EXECUTIVE SUMMARY

The Company was incorporated as Mudra Fabrics Private Limited (MFL) on May 21, 1992. On October 13, 1992 our Company was converted into a public limited company. Subsequently, on September 30, 2004, name of our Company was changed to Bombay Rayon Fashions Limited (BRFL). In March 2005, with a view to consolidate business of our Group, Bombay Rayon Private Limited (BRPL) was amalgamated with our Company and two partnership firms of the Group, i.e, B R Exports and Garden City Clothing were taken over by BRPL and our Company respectively. The Bombay Rayon Group started in 1986 with the incorporation of BRPL. The Group is in the textile industry having facilities for manufacture of fabrics, garments, design development, sampling etc. Presently, our Group is engaged in carrying out the activities of manufacture of fabrics for domestic sale and export and manufacture of garments for export. The Bombay Rayon Group was promoted by Mr. Janardan Agrawal. Subsequently Mr. Aman Agrawal and Mr. Prashant Agarwal, sons of Mr. Janardan Agrawal joined the Group and are now in charge of the management of the Company as well as our Group companies. Bombay Rayons product designs are all about being at ease in comfortable clothing with effortless style so company clientele never have to worry about what theyre wearing. At work or at your leisure, with the Bombay Rayon tag, company patrons can never cease to enjoy the simple comfort of just being themselves. Thats a promise, which over time has transformed into a cherished legacy and a trusted assurance matched by none. Since 1986, Bombay Rayon has been the name India relies on for clothing that fits the active Indian spirit. Bombay Rayon provides apparels that are inspired by the five basic elements that make-up our atmosphere and the garments do perform. Exclusive construction details and only the finest fabrics ensure company patrons will be equipped to take on whatever challenge comes their way.

Companies are a multi divisional textile company engaged in the manufacture of a Variety of fabrics and garments with modern production facilities. Company group was manufacturing fabrics, company expanded our fabrics capacity and started catering to premium shirting segment. Realizing the potential company group as intently moved towards the garment manufacturing mainly to conserve the fabrics margins and take advantage of the higher margins offered by the designer/fancy shirt segment. Janardan Agrawal, is the Chairman of the Company. He is the main person behind the establishment and growth of the Bombay Rayon Group. As chairman he provides strategic direction to the Company. He is accredited with the establishment of the Bombay Rayon brand of fabrics in the local retail market. He has also set up a unique bi-annual presentation of the companys collections to the trade, a very novel way of marketing products and has exhibited foresight and vision in the continuously expanding business and has brought the same to its present status. He has been the driving force behind the Groups growth. Since 1997 Mr. Agrawal is assisted by his sons Aman Agrawal and Prashant Agarwal.

INDUSTRY PROFILE GENERAL INTRODUCTION

The project was done at Bombay Rayon Fashions Ltd., Doddaballapur, as a part of MBA curriculum with an objective of knowing the working and systems the are followed partially in the organization. This report gives details of all major departments in all types garments.

NEED OF INDUSTRY
This study has a main role to play in making the students understand the working of various departments in an organization and their importance as a separate entity and as a whole to the achievement of the organization goals. This helps to study the organizational activities in all functional areas and relate this to theoretical knowledge required. Hence there is a need for such a program for every MBA student to get the practical exposure of the organizational environment.

OBJECTIVES OF THE STUDY

To relate the theoretical aspects with the working of the organization. To look closely into the departments and their functioning of organization. To study the policies, procedures and programs of the company and study their effectiveness. To familiarize and acquire with theories learnt in MBA program and apply in real life situations so as to bring out the balance between theoretical and practical knowledge.

PROFILE OF THE INDIAN APPAREL INDUSTRY

The Indian apparel industry has a complex structure. On one hand it is marked by the presence of large-scale organized players, while on the other hand are the numerous smallscale independent units.

The middlemen in the textile fabric trade backed the growth of the small-scale independent unit. Traditionally textiles have had a long chain of distribution with various intermediaries like the wholesalers, distributors, agents, etc. These intermediaries were the marketing arms of the mills and played a major role in maintaining contact with the final customer and the intermediary because all-powerful. The intermediaries in order to sustain their business resorted to buying from the independent units. In addition the growth if garment exports from India, led to demand for fabrics, often in short run. Thus the garment exporters/middlemen started approaching these independent units with their own designs, doing business with the independent units gave the garment manufacturer a higher degree of flexibility. The Indian Apparel Industry is the 2nd largest foreign exchange earner for the country. This industry also gives the 2nd highest pay packages to its employees. This is a very labour intensive industry (second only to agriculture), where people without any skills or with the least of skills can also employed. Due to this, the Indian Government is encouraging setting up of Apparel Manufacturing plants all over the country. With 14% of industrial output in the country, the apparel industry employs about 35 millions workers. Indian apparel exports account for about 3% of the global apparel exports. The biggest importer of Indian Apparel is Europe (52%), followed by the US (40%) and canada (3.5%). Rest of the exports is to the UAE, Japan< Australia, Switzerland and Russia.

PRODUCTS WHICH INDIA EXPORTS

India is known as a GROUP II country which exports simple, low value products with low to medium price range like basic woven tops (Ladies blouses, Mens shirts, T-shirts) and a small quantity of trousers, skirts, jackets/coats, ladies dresses. Indian apparel is made mainly with cotton fabric having different and small production of wool and blended garments.

FUTURE SCENARIO OF THE GARMENT INDUSTRY

Information revolution promises to bring the world closer to cohesion. In the emerging face of fast moving information, technological transfer is bound to take place at a higher speed. As the International borders blur supply Chain Management and Information Technology take a crucial role in Apparel manufacturing. Global partners in the clothing supply chain are exchanging information electronically, thus the need for Indian Clothing Industry to spruce up. Upcoming technologies for mass customization such as three dimensional non-contact body measurement and digital printing ought to be discussed thoroughly and implemented fast. This mass customization shall be successful for meeting unpredictable demand levels, for luxury goods, uncertain customer wants and for heterogeneous demand. It is to be noted that mass customization is different from mass production. The future requires generation of real value service for the customers, comprehensive study of multifaceted and multi-layered supply chain, and global integration of supply system in a cost and time effective manner. Inventory planning, sales forecasting, manufacturing strategy, distribution network and transportation management are some of the areas which need improvement. The economic scence of US and its trade parteners need to be eyed carefully if India is to survive in the faster and throat cut competition of 21st century. Garments exports from India are expected to reach US$14.5 billion by 2010. As well as the appreciation of the rupee against the dollar, Indias exports are being hit by increasing competition from China.

FOUNDER OF THE COMPANY

It is said, It's better to know everything about something, than something about everything. This case in point is true to Mr. J. D. Agarwal, Chairman, Bombay Rayon. An excellence par excellence in the field of Textiles, whose indigenous passion for Quality Fabrics dates back to 1986, the year of Bombay Rayons genesis. All through these glorious years, Mr. J.D. Agarwal was knitting the web of Bombay Rayon's enhanced future, which was brought to life only three years ago, when he, along with his two sons, Aman Agarwal (Vice Chairman) and Prashant Agarwal (Managing Director) flagged off the Apparel Division of Bombay Rayon. What began as a small dream nearly three decades ago has today shaped up as a global conglomerate simultaneously achieving the distinction of being one of the fastest growing in the Indian apparel industry. And now, with a team of committed professionals ably managed by a highly qualified management. Bombay Rayon is using all the experience earned through the years in reaffirming to the world that Bombay Rayon is indeed - The Future of Global Fashion from India.

COMPANY PROFILE OVERVIEW OF THE COMPANY

Companies are a multi divisional textile company engaged in the manufacture of a Variety of fabrics and garments with modern production facilities. Company group was manufacturing fabrics, company expanded company fabrics capacity and started catering to premium shirting segment. Realizing the potential company group as intently moved towards the garment manufacturing mainly to conserve the fabrics margins and take advantage of the higher margins offered by the designer/fancy shirt segment. Presently companies are exporting 100% of our garments. How ever we supply fabrics to the domestic garment exporters we have positioned ourselves as a multi product, multi fibre and multi market player ensuring that company target market is a diverse mix of the domestic fabrics market, garment export trade and international market. Company manufacturing facilities are spread across four locations at Navi Mumbai, silvassa,Sonale in thane district and Bangalore, fully backed by the facilities for product development, design studio and efficient sampling infrastructure to provide quality services to its customers in India and abroad. Company currently employed over 5000 people. Presently company has 250 weaving machines producing approximately 20 million meters of woven fabric. Per annum 2800 sewing machine with production capacity of 8.4 millions garments per annum.

