Project On Management System of Kohinoor Textile Mill Rawalpindi Submitted By: Muhammad Usman Zafar Iqbal Irfan Ahmed

Submitted To: Dr.Khurrum Shahzad Class: M.B.A(1st Semester) Riphah School of Leadership Riphah International University Islamabad

Kohinoor Textile Mills Limited

Our corporate mission:
Put the customer first always. Be flexible to the customer's needs. Adhere to the highest quality standards. Think innovatively but make informed business decisions.

History:
Kohinoor Textile Mill was established in Pakistan in 1953 under companies orinance 1913(now companies ordinance 1984) and has more than 50 year experience in textile manufacturing.It was initially set up spinning and weaving project with 25000 and 600 looms, and then enhance the departments. Company is listed in Lahore,Karachi and Islamabad stock exchange in Pakistan. Growth strategies: Kohinoor Textile Mill used this strategy and incorporates

1. Kohinoor Textile Mill Lahore 2. Kohinoor Cement Industry Prize Achievements of Company Quality Assurance Certificate in 1997: KTM obtain its ISO 9001 certificate from Lloyds Register Quality Assurance UK in 1997 on basis good Management performance.

KTM has also been recertified for SA 8000:2001 IN 2005 on basis of taking sufficient for the security of employes.

Structure: Board Of Director: Mr.M.Naseem Saigol Mr.M.Saigol Mr.Rana Assad Iqbal Mr.M.Omar Farooq Mr. Rashid Ahmed Jvaid Mr.Muhammad Akhtar Rafiq Mr.Muhammad Shamil Chairman Chief Exective

Functional Structure:
Divide employes into manager and set further manager on them. Product Department Quality Assurance Department Finance Department Marketing Department

Information Technology Department Human Resources Department Commercial Department All departments has further sub authorities such as General Manager, Manager and Deputy Manager and so on.

Bankers:
Company has account in following banks. Askari Bank Ltd Bank Alfalah Faysal Bank Ltd Habib Bank Ltd National Bank of Pakistan Standard Chartered Bank (Pakistan)Ltd

(B)Departments:
KTM had only two departments at the time of incorporation (1)Spinning (2) Weaving

By Application Of Growth Strategies (Concentration) KTM enhance existing Business and now it has four departments by vertical Integrations (Backward and Forward). Spinning Weaving Printing Stitching

(C)Culture:
Culture of KTM is weak because it is situated under developed area and not Multinational organization No Restriction on Speaking language No Proper Uniform ID card is necessary No Unity of command(employees perform multi tasks) Low formalization.

Perquisites to Manaers
Car will be provided to following employees Manager 1500C.C( Honda Civic E X I) Deputy Manager 1000 C.C Human resources department will issue allotment letter of car.

(D)Decision Making Style: Dynamic Decision (Respond according fluctuation in Market) There is centralize authorities who make decision and and find right way to work but some time authorities are delegated to low level manager (Decentralization)depend upon nature of decision . Planning is normally made by top management.

Planning: Organizing:
Organizing is done by Middle Level manager

Leading:
In KML First level manager leads to employees and motivate them.

Controlling:
Like other organizations KTM is also controlled by top management.

The Organization Hierarchy Structure 1. Marketing Department Function:

Sales goods through offering special discount rate Take order of customer Reply queries of customer Export Level Marketing: Received order directly from parties as well as through brokers They don't spend more money on advertisement due to export of their product. Ultimately export their product through brokers and some time directly through telephone calls.

2. Function of Finance Department

Analysis of cost benefit Requirement of capital in present and future Keeping Record of Payment ,Receipts,fluction in prices of shares and investment in share Downlyzing Strategy(stop are reduce production in respond to fluctuation in Market)

International Market:
Asia Europe U.S.A Australia

Human Resources Department:

Keep record of all employees Conduct events for employees Fulfillment of vacant vacancies

Appointment Procedure: Advertisement in print media Collection of C.V Short listing Call for Written Test Qualified Candidates are invited for Interview. Qualified candidates are trained by company and then assigned responsibilities to them Appointment on reference base(Occasionally).

Benefits to Employees: Social Security Hospital Loan Facility School System (Separate for male and female) Overtime pay Residential facilities to permanents employees

Termination and Transfer of Employees Employees are terminated if they are ill but with the basic pay & provident fund amount . If any one is not interested in performing his work activities. Employees are transfer only incase of need of their skills in other departments.
Kohinoor can also produce fabric with special blends of yarn that can be sourced according to customer requirements. Some of these are Lycra, Nylon, Polyester filament/fibre, Tencel, Linen, Bamboo, Coolmax, Modal, Lyocell, Viscose, Wool, Polypoplene, Acrylic, Soyabean and Silk etc.

Recommendations:
Authorities should be decentralized in order to promote the efficiency of employees Formalization(Prepaid methods and procedure). Encourage public investment in order win the confidence of people. Attract local Market. Transport facility to employees. Training institution for new and old employees in order to train and update the knowledge of employees. Attract employees from open market instead of appointment on reference basis. Work Specialization Management should Apply Equity Theory to measure the efficiency of every employees. They should enhance advertisement nationally and internationally in order to find new market.