Project

CHAPTER 1 INTRODUCTION RELATED TO THE INDIAN TEXTILE INDUSTRY

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INTRODUCTION

The Indian textile industry is one of the largest in the world with a massive raw material and textiles manufacturing base. Our economy is largely dependent on the textile manufacturing and trade in addition to other major industries. About 27% of the foreign exchange earnings are on account of export of textiles and clothing alone. The textiles and clothing sector contributes about 14% to the industrial production and 3% to the gross domestic product of the country. Around 8% of the total excise revenue collection is contributed by the textile industry. So much so, the textile industry accounts for as large as 21% of the total employment generated in the economy. Around 35 million people are directly employed in the textile manufacturing activities. Indirect employment including the manpower engaged in agricultural based raw-material production like cotton and related trade and handling could be stated to be around another 60 million.

The Government of India as well as the important state governments having a significant presence of the textile industry reviewed the whole spectrum of textile industry. Based on the above review and discussions, appropriate roadmaps have been drawn up for the development and promotion of all the sectors of the textile industry from cotton to finished products. The National Textile Policy 2000 has envisaged a foreign exchange earning to the tune of US $ 50 billion by the year 2010.

Besides, many important measures have been spelt out in the policy document. Before formulating the textile policy, the Government of India had set up a Committee under the chairmanship of Mr. Sathyam to examinePage 2

and draw up action points on various sectors of the textile industry. Accordingly, the committee in its report had outlined critical issues for development and growth.

In the textile industry, the weaving sector has been identified as one of the poorest technological links in the value chain. What makes the problem more serious is that the decentralized sector, both the power looms and the handlooms, which are accounting for the production of 76% of our fabrics needs, is marked by an overabundance. The textile industry can be broadly classified into two categories, the organized mill sector and the unorganized decentralized sector. Being a controlled sector, the organized mill sector has a complete information base on the organizational set-up, machinery installation, production pattern, employment etc. However, information-base on the decentralized sector on the above parameters are inadequate and policy planning has so far been based on hearsay and rough indirect estimates. The organized sector of the textile industry represents the mills. It could be a spinning mill or a composite mill. Composite mill is one where the spinning, weaving and processing facilities are carried out under one roof. On the other hand, the decentralized sector has been found to be engaged mainly in the weaving activity, which makes it heavily dependent on the organized sector for their yarn requirements. This decentralized sector is comprised of the three major segments viz., power loom, handloom and hosiery. In addition to the above, there are readymade garments, khadi as well as carpet manufacturing units in the decentralized sector. In a country like ours where labor is abundant and the unemployment poses a serious threat to the economic growth of the country, there is always a controversy about thePage 3

production technology to be adopted. The mill sectors competitiveness is at stake given the mushrooming of a large power loom sector that has production-function advantages. The textile production in case of the later entrants like power looms has therefore upset the entire production scenario. The power looms and mills are able to go for mass production with better quality products. IN spite of the fact that the industry could assimilate high technology levels for better quality production in the market, it has never adapted to the modern technology and, therefore, has remained obsolete.

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Indian textile industry concludes of various segments like: 1. Woolen Textile 2. Cotton Textiles 3. Silk Textiles 4. Readymade Garments 5. Jute And Coir 6. Hand-Crafted Textile Like Carpets 7. Man Made Textiles Indian textile industry in a very short span had made a distinct position globally, alluring the globe towards the World of Indian textiles. This has happened mainly because: High availability of raw materials Highly skilled economical labor, an added advantage Largest producer of cotton yarn contributing 25% towards worlds cotton Availability of all kinds of fibers like silk, cotton, wool and even high quality synthetic fibers. Flexibility of the readymade garment industry in terms of sizes, fabric variety, quantity, quality and cost.

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Here are a few important facts about Indias textile: 1. There are approximately 1200 medium to large scale textile mills in India. Twenty percent of these mills are located in Coimbatore (Tamilnaidu). 2. India has 34 million cotton textile spindles for manufacturing cotton yarn. Cotton yarns account for 70 percent of India's textile exports. (China has 40 million cotton spindles.) 3. Of the Indian textile yarn exports, almost 80 percent come from coarser yarns (counts below 40s). Consequently, there is a need to upgrade the technology. 4. The domestic knitting industry is characterized by small scale units which lack adequate facilities for dyeing, processing and finishing. The industry is concentrated in Tripura

(Tamilnaidu) and Ludhiana (Punjab). Tripura produces 60 percent of the country's total knitwear exports. Knitted garments account for almost 32 percent of all exported garments. The major players include Nahar Spinning, Arun Processors and Jersey India.

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HISTORY OF OSWAL GROUP

Vardhman Polytex Limited (VPL) was originally promoted by Mohta Group in collaboration with PSIDC (Punjab State Industrial Development Corporation Limited) under the name & style of M/s Punjab Mohta Polytex Limited.The foundation of stone of Punjab Mehta polytex limited was laid on 12th June 1983. The Mahavir Spinning Mill Limited purchased and incorporated Punjab Mohta Polytex Limited Bathinda on 20th January 1987. In 1991 the name of the unit was changed to Vardhman Polytex Limited as a separate company. But after family settlement between two brothers in 17 Jan 2003 the group is known as The Oswal Group over period of time, the company has grown manifold under the guidance of Mr. Oswal at 1987 when company has taken from mohta, it had only 12000 spindles. And at present the capacity has moved up gradually to 105000 spindles. After the takeover, the management increased the capacity gradually to `25,000 spindles in 1991 and also changed the name of the company as "Vardhman Polytex Ltd". In order to diversify the product range, the company also set up a worsted unit at Ludhiana in 1990 with an installed capacity of 8,000 spindles. In 1992, the company expanded its operations by installing a Unit with an installed capacity of 25,000 spindles at Baddi known as Arisht Spinning Mills. Later on, the capacity of this unit was further expanded to 65,760 spindles. This unit was transferred to Mahavir Spinning Mills Ltd against consideration under a scheme of family settlement.

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In 1994, further expansion was carried out at Bathinda with the setting up of 11,320 spindles for manufacturing of Tyre Cord and Hosiery Yarns. In order to further strengthen the unit, the company has added another 12,000 spindles in 1998. After this expansion, the capacity of the unit was 49,248 spindles. In 1999, the company further carried out the Modernization of its existing plant at Bathinda with the total capital outlay of Rs. 32Crores under the TUFS scheme. After the family settlement, in January 2003, the company is ushering under the newly formed Oswal Group. The company has set up a state of the art technology-spinning project at Focal Point Ludhiana with an installed capacity of 24,288 spindles in January, 2004. Further, a new state of the art Dye House has been installed at the same site with an installed capacity of 13 MT / day which has been increased to 15 MT/day.Page 8

The company has also set up a state of the art technology-spinning project at Bathinda with an installed capacity of 25,344 spindles for the manufacture of Cotton yarn/Blended yarn, which has started its commercial production in May, 2005. Thereafter, the company has expanded its capacity at Focal Point, Ludhiana with an installed capacity of 25,315 spindles for the manufacture of Cotton yarn/Blended yarn which has started its commercial production in October, 2006. In 2006, the Company has joined hands with one of the leading European shirting fabric manufacturer namely F.M. Hammerle. 1836 for setting up of a green field project of dyed yarn shirting fabric. The said project has been undertaken in the newly formed subsidiary company namely "Oswal F. M. Hammerle Textiles Ltd." at Kolhapur (Maharashtra) with annual capacity of 12 million meters.

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The dyed yarn shirting fabric plant of OSWAL GROUP is one of the best plants in India with latest state-of-art machinery and equipment. The commercial production is expected in the month of Aug 2008. In 2008, the Company completed another expansion of 30,000 spindles at its existing location in Bathinda and with this expansion, the total spinning capacity with OSWAL GROUP stands increased to 1,65,872 spindles.

