 T: Carding C 50 can changer trolley modified B: Reduce bearing damaged.RSWM Ltd.Monetary / System improvement / saving of time KN: Kaizen Number D: Maintenance KN: K-Maintenance-40 T: Crosrol filter primary filter modification B: By this modification we will save approximate Rs25000 per annum due to less wear & other moving parts.

Engineering-44 T: In house repairing-repairing of D35 D/Frame M/C power supply 4nos.Engineering-32 T: In mill no.Engineering-48 T: Mill no. R/F over head blower ³ON´ & ³OF´ selector switch installed. D: Engineering KN: K. B: Cost Saving. B: Reduced frequently breakdowns & reduce yearly maintenance cost. It will increase the life of drivers.Engineering-45 T: Mill no. B: Cost Saving 72000/D: Engineering KN: K.Engineering-31 T: Make arrangement for cooling of KEB Inverters by take suction air from carding suction fan. emergency switches installed on Fiber Recovery machine at 2 locations for safety. __________________________________________________________________ ___ 30 .D: Maintenance KN: K-Maintenance-58 T: A/C M-6 main air pressure pipe modifications B: Net saving of Rs. D: Engineering KN: K. 6. B: Running temperature reduced up to 6 to 10 deg.16991/D: Engineering KN: K. 7. B: Safety. conversion of D/Frame machine. 8. D: Engineering KN: K.

Spinning-3 T: Reduce waste in mill no.Engineering-50 T: Mill no. installed 2nos exhaust fan. 2 B: Help to increase in the yarn recovery. Fast fire fighting. D: Spinning-6 KN: K-2 T: Roving content increase by . B: Saving of power (Rs675/month) & rejection re wdg continuously. 2. 8. D: Spinning-6 KN: K-1 T: Utilize 5 idle running drum of ch wdg for double material re wdg. B: Pipe removes from drain to avoid chocking D: Spinning KN: K.10% in ring frame.D: Engineering KN: K.13% to 0. D: Spinning KN: K. 31 .Spinning-27 T: Reduce bottom spoil in R/F B: Reduce hard waste from 0. size 24´ in blow room area to exhaust smoke during emergency. 1. (Like Fire) B: Safety.1kg/bobbin in p/c material B: Work load optimize. D: Engineering KN: K.Engineering-52 T: In mill no. 3-Modifide the old rusted water pipe lines from blow room to TFO inhouse.

D: Spinning-6 KN: K-7 T: Flyer numbering system in S/F B: Identification of damage flyer & roving waste reduce.8T to 14. D: Packaging KN: K (1-7) P.D: Spinning-6 KN: K-3 T: Set S/F stretch in each lot to control the R/F count CV B: R/F count CV% & thin faults reduced.04% B: Saving of 5040Rs/month D: Spinning-6 KN: K-6 T: Dust fan motor timer activated in A/C B: Suction increase in splicing zone & clg improved. D: Spinning-6 KN: K-4 T: VFO Bypass in P/V material B: Quality improved & power saving (688Rs/month) D: Spinning-6 KN: K-5 T: 2nd quality reduce by . Spinning T: Stuffing increase 400kg in the UTT France material B: 12.4T 32 .

Spinning T: Covered Raymond¶s material trolley by polyester sheet. D: Packaging KN: K (1-7) P. B: Per kg cost reduced by 3paisa/kg D: Standard Quality Control KN: K (6-8) Standard Quality Control-11 T: Re-winding B: To avoid mix up. B: To avoid quality due water spot.D: Packaging KN: K (1-7) P. D: Packaging KN: K (1-7) P. Spinning T: Packaging product per hands increase B: 300kg/hands D: Packaging KN: K (1-7) P. D: Standard Quality Control KN: K (6-8) Standard Quality Control-12 T: Grey knitted fabric-graphically analysis. Spinning T: Modified O/E carton (clip less joint) B: To reduce cut yarn problem in O/E yarn. Spinning T: Started loose pallet per kg by contractor. 33 . B: For quality improvement.

B: Work culture improvement.Security-3 T: Safety equipments maintenance of TPP B: Cost saving of outsider.Security-1 T: Canteen cleaning B: Rs15330/m=91980 D: Security KN: K. 34 .Security-4 T: Performing coal duty for TPP B: develop full security system at railway coal site and no any theft/shortage at on the way. D: HRD KN: K-HRD-9 T: SA 8000song and documentary prepared internally. D: Security KN: K. D: Security KN: K.Security-2 T: Fall ceiling cleaning B: Rs4380/m=26280 D: Security KN: K.D: Standard Quality Control KN: K (6-8) Standard Quality Control-14 T: Yarn snarling board B: For quality improvement.

