MUHAMMAD NAVEED ANJUMMC100400356

FALL 2012MBAHRM

CRESCENT BAHUMAN MILL

BRIEF INTRODUCTION OF THE ORGANIZATION’S BUSINESS SECTOR

Crescent Bahuman Limited prepares jeans and denims related items for the manufacturers all over the world. Levi’s, Stonage, Blend, Ben Sherman, Mastung, Gap, Big Star, Carrera, Nautica Jeans Co., Espirit, Denim, Colorado, Mc Gordon, Identity, Arezona, Limited Express are the main customers of Crescent Bahuman Limited in business sector. Jeans, shirt, upper of jeans, T- Shirts on demand, Levis & Express are the major Products and services of Crescent Bahuman Limited.

Crescent Bahuman Limited is giving special attention on the manufacturing process of its products. Customer satisfaction is the main objective of Crescent Bahuman Limited that is why it is producing quality products like denim. Management of the Crescent Bahuman Limited is involved in the continuous process of its jeans products that is the reason of its survival in the market. Effective measure is being taken for quality products by the management of CBL.

BUSINESS VOLUME        

YEAR 2006 /2005   SALES 1, 635, 312, 9741, 576, 661, 597 COST OF SALES 1, 335, 183, 1231, 373, 637, 814 GROSS PROFIT 300, 129, 851203, 023, 783   OTHER OPERATING INCOME 13, 744, 095642, 583, 313, 873, 946203, 666, 366   DISTRIBUTION COST 109, 577, 996101, 943, 921   ADMINISTRATIVE EXPENSES 25, 295, 36524, 414, 544   OTHER OPERATING EXPENSES 3, 594, 9491, 720, 656   FINANCE COST 114, 277, 71246, 032, 774252, 746, 022174, 111, 895   PROFIT FOR THE YEAR BEFORE TAXATION 61, 127, 92429, 554, 47  

COMPETITORS

These are the major competitors of Crescent Bahuman Limited.

US APPARELAZGARD 9MASTER

ORGANIZATIONAL HIERARCHY CHART Executive Group E1 CHIEF EXECUTIVE OFFICER E2 PRESIDENT OF FINANCE E3 VICE PORESIDENT OF FINANCE E4 ASSISTANT VICE PRESIDENT   Managerial Group M1 MANAGER OF FINANCE M2 SENIOR DEPUTY MANAGER M3 JUNIOR DEPUTY MANAGER M4 SENIOR ASSISTANT MANAGER M5 JUNIOR ASSISTANT MANAGER M6   (Staff) S1 S2   (Workers) S3 S4 S5   Office Boy

TRAINING PROGRAM

FINANCE DEPARTMENT PREPARE THE CARDS OF EMPLOYEE

AND DISTRIBUTIONHRM DEPARTMENTDAILY EMPLOYEE’S CLAIMS FILE

MAINTENANCE

STRUCTURE OF HRM DEPARTMENT

FUNCTION OF HRM HUMAN RESOURCE PLANNING AND

FORECASTING

HRP process Forecasting HR requirements � Methods to forecast HR needs �

B. EMPLOYEES RECRUITMENT & SELECTION

SOURCES OF CANDIDATES � Internal sources External sources EMPLOYMENT SELECTION PROCESS �

C. TRAINING & DEVELOPMENT Training need assessment � Employee development �D. PERFORMANCE MANAGEMENT Setting performance standards & expectations � How performance reports are written �E. EMPLOYEE COMPENSATION &

BENEFITS Type of compensation & benefits �

ORGANIZATIONAL CAREER MANAGEMENT Employee job changes � Job changes with the organization � Promotion Transfer Demotion Separations � Layoff Termination Resignation Retirement

G. LABOR MANAGEMENT RELATIONS

CRITICAL ANALYSIS During my internship at the time of recruitment, the selection committee does not select employee on the qualification base it is selected more on reference base.