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PROFILE OF THE UNIT & GROUP

OSWAL GROUP

ANSHUPATI LUDHIANA

OFM HAMMERLE

VPL BATHINDA

V.T.M LUDHIANA

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ANSHUPATI TEXTILE LIMITED ANSHUPATI TEXTILE LIMITED With a capacity of 8000 worst1 led spindle manufactures the machine knitting yarn and fancy yarn, with vast produced range. To meet every sort of count combination demands of its prospective customers. The quality yarn in this unit is manufactured using state of art technology imported from Europe, which is fully packed with ultra-modern R & D equipment for consistent quality the present capacity in the terms of production is approximately 6.5 ton/ day. VARDHMAN POLYTEX LIMITED:A unit is based at Bathinda in Punjab with approx. 105000 cotton spindle installed, in manufacturing 100% cotton yarn, polyester cotton yarn and tyre card yarn. To ensure quality to its customer the group has received the ISO9001-2000 certification .This unit is exporting its products to these countries:-HONGKONG -SINGAPORE -EGYPT -TURKEY -BANGLADESH -CHINA AND TAIWAN

The Company had been awarded the export house status by the Government of India the present capacity of production is around 5000 kg/day. VINAYAK TEXTILE MILLS:Audit at Ludhiana in Punjab with approx. 25000 cotton spindles installed, is manufacturing 100% cotton yarn. The present capacity in terms of production is around 14000 kg/day and 13 MT dyeing/ day.Page 12

CURRENT SET UP:Presently the company has its corporate office situated at Chandigarh road, village mundian, Ludhiana and works at Bathinda & Ludhiana. Mr.Ashok Oswal, chairman & managing director who is a law graduate and having experience of over 25 years in the textile heads the group under the dynamic leadership of Mr. Ashok Oswal. The group is consolidating its strength in textiles and plans to reach highest standard of quality at a competitive cost in manufacturing different types of yarn. Manufacturing location is being looked after by respective unit heads with the help of unit core term under the overall supervision and guidance of corporate office. FM HAMMERLE:FM HAMMERLE Oswal group is situated at

Kolhapur(Maharashtra) and also situated at the Austria.

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VISIONWe at Oswal Group will achieve a turnover of Rs 1,000crore by the year 2012 by strengthening its core competencies and capacities in Textiles and diversified businesses to create value for its Stakeholders.

MISSIONOswal Group on a learning curve will expand capacities in Textiles and reinforce Customer-delight by manufacturing world-class quality using state-of-the-art technology.

CORPORATE SOCIAL RESPONSIBILITYOswal Group is committed towards improving the quality of life of its employees and the entire society. The Group has taken adequate measures for ensuring safety in its plants and offices. These safety measures have been greatly appreciated and awarded by various concerned organizations. Further, the Group has succeeded in achieving complete employee welfare with providing:

Residential facilities to workers in the plant itself Group personal accidental policy Training to the workers about the safety measures Congenial work environment with no labour unrest.

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They give a lot of importance to the environment and always try to ensure that our activities have minimum impact on the environment. Keeping this in mind, we have installed Effluent Treatment plant for proper and safe disposal of waste in the Dyeing treatment. PRESENT CAPACITIES:Presently the group has following productive capacity and product range at its different manufacturing facilities:LOCATION INSTALLED CAPACITY SPINDLES Bathinda V.P.L 1,05,000 MT 60mt/day Ludhiana Anshupati Textile Ludhiana VTM 50,000 8000 MT 6.50 mt/day 25MT/day 13-MT dyeing/day Synthetic Yarn + dyed yarn Acrylic Yarn Cotton, synthetic blended yarn PRODUCTION CAPCITY PRODUCT RANGE

PRODUCT RANGE 1. Combed 2. Fancy/ Slub cotton 3. Carded 4. Cotton Lycrayarn

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5. Modal cotton 6. Compact cotton 7. Bamboo cotton 8. Ely twist cotton 9. Polyester Cotton Yarn

ISO CERTIFICATION The unit had been awarded iso-9002 certificate by bureau of India standard after the final audit which took place in the unit from 24th July 1996. The ISO certification is an assurance of good quality of product present unit has been awarded ISO-9001-2000 by bureau of India standard. DEPARTMENTS & FUNCTIONS Once YOU all have divided jobs up through work specializations YOU need to group these jobs together so that common tasks can be coordinated. The basis by which jobs are grouped together is called Depart mentation. One of the most popular ways to group activities is by function performed a manufacturing manager might organizes his or her plant by separating engineering , accounting, manufacturing personnel and supply specialists into common departments.

PRODUCTION The unit is producing different type of yarn both for domestic consumption and export purpose. General Manager (G.M) Heads the production department. The department has four units. The unit I is concerned with production of cotton yarn &Lycra yarn. The unit II expansion is concerned with polyesters cotton yarn & at last in unit III& IV partially polyesters & 100% cotton yarn is made.Page 16

MARKETING For marketing of different production the unit is having a modern marketing department heads by experience team, which covers all activities for conversion of finished goods in to cash. It keeps vigil on the market feedback on the level competition, market trends changing customers needs and modification the marketing department deals with domestic sales the V.P having the export and domestic ratio is 26:74. The unit is having different channels for distribution of its product

1. Selling agent of Ludhiana, Amritsar, Delhi, Mumbai and Tripura. 2. Branches of Delhi & Ludhiana. 3. Direct dispatches are also made by the units.

PERSONAL &INDUSTRIAL RELATION DEPARTMENT At Vardhman Polytex Limited, P&IR department is headed by the Sr. Manager (P & IR) i.e. the department is the greatest contribution to improvement and development in the enterprises. It aims to utilize man power not only for the benefit of the organization but for the growth, development and self-satisfaction of the concerned people; Collective decision making is the key which increase the speed of implementation of a decision. Communication meeting help between management and employees in the best way to have communication between the two.

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ALL POSTS IN VPL HAVE BEEN CLASSIFIED IN THE FOLLOWING GROUPS

Sub staff

Peon /watchman/driver/Guest house Attendant/Security guard

Staff Grade level S-1 S-2 Description of posts junior assistant clerk Training instructor/timekeeper Assistant supervisor S-3 Training supervisor/ supervisor Senior assistant / senior inspector S-4 senior supervisor/ junior engineer Senior inspector Officer level 0-1 Assistant labour officer/ Assistant Industrial relation officer Assistant security officer Assistant account officer Assistant officer commerce Assistant winding incharge 0-2 Labour welfare officer / industrial Relation officer /account officer Store purchase officer/ shift Officer Assistant shift officer/ maintenance Engineer

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ENGINEERING/ELECTRICAL ENGINEERING/ MECHANICALENGINEERING E-1 Assi. Executive (personal and IR) Assi-executive (accounts) assiexecutive (Costing), ass-executive-(electronic Data processing) / deputy spining Master (maintenance) electrical engg. E-2 Executive (accounts) executive (Commerce)section engineer (R& D)/ Spinning master (production) Senior engineer (civil) Managerial level M-1 Assistant manager / deputy spinning Superintendent/ ass. Manager (elect) M-2 Manager (Finance) /manager (Spinning)/ Manager (maintenance) M-3 senior manager (MIS &Costing, Post Spinning, Production, P&IR) M-4 M-5 M-6 Chief Manager (Engineering) (AGM) Assistant general Manager Maint. (GM) GeneralManager Technical

SENIOR MANAGEMENT:

Mr. Ashok Oswal, Chairman & Managing Director Mr. Ashok Goyal, President(Yarn Business) Mr. R.Raina, GM,TechnicalPage 19

FUNCTIONS

OF

PERSONAL

&

INDUSTRIAL RELATION DEPARTMENT

SHIFT MANAGEMENT

TIME OFFICE

WELFARE ACTIVITIES

COLONY ADMINSTRATION

HRD TRAINING

MANPOWER DEPLOYMENT

DISCIPLINE OF SHIFT

T & D

GRIEVANCE HANDLING

CARE FACTORS

COMM. & RAPPORT DEV.

