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HR practices at Raymond

India Ltd
TA&R Assignment
Submitted By:

Aviral Aggarwal

Between the two falls the small-scale powerloom sector. are added then the total employment is estimated at 93 million. agriculture.HR Practices at Raymond India Limited Indian Textile Industry The textile industry is the largest industry of modern India. Calcutta. In the production of fabrics the decentralised sector accounts for roughly 94 percent while the mill sector has a share of only 6 percent. Textiles. Coimbatore. and Sholapur. account for about 25 percent of India’s total forex earnings. The industry is highly localised in Ahmedabad and Bombay in the western part of the country though other centres exist including Kanpur. the government has granted a whole range of concessions to the non-mill sector as a result of which the share of the decentralised sector has increased considerably in the total production. India’s textile industry since its beginning continues to be predominantly cotton based with about 65 percent of fabric consumption in the country being accounted for by cotton. jute. Indore. .1 alone. cotton trade. If employment in allied sectors like ginning. sophisticated and highly mechanised mill sector on the one hand and the handspinning and handweaving (handloom) sector on the other. the powerloom sector has shown the faster rate of growth. The net foreign exchange earnings in this sector are one of the highest and. The structure of the textile industry is extremely complex with the modern. etc. Over the years. account for over 37 percent of total export earnings at over US $ 10 billion. It accounts for over 20 percent of industrial production and is closely linked with the agricultural and rural economy. The latter two are together known as the decentralised sector. It is the single largest employer in the industrial sector employing about 38 million people. Of the two sub-sectors of the decentralised sector. together with carpet and handicrafts. pressing.

Fully compliant with international quality norms.Introduction Silver Spark Apparel Ltd.000 square feet. With a total built-up area of 2..55 Crore).00. The unit manufactures suits and formal trousers catering largely to export markets. Growth in Sales was led by a strong export order book and the appreciating dollar. The Gross Revenue of the company for FY 2014 stood at Rs. The company has a good overseas clientele base. the plant's forte lies in the manufacture of jackets.4 million suits.53 Crore in the previous year. It has state-of-the-art manufacturing facilities at the company's Doddaballapur plant. which are at par with highly rated jackets from Italy or Japan. which produces 0. The company had a profit after tax of Rs.0 million trousers annually. 16. the facility houses state-of-the-art manufacturing equipment. 22. our facility was audited and approved for commercial production by major American and Japanese menswear buyers. . Silver Spark Apparel Limited has won the AEPC Export Award for 2012-2013 in the category of Highest Unit Value Exporter.33 Crore (Previous Year: Rs. jackets and 2. 225. is a wholly owned subsidiary of Raymond Ltd.91 Crore as against Rs. Set-up at a total project cost of USD 10 million. marking the group's foray into the Global Apparel Outsourcing market. 313.

9%. the numbers of people involved in post spinning operations have come down on account of automatic cone winding machines. Proper maintenance would be crucial as machine down time and costly spare parts would significantly affect the performance of the industry. In the apparel sector. the operating hours per quintal of yarn have decreased from 77 to 25 on account of modernisation and would continue to fall. Research & Development The textile industry does not have R&D as a focus area. Very few export establishments have invested in cutting machines or finishing machines. For instance. Quality Processes There would be increasing focus and adoption of quality and environment related processes. Labour laws . such as:  ƒ ISO 9001:2008  ƒ ISO 14001. Although the Indian spinning sector is relatively more modernised. Also. The modern machinery would require skilled maintenance people who have the requisite knowledge of the same. As mentioned earlier. India has much lower investment in special purpose machines. thereby indicating a low degree of modernisation in the Indian weaving industry. The low level of technology and government incentives like TUFS would drive modernisation in the industry whereas the high power costs would be a detriment. This requires industry-academia collaborations as well as individual R&D efforts by the companies. which perform specific functions and add value to the product. The industry would have to invest more in both process and product R&D to maintain product and cost competitiveness. the share of shuttle-less looms in the Indian textiles industry is only 2-3% as against a world average of 16. The shortage of labour and increasing wage rate would further induce greater automation which will lead to higher productivity. around 60% of installed spindles are more than 10 years old and open-end (OE) rotors account for only 1% of total installed spindles. The technological upgradation would necessitate the human resource to be trained in modern machinery and also greater in house spending on training.Need for a good HRD in textile industry Emerging trends in human resource requirements Technology The changes in technology would significantly affect the profile of people involved.

