Mayur Texpert India Private Limited Project

7/27/2019 Mayur Texpert India Private Limited Project

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1

INTRODUCTI

ON


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EXECUTIVE SUMMARY

Business organizations today are facing great competition and challenges as the economy is

growing. The growth or the company depends on how it uses its resources. Human resources are

one of the most important and talked about resources in todays corporate world. Human being unlike

other resources can think, feel and express their feeling and response to the ways that they are being

treated. Human resources include all the labour force at work. But, from the viewpoint of

management of human resources, Human Resource is much wider concept. People at work are

responsive in many ways. They have certain feelings of their own, they think and act-react in their

own way. Hence, they cannot be treated like machines and management has to handle them tactfully

for attaining the goals of the organization.

At macro level, the human resources include the total of the people (workforce), may be

employed, self-employed, unemployed, employers, producers, etc. alongwith the sum total of all the

components such as skills, creative abilities, etc. possessed by them. While at the micro level, human

resources include all the employees who contribute their services for the attainment of the goals or

objectives of the organization wherein they work. As they are productive, they are treated as human

capital or asset.The concept of human resources is considered as multi-dimensional in nature and

proper management of human resource is required for making them more productive.

Initially when I started the project work at Texpert India Private Limited.At that time I was

suggested overview of supply HR functions topic. They believe that it would be very interesting and

also give new view point to the procedure that existed there. I therefore decided to carry research on

the study of the overview of supply HR functions. This project is prepared to know the importance

and effectiveness of the supply HR functions. This project includes the overview of HR functions like

recruitment and selection, attendance system, promotion policy, training and development, welfare

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benefits to employees, disciplinary action, which all are carried out in Texpert India Private Limited.In

order to fulfill the requirement of M.M.S degree, every student has to gain experience for at least 60

days in any organization to the choice. Thus, for better experience I selected to carry my project work

at Texpert India Private Limited.

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1.2 MEANING AND NATURE OF HUMAN RESOURCE MANAGEMENT

Pioneering of the masters of the management like Peter drucker, Douglus Mc. Gregor.etc laid

the formal foundation of the human resource management. The human resource is the greatest asset

to any organization and all sided efforts are required to be done to develop the available human

resource. An organization must have an ability to develop its human resource and hence proper

attention to be given to the areas of the human resource development. Nedler, defines HRD as

organized learning experience in a definite time period to increase the possibility of the improving job

performance and growth. It is a process which is in fact consists of series of activities conducted to

design behavioral changes among the employees at an organisation in a specified period.An

employee in HRM is treated not merely as a worker or any economic man but he is considered as a

social and psychological man and also treated as resources HRM is the management of employees,

knowledge and skills, abilities, attitudes and aptitudes talents and the creative abilities. Hence HRM is

a strategic management function which involves the procurement of the suitable human resources,

training and development of their competencies, proper motivation and creation of vigour in them so

that they become part of the management.According to prof. S. V. Genkar Human resource

management is concerned with the people who work in the organisation to achieve the objectives of

the organisation. It concerned with the acquisition of the appropriate human resources, developing

their skills and competencies, motivating them for best performance and ensuring their continued

commitment to the organisation to achieve organizational objectives.

The function of Human Resources departments is generally administrative and not common to

all organizations. Organizations may have formalized selection, evaluation, and payroll processes.

Efficient and effective management of "Human Capital has progressed to an increasingly imperative

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and complex process. The HR function consists of tracking existing employee data which traditionally

includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual

workload of these administrative activities, organizations began to electronically automate many of

these processes by introducing specialized Human Resource Management Systems. HR executives

rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the

clientserver architecture evolved in the late 1980s, many HR automation processes were relegated

to mainframe computers that could handle large amounts of data transactions. In consequence of the

low capital investment necessary to buy or program proprietary software, these internally-developed

HRMS were unlimited to organizations that possessed a large amount of capital. The advent of

clientserver, Application Service Provider, and Software as a Service or SaaS Human Resource

Management Systems enabled increasingly higher administrative control of such systems. Currently

Human Resource Management Systems encompass:

Payroll

Work Time

Benefits Administration

HR management Information system

Recruiting

Training/Learning Management System

Performance Record

Employee Self-Service

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1.3 IMPORTANCE/NEED OF HUMAN RESOURE MANAGEMENT

Money, Men, Materials, Machines and Markets one the very important FIVE Ms which are

essential for carrying on the activities of the production and selling the same in order to carry on the

business of the organisation or enterprise. The proper and efficient management of these five Ms is very

essential for the success of an organisation.For full and proper utilization of natural resources, machines

technology, etc, efficient and committed manpower is very essential. Hence successful Human Resource

management is very essential for the growth and success of the organisation.