INFORMATION & OBSERVATION

TIME KEEPING

WAGES & SALARY

STATUTORY OBLIGATION RECORD

RECRUITMENT & DOCUMENTATION

ESI & PF

T & D OF TRAINEES

TRAINING TO SHIFT TRAINEES

TRAINING TO SKILLED WORKERS

FUNCTIONING OF QUALITY CIRCLE & ARRANGING TRAINING FOR NEW MEMBERS

ORGANIZING KNOWLEDGE DEVLOPMENT PROGRAMME

SCHEDULE COMM. MEETINGS

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DISTRIBUTION CHANNEL OF VPL,Corporate Marketing

Manufacturing unit of VPL

Direct Sales of VPL Bathinda

Branches

Consignment Agents

Export

Customer

Customer

Customer

Customer

Branches Ludhiana DELHI

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MANUFACTURING PROCESS AT VARDHMAN POLYTEX LIMITED, BATHINDA

Issue of Cotton Bales Laying Down Blow Room Card Breaker Draw Frame Unilap

Finisher Draw Frame Speed Frame Ring Frame Winding

Comber

Cheese Winding

T.F.O Conditioning Packing for Single YarnYaYYaaYarns Conditioning Packing for Double YarnYaYYaaYarns

Storage & Dispatch Yarns

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MANUFACTURING PROCESS IN VARDHMAN POLYTEX LIMITED BATHINDA Raw cotton is the basis raw material for producing 100 % cotton yarn for ring spun. 1. Mixing:The different verities of cotton are issue as for product mix from the raw material section in the bale form. The different verities of cotton and different lots are mixed together as per the requirement of end product and standard recommended mixing. The material is conditioned in mixing for 24 hours. 2. Blow room:In this process the cleaning& openingof fibers done in a sequence of beaters. Main purpose is to reduce tuff size, remove the trash practical and foreign matters etc. which often come in the bales. 3. Carding:In this process, further cleaning & fiber is done and the fibers are opened in to single fibers extent i.e. the main purpose is further removal of trash in cotton and the industrialization and parallelization of fibers form the carding machine, the material is delivered in the form of sliver. 4. Draw Frame:The purpose of this process is to reduce the wt/ yard in the card sliver 6 to 8 and of card sliver are doubled together in this process.To reduce variation & further drafting is done to reduce the wt/ yard of delivered sliver. Two passages are given at the draw frame stage in case of combed counts the card sliver is to feed to the precombing draw frame. The purpose of combing draw frame is to reduce the wt/yard variations in the card sliver and to parallelize the fiber. Single passage is given at the precombing stage.Page 23

5. Lap former:In this 20 to25 precombing draw sliver are fed together to produce a lap sheets of fibers, which is wound on the spools. 6. Combers:The lap prepare on the lap former are fed to combers. The main purpose of combing process is to remove the short fibers from the material in the form of nail. The average nails percentage caries from 15% to 18%.The material is delivered in the form of sliver. 7.Speed Frame:The finisher draw frame sliver is fed to the speed frames for conversion in to the roving form. In this process the wt/ yard of sliver is reduced, slight twist is given to the fleece and the material delivered in the form of roving, wound on the plastic bobbins. 8. Ring frame:The roving is fed to ring frame for conversion in to yarn. In the process, the weight /yard of roving are reduced as per requirement of ultimate user and the delivered yarn is wound on the plastic bobbins. 9. Winding:In the process the yarn is wound on the paper cones to produce bigger package, as per requirement of the market. The weight/ package vary from 1.9 kg to 2.8 kg. During the process, in addition to the formation of bigger package, the yarn faults are also removed with help of electronic yarn cleaners. 10. Packing:In the last process, the cones / cheese are packed in the bags or cartoons as per the requirement of the market.

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TRAINING AND DEVELOPMENT PROCESS OF VPL: VPL is very much concerned about the training and development of the workers and the staffs. Both on job and off job trainings are provided to the workers. It runs a programme, without any delay named as Human Resource Development Programme, once in a week i.e. on every Wednesday. It is a full day program in which 25 workers are invited from each section for their attitudinal development. It is a classroom session in which various officers deliver lecture on quality control, human resource development, finance etc. Those who attended the HRD programme must be observed, changes are noted and impact of training on the workers is also observed by the concerned person. Firstly the workers are recruited as trainee who didnt know the process for the period of four months. They give their presence in the assembly before doing any work. Every morning at 7.30 am, they attend a classroom which has a fixed schedule to shape their attitude. Then these trainees move to their respective departments. These trainees are attached to a senior worker for learning the practical work. A proper coordination is maintained with the training supervisor and jobber of the shift by the HR department for proper training. Individual counseling is also done on periodic basis of the workers.

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Communication meetings of the trainees, senior workers are also conducted in every month. The HR department tries to cover all the workers during these meetings. In these communication meetings, L.O invites Sr. Officers and Shop Floor Officer. The company organizes quality circle meetings weekly in the organization. It is the main source of worker participation. They give suggestions and solve the problems of the department on their own.

ABSENTEEISM Absenteeism is a major concern of all managers and organizations, both private and public. Productivity is reduced to zero for the employee who is absent from the workplace. According to a survey conducted by the Bureau of National Affairs, 60 percent of all participating companies considered absenteeism to be their most serious personnel problem (BNA, 1985). Few would deny employees the right to be absent from work for legitimate reasons, however, unnecessary absence from work has produced staggering costs for organizations. The U.S. Department of Health and Human Services has estimated that on any scheduled work day, over three million employees will not appear for work. This represents an annual cost to the United States economy of over $26.4 billion dollars. Half of this figure has been estimated to represent paid sick leave (U.S. Department of Health, 1984-1986).

Although a large percentage of sick leave may be used by employees who are genuinely too ill to work, some sick leave involves choice on the part of the employee. We call this "elective sick leave." Elective sick leave wouldPage 26

include sick leave due to slight headaches, minor menstrual discomfort, minor backaches, elective medical appointments, sick children at home, "mental health leave" and the like--cases where the employee could conceivably come to work, with no detriment on health, health of other employees or job productivity, but the employee elects not to do so. Elective sick leave would also include sick leave used for personal business or recreation purposes, where no discernible illness is involved.

While government managers should not discourage sick leave Absenteeism is referred to herein as failure of employees to report for work when they are scheduled to work. Employees who are away from work on recognized holidays, vacations, approved leaves of absence, or leaves of absence allowed for under the collective agreement provisions would not be included.

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CAUSES OF ABSENTEEISM The causes of absenteeism are many and include: Serious accidents and illness. Low morale. Poor working conditions. Boredom on the job. Lack of job satisfaction. Inadequate leadership and poor supervision. Personal problems (financial, marital, substance abuse, child care etc.). Poor physical fitness. Transportation problems. Inadequate nutrition. The existence of income protection plans (collective agreement provisions which continue income during periods of illness or accident). Stress. workload employee discontent with a collective bargaining process and/or its results.

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COST OF ABSENTEEISM Decrease in Productivity. Employees may be carrying an extra workload or supporting new or replacement staff. Employees may be required to train and orientate new or replacement workers. Staff morale and employee service may suffer. Financial Costs. Payment of overtime may result. Cost of self-insured income protection plans must be borne plus the wage costs of replacement employees. Premium costs may rise for insured plans. Administrative Costs. Staff time is required to secure replacement employees or to re-assign the remaining employees. Staff time is required to maintain and control absenteeism.

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KAIZENS5s What is 5s? 5S stands for 5 Japanese words which begin with S. An essential step required for waste elimination and to achieve P- Productivity Q- Quality C- Cost D- Delivery S- Safety 5S Seiri Seiton Seiso Seiketsu Shitsuke

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I.

Seiri: Rules for Sort

No Dirt, Dust & Debris. All Area Problems sorted out. No Unneeded Items in the Workplace. Machine Problems sorted out. Sorting is not a 'once-off' operation - It is ongoing use. List all area and equipment problems on the Problem board. II. Seiton (Simplifying) Organize storage and easy of retrieval. Everything keeps in its place. Flow of information with story-boards. Analyse movement of product and flow. Organize layout of equipment and processes. Create shadow-boards for storage of tools. Rules for simplifying All tools and utensils are close at hand. Floor markings define walkways & storage locations. Everything that's needed in the area must have an address. The 3 Keys are 'Where, What & How many' (outline or shadow, description & quantity). If an item is not addressed it must be removed from the area or assigned an address. Use floor markings to identify storage locations and limits. Use signage to identify storage locations at walls, on shelves, racks and cabinets.