Company competitive Strengths

1. Experience of company promoters 2. Flexibility in manufacture of garments 3. Designing capabilities 4. Lower turnaround time 5. low labour cost 6. Economies of sale 7. High productivity 8. Quality assurance

High lights
1. Experience of company promoters

Company promoters and company have adequate experience in the textile industry and company have successfully implemented expansion project earlier. Companies also have adequate technical and commercial staff to handle implementation of the proposed new expansion project

2. .Flexibility in manufacture of garments Companies are in the business of manufacture of woven fabric and for the last fifteen years it as been our main stay. Company have over the period of time developed expertise in the manufacture of any customer desired variety involving complex design of woven fabrics of superior quality. 3 .Designing capabilities Designing is a critical element of fabrics and garments both. Development of innovative designs is one of company main strengths. It is also our USP (UNIQUE SELLING PROPOSITION) companies are into the high end products we have in house teams of experienced designers in weaving garmenting and home textiles. Companies have installed software packages CAD/CAM systems for generating designs on computers. At least 4-5 new designs are developed on a daily basis in each of the divisions. 4. Lower turnaround time Garment manufacturing is highly fashion oriented. Fashion is time bound and delay in meeting deadlines results in loss of businesses. Meeting customer deadlines on a consistent basis is important for business. Company in house facilities of design studio, sampling of fabrics and garments, weaving, and garmenting allows us to plan and deliver the order in shortest turnaround time.

5. Low labour cost

Companies are located on the outskirts of Bhiwandi, where skilled labour is available in abundance. Thus our labor costs are maintained at realistic levels. Added to that we have kept ourselves updated on the latest available technologies and continuously look for new attachments and value adding equipment to enhance the performance of company machines such that the labor input required is maintained while the production productivity is improved. 6. Economies of scale The companys production capacity in each of our units / divisions can be considered mid to large size. It allows us the advantage of economies of scale. Although the units are spread over different locations, the raw material procurement and purchase functions are centralized. we can therefore take advantages of bulk discounts. 7. High productivity High level of modernization, trained work force and managerial expertise results in consistent high level productivity. Companies have established modern production facilities at each of our plant and we are continuously on the look out for new / updated technologies. Company investment in value adding equipments/ attachments to company machines as resulted in twin benefits of consistent high quality and improves productivity. 8. Quality assurance Each of the companys products passes through stringent quality checks. The quality assurance measures taken by the company include through checking of all raw material and other inputs right down to finished goods to ensure quality, statistical methods to identify and analysis areas of improvement, experienced man power for quality assurance activities, creation of data base for future reference and analysis etc.

9. Sampling Capabilities

Company have all the facilities like desk looms, sample dyeing, sample printing, washing and processing facilities to produce fabric samples per designs developed by company design studio. In the initial stages of the order the design and sampling department continuously interacts with the buyers till the fabric sample is approved. Sample Yardages are made for making garments and in our dedicated fabric sampling unit, garment samples are made, remade, design changes are incorporated till the customer finally approves the garment sample. This entire process is very time consuming and can take 2 months company dedicated in house facilities enable us to compress this time substantially.

Company strategy
Company corporate VISION is to be complete apparel company. Company has 3 pronged strategies to realize our vision.

1. To strengthen company fabric business in order to have full control of entire fabrics supply chain from yarn dyeing, weaving to processing project facilities. This would not only help has achieve total quality control at each stages, it would enable us to cut out delays in delivery of fabrics to our garment unit. 2. To rapidly expand garment capacity to meet the growing opportunity in the market place and in the process captivity consume 30 -50% of our own production of fabrics. 3. Position company selves in the mid to high end garment segment such that enhance our acceptance and improve our capabilities to meet the stringent compliances stipulated by such customer once this achieved, entering the commodity market would pose little difficulty.

Continued focus in Innovative Design

Companies are into high end products in our garmenting business, which requires creations of designs contemporary in terms prevailing fashions. Company have equipped design studio and all other facilities to come out with innovative designs, which make company fabrics and garments more of a fashion product commodity products and thus proving

better in terms on price realization. Company strategy if to further improvise on design development.

Back word integration of company manufacturing process

Companies are in to the manufacture of woven fabric and garment. Presently company do not have facility for activities such as yarn dyeing, processing of grey fabric, garment washing etc. absence of these facilities requires us to out sources these job making us dependent on many external factors.

Continued Focus on Fabric weaving

Fabric weaving has been our core strength. Although over the years company have diversified into garment manufacturing business company strength of producing different variety of woven fabrics gives as an advantage over of all other garment manufacturers.

Further widening of company customer base

With proposed expansion of fabrics and garment capacities, and growing opportunities available in the post quota regime company intend to continue grow company business by adding new customer in existing and new geographies, new market segments company are looking towards expanding customer base in Africa as also in the south east Asian countries.

Adding to company Manufacturing Facilities

Expanding capacities in fabrics and garments will be continuous process. Company will look for more geographic location suitable for catering to different market and product ranges. Company will constantly Endeavour to acquire new technologies, latest developments and value adding process to make company products techno savvy contemporary in out look, trendy in fashion and top losses in quality.

Adding of New Products in company Garmenting division.

Presently companies are mainly into the development and manufactures of mens shirts. While company intend to continue to be focused into mens shirts company strategy is to add ladies tops, kids wear and men & women bottoms so as to adequate diversification in company garmenting business.

Manufacture of woven fabric.

Companies are into the manufacture woven fabric for almost to decades. Company manufacture woven fabric of different varieties using cotton, man made fibers and there blends. We have 152 weaving machines spread at 3 location at village sonale in thane district, Navi Mumbai in silvassa. All our fabric for manufacture of woven fabric use modern technology using imported projectile based sulzer, rapier based so met positive rapier based Dornier and Belt based Picanol weaving machines. Company total fabric manufacturing capacity is about 10 million meters per annum. Company also out sources fabric from the unorganized sector to meet our requirement of company customer. Company supply fabrics in both domestic and overseas markets.

Garment Manufacturing.
Companies have started company garment manufacturing division in September 2003 and in a short span of time we have grown substantially in this business. One main feature of company garment business is that we are into high end fashion products as compared to commodity garment. Company existing garment manufacturing facilities are in two units and are based at BANGALORE. Company existing facilities have capacity of 5000 pieces of garment manufacturing per day. One more units of garment manufacturing is expected to be commissioned by September 05, which will increase our capacity 10000 pieces per day. After implementation of the expansion project we will have an additional 22000 pieces of garment manufacturing capacity per day. Presently, our focus in garment manufacturing is on designer mens shirts. However, company have already started diversification into ladies tops, kids weaver and bottoms for both men &women.

Brief Description of different steps involved in garment manufacturing is as follows.

1. Procurement of fabric
Based on the order and design, the fabric and appropriate fabric source are identified and the quantity required is assessed based on the consumption of fabric per garment. company have a team of skilled professionals who makes this assessment. company source majority of the fabric required from our fabrics weaving plants at village son ale in Thane district, Navi Mumbai and silvassa. 2. Fabric checking Besides fabric, the accessories are also thoroughly checked for defects and damages. 3. Fabric cutting and garment stitching The fabric is laid on the cutting table and then plotted with the help of CAD /CAM machinery as per the specific patterns. This is a system for consumption planning and ensures optimum usage of fabric keeping the cutting wastage at the minimum level. After plotting the fabric is cut with the help of cutting machines. Different parts of shirt are then stickered for identification of size and shade. This process is known as sorting of fabric. The sorted fabric is then bundled and sent for fusing of the three main parts namely collars and plackets. Then collars and cuffs are attached to the main body completing the first stage. 4. Final checking of garments Company subject 100% of the garments that we manufacture to stringent quality control measures. To ensure that every piece manufactured is as per specification and the required quality standards, responsible for ensuring that all finished goods are free from defects and stitched as per measurement. This team compares the final product with the measurement chart and style chart given by the design department. Any variance beyond acceptable limits is rejected.