Human Resource Management helps the organisation in the public, private, co-operative sectors in

accomplishing their goals to utilize effectively the available human resource by systematic planning and

control of a network of fundamental organizational process affecting and involving all organizational

members. These processes generally include human resource planning. Job and work design, job analysis,

staffing, recruitment, training and development, compensation and reward employee, protection efforts are

also essential and made to create positive attitude amongst the employees by proper and effective

motivation. This need to create healthy environment and to promote teamwork.

Social significance refers to the maintaining and increasing the dignity of the employees by satisfying

their social needs which is done by optimum utilization of resource in a effective manner and paying the

employees the best rewards for their participation in the organisation.

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1.4 SCOPE OF HR

7

HUMAN RESOURCE MANAGEMENT

Management Development

identification of tools for

managerial effectiveness and

organizational development.

HRD systems organizational

strategies.

Industrial Relations and Legal

compliance

Job Designing Manpower

planning

Job Evaluation performance

appraisal, & review

Human Resource Training &

Development

Staffing, Recruitment,

Selection placementCompensation, protection

and Representation.

Wage and salary ,

administration, benefits and

rewards, welfare scheme etc.

Retirement and separation


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8

COMPAN

Y

PROFILE


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2.1 INTRODUCTION OF TEXTILE INDUSTRY

The textile industry is a group of related industries which uses a variety of natural (cotton,

wool, etc andor synthetic fibres to produce fabric. It is a significant contributor to many national

economies, encompassing both small and large-scale operations worldwide. The sequence of the

manufacture of textiles is illustrated in the flow diagram.Subdivision of the textile industry into its

various components can be approached from several angles. According to reference the classical

method of categorizing the industry involves grouping the manufacturing plants according to the fibre

being processed, that is, cotton, wool, or synthetics. The modern approach to textile industry

categorization, however, involves grouping the manufacturing plants according to their particular

operation.

Wool Scouring;

Wool F

inishing;

Dry Processing;

Woven Fabric Finishing;

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Knit Fabric Finishing;

Carpet Manufacture;

Stock and Yarn Dyeing and Finishing.

Traditionally, the textile industry is very energy, water, and chemical-intensive. About 60% of

the energy is used by dyeing and finishing operations.Environmental problems associated with the

textile industry are typically those associated with water pollution. Natural impurities extracted from

the fibre being processed along with the chemicals used for processing are the two main sources of

pollution. Effluents are generally hot, alkaline, strong smelling and colored by chemicals used in

dyeing processes. Some of the chemicals discharged are toxic. Other environmental issues now

considered equally important and relevant to the textile industry include air emissions, notably Volatile

Organic Compounds A textile is a flexible material consisting of a network of natural or artificial fibres

often referred to as thread or yarn. Yarn is produced by spinning raw wool fibres, linen, cotton, or

other material on a spinning wheel to produce long strands.Textiles are formed by weaving,

knitting,crocheting,knotting,or pressing fibres together.The words fabric and cloth are used in textile

assembly trades (such as tailoring and dressmaking as synonyms for textile. However, there are

subtle differences in these terms in specialized usage. Textile refers to any material made of

interlacing fibres. Fabric refers to any material made through weaving, knitting, spreading, crocheting,

or bonding. Cloth refers to a finished piece of fabric that can be used for a purpose such as covering

a bed.

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2.2 INTRODUCTION OF COMPANY

Texperts India pvt ltd as an international textile sourcing office, indenting and quality

assurance agency equipped with high tech infrastructure and professionally qualified and

experienced team. We are working as exclusive textile buying office for European, American and

Egyptian companies for sourcing of their entire fibers, yarns, fabrics, bed linen and made-UPS

requirement from South east Asian countries, in addition, we are also sourcing textiles and textiles

raw materials for customers in India, Nepal, Saudi Arabia, Jordan, Lebanon,

Egypt,Turkey,Spain,Portugal,Morocco,SouthAfrica,USA. We cater to procurement, marketing and

quality control of bed linen. We cover all qualities in the bed linen section and are equipped to deliver

large quantities. Since we are stationed in Ahmedabad, India, it is an added advantage for us and our

customers as we are directly in touch with the manufacturing units over here. The qualities we deal in

bed-linen range from basic plain weave cotton, cotton flannel, cotton satin, high thread count sateen,

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polyester-satin, microfibre, microflannel, micro twill, polycotton.We are currently handling more than

2000 MT of fibers, yarns & fabrics per month. Our annual procurement is around 35 US $.

We specialize in various kinds of fibers, yarns & fabrics as mentioned below:

Polyester chips for filaments and films manufacturing.

Virgin and regenerated psf raw white & dyed.

