Karnataka Law Society's: A Project Report On

Karnataka law societys
INSTITUTE OF MANAGEMENT EDUCATION & RESEARCH BELGAUM
A PROJECT REPORT ON
To Evaluate Human Resource Climate in Campbell Knitwear Ltd
Under the guidance of Dr. Sachin Kamble
Submitted by
VIJAY N. KADKOL
II SEMESTER, M.B.A I.M.E.R BELGAUM
KLSs INSTITUTE OF MANGEMENT EDUCATION AND RESEARCH
Karnataka law societys

INSTITUTE OF MANAGEMENT EDUCATION & RESEARCH BELGAUM
A PROJECT REPORT ON
To Evaluate Human Resource Climate in Campbell Knitwear Ltd
Submitted to KARNATAKA UNIVERSITY, DHARWAD For the partial fulfillment of MASTER OF BUSINESS ADMINISTRATION Submitted by
VIJAY N. KADKOL
Under the guidance INSTITUTE GUIDE GUIDE ORGANISATION
Dr. SACHIN KAMBLE BHARATI Faculty member IMER, Belgaum Welfare officer
Mrs.
Labour
Karnataka Law Societys
INSTITUTE OF MANAGEMENT EDUCATION AND RESEARCH
MASTER OF BUSINESS ADMINISTRATION
BELGAUM-590006 2003-2004
CERTIFICATE OF APPROVAL OF PROJECT REPORT
This is to certify that Mr.Vijay N.Kadkol has satisfactorily completed project at

Campbell Knitwear Ltd. Marihal,Belgaum. Entitled
EVALUATION OF HUMAN RESOURCE CLIMATE

In partial Fulfillment of the requirement for the award of Masters Degree in Business Administration by Karnataka University Dharwad for the year 2003-2004
Dr.Schin.S.Kamble Prof. S.M.Dhume FACULTY DIRECTOR KLS KLS IMER, Belgaum IMER, Belgaum
EXECUTIVE SUMMARY
Employees are the pillars of the organization development, so the project evaluation of Organizational (Human Resource) Climate was carried out to know the views of the employees regarding the environment they were working in the company. This study was carried out different departments of Campbell Knitwear Ltd. at Marihal, in Belgaum.
OBJECTIVES: Through organization climate, to study the formal and informal structure which create the climate in the organization. To know the employees views regarding the prevailing environments in the organization. To know the perception the employees have on the development environment of the organization. To study the advantages and disadvantages of human resource in the organization.
METHODOLOGY: Questionnaire was taken as measurement techniques. Interview technique also was used to solicit employees opinions regarding various issues.
SAMPLE SELECTION
Sample size considered for this project is 30. This has been selected on Random basis with representation from all the departments. DATA ANALYSIS: Three-point scale was used to measure the degree of response. Graphs have been used to support the findings and to do evaluation of HR climate in the different departments. The scores represent average response for each item in those selected dimensions. This analysis is helpful in understanding the views of employees towards the initiatives undertaken by HR-Dept. Suggestions for further improvement were collected.
FINDINGS AND SUGGESTIONS

The departments of Campbell Knitwear Ltd have conducive working environment and all other various dimensions involved have been rated as good and excellent. Suggestions include bringing about changes in problematic areas and having immediate follow up on the matters of welfare facilities, support from top management. Steps must be taken update the knowledge of the employees and keep them informed about the happening in day today market environment.
INDUSTRY PROFILE Indian Textiles- A historical perspective