Manufacture of Made Ups

Very recently we have ventured into the value added segment of home textiles i.e. Bed sheets, fitted sheets, pillow covers, Quilt covers, Duvet covers etc. mainly for direct exports. The size of global trade in this segment is expected to be over US 12 billion. The market for home textile products as been growing at a rapid pace over the last few year. With the removal of quota restriction the segment offers great opportunity for growth.

Company Marketing and selling strategy

Company have positioned our company in a reasonably strong position in all the business segment in which company operate due to company quality, consistency, pricing and delivery schedules company customer profile for fabrics include leading garment exporters in India. Leading garment makers in the overseas markets, domestic garment manufacturers, domestic wholesalers and traders and retailers. In addition, company have developed a strong network of marketing agents who sells fabrics to various small sized unit and traders there by ensuring greater penetration of markets. As far as garment customers go, top labels in garments in the European and US markets are on company customer list.

Company Distribution Channels

Company use the following distribution channels for marketing company products Products /Market Segments Fabrics-Domestic sale Fabrics-Exports Garments-Exports Distribution Channel BRFL-Marketing manufacturers/Retailers BRFL-Oversea Garment Manufacture / Exporters/ International Buying house. BRFL-Buying house international brands / Retailers . agents/Wholesalers/Garment

Domestic sale of fabric

The local retail market is well developed and we have been catering to this market for almost 2 decades. We have a network of over 10 agents and 70 distributors catering to network of more than 2000 retailers spread across India. Presently in the domestic retail division, we have a turnover of around Rs 200 lacks per month, which we plant to increase to Rs. 300 lacks per month.

Domestic sale of fabric to readymade garment manufacturer exporters

This is the fastest growing market segment. With our range of fabrics, the buyers of these garment exporters specify and approve fabrics made by BOMBAY RAYON. Thus it is custom made product for these garment exporters. These are bulk and repeat orders.

Domestic sale of fabrics to readymade garment manufacturers operating in domestic market

This is another fast growing segment mainly caters to domestic garment industry. many Indian and international brands have set shop to grab this ever growing market with the popularity of readymade garment going up, the Indian customer have almost topped buying fabrics from retails shops and getting the garment stitched from tailors.

Export of fabrics
Companies are established fabric exporters to various markets. Suiting fabrics exported to Europe and shirting to Middle east country. Companies are no concentrating and developing export of shirting fabrics territories too.

Export of garment
Company strategy for exports of garments is to focus on medium to high class garment as per unit price realization is maximum in high value garments segment. Company have been able to attract well know names in overseas fashion garments industry, due to ability to offer garments based on seasonal fashions trends and colour choices. Company expertise in design of fabrics as per customer specification, garment designs and garment samples meeting the stringent quality required have made a preferred garment supplier to discerning

from Europe and USA. We enjoy a steady market for our products in this segment and have established significant brand goodwill among overseas buyers for our garments. In addition to above we are now focusing on significant reduction in turn around time.

Export of Made Ups/Home Textiles

Company believe that in the post- WTO era, home textiles will be a driving force of Indian textile exports. With the closure of home textile plants in the US and shift in international buying patterns towards Aspic Pacific Region, there is expected to be considerable demand for home textiles out of Asian countries.

VISION, MISSION AND OBJECTIVES OF THE ORGANIZATION BRFL S VISION.

Company vision is Be a Complete Fashion Apparel Company focused on Total Customer Orientation, attaining a Position of Pride for stakeholders through creation of Congenial Business Environment, offering Products and Services Par Excellence.

BRFLS MISSION
Company mission is

Most innovative sought after Fashion Apparel and Fabrics Manufacturer. Most dependable for shortest turn around time. Most reliable for quality, service and deliveries. Most permanently bonded with customers, suppliers and other stake holders. Most valued employer. Most looked up to for transparency, governance and social responsibility.

OBJECTIVES OF BRFLS

SAFETY OBJECTIVES. Prevention of accidents. Safety related training. Providing personal protective equipments.

QUALITY OBJECTIVES. Improve customer satisfaction through delivery and service. Improve quality by reducing rejection. Improve quality by reducing reworks.

Larger employers must establish a safety committee. Smaller employers have the choice of either establishing a safety committee or holding safety meetings with a management representative present. There is a difference between a safety committee and a safety meeting.

Safety committee is an organizational structure where members represent a group. This gives everyone a voice but keeps the meeting size to an effective number of participants.

A safety meeting includes all employees and a management person is there to ensure that issues are addressed. Typically, the safety committee is an effective safety management tool for a larger employer and safety meetings are more effective for a smaller employer.

CLIENTS
Federated store USA (Macys & Bloomingdales) VF (WRANGLER) USA Liz Claiborne USA DKNY USA ECKO USA MARK ECKO USA

Guess Italy Roberto Cavalli -Italy Tom tailor Germany Ottos Germany & Switzerland C & A Chain of stores Germany Kiabi stores France WR Replay Italy BHS UK Burtons UK Top man UK Kickers UK Next UK GEORGE UK

CONTACT DETAILS
BOMBAY HEAD OFFICE Mr. Aman Agarwal

Vice Chairmen
Mr. Prashant Agarwal

Managing Director
Mr. Nazim Khan

Vice President
Address:D/1 Oberoi Garden Estate Chandivali Farm Road Chandivali Saki Naka Andheri (East) Mumbai 400072 Tel # Fax # + 912256955566 +912228597992

Email : aman@bombayrayon.com prashant@bombayrayon.com nazim.khan@bombayrayon.com

Bombay Rayon Fashion Ltd (Garden City Clothing )

Unit 1, 2, 3 & 5 Number of employees Number of Machines Export Market Contact Details : 5000 : 2800 : Europe & USA : Mr. Mukesh Agrawal

Director
Mr. Rafiq Sayed President Address 1 Tel # Fex # 2 : Bombay Rayon Fashion Ltd unit 57/A, 3rd Phase Peenya Industrial Area Bangalore 560058 : 08028393506, 28393508 : 08028393507 Bombay Rayon Fashion Ltd Unit 288, 3rd Phase Peenya Industrial Bangalore 560078 Tel # E Mail :080 51273022 mukesh@bombayrayon.com Rafig.g@bombayroyan.com

ORGANIZATIONAL STRUCTURE

VICE PRESIDENT GENERAL MANAGER

WORK MANAGER

HUMAN RESOURCE MANAGER

PRODUCTION MANAGER

MARKETING MANAGER

ACCOUNTS MANAGER

HR ASSISTANT

SUPERVISORS

MARKETING EXECUTIVE

ACCOUNT ASSISTANT

HELPERS

HELPERS

HELPERS

HELPERS

HUMAN RESOURCE DEPARTMENT

HR Manager KHAN

Executive BUBU Assistant Executive HARISH

Executive CHANDAN

Assistant Executive GOPAL House Keeping Supervisor

House Keeping Supervisor House Keeping Helpers (30 32)

Meaning of Human Resource Management

Human Resource Management (HRM) is the strategic and coherent approach to the management of an organizations most valued asset the people working who individually and collectively contributes to the achievement of the objectives of the business. Human Resource Management (HRM) is both an academic theory and a business practice that address the theoretical and practical techniques of managing a workforce. Its synonyms include personnel administration, personnel management, labor management, and industrial management, but these traditional expressions are becoming les common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms although these normally refer to the relationship between management and workers and the behavior of workers in companies. Human Resource Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees,

ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they cannot yet afford part or full- time help. However, they should always ensure that employees have and are aware of personnel policies, which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filling cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively and that the main obstacle to their endeavors are lack of knowledge, insufficient training, and failure of process. Practitioners in the field see HRM as amore innovative view of workplace management than the traditional approach. Its technique force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. Nowadays, the more traditional synonyms such as personnel management are often used in a more restricted sense to describe those activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their worklife needs. These activities can require regulatory knowledge and effort, and enterprises can benefit from the recruitment and development of personnel with these specific skills. The goals of Human Resource Management are to help an organization to meet strategic goals by attracting, and maintaining employees and to manage them effectively. The basic premise of the academic theory of HRM is that humans are not machines; therefore we

need to have an interdisciplinary examination of people in the workplace. Field such as psychology, industrial and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resource Management.