Polyester textured and filament yarns, polyester spun yarn

Blended yarns such as polyester / cotton, polyester / viscose, cotton / viscose, acrylic /

polyester yarn etc.

Acrylic spun yarns

Nylon textured and filament yarns.

Polypropylene yarns

Spandex yarns of various brands like creora, acelan, lycra, texlon, etc

Specialty yarns like moisture management yarns, flame retardant yarns, performance

enhancement yarns etc. Including duponts coolmax, supplex, thermolite, tactel, lycra twisted

spun yarns, modal and modal blended yarns, trevira spun yarn and many other specialties

branded yarns etc.

Since our inception in 2002 we have developed an extensive network of customers and

suppliers in more than 63 countries. We work as a partner with all our customers and suppliers just

like their internalteam.With our professional approach and team work we ensure that all your

international sourcing and marketing goals are accomplished with ease and grace. Ultimately our

goal is to contribute to your business by making the right place at right time and at the right price.We

are committed to a partnership beyond deal making or buying and selling activities. We have

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structured our team, systems and process to manage all activities pertaining to international buying

and selling on your behalf. At the same time you have access to the complete and online information

at your finger tips 24*7. Within the short span of 7 years, the huge amount of orders we executed and

the range of textile materials we catered to, speak about our capabilities as service providers. We

have established a strong sourcing base for above mentioned textile items from India, Pakistan,

Thailand, Indonesia, Taiwan, China and South Korea. In short we work for our customers to ensure

competitive prices, suitable quality and timely shipment and add value in the overall supply chain

management on behalf of our customers.

Texperts prides in being a knowledge company and values its team as its most important

asset.We are a network of Experts from all parts of the world working as a global team which

includes young, creative and ambitious minds balanced by techno-commercial experts in textile with

hardcore experience ranging from 2 years to 37 years.Texperts internal team of 130 members is

further supported and reinforced by our channel partners and their respective networks.The Team is

structured to manage each product group separately and accordingly we have Fiber and Yarn Team,

Fabric and Home textile team and garments team.Understanding and caring comes naturally to our

team which encourages all our customers, suppliers and channel partners to freely contact us for any

assistance they need for sourcing and marketing or for interacting on any other aspect of international

textile trade.We continuously train our team to provide extraordinary services to out customers,

suppliers and channel partners

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2.3 VALUE AND MISSION

VALUE

Integrity

We do what we say and we do it on time.

Respect

We respect our customers, suppliers, channel partners, stake holders,employees, their cultures, their

expectations, aspirations and goals.

Innovation

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We follow - learn, adapt and innovate model in all our processes thereby continuously improvising

the value add.

Service

Listening, Understanding and Customizing are at the core of our services. We use advanced

information technology to deliver these services reliably and consistently with a smile to delight our

customers.

Contribution

We involve ourselves as a service provider only in those businesses where we can actively

contribute.

VISION

To be a benchmark and attain global leadership as an international textile trade facilitation

organisation

2.4 NETWORK OF THE COMPANY

Texperts has prominent presence in major textile manufacturing countries. We have our own

offices at Mumbai, Ahmedabad, Madurai in India, Dhaka in Bangladesh, Shaoxing in China and

Gelsted in Denmark.

Our network is further reinforced by the presence of our channel partners in more than 20 countries.

We also keep travelling extensively to be available Face 2 Face to our Customers, Suppliers and

Channel Partners.

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Our Customers: Argentina, Bahrain, Bangladesh, Belgium, Bolivia, Bosnia, Brazil, Chile, China,

Colombia, Croatia, Cyprus, Czech Republic, Denmark, Dubai, Ecuador, Egypt, El Salvador,

Germany, Ghana, Greece, Hong Kong, India, Iran, Israel, Italy, Japan, Jordan, Lebanon, Macedonia,

Malaysia, Mexico, Morocco, Nepal, Nigeria, Pakistan, Panama, Peru, Poland, Portugal, Romania,

Saudi Arabia, Serbia, Singapore, Slovenia, South Africa, Spain, Srilanka, Sudan, Syria, Taiwan,

Thailand, Tunisia, Turkey, Uruguay, USA, Venezuela, Vietnam.

Our Suppliers: China, France, Germany, India, Indonesia, Italy, Kenya, Korea, Malaysia, Pakistan,

Philippines, Saudi Arabia, Singapore, Slovenia, Spain, Switzerland, Taiwan, Tanzania, Thailand,

Turkey, UAE, USA, Vietnam.

Our Offices: India, Bangladesh, China and Denmark

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2.5 SERVICES OF THE COMPANY

For our customers:

We at Texperts through our vast experience have developed a detailed in-house transaction process. This

proprietary process has allowed us to standardize our internal systems so as to ensure consistency in our

services to you, time and again.The process covers the following key areas apart from our personalized

attention to the minutest of your requirements.