B: Welfare activity. B: CSR Activity 35 . B: Time saving. D: HRD KN: K-HRD-14 T: Spinning training period of CT reduce to 40days to 30days. D: HRD KN: K-HRD-12 T: Foundation day celebration.D: HRD KN: K-HRD-10 T: CSR book 08-09 B: Compilation of all CSR. D: HRD KN: K-HRD-11 T: Hindi New year celebration. B: 305000 D: HRD KN: K-HRD-15 T: Income generating activity for SHG. HR and welfare activity. B: Welfare activity. D: HRD KN: K-HRD-13 T: GPO time reduce to 4hrs to 2hrs.

D: CPPC KN: K-CPPC-07 T: Yarn dispatch to M/s. D: General KN: K-General-1 T: Automatic dialing system to all extensions. Silvassa.R.. D: General KN: K-General-3 T: Reduction in monthly VPN and call duration charges. B: Cost saving D: General KN: K-General-2 T: Change plan for mobile connections B: Cost saving. Alok Ind.P) B: Time saving. B: Gain Rs15000/D: CPPC KN: K-CPPC-08 T: Export yarn to Bangladesh (Via: Benpole) B: Gain Rs104612/D: CPPC KN: K-CPPC-09 T: From VAT-49 (Developed in E. 36 . B: Cost saving.

50lacs per years. B: Rs. B: Saving of Rs0.85000/D: IT KN: K-IT-19 T: Saved 2 servers by providing multiple applications in a single server. D: IT/Personnel KN: K-IT-18 T: Developed shift wise worker arrival system. accuracy Rs.saving (One time saving) D: IT/Personnel KN: K-IT-20 T: Check on worker promotion CT/LCT system. B: Time saving in analysis. B: Save 2hrs/shift/day. B: Time saving. D: IT KN: K-IT-22 T: By in-house maintenance of ARS machine without AMC from last 3 years. D: IT/Personnel KN: K-IT-21 T: Arrival data upload to system as 400/Cash/Good work.60000/. B: System change.D: IT KN: K-IT-17 T: Training to user of data analysis through Pivot table in excels. 37 .

7. 12. Canteen. Blood group. His age ³Between´ 18 to 25 year.& Eye are also tested before selection of workers. Turn over crosses approx Rs. f. 6. Belt. a. Norms for selection of the workers.2 d. His minimum height minimum5. Well known brands of company ± Mayur Suiting.12% of salaries.F.T. two photo & reference are essential. Cold water. 9. 16. The unit is providing accommodation facilities which are as given under: For Family For Bachelors For Fitters Workers¶ Hostel 85 Quarters 34 Rooms 24 Quarters 500 Occupancy 5. 305crore. Well equipped equipment in all 8 units. e. 15. Workers are given training of 40 days which include theory as well as practical classes. c. Finger . 11. 3000 Workers. The unit production per annum is around 28700M. 3. STD facility. La Italia Fashion Body Davis and Geoffrey Hammond¶s Superfine Suiting Leisure Wear. 10. Company¶s recruitment form for workers. Salary is paid through Sate Bank of Bikaner and Jaipur (SBBJ). For staff 30PL & 10CL a nd for wor kers 15PL and 1CL on 32 days. Cycle stand. BSL Suiting. Retir ement at the age of 58years. Games. b. 38 . Insurance. Shoes. Welfare of Workers:. If workers children secure minimum 60% marks in any standard than organization encourage them and provide some cash amount. 14. 8. Safety day celebrates on 4th March. Some silent norms of the industries. g. He must be educated of 12 th standard. 18. From where company gets its raw material.monetary/ system improvement/ time saving. P. 2. 17. His weight is minimum 48kg. Work Force: 200 Officers and Staff. 13. Ambulance. LIMITATIONS AND SUGGESTIONS FINDINGS: 1. Kaizen results in benefits. Socks. Hospital.CHAPTER-6 FINDINGS. 4. TV facility. Production procedure. Company¶s Corporate Social Responsibility (CSR). Dress. Celebrating occasion.Restroom.

Trade union should be recognized.LIMITATIONS: 1. 14. Workers should wear the mask provided. SUGGESTIONS: 1. 11. 10. 6. In the company the workers are provided with a single dress. Use of proper tests and interviews in selection of employee. Employee welfare schemes. schemes and workers participation in Managements. Proper planning of manpower requirement so as to avoid redundancy. 7. 2. Workers do not wear shoes provided. 3. 9. The workers do not wear mask provided by the company. 4. suggestion. 7. The trade union is not recognized. Promotion from within and other career opportunities. Impartial transfer and promotion policies. 4. Employee consultation. 39 . Banswara is not connected through railway line & condition of roads is also poor so. Improvement in recruitment policy and practice. 2. Skill labour is not available at Banswara. 3. Provision of retirement benefits. Increase the number of dustbin. 12. 5. Sufficient number of dustbin is not there. 6. 8. Introduction of incentive plans. Workers must be given two pair of dress. Conflict resolution and team building techniques to improve human relation and morale. 13. 5. www. www. 4. 6.rswm. Chabra) 40 .com www.BIBLIOGRAPHY Kaizen: The Key to Japan¶s Competitive Success Human Resource Management (T.lnjbhilwara.

Sign up to vote on this title
UsefulNot useful