Today cotton is an integral part of textiles in India. Nearly four million handlooms are engaged in weaving fabrics of nearly 23 different varieties of cotton. It was a piece of cotton stuck to a silver vase and some spindles discovered in excavations which revealed that the spinning and weaving of cotton was known to the Harrappans, nearly five million years ago. References to weaving are found in the Vedic literature. Method of spinning, the various materials used etc. are also mentioned in these ancients scripts. The history of Textiles is told many times over in the epics, the Puranas, the Graeco- Roman sources of Indian history, and the classical Tamil Sangam Literature. Various techniques of weaving, designing, needlework etc have survived through the centuries The foundations of the Indian textile trade with other countries began as early as the second century BC. Kalyan, a port, is place in that time from where textiles were exported. A variety of fabrics, including cotton brocade, is mentioned in Chinese literature as Indian products exported to China. A hoard of block printed and resist dyed fabrics, mainly of Gujrati origin, found in the tombs of Fostat, Egypt, are the proof of large scale Indian export of cotton textiles to the Egypt in earlier times. They were exported in the early medieval times. Some of these motifs were found similar to those mentioned in the Western Indian manuscripts in the 13th century. There are others, which have resemblance to the block printed fabrics, in Gujarat. The silk fabric was a popular item of Indian exports to Indonesia around the 13th century, where these were used as barter for spices. Towards the end of the 17th century, the British East India Company had begun exports of Indian silks and various other cotton fabrics to other countries. These included the famous fine Muslin cloth of Bengal, Bihar and Orissa. The trade in painted and printed cottons or chintz, a favorite in the European market at that time, was extensively practiced between India, China, Java and the Philippines, long before the arrival of the Europeans. Before the introduction of mechanized means of spinning in the early 19th century, all Indian cottons and silks were hand spun and hand woven, a highly popular fabric, called the khadi.
TEXTILES OF INDIA
From the exquisite kanjeevarams to hand spun cottons, fine muslins to heavy brocades, rediscover the richness and diversity of Indian handlooms and textiles and their origin in this series. These articles are written by Sabrina Parasher, a lecturer in Textiles at Lady Irwin College in Delhi University. Jamdani & Balucharis Jamdani literally means a cup of wine! This intricately woven delicate Muslin was given royal patronage by the Mughal emperors, who realized its fineness. Read more Bandhani Fabrics Gujarat and the princely state of Rajasthan are famous for their production of fine and prolific Bandhani fabric, which is made by the tie and dye technique. More Kalamkari Work - Kalam in Persian means pen and kari means work. The Coromandel Coast of India was famous for its beautifully colored and delicately worked fabrics made by applying brushes or pens to produce fine figurative and floral designs. More Ikat & Patola Textiles - Ikat had the distinction of being among the most highly priced fabrics in the world. Revered by Kings, their beauty lies in their rich visual texture and precision bound technique. More Brocades - These alluring cloths of gold which date back centuries, due to their glitter and beauty, appeal not only in form of garments but also as accessories like purses, belts, shoes, cushions & more Traditional Embroideries in India - India has an amazing variety of embroidery styles Kasuti embroidery of Karnataka, Kantha Embroidery of Bengal, Phulkaris of Punjab, Chikankari of Lucknow, Kashidakari of Kashmir Textiles of India - From the Rann of Kutch to the Coromandel Coast and from city to village, handloom weavers, block printers, textile painters, and embroiderers perfect the tradition of Indian textile crafts. Discover its variety & heritage
Garment Exports In India