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III.

Seiso (Sweep / Scan / Shine)

Visually and physically sweep the area for anything out of place. Remove all traces of dust, dirt and debris. Use cleaning as a form of checking for abnormalities. Create daily checklist and cleaning routines. Conduct deep-cleaning of equipment. Rules for Sweep / Scan / Shine No grease, dirt, dust, marks, stickers on floor, equipment, tools, desks, benches, shelving, walls, doors and partitions. Cleaning Rota established with responsibility assigned to individuals for specific areas / tasks. Cleaning checklist in place detailing the specific tasks, dates, times and person responsible. Cleaning Stations to be kitted-out with - outline / shadow, description & quantity. Weekly housekeeping audits to be carried out and results displayed. No materials, packaging, product, tools or foreign matter inside and around equipment. IV. Seiketsu (Standardize) Develop higher workplace standards. Create visual control systems. Share information on required standards. Improve operations & flow. Share information. Rules for Standardize All information sharing requirements to be listed for inclusion on Storyboard.Page 33

Visitor Welcome Boards to provide information on the Team and its objectives; Process, Product and Area StandardsStoryboards and Visitor Welcome Boards to be kept live and easy for a stranger to understand. Responsibility to be assigned to individuals for updating specific information on boards. All signage throughout the plant to be standardized - e.g. dimensions, material, colour, font, attachment method, etc. Floor markings to be standardized throughout all areas. V. Shitsuke (Sustain / Self-Discipline) The biggest challenge is in maintaining the new workplace standards. Decide roles and responsibilities. Continue training and education. Improve communications. Create Kaizen Development Plans. Test Best-Practice ideas from other companies. The Benefits of 5S Stable and reliable processes. Teams active in improvements & problem solving. World-class factory standards. Improved productivity and quality. Reduced waste, inefficiencies & costs. Reduced quality losses. A safer work environment. Showroom-factory conditions. Enhanced teamwork and morale. Customer delight when visiting.Page 34

Increased competitiveness. Potential benefits of 5s The potential benefits of 5S can be summarized by five English S or PQCDS. Five English S: Sales - Increase sales (market share). Savings - Save costs. Safety - Provide a safety working environment. Standardization - Standardize the operating procedure. Satisfaction - Employees and customers satisfaction. PQCDS: P - Increase productivity. Q - Improve product quality. C - Reduce manufacturing costs. D - Ensure on-time delivery. S - Provide a safety working environment Implementation Procedure of 5S Organize the program committee. (PLAN) Develop a plan for each S. (PLAN) Publicly announcement the start of the program. (DO) Provide training and education to employees. (DO) Select a day and everybody cleanups his/her own Working area.(DO) Select a day and everybody organizes his/her own workplace. (DO) Evaluate the results of 5S. (CHECK) Self-Examination and Take corrected actions. (ACTION).

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QUALITY CIRCLE INTRODUCTION The impetus to establish a Quality Circle Programme at Vardhman Polytex Limited come from the Quality control function of the plant and company, because of the contribution that can be made both the quality commitment and quality improvement and also keeping in mind the concept of employee involvement in decision making in the organized solutions of relevant plant, company issues and problems at shop floor. The policy of the company is to identify overall circle objectives, encourage circle activities, provides plant resources to more circle activity possible, authorizing circle actions as well as establishing policies and guidelines, suggesting areas for suitable circle attention. The Quality Circle effectiveness is increased through human motivational, behavioral, statistical, problem-oriented techniques. Although the name of the Quality Circle refers only two qualities, but the circles at Vardhman Polytex Limited discuss all problems related to quality and productivity. The fundamental objective at Vardhman Polytex Limited was a desire to develop and enhance human resources. Quality Circle Programme at Vardhman Polytex Limited started in 1989 keeping in mind the Enhancement of Human Resources. Quality Circle was a major programme, which started the trend of employee involvement programs at Vardhman Polytex Limited. The quality circle day is celebrated on 21st nov.at VPL, Bathinda. At Vardhman Polytex Limited quality Circle Programme operates on two hypotheses.

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1. Creativity is not limited to upper management; every one working within the corporation from Unit Head all the way down to shop-floor person is capable of creative thought. 2. Solutions to production problems are clearer to and better understood by person closest to the operation. MEANING - QUALITY CIRCLE It is a small group of employees (8 10) working at one place, who come forward voluntarily and discuss their problems once in a week (say) for one hour. Workers meet as a group and utilize their inherent ability to think for identifying the constraints being faced by them and pooling their wisdom for final solutions that would improve their work life in general and contribute towards better results for the organization.

CHARACTERISTICS OF QUALITY CIRCLE AT V.P.L.

a)

It is philosophy as against technique. i) ii) iii) iv) It harmonizes the work. It remains barriers of mistrust. It makes workplace meaningful. It shows concern for the total person.

b) c) d) e) f) g) h)

It is voluntary. It is participative. It is group activity. It has management support. It involves task performance. It is not a forum to discuss demands or grievances. It is not a forum for management to unload all their problems.Page 37

i) j)

It is not a substitute for joint plant councils or work committees. It is not a panacea for all ills.

IDEA BEHIND THE START

People and their brains are the most precious resources and Quality Circle is infact an employee participation programme. Quality Circle

involves people in solving problems and taps their brain powers effectively. The foundation of Quality Circle programme at Vardhman Polytex Limited is based on following elements:Managements support to its employees. Participative Management. To inspire more effective team-work. Promote job involvement and participation. Build and attitude of problem prevention. To encourage creativity. Promote personal development. Improve communication in the organization. Reduce errors and enhance quality and productivity. Catalyze attitudinal changes for greater cohesiveness and team work. Working without tension. Better human relations. Greater sense of belongingness.

(a) (b) (c) (d) (e) (f) (g) (h) (i) (j) (k) (l) (m)

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STARTING A QUALITY CIRCLE : Explain to Employees What is Quality Circle and what

Step-1

possibility can be achieved by it. Form a Quality Circle of About 8 10 employees. Working at the same area. Having the same wave length and Who are interested to join the Quality Circle voluntarily?

Step-2 i) ii) iii) iv)

Step-3 i) ii) b) i) ii) iii) iv) c) i) ii)

a)

First Meeting

Choose Team Leader and Deputy Leader. Doubts of employees, if any will be removed in this meeting. Second Meeting : List all meetings. Identify the problems to be taken first. Conduct brain storming session. Leader keeps on recording the minutes. Third Meeting and onward : Problem analysis by members. Study of cause and affect relations. Example, if two machines are looked after by one worker what good or bad will happen.

iii)

Solutions recommended.

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A Tool of Worker Development Quality circle is another tool which is bring adopted by industries in JAPAN the U.S.A and now in India to increase the percapita productivity and make for better quality and human relation in any work environment.

A quality circle involves participation from a small group of employee doing same type of work in a team to enhance their productivity and quality of work they meet regularly to identify, analyze and solve work. Relayed problems they emphasize on improving quality, productivity and total performance in the organization on enhancing the quality of work life of employee.

VPL has 32 quality circles. Every week for a one hour quality circle meeting is held to studying and solving job related problem when circle reached a solution it is put before management who, after receiving it decides to accept or reject it. The goal of quality circle is not only to improve productivity but also let the worker see what he is doing as selffulfilling and involving him in the work system.

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TOTAL QUALITY MANAGEMENT

Total Quality Management (TQM):- Total quality management have following objectives: -

1. Customer satisfaction 2. Continual improvement 3. Employees involvement 4. Creative approach

QUALITY POLICY

The company shall endeavour to achieve quality standard of products to not only meet customers requirement but to surpass them consistently. Customer delight shall be our basic motto. This shall be achieved by way of continual improvement in R & D, Production process, State of art technology, Market feedback and human resource development. The quality Policy shall be integrated with the companys main objectives: -

To achieve quality leadership in the market. To increase share of value added products. Initiated on energy conservation Cost reduction by improved production processPage 41

Reduction in percentage of seconds/wastes.