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Supplier Identification: Evaluation of technological and infrastructural capabilities, maintaining

historical performance records and QC standards of suppliers.

Competitive Pricing: Recommendations on appropriate timing & sources based on current and

future market conditions. Forecasting, trend analysis, and overall production programs of suppliers

etc. also forms an important part of a suitable pricing strategy.

Order Tracking & Real-time Status Updates: Through an internal mechanism we track each and

every order and update you with the latest status in real time.

Quality Assurances: We ensure use of proper raw material and also carry out strict online and pre-

shipment inspections.

End-to-End Logistics Support: Apart from in-time shipments, accurate documentation also forms

an integral part of our logistics support services.

Licenses & Certificates: For speciality and branded materials we facilitate relevant certifications,

licenses and hang tags.

Regular Market Updates: Apart from facilitating transactions seamlessly, market updates forms an

inherent feature of our services.

New Product Development: We continuously Work towards introducing Innovative Fibers,

Yarns & Fabrics to our Customers enabling them to have an edge over competition.

For our suppliers

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Our deep understanding of the overseas markets gives us a unique insight into the current as

well as future market trends. This value-added input when shared with our suppliers not only allows

them to position their organization, but also their products and brands in the relevant markets.

Target Market/Customers Identification: As the name suggests we help in the right

client identification. This not only means getting the right price, but also on your

available production capacities, compatible quality parameters and financial terms.

Right Market Price: We fetch the right price every time to ensure consistent business

through market intelligence.

Payment Assurances: We extend complete support to you through the entire payment

cycle i.e. from Opening LCs to advance payments to final payments within the agreed

time frame.

Proactive Marketing & Brand Building: Our marketing team understands your

capabilities & product mix and identifies the right market/ segment with the objective to

build a long team brand Image for your company.

For our business partners

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Exclusivity of Customer / Market Channel: As a part of our services we maintain

customer exclusivity and market channels on mutually agreed terms.

Synergy Growth effect: Our collaborative approach towards our suppliers as well as

our customers ensures that we are always on an exponential growth path.

Commission Payment Assurance: We take complete responsibilities of paying

commission to our partners on successful completion of every transaction.

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2.6 PRODUCT OF THE COMPANY

We bring to you the entire range of textiles fiber, yarn, fabric, garment, home textiles &

technical textiles.

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A ) FIBRE

1- NATURAL

From Plants origin- Cotton, Flax,Ramie,Hemp,Jute.,

From Animal origin- Wool, Silk.

2-MAN MADE

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Regenerated Synthetic

Viscose Acrylic Nylon Polyester

Staple Staple Staple Staple

Tow Tow Tow Tow

Top Top Top Top

3- SPECIALITY

Regenerated

Bamboo

Bamboo Charcoal

Milk

Modal

PLA Corn

PVA

Soya

Synthetic

Antibacterial Polyester

Antistatic Polyester

Asbestos

Bi-component

Cationic Dyeable Polyester

Far Infrared

Flame Retardant

Glass

High Tenacity Low and many

more..

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B) YARN

1-SPUN

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Category Fibre Spinning System Count Range

Natural

Cotton Open EndRing SpunVortexWorsted

Cotton Count RangeLinen Linen Count RangeWool Wool Count Range

Blends Blends Count Range

Manmade

Viscose Open EndRing SpunVortex Spun

Worsted Spun

Viscose Count RangePolyester Polyester Count RangeAcrylic Acrylic Count Range

Blends Blend Count Range
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2-FILAMENT

FilamentYarn

Polyester

Mother Yarn

Monofilament

FDY

POY

DTY

ATY

Polyamide 6 (Nylon 6)

Polyamide 66 (Nylon66)

Mother Yarn

Monofilament

FDY

HOY

POY

DTY

ATY

PolypropylneMonofilament

Multifilament

ViscosePot Spun Yarn

Continuos Spun Yarn

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3 SPECIALITY AND BRANDS

i) SPECIALITY YARNS

Bamboo Blends,Bi - Shrinkage Yarn ,Bi Component Yarn ,Cationic Dyeable Yarn,Elastane CoreSpun Yarn ,Elastane Up twisted Yarn,Embroidery Thread Yarn ,Flexi Core Spun Yarn and manymore

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ii) FUNICTIONAL/ PERFORMANCE YARNS

Flame Retardant ,Anti Odour ,Anti Static ,Antibacterial ,Antimicrobial ,Biodegradable ,BulletProofing ,Electro Magnetic Shielding

iii) BRANDS

Aerelle ,Aerocool ,Biophyl ,Birla Modal ,Climarelle ,Comforel ,Coolmax ,Coolplus ,Cordura ,DacronPlusDacron Hydrofix ,Dolan,Dow XLA,Dralon X ,Hollofil ,Hollow fill,Ingeo(PLA) ,Kevlar ,Leacril,Lenzing modal Lotan ,Lycra ,Meryll and many more