The welcome decision of phasing out Multi-fiber Agreement will end the regime of quotas and will unleash "competition", overwhelming condition of playing in the global market. Survival of the fittest shall become the rule of the game and the Indian clothing industry whose supply base is medium quality and small volume business shall have to brace itself and go for rapid modernization, timely delivery and broad basing its export basket and market. The garments industry in India is one of the best in the world. An extremely well organized sector, garment manufacturers, exporters, suppliers, stockiest and wholesalers are the gateway to an extremely enterprising clothing and apparel industry in India. Indias readymade garments are extremely popular the world over. The garment industry comprises manufacturers of readymade garments for either the domestic or export markets or, in certain cases, both. The constituents of this segment are very diverse in terms of their size, production facility, the type of apparel manufactured, the quality of output, fabric requirement, price sensitivity etc. For India the Clothing industry has performed quite well in exports. It has been filling most of the quotas every year. As compared to Rs. 12 crores in 1970-71, exports have reached Rs.18, 000 crores by 1998. The major competitors in this segment of the market are developed countries, Asian Tigers like Korea, Taiwan, Hong Kong and Singapore, developing countries like Indonesia, Thailand and Malaysia and neighboring countries like Bangladesh and Myanmar and China, of course. Today garments from India have made inroads into the international market for their durability, quality, styles and beauty. One of the reasons for the economical pricing of Indias readymade garments and apparels is the availability of highly skilled, cheap labor in the country. With 37 million spindles India is the second largest only to China in spinning, accounting for about 21% of world spindle age. India is the largest producer of jute in the world, producing about 1.8 million tones. It is the largest producer of cotton after China and USA with a share
of 15% of the world market. In the manmade fiber sector, India is the largest producer of viscose staple fiber and filament yarns. However its share of the worlds textile exports is only 2.8 percent. The garment industry comprises manufacturers of readymade garments for either the domestic or export markets or, in certain cases, both. The constituents of this segment are very diverse in terms of their size, production facility, the type of apparel manufactured, the quality of output, fabric requirement, price sensitivity etc. In order to ensure quality of garment exports the SSI restriction of the garment industry should be removed. Present equity participation of 24% by the foreign partners needs to be enhanced and Joint Ventures with majority share holding as well as technical collaborations should be allowed. Labor laws need a remodeling and liberalization. A research, development and training institute focused on post garment processing like washing dyeing etc. is also needed. Indian government should negotiate higher quotas from USA / EEC in accordance with its sizes and capabilities. Stream lining Internal Quota Administration and freezing minimum export prices is crucial for the future of the readymade garment export.
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COMPANY PROFILE CAMPBELL KNITWEAR LTD
Campbell Knitwear Ltd. is the latest investment of Forbes Gokak Ltd., a diversified company of the Tata Group, which is the largest business conglomerate in India with combined turnover of US $10.00 Billion per year. Campbell Knitwear Ltd. Is designed as down parent group. Campbell Knitwear Ltd., project is located 18 kms away from Belgaum city (North Karnataka) surrounded by lush green pollution free farms our plant is accessible by air, rail and road from Bombay and Bangalore. Goa is only 150 Kms away from our plant. While establishing the plant emphasis was laid on being eco friendly and azo free. We the effluents, captive stream integration to add the value to yarn
produced by Gokak Mills a division of Forbes Gokak Ltd., a member company of our
have fully automatic water treatment plant for recycling
power generation and water supplies. We use dyestuff supplied by global firms like ICI Sandoz, Ciba and Atul etc. the waste water is released for afforestation, which we are developing with plantation over 250 acres of hilly land around factory.
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The company has spent US $ 8.00 million on this project and the investments in most modern machinery and equipment with latest technology. The machines are imported from Germany, Switzerland, USA, Japan and Sweden etc. We have in-house training faculty fresh workmen are recruited so as to suit and mould them in our working environment. We have a team of young and energetic workmen with an average age of 24 years. We do not recruit anyone below 18 years of age and all the rights of the workmen are protected. With such human technical infrastructure and corporate backing Campbell Knitwear Ltd, is committed to the world-class product. Italy,
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OUR KEY PERSONS
(1) Mr. Babu Naik : Chief Executive Officer [email protected] (2) Mr. F K Shah : Vice President Marketing [email protected] (3) Mr. A B N Patel : General Manager [email protected] (4) Mr. R S Patil (5) Mr. Sinha : Factory Manager : Production Manager
KEY INFORMATION
Products Garment Fabric Dyeing Capacity Month Fabric Knitting Capacity Fabric Specification Shrinkage Order Size Lead Time Payment Terms Polo shirts and T-shirts for men, women and children 2,40,000 garments per month. - 90 MT/Month - 90 MT/Month Pique 165 gsm to 260 gsm Single Jersey 140 gsm to 220 gsm RIB with and without Elastomer Maximum 5 % TUMBLE DRIED Minimum order of 5000 garment (Minimum 900 pcs per color) 30 to 90 days depending on the order Size and requirement of development. Irrevocable confirmed L/C payable at sight.
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Our Bankers Present Turnover
Standard Chartered Bank (Main Branch) 23-25 M.G. Road, Fort, Mumbai-400001 Rs25 crores per annum
OUR CLIENTS
DOMESTIC BUYERS Levies (India) Madura Garments Dockers Levies Byford Allen Solly Ruggers Arvind Brands Wrangler Newport Lee Arrow Flying Machine Ruggers J.G Clothing Proline M.T.V Mini Phoos Proline K-Swiss Fila Trents Shoppers Stop Killer Reebok Westside Stop! Killer Reebok
