ROLE OF HR IN

A
CLOTHING COMPANY
ThreadScape LTD
Threadscape ltd is a company established in 2005 dealing
in clothes of all kind. The company is divided into various
departments working independently on different wears but
ultimately reporting to the head manager.

The company currently employs over 200 workers and a turnover of

more than 50 crores.The company goes through regular training of
employees to keep up with the changing fashion state. The company is
working fine and has a high demand in market because of which it
decided to expand and employ a few more of employees including 50
workers and 10 people for sales and after sale service.
 The company is already divided into departments as follows:

The production and designing department consists of 200 primary employees and 10
designers who also work as supervisers.
The production department is further divided into sub-departments that specialise in a
specific type of clothing.

The sales and after sales service department consists of 15 employees.

The company prefers to outsource other works to reduce the cost.

All these departments although work indivisually but all directly report to the head
manager.
 RECRUITMEN
T

For recruitment purpose the company has

decided to use placement agencies, publishing
on web and outsource the advertisement to a
different company specialising in advertisement
to reduce costs.
LEARN MORE
The recruitment process was found to be quite
successful for the company as it received
many applications from the public mainly
because of advertising and its goodwill in the
industry.
1.
SELECTION
Application Submission: Interested candidates submit their applications through the company's
website or designated channels. The application includes a resume, portfolio, and any other
requested information, such as a cover letter or design samples.

2. Resume Screening: The company's HR department reviews the submitted resumes to identify
candidates who meet the basic qualifications for the sales and customer service roles, production
and designing roles.
 They look for relevant experience in sales, customer service, or a related field, as well as skills
such as communication, problem-solving, and relationship-building for sales and after sales
services;
 quality and variety of work, attention to detail, use of color, understanding of trends, and overall
design aesthetic for designers ;
 and relevant education, experience, skills, and other criteria mentioned in the job description, such
as knowledge of garment construction, proficiency in design software, or experience with specific
production processes for primary employees.
3. In-person Interviews: Candidates who pass the resume screening are invited for in-person interviews.
 These interviews allow the company to further assess the candidate's sales skills, customer service abilities,
product knowledge, and their fit with the company's values and culture and designer’s skills, creativity,
technical expertise, ability to collaborate, and fit with the company's design philosophy.

4. Reference and Background Checks: Before extending an offer, clothing companies may conduct reference
checks to validate the candidate's work history, sales experience, design experience, creative skills and customer
service skills. Background checks may also be conducted to ensure the candidate's integrity and suitability for
employment.

5. Decision and Offer: After the interviews, assessments, and reference checks, the hiring team evaluates all the
information gathered and makes a decision. If a candidate is selected, the company extends a job offer, outlining
the details of the position, such as salary, benefits, and start date. The candidate may have the opportunity to
negotiate certain terms before accepting the offer.
Training and development
Training is impartly theoretical and practical
knowledge to an employee or group of employees
so that they can learn method and technique etc.
Training essentially increases productivity,
quality and organisational performance.
Reasons why training and development is essential

 To enhance knowledge and develop technical skills

 To disseminate knowledge to the trainees about modern techniques
 To improve efficiency and effectiveness
 Improved work place environment
General points

 In training program of threadscpe the training period duration 1 month

 Selection is given to about 220
 employees of production and designing department
 No. Of employees in cutting department- 70
 No.of employees in stitching department- 130
 No. Of employees in designing department- 26
Training and development programs

 Work flow of cutting: In this program we will train the employees how to use different cutting tools
like thread snips, pinking shears , rotary cutting etc.
 Work flow of stitching :Stitching is the process whereby fabric is fashioned into a finished product by
means of different sewing techniques. We specialize the employees with different sewing styles such
as running stitching,lock stitch, chain stitch , back stitch, sat in stich.
 Work flow of CAD: This training will help the employees to get familiar with the various softwares of
CAD. For example
 Gerber
 Lectra
 Optitex
 TUKATECH
 CAD CAM Solutions
Assyst
ORGANIZATION
DEVELOPMENT
PERFORMANCE
MANAGEMENT
Identifying and Take and
Tracking Reviewing Improvement
priortising give
goals
progress progress plans
Feedback

Performance management is the process of setting goals,

providing feedback, and addressing performance issues.
In a clothing brand company, it is important because it
ensures that employees are meeting the standards set by
the company and contributing to its success.
 Identifying and priortising goals
What is Performance
Management?
Goal: To increase sales by 10%.

performance management can help ensure that all employees are working towards
this goal. This can be done by-

Analyze historical Identifying trends Conduct market

sales data such as and patterns of research to
peak sales period or clothes understand
popular product customer
categories prefrences,buying
behaviour and
demographics
 Tracking progress

• Implement a robust sales tracking system that captures real-

time data on sales performance, including daily, weekly, and
monthly reports.