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C FABRIC

1-WOVEN FABRIC

2- KNITTED FABRIC

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Structure Fiber Finishes

Special Finishes Prints

Basket Weave Cotton

Stain RepellentMoisture

ManagementAnti Microbial

Anti StaticFlame retardant

ReactivePigment

Discharge

Crepe Polyester

Duck / HalfPanama

Viscose

Leno Linen

Pique Nylon

Taffeta Wool

Structure FiberFinishes

Special Finishes Prints

Basket Weave Cotton

Stain RepellentMoisture

ManagementAnti Microbial

Anti StaticFlame retardant

ReactivePigment

Discharge

Crepe PolyesterDuck / HalfPanama

Viscose

Leno Linen

Pique Nylon

Taffeta Wool

Warp Rib Specialty


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3- NONWOVEN FABRIC

A-SPUNLACE

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B- SPUNBOUND

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Weight - 20o 800 GSM

Width - 1.2 to 5.4 m

EndUse -Wipes, medical, surgical, industrial, cotton pads, coating,substrates, clothing textiles

Weight - 8 to 1500 GSM 8

Width - 1.2 to 5.4 m 1.2

EndUse- Hygiene, Surgical, Industrial


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C-NEEDLEPUNCH

D HOMETEXTILES

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Weight - 100 to 1000 GSM

Width - 2.5 to 7.0 m

EndUse -Geosyntheics, filter media, synthetic leather, waddings,floor coverings, automotive fabrics, insulation, industrialwipes, blankets and roofing


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A- BEDDING

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Article Weave Fiber

Duvet coverPillow cover /

ShamCushion cover

Plain Weave Cotton / Poly-cotton

Satin / SateenCotton / Polyester /

Poly-cotton

Peach Skin Polyester

Flannel Cotton / Polyester

Seer Sucker Cotton / Polyester

Dobby Cotton

Jacquard Cotton

Warp KnitFlannel

Polyester

Flat sheet


Satin / Sateen Cotton / Polyester /Poly-cotton

Peach Skin Polyester

Dobby Cotton

Jacquard Cotton

Fitted sheet


Satin / Sateen Cotton / Poly-cotton

Single Jersey Cotton / Polyester

Blanket

Polar Fleece PolyesterCoral Fleece Polyester

MinkPolyester / Acrylic /

Blend

Woven Cotton / Wool

Throws Acrylic / Wool / Cotton

Pillow / Cushionfiller

Down Feather Polyester
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2- BATH

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Article Variation Fiber

Beach TowelBath TowelHand TowelFace TowelBath Robe

Plain terry

100% Cotton100% BambooCotton BambooCotton Modal

Microfiber

Velour

Jacquard

Double jacquard

Zero twist

Double loop

Reactive printed

Embroidered

Bath Mat / Rug

Shaggy

Terry

Loop chenille

Braided

Rib
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3-TABLE AND KITCHEN LINEN

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Article Weave Fiber

Table cloth

PlainTwill

Canvas

Half panamaFused fabric

100% Cotton100% Polyester

Poly-cotton

Place mat

Runner

Napkin

Apron

MittenPot holder

Coaster

Kitchen towel
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E- GARMENTS

Our Garment Product Range Includes : Knitted and Woven Garments for Mens, Ladies & Kids

MENS

T-Shirts

Polo Shirts

Casual Wear

Formal WearShirtsTrousersSweat ShirtsDenim JeansSports Wear

WOMENS

T-Shirts

Polo Shirts

Casual Wear

Formal Wear

Shirts

Trousers

Sweat Shirts

Denim Jeans

Sports Wear

Cardigans

CHILDRENS

T-Shirts

Pyjama Sets

Sports Wear

Nighty

Shirts

Outer Wear

Top & Shorts

Tank Tops

Pants

Dresses

35
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ShortsCargo

Nightwear Shorts

36

OVERVIEW

OF

HR-
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1.RECRUTMENT AND SELECTION

Recruitment Process Flow

37

NS


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Employee appointment and termination

General principles

All appointments and terminations of appointment will be made by the head of Human

Resources department in consultation with the division head and board member(s).

Equal employment opportunity

Equal employment opportunity is a fundamental principle at Texperts. Employment is

based on candidates capabilities and qualifications without discrimination based on

race, color, religion, sex, age, national origin, disability, or any other protected

characteristic as established by law.

The Company does not bias against applicants belonging to disadvantaged sections

of society if such applicants possess competitive skills and job credentials.

