PROJECT REPORT ON

KAIZEN
AN IMPROVEMENT TECHNIQUE USED BY RSWM LIMITED, BANSWARA (RAJASTHAN)

A REPORT SUBMITTED IN PARTIAL FULFILLMENT OF

BACHELOR OF BUSINESS MANAGEMENT

TO PACIFIC COLLEGE, MOHANLAL SUKHADIA UNIVERSITY UDAIPUR (RAJASTHAN)

SUBMITTED TO: Dr. MANISHA LODHA Ms. ARUNA JAIN

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

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

CERTIFICATE

CONTENTS
S.NO. Chapter-1 TITLE PAGE NO.

INTRODUCTION
Introduction of the Company Board of Director Introduction of RSWM, Banswara

6 to 10
6 7 8-10

Chapter-2 Chapter-3 Chapter-4

Objective of Study Production Procedure

DEPARTMENTS
Production Department CPPC Department IT Department Raw Material Department Personnel Department Human Resource Development Department Environment Management System Safety Committee Corporate Social Responsibility Training and Development Recruitment, Selection & Induction Procedure KAIZEN Literature RSWM Ltd, Banswara - Kaizen Summary FINDINGS, LIMITATIONS AND SUGGESTIONS BIBLIOGRAPHY

11 12 to 14 15 to 25
15 15 16 16 17-19 19-20 20-21 21 22 22-23 24-25

Chapter-5

26 to 37
26-28 29-37

Chapter-6

38 to 39 40

CHAPTER-1

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

1. Mr. L.N. Jhunjhunwala, Chairman Emeritus

2. Mr. Ravi Jhunjhunwala, Chairman

3. Mr. Shekhar Agrawal, Vice Chairman and MD 4. Mr. J.C. Laddha, Executive Director

5. Mr. A.K. Churiwal, Director

6. Dr. Kamal Gupta, Director and Chairman Audit Committee

7. Mr. A.R. Garade, Director

8. Mr. D.N. Davar, Director

9. Mr. R.P. Khaitan, Director 10. Mr. Pradeep Dinodia, Director

11. Mr. S.K. Shrivastava, Director (Nominee LIC)

12. Mr. Ritesh Kumar, Director (Nominee LIC)

INTRODUCTION OF RSWM, BANSWARA

I. Site Opening Unit 1 & 2 1. First Phase of Production 2. Commercial Production 3. Addition of Unit No. 3 & 6 4. Unit no. 4 & 5 5. More R/F in unit no. 4 & 5 6. Production of unit no. 8 started on 7. Commercial Production of unit no. 7 started on 8. Total Installed Capacity
9. 10.

TQM Implementation ERP Implementation

April, 1989 6th October, 1989 10th December, 1989 March, 1993 May, 1997 September, 1997 1st June, 2005 1st November, 2006 97776 Spindles equipped with world class technique 19th July, 1997 10th October, 2000

II. III. IV. V.

The unit production per annum is around 28700M.T. Turn over crosses approx Rs. 305crore. Doubling capacity 70%, with 99 TFOs for 1 Twisters & 16 Doubling Machines. Product Range: Polyester 100%, Viscose 100%, Viscose/Cotton, P/V Blends, Cotton Wool & Other Cotton Blends, P/C Blends, Acrylic/Cotton, Nylon/Cotton, PVA Yarn, Polyester/Polynosic, Protein Yarn (Soya, Silk, Milk), PVT Cotton, Tencel/Cotton. Fast Communication: - All Textile Unit, Head Office & Marketing Offices are connected with V-Sat, Mobile VPNS & Lotus Notes. Work Force: - 200 Officers and Staff, 3000 Workers. The unit is providing accommodation facilities which are as given under: For Family For Bachelors For Fitters Workers Hostel 85 Quarters 34 Rooms 24 Quarters 500 Occupancy

VI.

VII. VIII.

IX.

Awards & Certificate 1. 2. 3. 4. IS/ISO 9002 Certification since 16th October, 1993 by BIS. IS/ISO 14001 EMS Certification. Oeko-Tex Standard 100 Certification. 13th Rajiv Gandhi National Quality award for the year of 2006 on 20th February, 2007. 5. State award for Environment & Plantation.

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

XII.

XIII.

XIV.

XV.

XVI.

XVII.