The performance appraisal is not good or regular because most of the ranking occurs on the personal bias. The chances of promotion of the relative or well known person are high. They must strictly follow employee evaluation purely based on merit.

I observed a major HR function of training and development is neglected while all employees should undergo periodic trainings

Due to reference base selection company is unable to get the maximum out of the work force as they are not skilled resulting in productivity deficiency and excessive cost building?

Due to reference base recruitment most of the supervisors are relative with top management they are not implementing company policies in good spirit in fact their style is not professional it results in de motivating rather than motivating them. Motivating the employee in well manner. They are lazy as the result more wastage

It is totally ignore local audience they can cover Hugh share in Pakistan market as the products are globally recognize the quality

The CBL Collecting information about consumers, competitors, information and channel members in Pakistan are very low

The relationship among all managerial and functional layers is not friendly infact they lack communication

During my training the supervision of the super visors were not good their attitude towards works is quiet harsh.

SWOT ANALYSIS

STRENGTHSCBL has very strong image CBL has its own power generation plant. So can’t be

affected by energy crisis faced by the industry now days.companies majority buyers are abroadIt has state of art production facility CBL has the latest technology According to quality the CBL product are world class

renowned across the glob competent staff functioning for the growth of the company 

WEAKNESSES

There is no job security in the crescent Bahu manThe turnover ratio is very highLocal sales are very low, because no

advertisement on radio or T.VIt has ignore the local marketThere is no proper training for the employeesDuring my tenure I felt quality decreases as

employees are over loaded Some time delivery late due to lack of production

planningWastage level is very high

OPPORTUNITIES

New regulations for Anti dumping duties in European market are now more flexible as compare to last year that can result in exports boost

Introduced the more modern technology like robotics system Pakistani market is now more attractive for foreign inverstor

as devaluation of money results in more income for tham.Having great experience and skill result of working for worlds

leading brands they can use these expertise to launch their own top of the range product line in local market

Highly skilled and cost effective labor gives the opportunity to expand globally and compete any business market.

 

THREATS

There is a threat of competitors like USA textile mill in Lahore

Foreign investment in textile sector in Sri Lanka, Bangladesh and India is a danger in future for Crescent Textile Mills

Levis gives the contract to another’s company 

CONCLUSION

During my internship I noted many things the crescent bahuman is the multinational company the image of crescent is very high the environment of the mill is very high. The mill on the progressive way the communication between the employees is low standard in which I noted if the employee gives extra time to the company the company gives the incentives to employees. The performance of the Human Resource department is also not satisfactory. The demand of Crescent Textile Mill’s products is increasing with the passage of time. The company is expanding its capacity to satisfy the demands of their customers. Management of the company is trying to improve more and more to earn profit and improve the economy of the Pakistan. During the internship I noted the employee turnover rate is very high and the selection methods also low O noted also the work is more but the wages of the labor of the employees is very high.

 

RECOMMENDATIONS

Should be advertisement on news papers television or local country Should be contract with the local market Give the training properly to the workers for better the performance of workers Should be job security to labor As the turnover rate is very high, the management should look

for the reasons and take effective steps to overcome the causes and not only the symptoms Increase the wages of the employee because I noted that the wages are very low Should be advertisement of the recruitment in wide areas CBL must improve the communication skills between the employees The CBL management must also arrange local training sessions for special purposes to be

refreshed after every 3-4 months, like stress management, time management, crises management etc

Should be high rate of incentives or bonus of the employee Crescent Bahuman Limited is one of the largest vertical integrated organizations of South

Asia. The efficiency of CBL can be improved to manage a training program for the management. It must be clear to the management of CBL that only good team work can improve the performance of the employees. Almost many managers have learnt in their professional studies but are completely fail to utilize it in the practical field. Either the top management is not hiring proper brains or the brains are not being used. So it is the management employee positive relationship that can reduce turnover and improve the performance of CBL.

THANK YOU