One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines four fields for the HRM function
Strategic business partner, Change agent, Employee champion, Administration. However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive as strategically proactive partners for the top management. Human Resource Management comprises several processes. Together they are supposed to achieve the above-mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments.

The most commonly stated HR processes are

Workforce planning, Recruitment (sometimes separated into attraction and selection), Induction, Skill management /inventory /multi skilling, Personnel development, Training administration/staff/workmen, Personnel administration, Payroll and compensation management, Time office management, travel management (sometimes assigned to accounting rather than HRM), Employee benefits administration, Plant Layout planning, Personnel cost planning, Performance appraisal, Outplacement, Industrial relations, Attendance and leave management, Manpower allocation, Contract Labor deployment, Welfare activities, Statutory requirement (factory inspectorate, labor commission, PCB), Union and Interaction, Communication skill, 5s Implementation, Six Sigma, Safety activities, Canteen.

HUMAN RESOURCE DEPARTMENT

Basically HRD stands for human resource development it is one of the important department in an organization. The management of human is viewed as a system in which participants seek to attain both individual and group goals. Human Resource Management is concerned with the people dimension in management since organization is made up of people acquiring their services, developing their skills motivating them to high level performance and insuring that they continue to maintain their commitment to the organization. They are essential to achieve organizations objectives.

HUMAN RESOURCE DEPARTMENT FUNCTIONS

To maintain good and harmonious industrial relations Recruitment and selection. Providing salaries at right time. Team building. Employees relation.

BRFLS PEOPLE BRFL is proud and glad to have an experienced and talented workforce right from its inception. BRFLS commitment to employee welfare ensures high retention of employees and enables BRFL to have a dedicated and efficient team to extent unmatched service.

Recruitment and selection

The process or recruitment begins with the man power status forecast where as study is made on future business requirement.

Recruitment process
After the manpower requirements are assessed / the requirements are published in all the local advertisement.

Applications are intend from candidates with the required background.

The screening of the candidates is done after going through the CVs Interview dates are given to the candidates. In the BRFL recruitment and selection of applicants everything is

managing by work Manager because the lack of HR person of the organization. Performance appraisal is not conducted in the BRFL.

WORKIN TIME ATTENDANCE

The office time of the company is from 9-00 am to 5-30 pm, the general shifts starts from 8-00 am to 5-00 pm, the second shifts starts from 5-00 pm to 2-00 am. Punching machines is used for making attendance that is kept in the security section, separate register are also maintained to mark attendance in the respective sections. The company has a total dedicated work force of 2500 employees.

Welfare measures
Transport. Canteen. Medical facility. Social facility

WELFARE OF EMPLOYEES.
Bombay Rayon has initiated the implementation of SA8000 for its Doddaballapur Mill. SA8000 is a global social accountability standard for decent working conditions, developed and overseen by Social Accountability International (SAI). SAI offers training in SA8000 and other workplace standards to managers, workers and auditors. It contracts with a global accreditation agency, Social Accountability Accreditation Services (SAAS) that licences and oversees auditing organizations to award certification to employers that comply with SA8000. SA8000 is based on the UN Universal Declaration of Human Rights, Convention on the Rights of the Child and various International Labour Organization (ILO) conventions. SA8000 covers the following areas of accountability

Child labour

No workers under the age of 15; minimum lowered to 14 for countries operating under the ILO Convention 138 developing-country exception; remediation of any child found to be working.

Forced labour
No forced labor, including prison or debt bondage labor; no lodging of deposits or identity papers by employers or outside recruiters. Workplace safety and health: Provide a safe and healthy work environment; take steps to prevent injuries; regular health and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water. Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively; where law prohibits these freedoms, facilitate parallel means of association and bargaining.

Discrimination
No discrimination based on race, caste, origin, religion, disability, gender, sexual orientation, union or political affiliation, or age; no sexual harassment.

Discipline
No corporal punishment, mental or physical coercion or verbal abuse.

Working hours
Comply with the applicable law but, in any event, no more than 48 hours per week with at least one day off for every seven day period; voluntary overtime paid at a premium rate and not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a collective bargaining agreement.

Remuneration

Wages paid for a standard work week must meet the legal and industry standards and be sufficient to meet the basic need of workers and their families; no disciplinary deductions.

Management system for Human Resources

Facilities seeking to gain and maintain certification must go beyond simple compliance to integrate the standard into their management systems and practices.

Health and Safety

Company follow a strict code of Health & Safety practices at conditions in the workplace and beyond. The code is monitored continually by internal management reviews, which involve representatives from all areas of the business. The group also reviews and updates the code regularly. Ensuring that all legislation and recommended practice is complied with. Company constantly strive to remain eco-friendly by adhering to the highest international standards of manufacturing, effluent treatment and by using azo-free dyes and chemicals to ensure the welfare of our consumers and the sanctity of our natural environment.

The Environment
Good environmental practice has always been a prime consideration in Bombay Rayons development, leading us to seek practical solutions to avoid the production of waste. Company business activity inevitably has an impact on the environment. Company seek to minimize this impact as far as possible by operating a policy of sustainable development and constantly researching new ways to reduce pollution, wastage and the amount of resources used, while recycling as much as we can. Company view all environmental regulations and legislation as the minimum standard to be attained and strive to exceed them significantly where possible as the needs of the retail industry have changed.

The Community

Company

take company responsibility to contribute to the community in which we

operate seriously. Company make every effort to support our staff and the wider society in improving our local community. The company has always taken an active role in local communities in which it operates, supporting many worthy causes. Bombay Rayon recognizes that its employees have an important role to play within the wider community and seeks to provide every effort to support its staff with charitable endeavours and local community initiatives. These activities have included promoting and sponsorship of individual and social activities, fund raising for hospitals and schools and coordinating with aid agencies and local authorities for projects around the nation.

Corporate Values
Company are committed to actions to restore and preserve the environment. Company are committed to developing safe and clean technologies using the best environmental practices. Company are committed to minimizing waste and pollutants, conserving resources, and recycling materials at every stage of the product life cycle. Company will continue to work with customers and public authorities, vigorously pursuing the development, and implementation of improved technologies and products by minimizing their impact on the environment. Company will develop effective methods and procedures, and will promote a culture in which all employees share this commitment. In this way, company aim to have an environmental performance we can be proud of, to earn the confidence and respect of customers, shareholders, and society at large, and to contribute to sustainable development. Giving the salaries to all the employees at a right date of every month.(6th of every month) Every year increment is provided to al the employees. ESI and PF facilities are provided to all the employees. BRFL provides ARC (accident relief care) cards from the accident relief care (India) pvt ltd to all the employees.

For small emergency accidents and small injuries first aid boxes are available in each department. Canteen facilities are provided to all the employees. Safety equipments are provided to all the employees. For ex: elements, glouse, shoes goggles.

Induction
Whenever a new employee join the organization a circular is sent across the company via email announcing the joining of the person into the organization. The new employee is put through one week induction program where the various departmental heads present the necessary information to the employees. It is a structured program that the employees have to go through. The employee is also given an employee hand book, which contains the necessary information the employee needs to know. Training and Development Identification of Training Needs. Dominating Employees for External Training Programmes. Conducting Knowledge Sharing Programmes through shop floor executive to the shop floor technicians (On the job training).

TRAINING
BRFL conducts routine training sessions for the employer and employee to improve the efficiency keep the up to date with latest technology. After an employee has been selected, placed and introduced, it becomes necessary to arrange for his training, while education involves the knowledge and understanding of employees in a general way. Training aims at increasing the skill and abilities of workers to perform specific jobs. MEANING

Training is the processes where by people learn the skills, knowledge, attitude and behaviors needed in order to perform their job more effectively. NEED Training programmers helps in increasing the quality & quantity. 1. Employees feel that they are being taken care by the management and this result in increasing their morale. 2. By training, the workers are enabled to make the most economical & best use of materials & equipment. 3. It helps each employee and individual member to utilize and develop his or her full potential. 4. As managers are exposed to the latest concepts information and techniques they become qualified. By this, increase their market value and earning power. 5. To increase productivity & to improve interpersonal communication, leadership & team work.