These objectives shall be reviewed periodically once in six months.

The management shall be committed to provide resources and comply with all requirements needed for fulfillment of above.

Quality culture shall be created throughout the organization through training and motivation of people at all levels.

The Quality Policy shall be implemented through a network of systems and procedures understood and followed throughout the unit.

The TQM has its seven zones at VPL. Pragati Zone Shakti Zone P&IR Zone Engineering Zone Unit 1 Unit 2 Unit 3 Unit 4 Commercial and Stores

Aadhar Zone Vikas Zone Vishal Zone Paryas Zone Safal Zone -

Page 42

CHAPTER 2 OBJECTIVES OF THE STUDY

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OBJECTIVES OF THE STUDY Any research without objective is of no use. There for studying by keeping objective in mind and fulfilling those objectives and giving suggestions is a proper way of studying the problems. Main objective of the study are as follows:1. To know the recruitment and selection procedure at Vardhman Polytex Limited Bathinda. 2. To have a practical exposure in recruitment and selection procedure at VPL, Bathinda. 3. To attract potential employees into the rolls of the company. 4. To get awareness about sources of manpower of VPL, BATHINDA. 5. To suggest necessary recommendation to improve the existing system. SCOPE OF THE STUDY The study is conducted, at VPL, Badal Road, Bathinda (Punjab) for maximum 45-60 days. The study of recruitment & selection is purely based on the primary data. RESEARCH METHODOLOGY To get necessary information in respect of the project, many issues are discussed with different person from time to time. To achieve the target of study the primary data has been collected by the questionnaires which are filled by the management members and the staff & workers.

Sample Plan A sample plan is a definite plan for a given population. Sample plan will be laid on the basis of:Page 44

Sampling Unit The sampling unit for the purpose of this research has been taken the staff members, employees and the management of the Vardhman Polytex Limited, Bathinda. Sampling Size The research has been conducted on a sample of 150 employees of the Vardhman Polytex Limited, Bathinda. The 50 questionnaires have been filled by the staff members and the rest of the questionnaires have been filled by the workers of the industry. Sampling Technique The selection of the sample has been done through the method of random sampling.

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CHAPTER 3 RECRUITMENT & SELECTION AN OVERVIEW

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RECRUITMENT & SELECTION AN OVERVIEW The success of an organization mainly depends upon the team of skilled and qualified human resources. Recruitment has acquired immense importance. In todays organizations have realized the value of human capital and its role in their development in todays rapidly changing business environment organization have to respond quickly to requirement for people. It is important to have a well-defined recruitment policy in place which can be executed effectively to get the best fit for the vacant position. The organization decides on the number of people to be recruited the jobs for which they have to be recruited and whether the recruitment is for permanent or temporary staff. Once these decisions are made, the modes of recruitment are finalized. All these decisions are taken in alignment with the recruitment policy of the company & the organizations long term goals. RECRUITMENT The requirement is the process of searching for prospective employee and stimulating them to apply for jobs in the organization. Recruitment is a two way process. It needs a recruiter and a recruitee. It starts with the identification of the need of human resources with getting the prospective employees to apply for the vacancies available . Selection start where recruitment ends and deal with choosing the right candidates and getting the best job-fit.

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STEPS IN RECRUITMENT PROCESS

Personnel Human Resource Planning

Recruiting Needed Personnel

Selecting Qualified Personnel

Placing New Employees On job

Developing Sources of Potential Employees

Search for Potential Employees

Evaluating Recruiting Effectiveness

Personnel Research Internal Sources Job posting

Upgrading in Same position Transferring To new job Promoting to higher Responsibilities

Employee Referrals External Sources

Advertising

Evaluating For selection

Scouting

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STEPS IN RECRUITMENT PROCESS:Recruitment process involves the following steps:RECRUITMENT POLICY:Recruitment policy would normally be in alignment with the objectives and policies of the organization it is concerned with quantity and qualification of man power. Recruitment policy establishes broad guidelines for the staffing process. Elements of a good recruitment policy are:1. Organization objectives both in short term and long term are taken into consideration for recruitment decision. 2. It should be designed to ensure employment opportunity for its employees on a long term basis. 3. It should be flexible enough to meet the changing needs of an organization. 4. It should be in conformity with the general personal policy. 5. It should be match the qualities of employees with the recruitment of the work for which the requirement for which they are employed. For this there should be proper job description and hiring description. 6. It should be cost effective for the organization. 7. Prepared sources of recruitment, which are adapted by the organization for skilled and semi-skilled workers. 8. It should provide optimum employment securities and avoids frequent or lost time.

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RECRUITMENT ORGANIZATION:If the policies of the management are to be implemented consistently, it is a practice to centralize the recruitment and selection function in a single office. In small organization recruiting is merely in formal but in large organization. It is entrusted to a staff unit with personal or industrial relation department. Sources Of Recruitment:The objectives of the recruitment are more likely to be achieved of the recruiting sources used are suitable for the kind of position that is to be filled. Some companies try to be develop new sources while most only try to tackle the existing sources they have these sources accordingly may be turned as internal or external. Internal sources:Many organizations try and identify employees within the organization Whenever any vacancy occur , somebody from within the organization is upgrade transferred or promoted or sometime demoted this sources also include personal who were on the pay roll of the company earlier and plan to returns or whom the company would like to rehire. Internal sources increase the morale of the employees. It promotes the loyalty among employees and gives them sense of the job security. It has various advantages:1. It helps in maintaining good employees relationship. 2. The cost of recruitment is minimal. 3. Time and recourses are saved on the selection and induction process. 4. There is complete information about the individuals performance and his credentials are established.

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External Sources:The sources that lie outside the organization are termed as external sources. Internal sources give will choice of selection to the management and permit the new blood to enter in the organization. External sources for an organization are:1. Employment exchanges 3. Training institute 5. Unsolicited applicants 7. Computer data banks 9. Casual callers 2. External advertisement 4. Educational institution 6. Labour contractor 8. Private agencies 10. Recruitment at the gate

SELECTION:The process of choosing the most suitable candidates for a job from among the available applicant is called selection. Thus the selection process is the tool in the hands of the management to differentiate the qualified and unqualified applicants by applying various techniques, such as interviews test. In this sense, it is a negative process of employment in which only a few who qualify for the job are offered employment and other are denied the opportunity. STEPS IN SELECTION PROCEDURE:Selection process involves rejection of unsuitable or less suitable applicants. This may be done at different stage of selection process. At each stage additional information is secured about the applicant.

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PLACEMENT Placement may be defined as the determination of the job to which an accepted candidate is to be assigned and his assignment to the job. It is a matching of individual and jobs. A proper placement of a worker reduces employee turnover, absenteeism, accidents and abseils rates and improves morale. STEPS IN SELECTION PROCEDURE

RECEPTION OF APPLICATIONS PRELIMINARY INTERVIEW APPLICATION BLANK PSYCHOLOGICAL TESTS INTERVIEW BACKGROUND INVESTIGATION FINAL SELECTION BY INTERVIEWERS PHYSICAL EXAMINATION PLACEMENT