The availability of merchandising and designing skills would be crucial for increasing share in export markets and tapping the potential in new markets. The textile industry being labor-intensive. Also. T&C industry comes under the purview of Contract Labour Act. the industry will continue to have predominantly line system of operations. Textile industries are no exception to this. majority large portion of the human resource requirement will be for operators who have the adequate knowledge of sewing machine operations and different types of seams and stitches. 1970 which prohibits contract labour for the work that is perennial in nature. money and market. as it has to manage all the employees tactfully. Relaxation of the same with adequate safeguards can lead to more participation of women and also help in addressing the skill shortage in the industry. Change in the current regulations can lead to opening up of more employment opportunities. manpower assumes greater significance. Business organizations are made up of people and function through people. Although. They are:Traditional aspect Developmental aspect . It is the second largest employment generator after agriculture. The garmenting sector would be the key driver of the employment in the textile sector. Human resource related Modernisation of technology would necessitate more technical skills for operators in the production and maintenance functions across the value chain of the textile industry. material. The human resource at the higher levels as well as in other functions like procurement would need to possess the knowledge of various types of machines and also keep abreast with the changes in technology. HRD is one of the core departments in any textile company. The exporters find it difficult to manage the seasonal and order based volatility in demand on account of this. Currently. Manpower is the life blood of any industry. The HRD mainly follows the two aspects for managing the employees. As textile industry is a labor intensive industry which is still dependent on manual labor and a skilled workforce. it is essential for every organization to adopt the human resource management practices in the administration.More flexible labour regulations will positively affect the industry. The working of HRD encompasses all the departments. Hence. Among all these factors. the current regulations prohibit women from being employed in night shifts. The textile industry occupies a unique place in our country. every effort should be taken on a priority basis to keep this factor for achieving the main objectives of the industry. is a major contribution to the country's economy with its vast potential for creation of employment opportunities in the agricultural and industrial sectors. HR at Raymond The successful functioning of any industry is determined by the factors like men. The sector also needs multi-tasking/multi skilling at the operator level. designer and high end fashion exports would necessitate “make through” system of operations which would require the operators to have the ability to stitch the complete garment. Therefore.

Besides these facilities such as recreation to the staff and their family. 7. by newspaper advertisement etc. Administration activities are launched by government in same format. In this A.The employees are recruited on the basis of value and urgency. which will be beneficial to the company in long term. The traditional recruitment can be internal i. payment of wages is done according to minimum wages act. There are 4 types of appraisals:a.The department establishes a relation. It includes providing facilities like lunch.It is provided on the basis of sincerity and merit. Recruitment: . Training is provided either internally or externally. B and C rating is given like excellent.Training and development is provided on the basis of their needs. 3. transportation canteens. 8. Job Rotation: . Peers appraisal (180°) d.The traditional aspect is related only to the old age concept of human resource management.Quarterly appraisals are done and objectives are defined for the year. etc. The development aspect includes activities such as:1. It can also be external from some consultant management schools. are provided. 4. schemes for children. Union management. 6. Grievance management: .Industrial disputes act resolves strikes and outlets. Even providing security is the part of the administration. 4. Self appraisal b. very good and good. The off job training is provided to mostly executives. Payment of salaries and wages: . Administration is also a function of the HRD department. Engineers and HRD workers do timely study. Recruitment . Performance Appraisal: . 6. so that they should work with complete commitment. society for workman. bus for traveling. Agreement: .It is used to motivate the employees and to avoid monotony. Bargaining with the union. Subordinate appraisal (360°) 2. Its main objective is to sole the grievances of the employees. The training is provided mostly on job.It includes the rules and regulations.It is to coordinate the management with the employees. It carries out the functions mainly of:1. Resolving disputes: . 3.It is decided on the basis of the work or designation. Industrial relations: . Workmen compensation act and employees state insurance act is implemented. 2. Promotion: .e. Training and development: . 5. which are to be followed by the staff and employees for smooth working of the company. the employees are promoted or their relatives. Superior appraisal (90°) c. 5.