TRAININNG OBJECTIVES
* * * * * To impart new entrants the basic knowledge and skill they need for an intelligent performance of defined tasks. To assist employee to function more effectively in their further role. To increase the productivity of an organization To reduce the cost of production. To give suggestions and recommendations to the company.

TECHNIQUES OR METHODS OF TRAINING

Some the most popular methods of training which is often seen is as stated below.

ON-THE-JOB-TRAINING
Is conducted at the work site and in the context of the job. It is, many times, informal. An experienced worker shows a trainee how to work on the job. VARIOUS METHODS OF ON- THE JOB TRAINING

ON SPECIFIC JOB

Current

practice in job training has been strongly influenced by the war training within

industry which was first designed to improve the job performance through job training these are following methods of training. A. Experience B. Coaching on-the job C. Understudy A. Experience This is the older method of on- the job training but as sole approach, it is wasteful, time consuming and inefficient. It has been observed that is should be following by other training methods to make it more effectives. B. Coaching Coaching by superior is an important and potentially effective approach is superior is properly trained oriented. The technique involves direct personal instructions & guidance usually, with expensive demonstration & continues critical evaluation and correction. C. Understudy The understudy method makes the trainees an assistant to the current jobholder .The trainee learned by experience, observation & limitation.

OFF-THE-JOB METHODS
In these methods, trainees have to leave their work place denote their entire time to the development objectives. In these methods development of trainees is primary & may useable work produce during training is secondary. Following training techniques are use off the job. 1. Special courses of lectures. 2. Conferences 3. Case studies

1. Special courses of lectures

Lecturing is the most traditional from of formal training method .special courses & lectures can be established by business organizations in numerous ways as a part of their development programmers.

2. Conferences
This is also an old, but still a favorite training methods, the participant pool their ideas & experiences in attempting arrive at improved methods dealing with problems which are common subjects of discussion, conference may include buzz session that device conferences into small group of four or five for intensive discussions. 3. Case studies A case study is written account of a trained reporter or seeking to describe an actual situation.

Roles and Responsibilities

Employees Work hard to achieve goals. Take responsibility for their own professional development. Assess their performance objectively.

Managers Set and clarify employees goals. Support employee development and possible career progression. Provide yourself frequent and candid feedback. Access employee performance fairly.

Compensation and Benefits

The salaries of the employees are based on performance, periodic performance appraisals are conducted and the salary is fixed based on performance. The following are the components of the compensation package

Basic Salary Dearness allowance Statutory payment( PF) Efficiency allowance Annual benefits such as medical reimbursement, medical support scheme, Ecofriendliness Other indirect benefits such as lunch and transport facility etc.

FINANCE DEPARTMENT
GENERAL MANAGER

ACCOUNTS MANAGER

CASHIER

ACCOUNTANT

ACCOUNT ASSISTANT

This is the main department of any organization and is also necessary to design this department to design this department. Because, finance is like food & water for human body, without finance other activities of the business can not be undertaken. But in todays business not only adequate finance is necessary but also it is necessary to manage it properly. That is why the finance department is having very a significant role in any business.

FinancialRecordKeeping&Reporting
As Bombay Rayon Fashions Limited is a listed company, it is required to comply with strict accounting principles and regulations. It is critical to ensure that all transactions are properly identified, analyzed and recorded. Regardless of whether a Director / Senior Management person is directly involved in financial reporting or accounting, most come into contact with financial transactions directly or indirectly. All reasonable efforts are expected to ensure that all business records and reports are accurate, complete and reliable.

Function areas of Financial Management

I. Estimating the financial requirement. 2. Selection of the source of funds. 3. Allocation of funds. 4. Analysis and interpretation of the results. 5. Usage of BEP techniques.

6. Capital budgeting 7. Working capital management. 8. Profit planning and control. 9. Fair return to the investors. 10. Maintaining liquidity and wealth maximization. BRFL is also having a effective finance department with different section the supreme body for this department is the director for finance then comes the general manager for finance, assistant general manager, manager and so on from top to bottom. Totally 5 employees are working in the finance department.

BALANCE SHEET OF BOMBAY RAYON FASHION LTD FOR THE YEARS 2008 & 2009
(Rs in Lakhs) SI 1 2 3 SOURCES OF FUNDS Share holders funds Share capital Reserve capital Loans and funds Secured loans Unsecured loans Deferred tax adjust Application of funds Fixed assets Gross block Less: depreciation Net block Capital work in progress Investments Current assets, loans and advances Current assets Loans & advances Less: current liabilities & Provisions current liabilities provisions NET CURRENT ASSESTS Miscellaneous expenditure 9 SCH 1 2 3 4 ASSET 31.03.2008 500.00 4150.97 15109.94 1458.13 1100.38 22319.42 11550.20 3493.36 8056.84 531.88 207.47 14729.02 6940.51 21669.53 8 6973.93 1172.98 8146.91 13522.62 0.61 22319.42 7897.54 661.26 8558.80 9823.25 2.45 16594.83 ASSET 31.03.2007 500.00 2897.32 11113.23 1221.43 862.85 16594.83 7461.17 2882.55 4578.62 1886.40 304.11 13341.07 5040.98 18382.05

5 6 7

2 3

HIERARCHY OF MARKETING DEPARTMENT

General Manager Chakravarti

Export Market Manager Divakar

Domestic Market Manager Venkatachalam

Executive Maria

Executive Satish

Sales Representatives

Sales Representatives

Marketing is a process of persuasive action which makes the buyers to buy the products and services at given price is called marketing. Marketing management is a process of planning and executing the conception, pricing, promotion and distribution of goods services and ideas to create exchanges with target groups that satisfy customers and organizational objectives. Marketing management is a process involving analysis, planning implementation and control that it covers goods, services and ideas that it rests on the notion of exchange and the goal is to produce satisfaction for the parties involved.

MARKETING MIX
Marketing refers to the four Ps Product Promotion Pricing Place

Promotion
Promotion activity of the products produced by the Bombay rayon fashion LTD is totally taken care by head office of the company which is situated at Vasantnagar, Bangalore. Promotion of the products is looked after by the companys marketing executives.

Pricing
Pricing is relying on the quality and quality ordered by the customers. When customer places bulk orders for the products and services, company will quote the low price for the orders or vice-versa. All the pricing quotation is fixed by the head office of Bombay rayon fashion ltd. Only manufacturing process will be done in the plant. The head office will receive the cost of each order placed by the customers. It will then check the cost of the orders and then fix the price for the orders

Place
Place refers to the space of finding the targeted customers of the produced goods and services. Mainly company will browse the customers via internet or through the directories, which contains information about the customers. Company Marketing and Selling strategy Company have positioned our company in a reasonably strong position in all the business segment in which we operate due to our quality, consistency, pricing and delivery schedules our customer profile for fabrics include leading garment exporters in India. Leading garment makers in the overseas markets, domestic garment manufacturers, domestic wholesalers and traders and retailers.

Company Distribution Channels

Products /Market Segments Fabrics-Domestic sale Fabrics-Exports Garments-Exports Distribution Channel BRFL-Marketing manufacturers/Retailers BRFL-Oversea Garment Manufacture / Exporters/ International Buying house. BRFL-Buying house international brands / Retailers . agents/Wholesalers/Garment

Domestic sale of fabric

The local retail market is well developed and we have been catering to this market for almost 2 decades. We have a network of over 10 agents and 70 distributors catering to network of more than 2000 retailers spread across India. Presently in the domestic retail division, we have a turnover of around Rs 200 lacks per month, which we plant to increase to Rs. 300 lacks per month.

Domestic sale of fabric to readymade garment manufacturer exporters

This is the fastest growing market segment. With our range of fabrics, the buyers of these garment exporters specify and approve fabrics made by BOMBAY RAYON. Thus it is custom made product for these garment exporters. These are bulk and repeat orders.

Domestic sale of fabrics to readymade garment manufacturers operating in domestic market

This is another fast growing segment mainly caters to domestic garment industry. many Indian and international brands have set shop to grab this ever growing market with the

popularity of readymade garment going up, the Indian customer have almost topped buying fabrics from retails shops and getting the garment stitched from tailors.

Export of fabrics
Companies are established fabric exporters to various markets. Suiting fabrics exported to Europe and shirting to Middle east country. We are no concentrating and developing export of shirting fabrics territories too.