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RECRUITMENT PROCEDURE:For the recruitment first of all manpower planning is done. After that they calculate turnover in order to recruit persons. Recruitment of trainees / workers For the recruitment of the trainee following are the sources: a) Internal references c) Employment exchange 1. Internal references:-This is the most popular sources of recruitment followed in V.P.L. Friends and relatives of the working employees are good sources from which worker may be drawn. Workers usually bring their friends and relatives themselves for recruitment. But when workers are needed on a large scale in case of expansion then workers are given letters which they may send to their relatives and friends in their villages and home to call them for recruitment. This source of recruitment is used in VPL due to following advantages:I. The present workers have specific knowledge of the individual bring recommended. II. The present existing worker is also held responsible for the individual, he is recommending. III. The nature of work, expectation and work culture of VPL is already communicated by present employees to the individual being recommended. IV. Rate of labor turnover is less. 2. Regional basis:-when large numbers of workers are needed VPL sends different recruitment parties to different areas of the country. The parties are usually sent to Uttar Pradesh, Bihar,Orissa, Rajasthan, Himachal Pradesh, Jharkhand and MadhyaPradesh.Page 53

b) Regional basis

3. Employment exchange:This source of recruitment is also followed in VPL but this source is rarely used.

SELECTION PROCEDURE A .selection procedure of unskilled worker or trainees 1. Writing an application: - Any candidates seeking employment first of all writes an application on a white paper addressed to the head of the personal department and is given to recruitment clerk. Recruitment clerk goes through the application and candidates along with his applications are sent for preliminary interview. 2. Preliminary interview: This interview is conducted by labor officer. During the process following question are asked:I. individuals family background II. his attachment towards family III. the personal traits, abilities, qualification of worker IV. The contribution and responsibility of an individual towards his family V. Age of individual VI. His / Her experience if any The candidates who is between age group of 18-25 years literate & is really interested in job is recommended for selection test and candidates is also informed about the wages he/ she is going to be paid by the company. 3. Selection test:Following are the five types of selection test being conducted in VPL:Page 54

i).Color Blindness Test:This test judges the candidate ability to identify and differentiate different colors. ii). Hand Strength Test: To check the grip strength of candidates. iii). Manual dexterity Test: This test is aimed to know the ability of candidate to use his limbs in co-ordination manner. iv). Finger movement test: To measure the candidates personal, movement. v).Hand steadiness test: To check the hand stability of the candidates. FINAL INTERVIEW:-Final Interview is conducted by the head of personnel department and finally selected candidates are placed in departments as per requirement. After that employee card duty card is given and training begins. After 45 days of the training his performance is checked and all departments give their own remarks about the candidates. After this period, he becomes a perfect employee & he is given a permanent card.

Shift Programme:6:00am-2:00pm 7:30am-3:30pm 7:30am-7:30pm 2:00pm-10:00pm There are many categories of the workers: Trainee Senior TraineePage 55

Doffer a) Doffer X b) Doffer Y c) Doffer Z

B.Selection procedure of skilled / semi skilled workers:The candidates with past experience are also considered.These candidatesare firstly screened by the Head of the personnel department and then sent to the concerned dept.Head on their recommendation candidate is recruited on trial for minimum period of three day and trial card is issued. On successful completion of trial period the recommendation is obtained from concerned departmentin charge. A trial card is discarded and candidate is offered regular employment otherwise his/her service is dispensed with all the candidates being selected are offered employment by issuing attendance card. Allotment of employee card number: All workers joining the company are allotted employer code number. Documentation: The bio data form of each worker is kept in personal files of workers maintained by personnel department.

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Recruitment & selection of staff / office PURPOSE:The purpose of recruitment and selection is to meet the human resources requirement of organization by considering the type of employee organization needs.

SCOPE:The procedure shall be applicable for the recruitment and selection of staff and officers up to the level of executive.

RESPONSIBILITY:The heads of the personnel department and the head of the concerned department shall be responsible for the recruitment & selection of staff and officer.

RECRUITMENT OF STAFF/ OFFICER These are the sources of recruitment as follow: 1. Internal Sources:It includes personnel already on the pay role of the organization i.e. its working force. When a suitable candidatecannot be found from internal sources then other sources of recruitment are considered are as below: a) Internal references:Whenever any vacancy occur in the organization the present employee of the VPL are informed about likely vacant position. They recommended their relatives or persons intimately known to them. 2) Advertisement:-Whenever any vacancy occur in the any

organization, the company give advertisement through newspaper toPage 57

apply for the post or job. 3) Bio Data Bank:Person in search of employment contact personal department through telephone post or person. The personnel department of VPL has a data bank in which records of unsolicited applications is kept when any vacancy occurs in any department. Then these candidates are considered for employment.

SELECTION PROCEDURE:1. RECEIPT OF APPLICATION:In the selection procedure in the VPL the first step is to receipt of application along with bio data. Bio data should contain name of the applicants, fathers name, data of birth, permanent address, height, weight, marital status, physical disability,all the application received are kept in a separate personal file for future reference by personal department. 2. Scrutiny of application:The next step is securitization of all the applications received from different sources along with application of bio data bank. In course of securiting personal department checks whether: -Qualification and experience of candidates -Age within the prescribed limit -after this the suitable candidates are short listed by personal department and who are rejected are informed and reasons are also indicated 3. Personal Particular Form:All the candidates whose applications been accepted are posted a personal.Page 58

Particulars form:-The candidates are required to fill it and return or shall be given on their arrivals in the unit. Part of the form has to be filled by the candidate in his own handwriting to get information about candidates. While some part is for company use only Following information is collected by the personal particulars form:a)Bio-data : it include the name of the applicants, father name, present address, identification marks, date of birth,age, place of birth, nationality, marital status, occupation, children, depends, physical disability etc. b) Academic qualification:-this parts relates to various examination passed, year of passing, names of various colleges, boards, and universities attendants, subject studied and percentage of marks obtained. c)Personal qualification:-this relates to detail of courses and qualification name of institutes from where professional qualification has been obtained and duration. d) Extra-curricular activities; the information regarding participation in extra activities , membership of professional societies , club membership sports, hobbies, mother tongue, language known is also received in personal particulars form. e)Work experience:personal particular from also inquires about previous experience, designation and nature of work, salary received on joining and at time of leaving , various perks and allowances received, full address and name of previous employer and reason for leaving. f) Reference:-the applicant is also to give 3 references from where inquiry may be made about his nature and work. The reference should be persons with whom applicants has worked but are not related to his

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salary excepted and joining time:-the salary demanded by the applicant and joining time to time is also given in the applicants blank 4. Written test:-this test is conducted only in the case of fresh candidates. The personal department prepared and evaluated the list of consist of long list of question. Problem solving question reasoning multiple choice question which are to be answer in given time:Written test include: i) written examination in general English ii) written examination in general Knowledge iii) Applicant test:it may in the form of a) intelligence test b) technical aptitudes test iv) Attitude Test:This test aims at measuring those basic characteristics of an individual which are non-intellectual in nature .These are emotional reaction and maturity, self-confidence, ambition, emotional adjustment,

cooperativeness, thought fullness and his capacity for intra personal relation and self-image and ability to adjust to every day stress of everyday life etc. After written test, candidates shall be short listed and the candidates finally approved are called for interview by listing interview call letters. 5. Interview:interview is an attempt to get maximum amount of information from the candidates, concerning his suitability for the job under consideration It aims to find out whether he/she is ambitious or not. It enable the interviewer to judge certain qualities manners neatness & appearancesPage 60

,ability to speak meet other people presently of the candidates before he is selected. In the interview the interviewing board also gives as applicant essential facts about the job and the company in order to enable him to decide intelligency whether he/she should or should not accept the employment at the time of interview the following steps are taken by the personal department 1. Details of qualification, experience indicated in the application blank are checked with the original certificate 2. Date of birth / age is checked from the original matriculation /school leaving certificate or any other document acceptable to the company 3. The remarks of the interview settle are entered in personal particulars forms by interviewing board. After this interview is over the suitable candidates are called for final interview 6.Final interview:The final interview is conduct by the chief executive of the company The remarks of this interview are also entered in personal particulars form by chief executive along with final decision of approval or rejection ISSUE OF OFFER LETTER:- after the final interview an offer letter as send to the candidate after the rejection or approval of the job offer letter further formalities is conducted. After selection of candidate who appointed letter is given the will incorporate following a). Pay and perks b). Duties& functions 1) Whole time shall be devoted by employee to work. ii) Employee shall not disclose any secretes or information regarding affairs of the company during or after leaving employment.Page 61

a. services condition or the terms of employment. b. resign by giving one months notice. 2. While initial placement is at Bathinda unit employee can be transferred to any other unit. 3. If application / bio data is found wrong employee service will be liable to be terminated without any notice. 4. Employee shall be retired from service at the age of 58 years. 5. If any employee remains absent from a duty from periods of 10 consecutive days, employee shall be deemed to have resigned from the service of the company. REPORTING FOR DUTY:When an appointee report for duty he/she will fill his/ her joining report. Appointee is directed to report to the head of the personal department along with his original joining report and one duplicate copy. The duplicate copy of the joining report is returned to time office in personal department while original copy is sent to administration block to be located in the personal file for record Allotment of employee code number:All the appoints joining the company are allotted employee code number Documentation:I. Bio data II. Copies of appointment letter III. Original copy of joining report