Recruitment refers to the process of screening. A. Continuous Learning and Development Organizational excellence is achieved only through continuous investments in growth and renewal of human resources. They are then rigorously trained for a period of one year. Promotions and Transfer b. A combined force of existing talent and induction of fresh blood helps the company to be competitive in the face of increasing business complexities. The objective of the programme is to gauge the recruit's area of expertise and then train them to independently shoulder their responsibilities. Employment exchanges e. or for a vacancy in a volunteer-based organization or community group. Lateral Recruitment 'Market-skilled' employees from other companies are periodically inducted into the organization from time to time. This practice helps in managerial cross-functional exposure for career development and learning. Employee Referrals B. which comprises level-wise planned interventions as well as specific need-based interventions through Training Need Analysis. fashion technologists and MBA's only from some of India's leading Institutes. A detailed training and development plan is drafted and implemented each year. This equips the team to excel in their current roles while also preparing . Talent from Campus Raymond recruits young textile engineering graduates. This is done by notifying vacancies internally. mid. chartered accountants. External Sources:a. Education and training institute Internal Resourcing The company first scouts for talent within the organization to provide growth opportunities to its employees. textile technologists. Employment Agencies c. Internal Sources:a. Advertisement b. Job postings c.and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. during which they are placed across different departments. before being finally placed in their area of specialization. and selecting qualified people for a job at an organization or firm. On campus Recruitment d. A Mentoring programme for new inductees in the organization enables them to adapt themselves to the organization. While generalist managers or administrators can undertake some components of the recruitment process.

staff in issues related to canteen . health centres and the purchase outlet. debt queries. Compensation and Benefits. By using MIS system managers can measure work. final settlement checks. payroll funding with the banking institutions and provides daily payroll tax balancing and cash funding information to the client.  Fabric Store MIS  Fabric issue and receive book  Fabric inventory book  Log book for fabric quality and swatches  Fabric conciliation report  Fabric Test Report (Internal Lab Test) . Other hr based practices followed at Raymond silver spark apparel industries Compliance : Under HR Compliance. stop payments/recalls. Some basic formats used by various departments in Raymond’s Silver Spark Apparel Industry have been listed below. manual checks. which is not a necessity of the industry . health centres. Management information systems are typically computer systems used for managing In day to day work number of MIS formats is being used by this factory. The compliance officers mainly look into the policies which govern the industry like the Factory Act.The welfare officer plays the role of the mediator between the worker and the management. track information on the right time and in the right form. They check the extent to which the HR-related practices of the buyers and their documents comply with legal requirements and best practices of the industry Settlement : The HR Settlement practice is basically used to set the Salary of the employees. the PF. Buyer Audits are conducted by the would be handled and conducted by the Compliance Officers . Committee Meetings :.them for future roles. and PFID. MIS (Management Information System): A management information system (MIS) provides information that organizations require to manage themselves efficiently and effectively.These are usually conducted by Welfare Officers from foreign countries to address these issues and they give seminars and training on Leadership Development and Inspirational speeches for the operators and staff in order to motivate them Welfare : The Welfare practice is mainly practiced to look into the welfare of the workers. The welfare officer resolves the issues between workers and management then and there itself if both the parties agree and reach a compromise then and there itself or else take it to the next stage in case if does not finish it within that instant and moves to the court. operators. The HR team also handles salary queries. commissions and payrolls on a weekly/biweekly basis. intellectual or social. There is great emphasis on behavioural and attitudinal training apart from technical and on-the-job training. Labour Welfare means anything done for the comfort and improvement. of the employees over and governmental. for salaried/hourly employees. The HR mainly processes the bonuses. factory premises.

 Cutting room MIS  Fabric requisition Slip  Lay slip  Cutting record book  Fusing record  Bundle record keeping  Record of End bits  Cutting machine maintenance logbook  Fusing machine check sheet  Merchandising MIS  Sample order Sheet  Order Indent  Style Sheet  Bill of Material sheet / Material requirement  Sample submission  Production file Check list  Time and Action Calendar  Order tracking sheet  Purchase order request Sheet  Pre-production meeting format  R&D report .