Export of garment
Company strategy for exports of garments is to focus on medium to high class garment as per unit price realization is maximum in high value garments segment. We have been able to attract well know names in overseas fashion garments industry, due to ability to offer garments based on seasonal fashions trends and co lour choices. Company expertise in design of fabrics as per customer specification, garment designs and garment samples meeting the stringent quality required have made a preferred garment supplier to discerning from Europe and USA. We enjoy a steady market for our products in this segment and have established significant brand goodwill among overseas buyers for our garments. In addition to above we are now focusing on significant reduction in turn around time.

Export of Made Ups/Home Textiles

Company believe that in the post- WTO era, home textiles will be a driving force of Indian textile exports. With the closure of home textile plants in the US and shift in international buying patterns towards Aspic Pacific Region, there is expected to be considerable demand for home textiles out of asian countries.

CLIENTS
Federated store USA (Macys & Bloomingdales) VF (WRANGLER) USA Liz Claiborne USA

DKNY USA ECKO USA MARK ECKO USA Guess Italy Roberto Cavalli Italy Tom tailor Germany Ottos Germany & Switzerland C & A Chain of stores Germany Kiabi stores France WR Replay Italy BHS UK Burtons UK Top man UK Kickers UK Next UK GEORGE UK

PROCESS OF MARKETING THE BRFL PRODUCT

To meet fabricator. To get the requirement of customer like sizes and other enquiry. To get the Performa invoice or estimation. Send the purchase order. Supply the materials.

PRODUCTION DEPARTMENT MAIN FUNCTION OF THE PRODUCTION DEPARTMENT

Garment factory work Tailoring Cutting cloth Fixing buttons Finishing Checking Ironing, Packing

Brief Description of different steps involved in garment manufacturing is as follows.

1. Procurement of fabric Based on the order and design, the fabric and appropriate fabric source are identified and the quantity required is assessed based on the consumption of fabric per garment,. Companies have a team of skilled professionals who makes this assessment. Company source majority of the fabric required from our fabrics weaving plants at village sonale in Thane district, Navi Mumbai and silvassa. 2. Fabric checking Besides fabric, the accessories are also thoroughly checked for defects and damages. 3. Fabric cutting and garment stitching The fabric is laid on the cutting table and then plotted with the help of CAD /CAM machinery as per the specific patterns. This is a system for consumption planning and ensures optimum usage of fabric keeping the cutting wastage at the minimum level. After

plotting the fabric is cut with the help of cutting machines. Different parts of shirt are then stickered for identification of size and shade. This process is known as sorting of fabric. The sorted fabric is then bundled and sent for fusing of the three main parts namely collars and plackets. Then collars and cuffs are attached to the main body completing the first stage. 4. Final checking of garments Company subject 100% of the garments that company manufacture to stringent quality control measures. To ensure that every piece manufactured is as per specification and the required quality standards, responsible for ensuring that all finished goods are free from defects and stitched as per measurement. This team compares the final product with the measurement chart and style chart given by the design department. Any variance beyond acceptable limits is rejected. Manufacture of Made Ups Very recently we have ventured into the value added segment of home textiles i.e. Bed sheets, fitted sheets, pillow covers, Quilt covers, Duvet covers etc. mainly for direct exports. The size of global trade in this segment is expected to be over US 12 billion. The market for home textile products as been growing at a rapid pace over the last few year. With the removal of quota restriction the segment offers great opportunity for growth. Production Department Production management to the applications of management principles to the production process in a factory. In other words production management involves application of planning, organization, directing and controlling the production process. The planning department suggests the type of raw materials should by used to manufacture the product and then the production is carried in systematic manner in which different shops produce, where final product of the company is assembled.

Meaning of the Production

Production implies the creation of goods and services to satisfy human needs. It involves conversion of inputs (resources) into outputs (products). It is a process by which; raw materials and other inputs are converted into finished products. Any process which involves the conversion of raw materials and bought out components into finished products for sale is known as production. Such conversion of inputs adds to the value or utility of the products produced by the conversion or transformation process. The utility or added value is the difference between the value of outputs and the value of inputs. The value addition to inputs is brought about by alteration, transportation, storage or preservation and quality assurance.

PRODUCTS OF THE COMPANY

MANUFACTURING PROCESS FLOW DESPATCH FINISHED GOODS WATERJET

AIMS AND FUNCTIONS OF PRODUCTION DEPARTMENT

BRFLs Production is the functional area responsible for turning inputs into finished outputs through a series of production processes. The Production Manager is responsible for making sure that raw materials are provided and made into finished goods effectively. He or she must make sure that work is carried out smoothly, and must supervise procedures for making work more efficient and more enjoyable.

FIVEPRODUCTIONSUB-FUCTIONS
In a manufacturing company the production function may be split into five sub-functions

1. The production and planning department of BRFL will set standards and targets for each section of the production process. The quantity and quality of products coming off a production line will be closely monitored. In businesses focusing on lean production, quality will be monitored by all employees at every stage of production, rather than at the end as is the case for businesses using a quality control. 2. The purchasing department will be responsible for providing the materials, components

and equipment required to keep the production process running smoothly. A vital aspect of this role is ensuring stocks arrive on time and to the right quality. 3. The stores department will be responsible for stocking all the necessary tools, spares, raw materials and equipment required to service the manufacturing process. Where sourcing is unreliable, buffer stocks will need to be kept and the use of computerized stock control systems helps keep stocks at a minimal but necessary level for production to continue unhindered. 4. The design and technical support department will be responsible for researching new products or modifications to existing ones, estimating costs for producing in different quantities and by using different methods. It will also be responsible for the design and testing of new product processes and product types, together with the development of prototypes through to the final product. The technical support department may also be responsible for work study and suggestions as to how working practices can be improved.

5. The works department will be concerned with the manufacture of products. This will include the maintenance of the production line and other necessary repairs. The works department may also have responsibility for quality control and inspection.

These four distinct views are discussed in the following section.

Production as a system This view is also known as systems concept of production. A system is defined as the collection of interrelated entities. The systems approach views any organization or entity as an arrangement of interrelated parts that interact in ways that can be specified and to some extent predicted. Product is viewed as a system which converts a set of inputs into a set of desired outputs.

Production Function
Production function may be defined as the creation of useful products for sale with the help of inputs such as materials, machines labors land, capital and management.

The production function represents between inputs and outputs.

Objectives of production management

Some of the important objectives of production management are 1. Maximum customer satisfaction through quality, reliability, cost and delivery time. 2. Minimum scrap/rework resulting in better product quality. 3. Maximum possible inventory levels (i.e. optimum inventory levels). 4. Maximum utilization of all kinds of resources needed. 5. Minimum cash out flow. 6. Maximum employee satisfaction. 7. Maximum possible production (i.e. outputs). 8. Higher operating efficiency. 9. Minimum production cycle time. 10. Maximum possible profit or return on investment.

PRODUCT PLANNING AND DEVELOPMENT

Product planning and development is the process of searching ideas for new products, screening them systematically, converting them into tangible products and introducing the new products into markets. It is also involves formulation of product strategies and policies. It includes improvement in existing product as well as new development products.

PURCHASE DEPARTMENT
THE HIERARCHY OF PURCHASE DEPARTMENT Purchase officer

Store officer

Store assistant

Helper

Purchase department deals with the purchasing and storing of materials and supplying the materials to the production department according to their specification. The most important aspect in any organization is flow of materials from outside the organization to fulfill the requirements of the each department. This activity is taken care by the PURCHASE DEPARTMENT. Purchase department plays an important in the organization effectiveness and its productivity. Purchase department has to make timely order of the raw material for the uninterrupted production process, and the spare parts for the machines which helps in orderly replacement of spares with the production moving.

Objectives of the purchase department

A. To procure quality raw material at the least cost. B. To maintain sufficient stock at go downs. C. To preserve the stock at maximum care. D. To maintain safety stock level. E. Estimate the future fluctuation in prices of raw material arrangement of finance to fulfill the maximum stock level. The department is responsible for the following Domestic purchase Imports Trading of Raw Material Dispatches to factories Storage at go down Excise obligation

PURCHASING PROCEDURE
1. To get the sale order 2. Receipts of procurement advice including type of procurement 3. Planning for procurement depending on the type of advice 4. Preparing material purchase requisition 5. Seeing enquiries 6. Making comparative statement of offer received from various suppliers. 7. Placement of orders including patronizing.