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This applies to all policies and procedures related to recruitment, hiring,

compensation, benefits, termination and all other conditions of employment.

Affirmative action.

The Company affirms the recognition that diversity to reflect socially disadvantaged

sections of the society in the workplace has a positive impact on business.

The Companys selection of employment is not based on any considerations other

than normal business parameters. In case of equal proposals, the Company will

select the person belonging to disadvantaged section of society.

Appointment procedures

Every prospective candidate for employment will submit a copy of the following before

joining the Company.

Personal Details Application Form

Concise personal bio-data in the Company's standard form

Passport size photograph

Letter from his immediate past employer relieving him from their services.

Certificates/testimonial and documents in original to evidence qualification,experience,

etc., for verification on appointment or as may be required by theCompany

Permanent home town and local address

Health clearance

The services of the candidate selected will be probationary for a period of six months and the

Company will have the right to extend the probation up to a further period of six months. The

employee will be confirmed only if his/her services are found satisfactory.

Termination

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An employee can be terminated from his services on his resignation or if, for any

reason, the Company comes to an opinion that the services of the employee are no

longer required. Dismissal from companys services may also be for disciplinary

reasons. The reasons for terminations may or may not be disclosed to the employee.

Employees are expected to give at least one months notice before leaving companys

services.

On termination of services of the Company, the employee is expected to return all

office

gadgets such as car/bike, laptop, mobile handsets, papers, drawings, notes, manuals,

specifications, designs, email, documents, diskettes, and any form or media containing

any confidential or proprietary information.

All dues to the employee will be cleared once clearance is received in format specified

in this document from all concerned persons including all board members, accounts

department etc

Recruitment and Selection of manpower.

The requirement of manpower in unionised cadre is routed through concerned Departmental

Head, who forwards it to divisional head for approval.

After obtaining approval from Divisional Head, it is forwarded to Head of HR Department of the

concerned Division.

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The HR Department of the concerned division collects the applications either through an

advertisement in the newspaper or those already available in data bank of the concerned HR

department and submits to the Divisional Head for final selection of candidates to be called for

interview.

Tests and/or interview, based on skill level required, are conducted to select the candidates.

After selection, a proposal is prepared by the concerned HR Department and sent to Divisional

Head for approval.

After approval, Appointment letters are issued to the selected candidates by the concerned HR

Department.

Every selected candidate has to undergo medical examination as directed in the appointment

letter.

2. ATTENDENCE SYSTEM

In Attendance system, PAY ROLL is prepared for Officers, which is computerized and

supported by Fushion Tech. Officers are swiping their cards on the reader. Reader is a machine

which collects the attendance and provides this information to the time office. MUSTER ROLL is

prepared for Staff. Payroll is Different inputs from different departments are received by the Time

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Office and accordingly files are maintained for the employees. Daily attendance report has been

received to HR from different branches of the company and then the Time Office run & process this

information. This data helps them to prepare the Pay Rolls & Muster Rolls.

Leave facilities and absence from work

General practices

All employees upon successful completion of their probation will be eligible for paid vacation

from their leave stock which would accrue at a specified rate (which would be a part of the

employees terms of employment) on the basis of number of days worked. A day would be

considered worked if the employee has worked for the Company for eight or more hours in

that particular day, not being a holiday or an approved leave.

The benefit of paid leave would be available on prior sanction (at least three days in advance)

taken from the concerned supervisor through an application made in the format specified in

this document. Failure to follow this requirement can be condoned by the board members in

exceptional circumstances.

Any absence from work, whether with or without the benefit of leave,must have prior sanction

obtained. Each day of an unapproved absence from work or absence not condoned by the

board members would lead to deduction of one and a half days from days worked for the

purpose of computation of salary, leave stock or any such related benefit. Email has to be

sent for the following point mentioned i.e. if any team member takes a leave, so he/she should

send an email to each and every Texperts Team Members informing them about their leave

prior to one day so that no work should be held up in his/her absence.

The leave stock would be revised on a monthly basis and no addition would be made if stock

has the maximum allowance as per the employees terms of employment. Employees are

encouraged to utilize their accrued leaves for a refreshing break from work. Leave facilities

cannot be exchanged for any monetary or other benefit.

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If the duration of absence from work, with or without prior sanction, exceeds as per allowable

available leave stock, the same could be deemed as absenteeism (as an act of indiscipline)

and lead to its treatment as discontinuity of service at Texperts.Any absence without

appropriate sanction, even when leave stock exists, may also be treated in the same manner.

If upon detailed written submission by the employee, the board members come to a

conclusion that such incident has resulted from genuine hardships faced by the employee and

no substantial harm has been caused to the Company, they can condone the same. In case

of such absence due to medical reasons, appropriate proof should be submitted in order to be

exempted from discontinuation of services. The Company may get it verified by the official

medical practioner before condoning such absence.