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COUNTRY U.S.A
BUYER Avids Sportswear Andrew Sportswear PGA Golf Copley Aureus Intimo Capital Mercury B.T.C.
BRAND NAMES Docker's Golf Andrew Sport PGA Golf Copley Aureus Intimo Ivy Crew Bill Blass Robert Stock Kirkland Today's Men Huntigton Alexander Julian
EUROPE
Carli Gry
Cotton Field Jackpot Esprit S.Olive
Peeks & Cloppenburg Wothvaley Capri Sarl Asics Smart Way New Zealand MEXICO Oman Wales & Mackenly Mexinde Oman Textiles
McNeil Gilbert Pierre Cardin Asics Smart Way Pearl The ONE Nasse
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Joman
CONTACT US
Corporate Office: Khatau House , Second Floor , 410/411 Mogul lane , Mahim (West) Mumbai-400 016 , India Tel : 0091-22-4442663 Fax : 0091-22-4442675 Marketing Office: Khatau House, Ground Floor, 410/411 Mogul lane, Mahim (West) Mumbai-400 016 India Tel: 0091-22-4442671 Fax:0091-22-4442667 E-mail: [email protected] Plant: Marihal Village, Bagalkot Road, Dist: Belgaum-591167 Karnataka-India Tel: 0091-831-418282/418353 Fax:0091-831-418584 e-mail: [email protected]
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INFRASTRUCTURE
Eco friendly unit 16 acres of land, 100,000 square feet of building Automatic effluent treatment plant to treat the wastewater. Afforestation by using treated water of approximately 25,000 plants. Our own electricity generating capacity of 1,000 KVA Boiler for system of 3 tones capacity using on agro waste as fuel. Excellent canteen for our employees. Thermatic fluid boiler for circulating heat oil through the fabric dryer.
MISSION
We the people of the Forbes Gokak and associate companies, are dedicated to providing quality products and services in diverse fields of textiles, consumer durables,paints and pigments, cutting tools, business machines, moulded plastics, shipping,, multi-modal transport, travel, freight forwarding communications, property development, exports and in related areas, to our customers, in a fair and efficient manner and at a reasonable cost to both sides. Our reputation, has been established on the basis of Integrity and Quality, extending over 200 years is our proud heritage which we strive always zealously to preserve. We continue to endeavour to reach the Best International Standards in Quality and Service in each of our enterprises.
VISION
We are committed to achieving substantial growth by Expanding and Diversifying our existing activities and moving into Allied lines estimated to be profitable in the long terms. We will also divest or modify those activities which do not show long term potential.
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OUR KEY GOALS ARE Profitability: To achieve a mini return on investment of 10% over and above the
inflation rate. (Return on investment as measured in terms of profit before tax on the capital employed)
Growth: To achieve a group turn over of times the turn over of 1995-96 by year
2005-06 the capital i.e. to reach a level in excess of Rs45,000 millions per annum.
Customers loyalty: To ensure that customers become and remain our Loyal Friends
and our most effective spokesmen and advertisement.
PRESENT MARKETS
GLOBAL : U.S.A. CANADA CHILE NEWZELAND DUBAI CUSTOMERS : IMPORTERS U.K. GERMANY FRANCE ITALY BELGIUM WHOLESALERS
Consolidated Apparel Group Bandhu Trading Corporation United Textiles Ltd.
Wales & McKinley Capricon J.Ts Corporation
GLOBAL BRANDS ARROW ALEXANDER JULIAN GAP
DEPARTMENTAL STORES K-MART PHILDAR DECATHLON
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TODAYS MAN MIGROS MAIL ORDER : OTTO-BONPRIX We work with buying houses in India as well as directory with customers abroad.
LAYOUT
1. Guard Room 2. Main Entrance 3. Human Resource Department 4. Conference Hall 5. Personnel Department 6. Gents Rest Room & Toilet 7. Ladies Rest Room & Toilet 8. Yarn Godown 9. Knitting Department 10. Batch Preparation Department 11. Dyeing Department 12. Dyeing Laboratory 13. Dye Kitchen 14. Fabric Warehouse 15. Cutting Department 16. Sampling Department 17. Embroidery Section 18. Sewing Preparatory Section 19. Vice Presidents Office 20. Conference Room 21. Accounts Department 22. Merchandising Department 23. Purchase Department 24. Production & Planning Department 25. Sewing(Line) Department 26. Packing Department 27. Ware House 28. Stores Department 33. Air Compressor 34. D.G. Room 35. Steam Boiler 36. Water Treatment Plant 37. Thermic Fluid Heater 38. Dispensary 39. Factory Shop
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29. Canteen 30. Maintenance Department 31. Humidification Plant 32. Workshop
ORGANISATIONAL CHART
CHIEF EXECUTIVE OFFICER ch Mr. Babu Naik
VICE PRESIDENT Mr. F. K. Shah
GENERAL MANAGER Mr.A.B.N. Patel
FACTORY MANAGER Mr.R.S. Patil
KNITTING MANAGER
MERCHANDISING MANAGER
MAINTENANCE MANAGER
PRODUCTION MANAGER
PURCHASE MANAGER
ACCOUNTS MANAGER
SUPERVISOR
SUPERVISOR
SUPERVISOR
SUPERVISOR
SUPERVISOR
SUPERVISOR
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ORGANIZATIONAL STUDY
OBJECTIVE: To understand the functioning of each departments of a garment manufacturing unit. Flow of various departments in the unit: Yarn Procurement Inspection
Knitting
Folding
Batch Preparation
Stores
Dyeing
Packing & Dispatch
Inspection
Pattern Making
Cutting
Sewing Preparatory
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Sewing
YARN GODOWN \ YARN PROCUREMENT
This is the starting point of the production process where the main raw material the yarn is received that goes the metamorphosis of being converted into fully finished garments. Department Head: Mr.Chandrasekhar.Patil Raw Material Storage: Keeping 100% cotton yarn, polyester, dyed and grey yarns. Gokak mills fulfill 70% of the requirement of yarn. Rest of the yarn is bought from various mills. There are some specialized yarns, which have to be sourced from different mills, yarn like Milange, Lycra etc. Orders are placed with Gokak mills as per the purchase order of the buyer. If yarns are not available with Gokak mills, it spins the required yarn within 15 to 20 days and sends them to Campbell. The main documents handled are Purchase order Requisition slip Indent for purchase store
A purchase order is sent for placing the order, when the order is received a requisition slip is issued and records of the order are kept as indent for purchase stores. Purchase order requires 4 Copies
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Suppliers copy Departments copy Copy for filling at purchase department A copy to accounts department
Ledgers handled by yarn department are Purchase Purchase return Issues Issues return
SOURCING OF YARNS COMPANY NAME