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

XVIII.

XIX.

XX.

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CHAPTER-2 OBJECTIVES OF STUDY

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

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CHAPTER-4 PRODUCTION PROCEDURE

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

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7. Cheese Winder: In this machine two or more than two yarn are combined together on the cheese. So this process is known as cheese winding it only combines not produce any twist. Textbook has launched it in RSWM. 8. T.F.O. (two for one twister): As same indicate in this machine two yarns are combined as well as twisted. These processes minimize the unwanted knots in the yarn. Star Volkmann VTS-07 has launched it in RSWM.

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

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Flow Chart of Spinning, Finishing & Packaging Department

Fiber Godown

Mixing & Welding

Blow Room

Carding

Silver Lap

Draw Frame First Time

Comber

Draw Frame Second Time

Speed Frame

Ring Frame

Autoconer

Cheese

Packing

T.F.O.

Doubling

Finished Goods In Godown Winding Market

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CHAPTER-4

DEPARTMENTS
PRODUCTION DEPARTMENT
Spinning: - There are three sections in spinning unit, mainly preparatory section, spinning section & post spinning section. The main function of this section is proper mixing of polyester & woolen raw material, which comes in pressed bales. For manufacturing of yarn 65% relative humidity is required in this section Weaving: - This section is divided into 4 subsections i.e. preparatory, loom, checking & mending .The main function of this section is manufacturing of fabric from yarn. 74% relative humidity is maintained in this section. In this section the richest quality polyester & viscose go into the fashioning this dream blend of suiting & BSL solver rote shuttle less-projectile looms weave an extremely advanced & precision controlled fabric. The fabric is credited with optimum finish. Processing:-There are two sub sections dying & finishing. It is designed to quickly & evenly impart the desired degree of finish & to accurate consistently repeat this under the production conditions. Finishing is undertaken with sharing equipment and finally rotary press ensures all the work, that every inch of the fabric is uniformly accepted worldwide. Supervisor, machines & papers press give the fabric a qualitative finishing edge. The processing technology is employed to create these fabrics in truly world-class fashion.

CENTRALIZE PRODUCTION PLANNING & CONTROL(CPPC) DEPARTMENT

It is a diverse department; mainly dealing is sales co-operation rather than actual sales. It acts as a coordinator between the marketing and production department. Its obligation ends when the material are dispatched physically from plant/ A part Banswara set up, there are two more set ups of spinning and weaving i.e. in Bhilwara and Kharigram set up. The sale is being run on the principle of C.P.P.C. (Centralize Production Planning Control). This means that the department has to coordinate the activities right from marketing of the product, getting order, and producing according to it. On every 20th planning for the next months production estimates is being made so that production activities are carried on a regular basis without any disturbance. All marketing people & executive in particular department give their requirements (as to what they want in the next month) before 20th of every month. List of pending order are also being discussed in this meeting and then planning is done accordingly. The production orders are accepted after profit assessment. While planning the best order with a considerable profit margin is being accepted and a blue print of production activities are set out so that the order can dispatched in time.

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I.T. DEPARTMENT
RSWM leverages information technology (IT) tools extensively in its operations to achieve creator productivity & efficiency. The company has integrated IT in its core functioning from purchase of raw material to sale of final product. The company deployed a specialized ERP (enterprise resource planning) solution for textile companies, which is fully functional across all its existing manufacturing location. This solution enables the company to get real time information on customer orders, raw material purchase, and material handling stores & inventory situation, production, standard costing, invoicing & sales. Apart from this core system, the company also uses specialized modules for functional areas of finance & human resources. A good IJRP is a technological tour die force. At its core is a single comprehensive database. The database collects data from & feed into modular applications supporting virtually all of a companys business activities - across functions, across business unit, uncross the world When information is entered in one place, related information is automatically.