. Leaves & Holidays

Weekly Holiday:

All Sundays of every month will be observed as a holiday.

Employees can avail different types of holidays/leaves depending on the situation.

Public holiday:

We observe 10 paid holidays. The list will be finalized by HRD in consultation with the

MD and the HODs in advance. The holiday list shall be will be circulated to all and

also displayed on the intranet portal.If any additional or alternate day is to be observed

as a company holiday, the policy is to compensate on any other non-working day.

Unforeseen or forced holidays:

In the event, of being forced to observe unplanned holiday on account of bundh, major

transport break downs, transportation strike or any other reasons beyond the control of

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the management, that day will be required to be compensated on any other non-

working day.

. Earned Leave

All employees are credited with 21 working days of holidays per year.Employees can

avail the EL only after completion of their probation period. The EL is credited at the

end of the month only.EL can be availed when the employee has resigned and is

serving notice period.The maximum number of leaves that can be accrued by a person

is 21 in a given calendar year, these leaves can be carried forward into the next year.

Hence, a person can accrue a maximum of 42 calendar days leave in two consecutive

years. If not taken, these leaves would lapse at the end of the 2nd year.

Unapproved Leave

Any leave taken without prior approval will be LWP including holidays. (E.g. Any

unapproved leave taken on Saturday or Monday will be counted as 2 days including

Sunday.This applies to leave taken before and after any other holidays as well).

3 DISCIPLINARY ACTION

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Although employment with Texperts is at-will, Texperts may choose to impose discipline to

correct employee misconduct, poor job performance, poor attendance and for other reasons.

Disciplinary action may include a verbal warning, written warning, suspension with or without pay, or

termination of employment. The type of discipline imposed depends on a number of factors, including

but not limited to the severity of the problem, the number of occurrences, job position and seniority.

Certain types of situations are serious enough to warrant suspension or termination of employment

without any advance discipline or warning.

Texperts hopes that most employee problems can be corrected at an early stage but where

the Company has suffered a los3s, it may pursue its remedies against the employees responsible

and where laws have been violated; Texperts will cooperate fully with the appropriate authorities.

The following are examples of infractions of rules of conduct that may result in disciplinary action, up

to and including immediate termination of employment without advance warning:

Theft or inappropriate removal or possession of company property or asset

Falsification of timekeeping records

Working under the influence of alcohol or illegal drugs

Possession, distribution, sale, transfer or use of alcohol or illegal drugs in theworkplace, while

on duty, or while operating employer-owned vehicles or equipment

Fighting or threatening violence in the workplace

Boisterous or disruptive activity in the workplace

Negligence or improper conduct leading to damage of employer-owned or customer-owned

property

Insubordination or other disrespectful conduct

Violation of safety or health rules

Smoking in prohibited areas

Sexual or other unlawful or unwelcome harassment

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Possession of dangerous or unauthorized materials, such as explosives or firearms, in the

workplace

Excessive absenteeism or any absence without notice

Unauthorized absence from work station during the workday

Unauthorized disclosure of business secrets or confidential information

Violation of personnel policies, or rules in the Company Policies and Procedures

Unsatisfactory performance or conduct

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4 PERFORMANCE APPRAISAL

Performance appraisal may be defined as a structured formal interaction between a

subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-

annual), in which the work performance of the subordinate is examined and discussed, with a view to

identifying weaknesses and strengths as well as opportunities for improvement and skills

development. In many organizations - but not all - appraisal results are used, either directly or

indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the

better performing employees who should get the majority of available merit pay increases, bonuses,

and promotions. Appraisal results are used to identify the poorer performers who may require some

form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. (Organizations

need to be aware of laws in their country that might restrict their capacity to dismiss employees or

decrease pay.)Whether this is an appropriate use of performance appraisal - the assignment and

justification of rewards and penalties - is a very uncertain and contentious matter. The meaning of the

word appraisal is to fix a price or value for something. This is used in finance in terms such as

project appraisal or financial appraisal where a value is attached to a project. Similarly performance

appraisal is a process in which one values the employee contribution and worth to the

organization.Employees across the entire organisation are appraised of their performance. This could

be done annually, twice a year, periodically depending the need of the organisation. Performance

appraisal is a systematic and orderly evaluation of performance of employees at work by their

superiors or others who are familiar with the techniques of performance appraisal. A performance

appraisal is a formal review of employee performance. At a performance appraisal, objectives or

targets are agreed between manager and employee. At each subsequent appraisal, current and past

performance is compared and targets are reviewed. Performance appraisals are essential for the

effective management and evaluation of staff. Appraisals help develop individuals, improve

organizational performance, and feed into business

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planning. Formal performance appraisals are generally conducted annually for all staff in the

organization. Each staff member is appraised by their line manager. Performance appraisals are also

essential for career and succession planning. Performance appraisals are important for staff

motivation, attitude and behavior development, communicating organizational aims, and fostering

positive relationships between management and staff. Performance appraisals provide a formal,

recorded, regular review of an individuals performance, and a plan for future development. In short,

performance and job appraisals are vital for managing the performance of people and organizations