• Data visualization tools to monitor sales trends, identify areas of

improvement, and track progress towards the sales target.

• Conduct regular sales performance reviews with individual sales

representatives to assess their progress and identify
opportunities for improvement.
 Reviewing Progress

• Conduct in-depth sales performance analysis to

identify factors contributing to sales growth or
hindering progress

• Compare actual sales performance against the set

targets and identify any gaps

• Conduct sales team meetings or presentations to

review overall progress and discuss strategies for
improvement
 Taking Feedback and Giving
Feedback to Employees

• Collect feedback • Use feedback to • Provide constructive

from various feedback to employees
identify areas of based on their individual
sources, such as improvement, such as performance metrics,
customer surveys, product quality, highlighting strengths
sales customer service, or and areas that require
representatives, and pricing strategy development
customer service
teams
Compensation and Benefits
 Click icon to add picture

Making Improvement Plans

Analyze the sales data to identify
underperforming products or
categories and develop strategies
to address those gaps

Implement training programs to

enhance the sales skills and
product knowledge of the sales
team
Employee Relation
 “ Employee relations provides directions and
Oversight for a variety of non union staff
employment matters , including leaves of
absence, staff performance and disciplinary
issues, staff employee grievances including
formal complaints, investigation of harassment
and other workplace misconduct allegations,
all anticipated terminations, and
unemployment compensation claims”.
Importance of employee relations

1. There are several issues on which an individual cannot take decision alone.
2. Work becomes easy if it is shared among all.
3. The organization becomes a happy place to work if the employees work together as a
family.
4. Healthy employee relations also discourage conflicts and fights among individuals.
5. A healthy employee relation reduces the problem of absenteeism
At the workplace.
6. It is wise to share a warm relation with the fellow workers because we never know when
we need them.
Paths for creating employee relation
Employee Relation issues

1. Job classification
2. Award conditions
3. Leave Entitlement
4. Unfair dismissal
5. Anti discrimination
6. Dispute resolution
7. Contract provisions
Improve employee relations

1. Involve the team members

2. Encourage individuals to share their work with each other
3. Assign them targets and ask all the team members to contribute equally
4. Encourage effective communication among the team members
5. Written modes of communication must be promoted among the employees for better
transparency
6. Organise birthday parties, Christmas parties , New year parties etc
Wages and salary
Head manager : 60,000 [pay at specified
intervals]
Sub manager : 40,000 [ pay at specified intervals]
Master : 15,000 [pay at specified interval]
Labour : 700 [ Daily base]
Designer : 7000 [ per design]
Here at uprisers we follow both the types of compensation

Direct Indirect
Direct compensation

Bonus
Commission rewards
Paying for working overtime etc.
Indirect compensation

 Mobile reimbursement
 Public recognition
We offer a variety of benefits to our empolyees , such
as health insurance , paid time off and flexible schedules
 Common problems that arises in manufacturing process are as following :

• Poor communication
• Disruptions in conversation threads
• Delay in production
• Maintaining a flexible production process…
Preventions
1. By focusing on building trust, improving listening
skills, enhancing non-verbal communication, promoting
empathy, and establishing effective communication
channels, team building activities contribute to preventing
poor communication within a team. Ultimately, these activities
help create a culture of open and effective communication,
leading to better collaboration and overall team performance.

2. By establishing clear communication norms, improving team dynamics, fostering trust and
psychological safety, strengthening active listening skills, promoting collaboration, and resolving
conflicts constructively, team building activities contribute to preventing disruptions in the
conservation of threads. Ultimately, they create an environment conducive to effective and
seamless communication within the team.
3. By enhancing communication and coordination,
promoting collaboration and problem-solving,
strengthening relationships and trust, increasing
motivation and engagement, identifying and addressing
weaknesses, and building a supportive work culture, team
building activities play a vital role in preventing delays in
production.

4. By fostering adaptability and resilience, enabling cross-training and skill sharing, improving communication and
collaboration, promoting problem-solving and continuous improvement, building trust and empowerment, and
encouraging
experimentation and innovation, team building activities contribute to maintaining a flexible production process.