RAW MATERIAL DEPARTMENT

Raw material department deals with the raw material requirement by different units. From 18 to 25 every month is a planning week in which marketing People from various depots visit to company & give their requirement for the sales of next month. According to the final yarn required every unit calculate their raw material need & give this to raw material department. Then they will decide how much material should order for the month on the basis of analysis that how much material is present in godown & how much is in transit. These requirements are than sent to Mumbai office where all the units of RSWM send their respective requirements & than their purchase is done on group basis in lump sum amount in order to get raw material at economic rate. The minimum level that is maintained in godown is 25%.Various types of raw material used our here are as follows: Viscose, Polyester, Cotton, Acrylic, Silk, and Nylon. Mainly the raw materials come from following place: Rajasthan, Gujarat, and M.P. Maharashtra. From unit 1 to 5 raw material required are for following products; PC (POLYSTER / COTTON), PV (POLYSTER / VISCOSE), NC (NYLON / COTTON), AC (ACRYLIC / COTTON) In unit 6, 7, 8 there is a production of 100% fiber either cotton or polyester. There are three main yarn manufactures in spinning (RSWM):1. Grey Yarn 2. Dyed Yarn 3. Mlange Yarn

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

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Induction New selected persons are taken through TQM Class where trainers are allotted arrange initially 10 days G.P.O. is taken by all LCT. Placement 10 days G.P.O. The workmen are then divided in two batches as per the requirement of the land as per the knowledge and physique of the workmen. Within total 52 days all workmen are being trained in different departments and after taking their technical test the successful persons are then given to their respective department and considered as half workmen or LCT. Thereafter after every 52 days their wages are revised and they are gradually trained to become full trained workmen and they get full rate. DETAILS OF WAGES/STIPEND PAID TO A NEW WORKMEN CATEGORIE APR(Class Trainees) PAP(Learner Class Trainees) TRAP1(Unskilled) TRAPP(Semi-skilled) WKG(Skilled/Trained) DAYS 1 To 40 41 To 100 101 To 145 146 To 270 271 & Above COST TO THE COMPANY (per day) 100 115 127 166 215

Maintenance of Personnel Records Once a workmen /staff are recruited, become very essential to keep all his personal records in proper file. The Personal records give us the details of his job profile, e.g. details of his permanent and present address, department, code No., Blood Group, his reference, Mill No. Permanent shift allotted to the 'workmen, his education details, experience details, wages and increment details. The personal; record also contains details of warning/charge sheets and suspension the individual workmen from time to time, promotion details etc. Personal record helps ion/retirement/resignation or accident. Time Office Another important function of the P & A department is keeping proper record of attendance of staff/workers and also to provide the required number of labors in each shift for smooth running of the plant. Presently we have a system of signing in the register for staff members and time punching system for workers.

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Workers are dividing into four Shifts. Shifts General XA Y- B Z-C Timing 8.00 A.M. To 5.00 P.M. 7.00 A.M. To 3.00 P. M. 3.00 P.M. To 11.00 P. M. 11.00 P.M. To 7.00 A.M. Lunch break 1.00 pm 2.00 P.M Half an hour during the shift Half an hour during the shift Half an hour during the shift

Duty hours for staff other than shift is 9.00 A.M. To 1.00 P.M. 2.00 P M. To 6.00 P.M.

Lunch break 1.00 P.M. To 2.00 P.M.

Time keepers verify the engagement of every labor by going to the dept. after beginning of the shift. At the end of the month total present days are calculated and salary/wages are prepared. Salary to staff is paid through SBBJ Bank on 1st day of every month. The salary details arc sent to Bank and salary slips are given to the individual staff member. Wages are paid to all workmen in cash oil 10th day of every month Wages issued to all workmen on 7th of every month. Unpaid wages are paid to workmen on every 21st day of the month important function of time office 1. Recor d of old & new wor ker. 2. Pers onal detail of wor ker. 3. Payment of wor ker. 4. Bonus wor king days PL & lea ve ar e r ecor ded. 5. Attendanc e r ecor d. 6. P.F.12% of salaries. 7. For staff 30PL & 10CL a nd for workers 15PL and 1CL on 32 da ys. 8. Retir ement at the age of 58years.

HUMAN RESOURCE DEVELOPMENT DEPARTMENT

The management of human resources has very significant area to define human values, physical social activities and for saving this peculiarities. Every company makes criteria, which consist of human principles so this company has also separate department for human resources. The main work of HRD department is manpower planning. The whole process of the worker after selection is done in the HRD department. Where the mans are needed & what person do what work & in what time is all planning is done in HRD department.