Cotton & Cotton Blends 1. Forbes Gokak Ltd. 2. Rajasthan Spinning Mills 3. Arihant Mills Lycra 4. Imported from Korea
TYPE OF YARN SOURCED

Dyed & grey yarns Melange Melange Lycra 70% 25% 5%
% OF YARN SOURCED
100%
KNITTING DEPARTMENT
This department is the second step of production where the yarn starts taking a from into a knitted fabric. Temperature ranging from 22dc(degree centigrade) to 26 dc and required level of humidity are maintained inside the department which is controlled by the humidification plant located besides this department. Department head: Mr. Sandil Department Supervisor: Mr. Shridhar
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WORKING PROCESS: As per the orders placed by the buyers, also keeping in mind the structures and the the GSM, the machines are set before starting the knitting process. The knitting process goes on for all 24 hours of a day comprising of 3-Shipts when the operators change.
TYPES OF MACHINES IN KNITTING: There exist two types of machines in knitting process. They are 1. CIRCULAR KNITTING MACHINES 2. FLAT KNITTING MACHINES CIRCULAR KNITTING MACHINES: There are 15 circular knitting machines are there in knitting process. Out of which 12 machines are single jersey machines and 3 are double jersey machines. The machine diameter is selected as per the buyers order, which means lower diameter for kids garments and higher diameter for larger sizes. These Circular Knitting Machines are used for making body of T-Shirts, interlock or rib designs. FLAT KNITTING MACHINES: There are 5 flat knitting machines used for making Collars and Cuffs at a time. The company uses programmed floppies for various ribs. Due to the software present inside the machine, rib designing can be done in the machine itself. Process of Inspection: There are two types of Inspection, which is carried in the process.
One at the grey stage. Other one is after dyeing stage.
Types of defects, which are inspected after Knitting is
Thick line Slub hole Knitting hole Tuck up
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- Needle line - Loop drop etc. BATCH PREPARATORY DEPARTMENT

Department head: Mr.Pramod This department helps the company in taking its foremost step towards maintaining global quality. Here batches are made as per the orders and care is taken while batches are prepared, because orders of same colour and sizes should come in same batch otherwise chances of mixing are there. Once the fabric is knitted it is bought in the form of rolls to this adjoining department and sent to the dyeing department in the form of batches. The fabric Roll is weighed 100% checking of Fabric Rolls To reversing the fabric Rolls by blow vacuum machine Fabric Roll is then kept as order wise To record the details of each checked Rolls
Fabric composition Weight of Roll Lot size Date Type of fabric etc
DYEING DEPARTMENT
In this department the fabric takes its true colours. This department is sub divided into
Dye lab Dye kitchen Dyeing section
Department heads: Mr.Balerao & Mr.Basheer Ahmed
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If the order for a shade is new then that shade is developed in the laboratory And a lab dip is prepared which is send to the customer for its approval On customers approval the recipe is made for the bulk production i.e. dyeing
The fabric undergoes following procedure in this department
Loading
Pretreatment Drying
Dyeing
After treatment
Un loading
Squeezing
Wet spreader
Compacting
Inspection \ Quality Control
Bulk Dyeing Process: The process of Bulk Dyeing takes place in nine stages Scouring
Bleaching Dyeing Washing Neutralization Soaping Washing Fixing Softening
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Main Functions of Dyeing Department: Planning and Co-ordination Quality control Productivity Cost control Testing
Cost effectiveness Suitability of illumination Computer aided tool for keeping good control over all the shades i.e. through Spectro Photo Meter to match the colour of the fabric
FINISHING DEPARTMENT
The Finishing Department is adjacent to the Dyeing department and is equipped with all modern machinery. The fabrics which are dyed are passed on to this department.
Functions:
To remove the water from fabric To dry the fabric To give a well finished fabric to Inspection To remove shrinkage
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To set the required GSM of the circular fabric To remove all the ridge marks
FABRIC WAREHOUSE
Department head: Mr. Sripad The Warehouse accommodates a large amount of fabrics belonging to different stages of production cycle. MACHINERY: The Samsun weighing machine which can weigh from 400 gms to 130 Kgs of fabric.
WORKING PROCESS: -Here, records of the fabric are kept with regard to Order no., Batch no., Customer Color Bale no., finished dia., length and actual weight. -Before keeping the fabric in the warehouse, shrinkage tests are done. -If shrinkage is more than 7%, then the lot size is not accepted and is put into inquiry.
PATTERN MAKING \ SAMPLING DEPARTMENT
Department head: Mr. Mathew
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Pattern Master: Mr.G Kumarswamy The Sampling section has to design the structure of the garment according to their buyers order and assign the cutting department to make the design of the garment as match with its buyers order. Once the sample as approved, bulk production starts. Types of Samples: New development \ Proto sample Size set sample Pre-Production sample Salesman sample
Once the gets approval, the final pattern is made which would be used for the cutting purpose. Process of Sampling: Pattern Making
Cutting Stitching Finishing\ Pressing
Checking
CUTTING DEPARTMENT
Department head: Mr. Chauhan Sub head: Mr.Raju Chaugale
There are three ways in which the cutting process is takes place
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Computerized cutting machine (Beirrebi machine) Lay cutting machine Hand cutting For hand cutting, the company has temporarily employed Piece Work Contactors for bulk orders. These contractors are fully skilled and specialists in Knits cutting, Stiching & Printing works. The company will employ these contractors from Bangalore, Tirupur and Chennai.
There are two types of patterns in T-shirts
Polo shirts are those which have collar placket T-shirts are those in which have round neck
EMBROIDARY SECTION
Department head: Mr.Rajan In this section, the garments get their identity in a way as most of the logos are embroidered here. The portion where the logo or the embroidery is supposed to come, is marked and accordingly the rim is placed and the embroidery is done by the machines. The department has collection of floppies with the programs for logos and designs of different buyers. The designs are stored in floppies and sent to the company by buyers or vendors. The embroideries are done here for samples as bulk production. To embroidered the pieces as required to the buyers order. There are 18 pieces embroidered comes out at a time.
SEWING DEPARTMENT
Department head: Mr.Sinha (Production Manager)
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Production Executive: Mr.Peera, & Mr.Prashant.Patil- Executive Quality ControlDept. Sewing is divided into two departments
Sewing Preparatory & Sewing Line
Sewing preparatory department:

In this department, the plackets are marked and stitched in the front panel and the moon-patch with labels as per the buyers requirement in the back panels. Cuffs are also attached to sleeves and various other functions are done according to the style of the garment. Functions: Supervisors who keep a track of what the workers are doing. To check whether the position of labels and pockets are proper and guide the operators accordingly. The department also has a machine for printing with heat pressing, which is used to print logos or company name on the required panels. A yellow card is hanged at each machine, which shows how many pieces the operator has been able to produce in a day and whether he has been able to meet the targets. The checking section of this department is maintained and record the number of pieces is inspected is updated.
Sewing Department \ Sewing Line:

In this department the various garment parts are assembled, top stitched and various finishing touches are given as per the buyers requirement. Function: Based on the orders placed by the buyer, line setting is done in the production. There are 6 sewing lines in this department. Now the company has planned to purchase new sewing machines, because of more number of orders. Each line is given a target of number of pieces, which they should produce.
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At the beginning of each line loading is done. The department is equipped with Switch track handling system and Single line assembly system is followed.
PACKING DEPARTMENT
Department head: Mr. K.H.Mogali (Ware house In charge) Three ways of Packing process:
Functions:
Same colour same size Same colour and assorted sizes Assorted colour and assorted sizes
To make Final packing. To packed into Cartons. To maintaining the records of pieces packed in X,Y,Z Report system. The Packing department prepares the X & Y reports. The warehouse department prepares the Z-report. The X report takes into consideration the goods received by the department. The Y report takes into consideration the goods packed during the day. The Z report considers the goods sent to the Warehouse department and is maintained by the same. The garments are packed in Cartons in lots of 10 or 6 pieces as per the buyers requirement. Documents required for Shipment are
AEPC (Approval Exports Packing Council) Endorsed Shipping bill. Duplicate \ carbon copy of VISA. Commercial Invoice. GR Form. TC Sample
4 copies of Invoice:
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For the department copy For accounts copy For the gate pass copy For buyer copy
MARKETING DEPARTMENT
-The head office of theMarketing dpartment is situated in Mumbai. -The work of a marketer is to develop new markets. -To make strategies by understanding the ups and downs in the market. -To make sales projections and to co-ordinate with the team. -To understand the requirement of the buyer and try to satisfy their needs and wants. -To prepare Samples for the buyer as per their Specifications (Buyer specifications). -To make purchase order which gives the details of the garment regarding measurements, packing, tagging, stitching and dispatch or delivery.
MERCHANDISING DEPARTMENT
Department heads: Mr.F.K.Shah, .Merchandisers: Mr.Vicky, Mr.Ramanan, Mr.Gopal, Ms.Shweta & Ms.Deepti This is the main office of the company and even the Vice Presidents as well as the General Managers offices are located inside this office. Functions: This department handles an important task as there work starts after marketing work is over. Merchandisers are the co-ordinates between the buyer and production team. They arrange to send the samples to the buyer at the time of final order. They have to monitor the progress of order availability of fabric accessories etc.
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If any changes specified by the buyer during production of buyers order, they have to inform to the concerned development have to document it. They keep the buyer informed about the status of the order. To ensure timely delivery of order.
STORES DEPARTMENT
Department head: Mr.Vasant (Stores In charge) Sub head: Assistants: Functions: To store the materials as order wise. To maintain 3%excess of materials. This has maintained Racks in which buttons, labels, threads and various accessories belonging to the particular buyer are kept in their respective Racks. When an order is placed, the company for bulk production orders garments accessories, which are then sent to different departments according to the targets and requirements of the day. To make Production Order Sheet on the basis of amount of order placed with Campbell. To prepare Material Requisition Form. To prepare Bin cards according to the receivable of goods. To prepare Line Order Report according to the supply of materials. To prepare Goods Inward Invoice. To stores Imported machine spare parts. It also stores the stationeries. House keeping materials are also kept in the stores. Also stores the requirement of Sewing department. Mr.Sunil Mr. Nagesh, Mr.Mahesh, Mr.Kiran and Mr.Sameer.
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PURCHASE DEPARTMENT
Department head: Mr.Arun To purchase materials required. To procurement of raw materials. To maintain the indents. To maintain printed format for Purchase order. Sending purchase order to concern supplier. To give instructions to purchase officers. To importing materials as per buyers advice. To check the orders placed. To maintain regular Inventories. To pass the bill for payments. To follow up of materials which purchased. If any rejections, to debit the material to supplier. To check the quality and quantity of materials. After approval accounts department for payment raises the bill. To setting the Price.
PRODUCTION PLANNING DEPARTMENT