Company Strategy for Performance Appraisal

All employees will be assessed once or twice a year for the purpose of performance

evaluation and increment/ promotion, if any. Our current performance appraisal process

provides for annual merit increase opportunity, and any increase would be based on

performance.

If organization finds that an employees conduct on or off the job adversely affects his/ her

performance, that of other employees, or Texperts legitimatebusiness interests, he/ she will

be subject to disciplinary measures.

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Grade has been given to the employee according to the performance level as well as their

education qualification.

49

GRADE

DESIGNATION

D D1 to D9 OfficeAsst/Jr.Executive/Executive

C C1 to C3 Sr.Executive /Asst.

Manager/Area Manager

B B1 to B3 Manager/GM/CEO

A A1 to A3 Directors


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5 EMPLOYEE BENEFITS

Compensation and Benefits

Salary disbursement is done through bank account (ICICI) and is normally done in the first

week of each month. The following are components included in the monthly salary: Basic, HRA,

Medical and Conveyance Tax deductions will depend upon investment declarations and information

should be made available to the Finance department on the same at the beginning of financial year.

Hospitalization Leave

If an employee is hospitalized, special leave sanction is possible on a written application

supported by proof of hospitalization. In the cases of prolonged illnesses with or without

hospitalization, where hospitalization leave is exhausted or not applicable, the period will be

considered as EL or LWP as per the leave balance. Maternity / post maternity hospitalization cases

will not be considered in this benefit. The following table indicates the guiding principles for computing

the

salary:

Service length Full pay Half pay Total days of Leave

Over 1 year up to2 years

5 Days 10 Days 15 Days

Over 2 years to5years

10 Days 20 Days 30 Days

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Car and Motor Bike Policy

General Instructions:

The company will provide a Loan up to Rs. 75,000.00 to facilitate making the initial

down payment (including registration and insurance) of themotor car. It will be given

free of interest and recovered in 36 equalmonthly installments

If any employee resigns from the company, before total repayment of the

interest free loan given to him for down payment of the motor car, the

employee will have to pay the remaining balance to the company before

he is relieved and his full and final account is settled.

In case an Employee ceases to be in service of the company whether by

retirement, resignation or otherwise, his outstanding loan would be

recoverable on a pro-rata basis.

Employees are expected to do all official work using ones own car in the

specified lump sum payment within the city municipal limits. For official

work outside municipal limit, if an employee uses his own car then

reimbursement can be claimed @ Rs. 5 per Km. And in case the

employee travels outside municipal limit for official work for more than

200 Kms he would be eligible for hiring a car from outside @ Rs. 6.50 per

KM or less.

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SUGGESTIONS

Promotion policy should be improved and organisation can take the feedbacks from the

employees to improve the promotion policy. Suggestions should be taken in to consideration

from different levels of executives & from workmen category for organizational benefits as

whole.

Quality of work life should also be improved as per the employees expectations. Feedback

should be taken by the employees side to improve the quality of their work life.

Organization has to motivate their employees to get maximum work done by them to achieve

organizational goals.

Organization has to develop an environment of effective participation by employees & is to

develop a friendly & co-operative behavior within teams.

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SUGESSTIO

NS

CONCLUTIO

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CONCLUSION

After completing of the training with theoretical in puts/actual HR practices which exist at TEXPERT

INDIA PRIVATE LIMITED I concluded with

The employees are well aware of the policy guidelines of different sections of Human

Resource.

HR department is not so prompt in the rendering of HR services which should be taken into

consideration.

Organization self development module is well developed taking into consideration career

growth of each and every employees.

Motivation and reward is given to the prospective and desired employees so that they believe in

the organization.

Since main work of the company is comes under the essential services Act, so working of all

the sections are predetermined and they should be followed as it is, which is very necessary for

the effective working of the organization.

Last but not the least, Human Resource Management ofTEXPERT INDIA PRIVATE LIMITED

should treat the employees with dignity and good plan should be forecasted for overall

organizational goals.

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BIBLIOGRAPHY

Books :-

Human Resources Management : L. M. PRASAD

WEBLIOGRAPHY:

www.thetexperts.com

Mayur Texpert India Private Limited Project

Documents

Transcript of Mayur Texpert India Private Limited Project