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1. HRD Activities of Workers (A) HRD activities for new workers (B) HRD activities for old workers (A) HRD activities for new workersFollowing works is carried out by HRD for new workers:a. General process orientation. b. Fiber marketing, brief knowledge / overview c. Safety d. General rules & regulation e. Fire fighting etc. These above activities are carried out for the first 40 days, during these days the practical training carried out on the show floor. After 40 days of training, the new workers are sent to respective dept. as half skilled workers. So after all this i.e. 104 days their skill test is taken & if they pass, then they will be regarded as skilled workers. (B) HRD activities for old workers:Training is given to them from time to time to upgrade their skills, HRD organize refresher courses that are need based whenever they get the requirement from the respective dept. in the organization and identification of the need is done by the respective dept. in consultancy with the HRD dept. HRD has also got the responsibility to schedule the training schedule. 2. Staff Activities For inexperienced personnel an induction program of 2 weeks is to be given to get acclimatized to the organization, for job trainees (under special request) people this ranges from 2-3 weeks. Need based training Exposure Sharing of exposure ENVIRONMENT MANAGEMENT SYSTEM (EMS) Definition of EMS: a system designed implementation and operated control our environmental significant aspect and achieve regulatory compliance. E.P.C Planning1. Implementation and operation 2. Checking and corrective action 3. Management review continual improvement
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Guidance in ISO 14001According to ISO 14000 it is essential to fulfill all the environmental requirement of the mill so the environment is also controlled by the government also by the mill. RSWM is fulfilling all the norms of ISO 14000 and got his certificate. 1. 2. 3. 4. 5. Emission to air Releases to water Waste management Contamination of land Use of raw materials and natural resources

Environmental Impact1. 2. 3. 4. 5. 6. Global Warming Ozone Depletion Acid Rain Photochemical Smog Waste Disposal Water Pollution

Environmental PolicyWe at RSWM Ltd. engaged in the production at textiles commit our sector to preventing pollution through efficient use of resources and operational control. Making continual improvement in our environment performance by controlling, complying all applicable environmental legislation and regulations. SAFETY COMMITTEE The main aim of safety department is to secure whole the workers from the uncertainty & risk. As so many workers works on machinery & on electronic tools, the safety of those workers is most important for the organization. For the security of the workers they have some rules within the organization & also have so many security guards, which are care of all the employees in every department & also on main gate of the mill. Management has provided the helmet for the security of the workers. When any worker is come into the mill then the guard has right to check there helmet, & within the mill the maximum speed of the vehicles is 20km/ph. They have a dispensary within the organization for the workers because when they injured then they get fast treatment and three compounded are appointed in three different shifts so the workers get the benefit in night also.

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CORPORATE SOCIAL RESPONSIBILITY(CSR): 1. 50 Self Help Group (SGH). Training is given to the members of Self Help Group. Start an income generation source for SGH. 2. Tie up with NGO Progress. 3. Establish a hall in the village Chandu Ji Ka Gada near Banswara. 4. Give donation, computers etc. to Deaf and Dump school. 5. Donation in the hospital. Provide coolers. 6. All the water used in fabric dyeing and finishing is recycled for use in the process-house and in horticulture. 7. Environmental care is executed with an eye for detail. The Banswara unit has over 42,000 square meters of greens, with over 50,000 plants having been planted on the campus and an exquisite 11-acre orchard surrounding an artificial lake. The Banswara unit was accorded the best plantation award in Rajasthan. 8. Motivate, awakening related to savings to members of SHG. TRAINING AND DEVELOPMENT In the modern industrial world, for training the employees are being increasingly recognized so as to keep the employees in touch with the new technological developments. Every company must have a systematic training programmed for the growth and development for the growth and development of its employees. Training is concerned with increasing the knowledge and skills of employees for doing specific jobs and development involves the growth of employees in all aspects. Whereas training increase job skills, development shapes attitudes of employees. Development is a related process. It covers not only those activities, which improve job performances, but also those which bring about growth of the personality, help individual in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In other words, training provides the workers with facility to gain technical knowledge and development is a process by which the employees acquire skills and competence to their present job. Training System:1. The eligible workers attend the Training. 2. Training batches are made of 20 to 30 trainees in one batch. 3. Training is generally conducted for 10days which is known as GP O (General Process Orientation). 4. Training consists of theory class from 7am to 9a m and practical class from 9:30am to 12noon. 5. Breakfast time 9a m to 9.30am and lunch time from 12noon t o 12:30pm. 6. After lunch again practical class from 12:30pm to 2:30pm conducted and then trainees receives the schedule of whole work in theor y class from 2:30pm to 3pm.
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COMPULSORY TRAINING/INDUCTION FOR EACH EMPLOYER DATE DEPT./TEAM WHOM TO MEET SIGN