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RECRUITMENT OF THE TRAINEES All trainee recruited in VPL will be on probation cum training for period of one year. After one year they will be absorbed in officer level category Recruitment sources of the trainee are: 1. Advertisement in newspaper 2. Bio data bank of VPL These are level of each trainee are recruited and their minimum qualification. 1. Management Trainee (Mt) :The minimum qualification of management trainee is M.B.A. At the time of training they remain in 0-2 level but after training of one year whey are absorbed in E-1 level. 2. Graduate Engineer Trainee:Minimum qualification of G.E.T is B.E during the training period they remain in 0-2 level and after training period of one year also they remain in 0-2 level. 3. System Trainee:The minimum qualification of system trainee is M.C.A. Some training period is required for the system trainee and they absorbed in e-1 level after training period. 4. Technical trainee: The minimum qualification of technical trainee is M.Sc. All the time of training period they remain in 0-2 level and after join one year they are absorbed in E-1 level 5. Programmer trainee:These trainees should have done post graduate diploma in M.Sc. after training they absorbed in E-1 level.Page 63

6. Executive trainee:Should be graduate during the training period they remain in 0-1 level and after training also they remain in 0-1 level. 7. Textile diploma trainee:They should have three years diploma in textile technology after the training period they absorbed in 0-1 level only. 8. Technical supervisor trainee:The minimum qualification of technical supervisor trainee is graduate / diploma in electrical .After training they remain in S-3 or S-4 level. 9. Supervisor trainee: The minimum qualification of supervisor trainee is B.A/B.Sc/ diploma in electronics. They will remain in S-3 or S-4 level during training and after they also absorbed in this level only. Person having qualification of B.Tech/ M.Tech (Textile) will start with functional designation as research and development officer /marketing office/production officer in level 0 -2 and after one year they will absorbed in E-1. MANAGERIAL LEVEL POSTS:All the managerial level posts in VPL are treated as corporate level posts and recruitment to these posts is made on corporate basis. The responsibility for recruitment to such posts devolves on the personnel department at the corporate level. Induction Program When a new comer join an organization he is totally stranger to people, work place and work environment. Thats why he feels insecure, shy and nervous. The induction programme is conducted to avoid all these. So the two days induction programmed is following in VPL.Page 64

Purpose:1. To introduce the new employee and the organization to each other, so that the new employee is able to perform his duties more effectively and efficiently. 2. To enable employee to adjust with changing business environment. The responsibility of the induction of a new employee is of the personnel department.

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CHAPTER 4 FACILITIES PROVIDED BY VPL FOR THE WORKERS

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FACILLITIES PROVIDED BY VPL FOR THE WORKERS 1. Workers get attendance incentive Rs. 75/- cash if they complete 25 attendances per month in first quarter. 2. Workers get attendance incentive Rs.100/- cash of they complete 78 attendances in secondquarter. 3. Workers get attendance incentive Rs. 150/- cash if they complete 156 attendances in third quarter. 4. Workers get attendance incentive Rs. 250/- cash if they complete 312 attendances in fourth quarter. 5. Workers get incentives for bringing male trainee / workers for recruitment. They get Rs.400/- if they bring 4 candidates, get Rs.750/- if they bring 5 candidates & get Rs.2000/- if they bring 10 candidates with them for recruitment. The scheme is applicable for recruitment of production male workers only. 6. Workers get production incentive (short wise) Rs.150/- per month. 7. Workers get skilled worker incentive Rs. 250-5000 per year If they have any special skill. 8. VPL organizes types of games in republic day and other occasions and provides reward in the form of gifts. 9. VPL gives incentive Rs.250/- if worker return on time as per plan. 10. VPL provides housing facilities for employee with minimum charges rs.70/- per month + electricity. 11. VPL provides medical facilities for employee in whom a qualified doctor visit to alternative day and provide necessary treatment and medicine. 12. Bus services for employees school going should provide by VPL with minimum charges of 50 Rs.per day.Page 67

13. VPL also provides bus service for female employee with minimum charges Rs.2.50 /day up top 20 km distances. 14. VPL provides canteen facilities at minimum rate for employee. 15.VPL established highly equipped machine for manufacture good quality of yarn. 16. VPL also provides loan facilities for employee at minimum charge. 17. VPL provides mouth mask to employees for protection from inhaling cotton. SOME OTHER POLICIES WHICH ARE PROVIDED BY THE VPL: 17 Rs. house rent a day 12% provident fund 20% bonus 4.35 % employee state insurance After five year of working in industry up to 60 or 72 years, VPL provides gratuity fund refund on the bases of last three month basic salary (not include overtime) on the fulfillment of 240 attendance/ anum. The company was paying 3.5lac in previous days. But in these days the company is paying Rs.10,000,00/in the gratuity scheme. After completing 10 years in industry, VPL provides pension scheme for employee on the basis of last half salary of his jobs.

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CHAPTER 5

DATA ANALYSIS & DISCUSSIONS

PERCEPTION OF WORKERS REGARDING RECRUITMENT & SELECTION PROCEDURE AT VPL

Page 69

QUES:- 1 SOURCES OF RECRUITMENT

No. of employees 150 100 No. of employees 50 0

no. of employees

Pre Em For Pre Ad Co Co Pro An Tot se plo me vio vert ns ntr fes y al

15 65 10 0 0 0 10 0 0 100 No. of employees sources

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QUES:- 2 FORM FILLING

No. of Employees

No. of Employees, Total, 100, 49%

No. of Employees, Yes , 79, 40%

Yes No Total

No. of Employees, No, 21, 11%

Page 71

QUES:-3 TEST PROCEDURE

No. of Employees

Responses, 0, 0% Responses %Age, 100, 50% No. of Employees, 100, 50% No. of Employees %Age

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QUES:- 4 In VPL, the testing system is operated while they recruit any employee. The tests are- colour blindness, manual dexterity, hand steadiness, finger movement, hands strength mainly used to test the fitness of the workers.

QUES:- 5 These above tests are mainly taken by the HR Manager, Executive (P&IR). Sometime other members of the P&IR department help to recruit the workers by taking their tests.

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QUES:-6 INFORMATION OF PERFORMANCE

120 100 80 60 40 20 0 No. of Employees %Age At that time 86 86 After few days 14 14 Total 100 100 No. of Employees %Age

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QUES: - 7 At the same day QUES: - 8 No arguments QUES: - 9 PERSONAL INTERVIEW

100 80 60 40 20 0 No. of Employees %Age No. of Employees %Age

Yes 100 100

No 0 0

Total 100 100

QUES: - 10 Two rounds of interview

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QUES: - 11 INFORMATION OF INTERVIEW RESULT

100 80 60 40 20 0 No. of Employees %Age No. of Employees %Age

Immediate 85 85

Later 15 15

Total 100 100

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QUES: - 12 BOND FILLING

100 80 60 40 20 0 Yes No Yes No. of Employees %Age 63 63 Total No 37 37 Total 100 100 %Age No. of Employees No. of Employees %Age

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QUES: - 13PRESSURE AT THE TIME OF BOND FILLING

No. of Employees No. of Employees Yes 0 0% No. of Employees Total 63 50% No. of Employees No 63 50% Yes No Total

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QUES: - 14 JOB DESCRIPTION

No. of Employees

No. of Employees Total 100 50%

No. of Employees Yes 100 50%

Yes No Total

No. of Employees No 0 0%

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QUES: - 15NEGOTIATION OF SALARY


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QUES: - 16 TEA OR FOOD OFFERING

120 100 80 60 40 20 0 No. of Employees %Age Yes 73 73 No 27 27 Total 100 100 No. of Employees %Age

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QUES: - 17 TRAINING PROVIDING

No. of Employees No. of Employees No 0 0% No. of Employees Yes 100 50% No. of Employees Total 100 50% Yes No Total

QUES: - 18 Training is given to the workers related to their work. Seminars and classes are operated for this purpose. And practical knowledge is also provided to the workers.