Department head: Mr.Prashant.Patil To plans and assign the work flow for each department till it is dispatched. Fixing of assembly lines based on the quantity and styles. To getting the flow of orders smoothly. To inspect the procedure of production. Production Planning is done both at Macro and Micro level and it starts at the end of every month
Macro Level: At macro level a budget is prepared for the next month, where after looking at what orders we have and pending orders with us, we plan for what to produce for the whole month. Then we calculate the utilization and
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cost and profitability of it. So as to get a rough estimation. Then planning for each party is done separately and a budgetary control system plan is made for them, which help us to understand the profitability of individual, as the material required by him right from yarn to packing.
Micro Level: Micro level looking at the order of different sizes and quantity and after analyzing the sample which we have send to the buyer gives us a fair idea that how much material is required for its manufacturing.
It is also taken into consideration that how much time the lot takes under production.
MAINTENANCE DEPARTMENT
Department heads: Mr.Biradar. Sub head: Mr.Mehta. It keeps a track of all the machines in the company. If any machine does not work, then the technicians change it with a spare machine or repair it then. To check and verify the imported machines. To check each machines, whether they are properly working or not. The department works on all seven days.
ACCOUNTS DEPARTMENT
Department head: Mr.Mahiskar Accounting is a Service department in the company. Cash Management.
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Day today Accounting of business transactions. To assess Purchase, Sales and Stockholdings. Collection of sales. Inventory control To maintain Factory account. This is divided into Three major parts
Accounting Finance Costing
Payroll System To set of goods of accounting.
ORGANISATIONAL CLIMATE
Motivating people for a short period is not very difficult crisis will often do just that, or a carefully planned special event. Motivating people over longer period o time, however, is far more difficult. It is also far more important in todays business environment
Organizational climate relates to the internal functioning of systems. Various components of the internal environment constitute organizational climate. The climate consists of characteristics that describe and distinguish an organisation from other organizations. The climate influences the behavior of people working within an organisation. Organizational climate is affected by the style of management, organizational policies and general operating procedures. A simple definition of organizational climate is: "Elements of the work environment that may be measured by the way organisation deals with its personnel audits social and task commitments." Litwin and Stringer identify six factors of climate: 1.Structure the organisation's constraints, rules, regulations and red tape.
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2.Individual Responsibility the feeling of being one's own boss." 3.Rewards the feeling of being adequately and equitably rewarded by the organisation. 4.Risk and Risk taking the degree of challenge and risk in the work situation. 5.Warmth and Support the feeling of helpfulness and good fellowship in the job setting. 6.Tolerance and Conflict the degree of confidence with which the internal climate of an Organisation can tolerate differing opinions. The factors influencing organizational Climate may include: (a) The manager's active interested developing subordinates; (b) Compliance with the organizations procedures; (c) Concern for training new incumbents; (d) Employee autonomy and (e) Boosting employee morale and job satisfaction.
Organizational culture refers to the shared realities, values symbols and rituals held in common by members of an organization that contribute to the creation of norms and expectations of behavior. The perception of this atmosphere, which is how it feels to be a member of the organization. It is often referred to as organizational climate. While organizational climate can be a powerful influence on individuals expectations, behavior and performance, the effect of the organizational context naturally may vary across organizations and may affect individuals or groups in the same organization differently. The organizational climates experienced by our respondents in all the departments and explore any differences in perceptions of organizational climate between peoples. On a more positive note, these environments are also described as stimulating, effective and accountable. On the negative side, they also indicated a climate of low morale and a lack of nurturing.
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Organizational climate, or organizational culture, sometimes also called organization ideology refers to a pervasive way of life and a set of norms. In organizations there are deepset beliefs about the way should be organized, the way authority should be exercised, how people should be rewarded, and how they should be controlled. The culture of an organization can sometimes be visible in its building and its offices. It can be manifest in the kinds of people it employs, the kind of career aspirations they hold, their status in the society, their level of education and their degree of mobility. A large research university will have a culture quite different from that of a manufacturing firm or a retail store. Different kinds of libraries have different cultures, reflecting the environment in which they are placed.
HUMAN RESOURCE CLIMATE