COO (Chief Operating Officer) MR. SANJAY SHARMA SR G.M. (COM.) SR G.M. (T) G.M. (ENGG.) G.M. (NPD) G.M. (MATE.) G.M. (P&A) D.G.M. (CPPC) D.G.M. (MIS) A.G.M. (PROD.) A.G.M. (POST SPG) SR. MGR. (LEGAL) SR. MGR. (SQC) MGR. (MAINT.) MGR. (SQC) MGR. (IT) MGR. (RM) MGR. (COMM.) ISO (MR) EMS (MR) D.G.M. HRD MR. N.K. BAHEDIA MR. SUKESH SHARMA MR. RAJIV SINGAL MR. AJAY SHARMA MR. V.K. PARAKH MR. V.B. SHRIVASTAVA MR. A. MATHUR MR. M. BIHANI MR. S.K. MITTAL MR. B.C. GUPTA MR. JORAWAR SINGH MR. R.K. GAGRANI MR. A.P. JAIN MR. D.K. SHARMA MR. R.K. GUPTA MR. R.K. ARORA MR. G. LODHA MR. NARENDRA DOSHI MR. DEEPAK MEHTA MR. M.P. PAREEK

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RECRUITMENT, SELECTION & INDUCTION PROCESS S.NO. WORK RESPONSIBILITY 1 New workers are called on gate at 9o clock. 2 Physical checking like finger, leg, weight (45 to 60kg), height & name. 3 Education requirement is above 5th class. 4 Blood group, two photographs & two copy of T.C. is required. 5 Form is given to them which are filled by themselves. 6 Batch, dress and address are filled by them. Personnel Dept. 7 Physical check up. Training Dept. 8 Selection is done by officer in department. Officers 9 Final interview. G.M.(P&A) 10 Joining date is given to them. 11 Punching card is made by the company for the new workers. Sh. Jain & Sh. Soni 12 When punching card is not punch, information is given to time Time Keeper keeper to make corrections. 13 First day they do G.P.O. reporting. 14 In 10 days, complete information from B/R to packaging is given to them. Department & general information is given to them. 15 Theoretical training- 2hrs per day; Feedback- 1hrs per day; Practical work-4.5hrs per day. 16 Everyday classes are arranged here. Head Office st 17 Day 1 : information related to prayer, place, common facility and Training Master shift is given to them. 18 Day 2nd : information related to discipline, training need, benefits, Training Master and importance and about types of fiber is given to them. 19 Day 3rd: information related to lot blat, tint, housekeeping, charge Training Master etc. and about carding is given to them. 20 Day 4th: information related to types of vest, department wise lot Training Master segregation, sly lap, ribbon lap, comber & machine etc. is given. 21 Day 5th : information related to industrial safety & precaution Training Master from accident is given. About draw frame, speed frame, machine etc. related information is also given. 22 Day 6th : information related to benefit given by company like Training Master salary, increment. Bonus & gratuity is given to them. Ring frame information is also given. 23 Day 7th: information related to P.F., Pension, C.L., P.L. and leave Training Master and also about autoconer is given to them. 24 Day 8th : information about high level officers, ISO & C/W is Training Master given to them. 25 Day 9th : information about merits of presence and demerits of Training Master absence, accident insurance and information regarding TFO. 26 Day 10th : information about original departments which includesTraining Master Theoretical class 1hrs, Practical class 6hrs, Feedback 1.5hrs. 27 Every week test is taken by department. Departments 28 After 40 days shift and rest is set. 29 After 40 days CT to LCT are made by workers. 30 Prayer is scheduled on time.
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31 32 33 34