QUALITY CONTROL DEPARTMENT

MEANINGS Quality is desired attributes and characteristics in material, semi finished products and finished item it is a relative term and can be expressed based on end usage. In simple words quality is doing the right things at first time and every time.

Quality is
Degree of performance Degree of preference. Degree of excellence Promises made to the customers Quality of design

There are 8 dimensions of quality i. ii. iii. iv. v. vi. vii. viii. Performance Features Reliability Conformance Durability Serviceability Aesthetics Perceived quality

QUALITY POLICY
Overall intentions and directions of an organization with regard to quality, as formal expression by top management. We shall make value additions to our customers by providing world class products. Meet to the full satisfaction of customers. Quality by enhancing productivity and efficiency. Being internationally competitive. Achieve quality products with total support from all their employees. Checking continuous improvement. To listen openly to its customers. To design the products they want first. Produce the products cheaply not compromising with quality. To offer excellence to your customer.

QUALITY CONTROL
Operational techniques and activities that are used to fulfill requirement for quality.

QUALITY ASSURANCE
All the planned & systematic activities implemented within the quality system, and demonstrated as needed, to provide adequate confidence that an entity will fulfill requirements for quality.

QUALITY MANAGEMENT
All activities of overall BRFL management function that determine the quality policy, objectives, & responsibilities,7 implement them by means such as quality planning, quality control, quality assurance, & quality improvement with in the quality system.

QULAITY MANAGEMENT SYSTEM PRINCIPLES

Customer focus. Leadership. Involvement of people. Process approach. System approach to management Continual improvement.

QUALITY MANAGEMENT SYSTEM

MANAGEM ENT RESPONSI BILITY

C U S T O M E R

MEASURE MENT ANALYSIS &IMPROVE MENT

RESOURCE MANAGEM ENT

PRODUCT REALISATI ON

C U S T O M E R

PRODUCT

SATISFACTION

MANAGEMENT RESPONSIBILITY
1. Management commitment. 2. Customer focus. 3. Quality policy. 4. Planning. Quality objectives. management system planning

5. Responsibility authority, & communication 6. Management review. General. Review input. Review output.

MEASUREMENT ANALYSIS AND IMPROVEMENT

1. General. 2. Monitoring & measurement. Customer satisfaction. Internal audit. Monitoring & measurement of process of product.

3. Control of non confirming product. 4. Analysis of data. 5. Improvement. 6. Corrective action.

PRODUCT REALISATION
1. Planning of product realization. 2. Customer related process. Determination of requirements related to the product. Review of requirements related to the product. Customer communication.

3. 4.

Design and development. Purchasing. Purchasing process. Purchasing information. Verification of purchased product.

5.

Production and service provision. Control of production & service provision. Validation of process for production & service provision. Identification and trace ability. Customer property. Preservation of product.

6.

Control of monitoring.

RESOURCE MANAGEMENT
1. 2. Provision of resources. Human resources. General. Competence, awareness, & training. Infrastructure. Work environment.

STORES DEPARTMENT STORES

It is a place where materials are received and stored. Materials received will no be Received will not issued immediately it will be held in stores and that is called inventory.

STORES DEPARTMENT
It is a place where materials are received and stored. Materials received will not be issued immediately it will be held in stores and that is called inventory. The inventory held in bell is for one and half months.

FUNCTIONS
Goods inwards Holding stores Scrap and surplus stores To receive raw materials and account for them. To receive the purchase requisitions. Checking inspection letters. Invoice must match with purchase order Made rejection and replacement.

SCOPE OF STORES
1. 2. 3. 4. Ready accessibility of major material permitting efficient services. Efficient space utilization and flexibility at arrangement. Reduced need for material handling. Minimization of material deteriorisation and pilferage.

PROBLEMS IDENTIFICATION
PROBLEMS OF THE ORGANIZATION Only Authoritative leadership Because They are not strictly implementing what they are discussed in the meeting because the managers doesnt give the opportunity to the workers to give their ideas and suggestions in the meeting. Less promotional activities there is Lack of advertisement media like T.V, news paper to publicity of the organization product.

CAUSES
Less motivation among employees Less sales turnover Less product awareness There is no proper distribution

SUGGESTIONS
BRFL should use the effective advertisement media like T.V and News paper to improve its marketing position in the market. Group discussions, case study, presentations should be conducted. During the practical sessions instructors must be provided in order to guide the trainees. Make the T&D programmes more effective. The company should provide T&D programs according to needs of the employees.

7S McKinney Model APPLICATION OF 7 S MODELS

The 7-S model is better known as McKinneys 7-S. The two persons who developed this model are, Tom Peters and Robert Waterman, have been consultants at McKinney & Co at that time. They published their 7-S Model in their article Structure is not Organization (1980) and ion their books The Art of Japanese Management (1981) and in search of Excellence (1982). Perhaps the most important of culture, was the trigged the interest of American managers in the issue of culture, was the emergence of Japanese competition. As Japan began to take leading role in one basic industry after another, the question of cultural difference emerged as a casual factor to explain Japanese superiority. There were those who signal the deterioration of sound cultural values as the central reason behind the slipping of America as a worldwide industrial power. They suggest that Americans have gotten too fat, demanding too much from society without imposing any equivalent internal demands of themselves, and that they seem to have a lost a sense of pride and self satisfaction derived from a job well done. When contrasted with their Japanese counterparts, the gap seems to be enormous and still growing. Somehow, there is basic erosion of standards of excellence that seems to undermine the basic fabric of American society. This is a message of gloom, and the popular press, as well as the academic writes, when contrasting American and Japanese management styles have been repeatedly conveying the message in recent years. The most notable exception, which might be the cause of its enormous popularity, has been the book in search of excellence by peters and waterman (1982), where they emphasize the lesson to be derived from Americas best run companies. Paradoxically, it is interesting to observe that the best compliment.

That can be made to an American firm is that it resembles a Japanese company. Nc. Kinseys 7S model reflects upon the framework used to evaluate the best managerial companies. The model starts on the premise that an organization is not just structure, but consists of seven elements THE SEVENS ARCHITECTURE

1. STRATEGY It refers to the set of decisions and actions at gaining a sustainable competitive advantage. Towards Supplier. To ensure prompt dealings with integrity, impartiality and courtesy and promote Ancillary industries. Towards Employees Develop their capability and advancement through appropriate training and career Planning.

Towards Community Encourage progressive indigenous manufacture of products and materials so as to substitute imports. To ensure safety in operations and highest standards of environment protection in its manufacturing plants and townships by suitable and effective measures Objectives To provide and supply quality products and ensure continuous operation and also provide after sales services to achieve customers satisfaction. To develop long-term corporate plans to provide for adequate growth of the activities of the corporation. To endeavor to reduce the cost of production of sponge iron by means of systematic cost control measures. To ensure the price of its equipment

2. STRUCTURE
Structure describes the hierarchy of authority and accountability in an organization these relationships are frequently diagrammed in organizational charts. Most organizations use some mix of structures-pyramidal, matrix or Structure ones-to accomplish their goals. A structure is the formalizing of relationships, roles and responsibilities in order to recognize and perform work. In simple terms structure is a pattern in which various parts or components are inter-related and inter- connected. So, organization structure is a pattern of relationships among various activities and positions because various people hold these positions, the structure defines the relationships among people in the organization Organizational Structure The overall responsibility for the safe and efficient operations at the locations shall rest with the location in charge. However all the officers working at the location in charge from time to time.

 Develop and maintain good relationship with all customers and other connected agency. It undertakes a wide variety of activities through devices such as departmentalization, specialization, division of labor of delegation of authority. The employees of each department is responsible for the activities done in their respective departments and answerable and reporting to the department manager. In the organization the department manager comes under the top level management. Under these position technical officer, sales officer, accounts officer and administrative officer are present they comes under the middle level management and other workman, security guards and clerks comes the lower level management of the organization.