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QUES: - 19SATISFACTION LEVEL OF RECRUITMENT PROCEDURE

120 100 80 60 40 20 0 Extremel Not Not At Satisfied Neutral y Satisfied All 68 68 18 18 14 14 0 0 0 0 No. of Employees %Age

Total 100 100

No. of Employees %Age

QUES: - 20 Some workers suggested for other sources of recruitment like posters, newspapers, television. But some workers said nothing.

QUES: - 21 NO ARGUMENTS

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QUES: - 22WAIT FOR INTERVIEW

No. of Employees No. of Employees yes 17 9% No. of Employees Total 100 49% yes No. of Employees No 83 42% No Total

QUES: - 23 NO COMMENTS


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QUES: - 25SATISFACTION LEVEL OF JOB DESCRIPTION


Total 100 100


Page 85

QUES: - 26EXTRA WORK OR NOT

100 80 60 40 20 0 Yes No Yes No. of Employees %Age 0 0 Total No 100 100 Total 100 100 %Age No. of Employees No. of Employees %Age

Page 86

QUES: - 27 SALARY SATISFACTION


Total 100 100


Page 87

QUES: - 28 ON THE WHOLE SATISFACTION


Total 100 100


Page 88

PERCEPTION OF STAFF MEMBERS REGARDING RECRUITMENT & SELECTION PROCEDURE AT VPL

Page 89

QUES: - 1 SOURCES OF RECRUITMENT

120

100

80 No. of Respondants %Age

60

40

20

0

Pre Em For Pre Adv Con Con Prof Em Ca Co Any Tota sent ploy mer viou ertis sult tract essi ploy mpu mpe Oth l Em ee Em s eme ants ors onal men s titor er 23 46 3 6 3 6 4 8 10 20 0 0 0 0 0 0 3 6 4 8 0 0 0 0 50 100

No. of Respondants %Age

Page 90

QUES: - 2 FORM FILLING

No. of Respondants

No. of Respondants Total 50 50%

No. of Respondants Yes 40 40%

Yes No Total

No. of Respondants No 10 10%

Page 91

QUES: -3) METHODS OF SELECTION

120 100 80 60 40 20 0 Written Medical Group Interview Test Test Discussi 10 20 34 68 0 0 6 12 Any Other 0 0 No. of Employees %Age

Total 50 100


QUES: - 4 TOP MANAGEMENT & HR MANAGER

Page 92

QUES: - 5 NO. OF PEOPLE

120 100 80 60 40 20 0 One No. of Respondants %Age 7 14 Two 21 42 Three 14 28 More than three 8 16 No. of Respondants %Age

Total 50 100

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QUES: - 6 INFORMATION OF PERFORMANCE

No. of Respondants


No. of Respondants At the place 46 46% No. of Respondants After few days 4 4%

At the place After few days Total

QUES: - 7 SAME DAY

QUES: - 8 NIL

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QUES: - 9 PERSONAL INTERVIEW

No. of Respondants

No. of Respondants Total 50 50% No. of Respondants No 0 0%


Yes No Total

QUES: - 10 ONE & TWO

Page 95

QUES: - 11INFORMATION OF INTERVIEW

120 100 80 60 40 20 0 No. of Respondants %Age Immediate 44 88 Later 6 12 Total 50 100 No. of Respondants %Age

Page 96

QUES: - 12BOND FILLING

100 80 60 40 20 0 Yes No Yes No. of Respondants %Age 6 12 Total No 44 88 Total 50 100 %Age No. of Respondants No. of Respondants %Age

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QUES: - 13PRESSURE AT THE TIME OF BOND FILLING


Page 98

QUES: - 14 JOB DESCRIPTION

No. of Employees

No. of Employees Total 50 50% No. of Employees No 0 0%

No. of Employees Yes 50 50%

Yes No Total

Page 99

QUES: - 15 INDUCTION PROGRAMME

Total

No %Age Yes 0 20 Yes %Age No. of Respondants 100 50 40 60 No 0 0 80 100 Total 100 50 No. of Respondants

QUES: - 16 P&IR DEPARTMENT

Page 100

QUES: - 17 NEGOTIATION OF SALARY

No. of Respondants No. of Respondants Yes 28 28%


Yes No Total


Page 101

QUES: - 18 TEA OR FOOD OFFERING

No. of Respondants




Yes No Total

Page 102

QUES: - 19TRAINING PROVIDING

120 100 80 60 40 20 0 No. of Respondants %Age Yes 42 84 No 8 16 Total 50 100 No. of Respondants %Age

QUES: - 20 RELATED TO JOB

Page 103

QUES: - 21 SATISFACTION LEVEL

120

100

80 No. of Respondants %Age

60

40

20

0

Extrem Not Satisfie Not At ely Neutral Satisfie d All Satisfie d 3 6 39 78 8 16 0 0 0 0

Total 50 100


QUES: - 22 ADVERTISEMENT, INTERNET, TELTVISION etc.

QUES: - 23 NO

Page 104

QUES: - 24WAIT FOR INTERVIEW

No. of Respondants



Yes No Total



QUES: - 26 TIME TAKING PROCESS

Page 105

QUES: - 27 JOB DESCRIPTION SATISFACTION LEVEL

120 100 80 60 40 20 0 Extrem Satisfie Not Not At Neutral ely d Satisfie All 10 20 32 64 8 16 0 0 0 0 No. of Respondants %Age

Total 50 100


Page 106

QUES: - 28 EXTRA WORK OR NOT

100 80 60 40 20 0 Yes No Yes No. of Respondants %Age 35 70 Total No 15 30 Total 50 100 %Age No. of Respondants No. of Respondants %Age

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QUES: - 29SALARY SATISFACTION LEVEL

120 100 80 60 40 20 0 Extreme Not Not At Satisfied Neutral ly Satisfied All 8 16 32 64 10 20 0 0 0 0 No. of respondants %Age

Total 50 100

No. of respondants %Age

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QUES: - 30 ON THE WHOLE SATIAFACTION

120 100 80 60 40 20 0 Extrem Satisfie Not Not At Neutral ely d Satisfie All 10 20 36 72 4 8 0 0 0 0 No. of Respondants %Age

Total 50 100


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CONCLUSION:After the study of requirement and selection procedure the following conclusion have been drawn about the company 1. VPL is value based organization. VPL aims not only to recruit and select competent people but also create good citizen. 2. The company is technologically sophisticated and very well organized & have professional manpower for its normal functioning. 3. In VPL power requirements are identified well in advanced and there is close relation between man power plans and company business plans. 4. The recruitment and selection process is well planed and is scientific in approach. 5. In general term recruitment and selection process is divided into -recruitment and selection of staff/officer -in recruitment and selection of trainee 7. In recruitment and selection of candidates at all level the first preference is given to internal reference and internal sources

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RECOMMENDATION TO IMPROVE THE QUALITY OF RECRUITMENT SYSTEM To improve the quality of the recruitment system there are given some recommendation the following factor can play important role for the recruitment. 1. A good job description should be given to the candidate who can attract the candidate for the job. 2. To attract they candidate there should be good reputation of the organization. 3. Better understanding between employee & management. 4. Advertisement should be clear according to the vacant position. 5. The salary /wages that the company offer also influences the decision of the candidate for the recruitment.

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BIBLIOGRAPHYBooks Ashwathappa, K. HR and Personnel management

Human Resource Management, ICFAI Press. Chabra, T.N. Human Resource Management.

Websites www.answers.com www.google.com www.oswalgroup.com www.almondz.com

www.citehr.com

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