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

Training Master Workers Workers Workers

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KAIZEN
Masaaki Imai made the term famous in his book, Kaizen: The Key to Japan's Competitive Success. MEANING In Japanese this is pronounced "kaizen". ("kai") means "change" or "the action to correct". ("zen") means "good". INTRODUCTION Kaizen is a daily activity, the purpose of which goes beyond simple productivity improvement. It is also a process that, when done correctly, humanizes the workplace, eliminates overly hard work ("muri"), and teaches people how to perform experiments on their work using the scientific method and how to learn to spot and eliminate waste in business processes. People at all levels of an organization can participate in kaizen, from the CEO down, as well as external stakeholders when applicable. The format for kaizen can be individual, suggestion system, small group, or large group. At Toyota, it is usually a local improvement within a workstation or local area and involves a small group in improving their own work environment and productivity. This group is often guided through the kaizen process by a line supervisor; sometimes this is the line supervisor's key role. While kaizen (at Toyota) usually delivers small improvements, the culture of continual aligned small improvements and standardization yields large results in the form of compound productivity improvement. Hence the English usage of "kaizen" can be: "continuous improvement" or "continual improvement." DEFINITION KAIZEN means continuous improvement without or with minimum investment by minimizing wastes & non-value adding activities for which the customer does not pay. It is a structured approach to improve quality & productivity leading to cost competitiveness. HISTORY OF KAIZEN In Japan, after World War II, American occupation forces brought in American experts in statistical control methods and who were familiar with the War Department's Training within Industry (TWI) training programs to restore the nation. TWI programs included Job Instruction (standard work) and Job Methods (process improvement). In conjunction with the Shewhart cycle taught by W. Edwards Deming, and other statistics-based methods taught by Joseph M. Juran, these became the basis of the kaizen revolution in Japan that took place in the 1950s.
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IMPLEMENTAION The Toyota Production System is known for kaizen, where all line personnel are expected to stop their moving production line in case of any abnormality and, along with their supervisor, suggest an improvement to resolve the abnormality which may initiate a kaizen. OBJECTIVE The purpose of the Scheme is to motivate our employees for innovation & creativity through focused improvement. Cost Effectiveness through loss reduction, product quality improvement etc. leading to overall enhancement in Organizational competitiveness and customer delight and motivate team building & group activities. EFFECTIVENESS To be most effective kaizen must operate with three [citation needed] principles in place: Consider the process and the results (not results-only) so that actions to achieve effects are surfaced; systemic thinking of the whole process and not just that immediately in view (i.e. big picture, not solely the narrow view) in order to avoid creating problems elsewhere in the process; and a learning, non-judgmental, nonblaming (because blaming is wasteful) approach and intent will allow the reexamination of the assumptions that resulted in the current process. OPPORTUNITIES/TRIGGERS We can achieve following through Kaizen Culture:Reduction in cost of manufacturing by direct reduction in power consumption, energy consumption or increase in productivity by that specific focused improvement projects. Reduction in Off Grade Generation. Reduction in Energy Consumption (Total). Reduction in Total Repairs and Maintenance Cost (Excluding Dredging, Dry Dock and Special Repair). Reduction in Total Stores and Spares Inventory. Reduction in Average Raw Material Inventory. Increase in Plant on Stream Days. Increase Sales Volume. Increase in Revenue Generation from new initiatives. CRITERIA FOR VALID KAIZEN PROJECTS Group of employees. Participation Criteria. Participation will be from Grade M to Grade F incase Kaizen is submitted by individual In case Kaizen is submitted by a group of employee, grade criteria can be overlooked

1.

2. 3. 4. 5. 6. 7. 8. 9.

1. 2. 3. 4.

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5. There can be two tier teams like core team & implementation team, the kaizen award if 6. Accepted will go to both the teams in Group Award for suggestion and implementation. 7. Savings mentioned need to be validated by Accounts Department and sustenance of the saving (if not a onetime saving) to be monitored. 8. Only Kaizen implemented after 1st Jan2006 are eligible under this scheme 9. The projects adopted under CAPEX already approved / under consideration or under process etc) will not be considered under this scheme. 10. The award will be valid for the Kaizens, which are being implemented within one years time. SUBMISSION KAIZEN project must be properly and neatly written on the prescribed registration The forms (annexure1) before start of actual work and other two formats (annexure 2 & 3) duly named and signed by the individual or team leader (in case of team), concerned HOD & LH (accounts) after completion of project & saving achieved for three months. The completed report shall be submitted to Focused Improvement subcommittee leader by 20th every month. Kaizen project submitted on later date will be treated for the next months evaluation. EVALUATION AND PROCESS Processing shall be done in six stages: The Kaizen improvement evaluation committee shall first screen the Kaizen projects. The KAIZEN project is implemented on the permanent basis & it should not affect the other aspect of operation & activities. It will be checked for completeness along with detail saving calculation in two cases before & after the theme. The kaizen recommended for award will be considered for further evaluation Recommended kaizen would be forwarded to approving committee for final acceptance. Rejection procedure of kaizen will be as per flow diagram only. The Best- KAIZEN project award will be AWARDS The awards shall be given to in GCM meeting. Award amount will be as per calculation and maximum Rs. 50,000/ (Rupees fifty thousand only). CONCLUSION Kaizen is a system for introducing process improvements. But the most important thing is to use these systems to make your life easier.