3. SKILLS
A skill is an individual ability to translate knowledge into action. The aim of organization is to provide quality to their customer satisfaction, consistent quality to all. The organizations success depends on the skills of the employees. Training Training is the systematic development of the attitude, knowledge, skill pattern required by a Person to perform a given task or job adequately and development is the the growth of the individual in terms of ability, understanding and awareness. They are conducting weekly or monthly training for employees

4. SHARED VALUES
Mission The mission of the company is to be the leading agency for accelerating unibic productivity and production and for improving the viability of unibic as a vocation. Vision Companies are dedicated to deliver overall value to our customers by delivering high quality products, exceptional financial performance to our shareholders and complete satisfaction to biscuits growers employees and stockholders.

5. SYSTEM System refers to all the rules, regulation and formal procedure and informal that complement organizational structure. It includes buying and selling, planning and control system, Capital budgeting system, recruitment, training and development schemes. Recruitment is the process of searching prospective employee and the recruitment of employees are carried out a by the Board of Directors on behalf of the state government which is formed selection process. In case of vacancies or in case of appointing from outside. UNIBIC recruit people through employment exchange and news papers. They conduct interview. The qualified suitable candidates selected to the right job.

Training and Development

Training needs of various levels of employees are assessed on the basis of manpower planning discussions are also held between manager and employees for assessing training needs. The location in charge will ensure that all other personal working. In the working location receive adequate training in all functions of operation. They conduct lecture and meetings The minimum period of training varies from a weak to a month ( according to the nature and complexity of the job)

6. STAFF
Staffing is the process of acquiring human resource of the organization and assuring that they potential to contribute to the achievements of the organization goals. Staffing includes the selection, placement, training and development of appropriate qualified employees. A standard selection process has the following steps screening application forms, selection test interview, checking of references and placements. Placement.

After a candidate is selected for employment, he is placed on the job. Initially the placement may be on probation, the period of which may extend from six months to one year. After successful completion of the probation period, the candidate may be offered permanent employment in the organization.

7. STYLE
Style of the organization is the evident through the patterns of actions taken by the member of the top management team over a period of time. Reporting relationships may also convey the style of the organization. Leadership style of managers.

Maintain discipline in the organization. Gives instructions and in the orders to the subordinates. Listened to subordinates and responds to their needs. Takes important decisions for the group. Maintain unity in the organization. Inspires and motivates the various members of his group. Achieve or formulate objectives for his groups

The department heads like marking, security, finance, R&D, HR, and buying has the authority to take decisions regarding their department. It is said, Whenever some responsibility is given some authority should be given. Like manager takes decisions regarding sales. Dealers of different marketing strategies. Like this finance manager takes the decisions regarding preparing profit and loss A/C and annual report of the corporation. It has very good quality circle program through which the employees and workers are allowed to discuss any existing problem or can healthy suggestion regarding any problems to the department manager. This will build healthy relationship between managers and subordinates and workers.

SWOT ANALYSIS OF THE ORGANIZATION

SWOT ANALYSIS OF THE COMPANY. A seen of the internal and external environment is an important part of the strategic planning process. Environmental factor internal to the firm usually can be classified as the strengths or weakness and those external to the firm can be classified as the opportunities or threats. Such an analysis of the strategic environment is referred as SWOT analysis. The SWOT analysis provides information that helpful in matching the firms resource and capabilities to the competitive environment in which it operates. As such, it is an instrumental in the strategy formulation and selection in and administration of the company. S W O T = = = = Strengths Weakness Opportunities Threats

STRENGTHS
BRFL is giving great importance on quality and environment responsibility. .Experience of our promoters 2. Flexibility in manufacture of garments 3. Designing capabilities 4. Lower turnaround time 5. low labour cost 6. Economies of sale 7. High productivity 8. Quality assurance 9. Sampling capabilities

WEAKNESS

Unstable market finance Relatively lower volume of production leading to higher cost of production.

OPPORUNITIES
In carrying out their duties and responsibilities, Board Member and Senior Management Personnel should avoid: a. Appropriating corporate business opportunities for themselves that are discovered through the use of company property or information or their position as Board Member; b. Using company property or information, or their position as Board Member or Senior Management Personnel, for personal gain; A Board Member or Senior Management Personnel who wish to avail of such corporate opportunity should disclose the same to the Board of Directors. If the Board of Directors determines that the company does not have an actual or expected interest in such opportunity, then only the Board Member or Senior Management Personnel may avail ofit, provided that the Board Member or Management Personnel have not wrongfully utilized the company's resource in order to acquire such opportunity Company can grab the market with small period as it is all ready established. Huge market potential in domestic. Continuous increase in demand. Develop local skills based through increased training. The product of BRFL range to cater different need of customer so it can utilize this opportunity against competitors threat.

THREATS
The threat of Industrial unrest. Change in customer demand. Availability of skilled labours. Unexpected price fluctuation.

Heavy Competitor in the local markets.

SUGGESTIONS & CONCLUSIONS SUGGESTIONS

Stress resisting force set up body as a result of an externally applied force. At one point or other, every body suffers stress. It is a state of physical or psychological stimulus that can produce mental tension or psychological reactions that may lead to illness. Our goal is not eliminate stress but learn how to manger it so, some suggestion are given to the employees to over come from job stress. They are follows It is an essential for employees to design their own strategy and it is equality important for organization to develop programs that will help to reduce organization effect like absenteeism, poor industrial relation etc. It suggested redesigning the job as to use the maximum potential of the employee with an emphasis on employee involvement in such redesigning. This reduces the stress caused by monotony, anxiety boredom and fatigue etc. Meditation is also a strategy where it keeps employees mind away from stress factors and hence it will reduce behavioral effects. It is better for the employees to make some physical exercise like walking, jogging, swimming or playing games helps the employees to overcome from stress. It would be better for employees to make some sort yoga when they are free. Yoga is effective stress modifier which helps in reducing both physical illness and mental disorder caused by stress.

 It is essential for employees to have proper time management. if they are planed their daily activities properly, then they can accomplish their work twice than the person who is not properly planed. It would be better for the organization to make counseling to employees in the matters like career planning, helping them in identifying their strengths and weakness help them to better to cope with stress. It is recommended for the organization to arrange work shop for control and reduction of stress. Such work shops may help individuals to learn dynamic stress and method of overcoming their ill effects.

CONCLUSIONS
The effort in this study was to make a survey on the employees of BOMBAY RAYON FASHION LIMITED" to find out their opinion and identify how stress had various effects on the employees and suggestion mechanism to reduce job stress. From the over all study it was found that all the employees are stressed at their work place and stress had various effects on employees like psychological, behavioral, organizational and cognitive effects and even stress had considerable impact on their family. Most of the employees also tr4ied to overcome from it most of the employees agree that there is change in their behavior in the form of sleeplessness, experience high heart beat and blood pressure, frequent forget ness, poor in productivity an increase in accidents etc. It can be thus conclude that the stress is a become inevitable part of employees life and also they undergone various effects. It is necessary both for employees and organization by adopting either individual strategy like time management, physical exercise, relaxation, social support, open up to others etc. or organizational strategy like supportive organizational climate, improved communication personal well being etc.

LEARNING EXPERIENCE
The experience in the organization during my internship project was great. Getting permission in the BRFL very difficult. I went 4-5 times to the company for getting the permission, but @6th visit I got the chance to meet the assistant HR manager Mr. BABU. He told to ask HR manager Mr. KHAN. Who enquired about college certificate & gave the permission to pursue internship project in the company. I was an internship project in BRFL; responsibility handed over me is to maintain the personnel files of employees, updating the leave register books, updating the annual census books of the employees. I helped the auditors by checking the checklist of the employees, salary details of the employees and muster roll regarding the employees attendance.

DESCRIPTION OF LIVE EXPERIENCE

Working in BRFL has helped me to gain lots of experience in HR field. I came to about the apparel business how it works and it gave me an idea that the garment industry is mainly depends on workers of the organization. During the initial stage of my joining I was not able to understand the work properly. I was de-motivated but at that time my manager helped me and makes me understand where I was going wrong. Later I came to know how the HR executive has to work in the garment industries.

BIBLIOGRAPHY Books
P. Subba Rao, Human Resource Management, Himalaya Publishing House, 2008. P. Subba Rao, Organizational Behavior, Himalaya Publishing House, 2003.

Journals
Participant Observation and Interviewing, Human Organization, 1957

Report
Company Annual Report

News paper
Business Times, India Today