1. 2. 3. 4. 5. 6. 7.

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RSWM Ltd, Banswara Kaizens Summary (Oct 08 to March 09)

In the following data some abbreviations are used which are as follows: D: Department T: Title B: Benefits - Monetary / System improvement / saving of time KN: Kaizen Number

D: Maintenance KN: K-Maintenance-40 T: Crosrol filter primary filter modification B: By this modification we will save approximate Rs25000 per annum due to less wear & other moving parts. D: Maintenance KN: K-Mantenance-44 T: Blow room pipe line modification B: Material transportation cost reduced, less movement of peoples in mixing room & better housekeeping. D: Maintenance KN: K-Maintenance-45 T: Pipe line modification to run 100% Poly, Poly-cotton B: By this we have achieved a process flexibility to run 100% cotton, 100% Polyester and PC blends as per requirement of marketing /production department. D: Maintenance KN: K- Maintenance-47 T: Carding C 50 can changer trolley modified B: Reduce bearing damaged, reduce can damaged problem.

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

___

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D: Engineering KN: K- Engineering-50 T: Mill no. 8, installed 2nos exhaust fan, size 24 in blow room area to exhaust smoke during emergency. (Like Fire) B: Safety, Fast fire fighting. D: Engineering KN: K- Engineering-52 T: In mill no. 1, 2, 3-Modifide the old rusted water pipe lines from blow room to TFO inhouse. B: Pipe removes from drain to avoid chocking D: Spinning KN: K- Spinning-3 T: Reduce waste in mill no. 2 B: Help to increase in the yarn recovery. D: Spinning KN: K- Spinning-27 T: Reduce bottom spoil in R/F B: Reduce hard waste from 0.13% to 0.10% in ring frame. D: Spinning-6 KN: K-1 T: Utilize 5 idle running drum of ch wdg for double material re wdg. B: Saving of power (Rs675/month) & rejection re wdg continuously. D: Spinning-6 KN: K-2 T: Roving content increase by .1kg/bobbin in p/c material B: Work load optimize.

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D: Spinning-6 KN: K-3 T: Set S/F stretch in each lot to control the R/F count CV B: R/F count CV% & thin faults reduced. D: Spinning-6 KN: K-4 T: VFO Bypass in P/V material B: Quality improved & power saving (688Rs/month) D: Spinning-6 KN: K-5 T: 2nd quality reduce by .04% B: Saving of 5040Rs/month D: Spinning-6 KN: K-6 T: Dust fan motor timer activated in A/C B: Suction increase in splicing zone & clg improved. D: Spinning-6 KN: K-7 T: Flyer numbering system in S/F B: Identification of damage flyer & roving waste reduce. D: Packaging KN: K (1-7) P. Spinning T: Stuffing increase 400kg in the UTT France material B: 12.8T to 14.4T

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

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

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

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

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

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CHAPTER-6 FINDINGS, LIMITATIONS AND SUGGESTIONS

FINDINGS: 1. Kaizen results in benefits- monetary/ system improvement/ time saving. 2. Companys recruitment form for workers. 3. Work Force: 200 Officers and Staff, 3000 Workers. 4. The unit is providing accommodation facilities which are as given under: For Family For Bachelors For Fitters Workers Hostel 85 Quarters 34 Rooms 24 Quarters 500 Occupancy

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

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

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BIBLIOGRAPHY
1. 2. 3. 4. 5. 6. www.google.com www.rswm.co.in www.lnjbhilwara.com www.tvrls.com Kaizen: The Key to Japans Competitive Success Human Resource Management (T.N. Chabra)

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