An organization may be a manufacturing firm, a business concern, an insurance company, a government agency, social organization, hospital, or any other groups. It may be small or large, simple or complex. An organization is a human grouping in which work is done for the accomplishment of some specific goals \ missions. The resources by themselves will not help the organization to accomplish the objectives, unless there is an effective co-ordination and utilization of these human resources and nonhuman resources. The principle component of an organization is its HR or people at work. It is this HR, which is of paramount importance in the success of any organization. No industry can be rendered efficient so long as the basic fact remains unrecognized that it is principally human. It is not a mass of machines and technical processes, but a body of men. Its body is not an intricate maze of mechanical devices but a magnifies nervous system.
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People at work comprise of large number of individuals of different gender, age, socioeconomic groups and different educational \ literacy standards. The work of these individuals is governed by various factors that can lead to either efficiency or not. Among the environmental factors that influence work behavior are various organization elements (authority, responsibility, rules and regulations, teamwork adaptation to change, communication, training and development, job satisfaction, rewards and recognition etc.) People come to work with specific motives to earn money, to get employment, to have better prospects in the future, to be treated as human beings while at place of work. The management must therefore be aware not only of the organizational but also employees needs and should create an environment where in the employees would be able to work with more enthusiasm and dedication with a feeling of belongingness towards the company. The work environment must be conductive to encourage participation of employees, recognition of their good work and other amenities. It would always be of an advantage to know the views of employees regarding the HRclimate in the company. Various dimensions from a part of climate in the company that can motivate an employer if favorable or vice-versa. The company can take these data into view and can use it to: Facilitate development and organizational change. Allow the organization to focus on needs and leverage its strength. Provides management with employees positive and negative feedback on the internal health of the company. To measure the impact of current programs, policies and procedures. Can be used to motivate employees and improve job satisfaction.
A company will be at the horizon of success when it strikes balance in managing its human resources efficiently and is constantly trying to create a friendly environment and aim to procure excellent results with collaboration and active involvement in the companys activities.
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HUMAN RESOURCE MANAGEMENT IN CAMPBELL KNITTWEAR Ltd.
HIERARCHICAL LEVEL OF HUMAN RESOURCE DEPARTMENT
FACTORY MANAGER Mr.R.S.PATIL
WELFARE OFFICER Mrs.BHARATHI

41 CANTEEN SUPERINTENDENT
TIME OFFICER Assistants One per Shift
PROGRAMMER PAY ROLL
SECURITY SUPERINTENDENT SECURITYGUARDS
FUNCTIONS OF HUMAN RESOURCE DEPARTMENT

Looking after wages / salaries and overtime. Handling Labour grievances like
Provident Fund Claims Gratuity etc
Dealing with legal matters. Recruitment. Preparing daily manpower report. Maintains the attendance for the employees. Records the daily incoming and outgoing time of all the employees. To distributing Punch Cards to all workers and operators. To make new appointments and new payments.
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To taking care of welfare activities and training for the employees. All grievances and sanctioning of leave is done by this department. To keeping emergency gate passes for employees.
ROLE OF HUMAN RESOURCE

RECRUITMENT & SELECTION PROCEDURE:
Recruiting surrounding rural area young girls and boys. Minimum qualification : SSLC Passing of the Dexeterity, Threading and Medical tests. In dexeterity test they check Accuracy Hand movements Colour Identification Neatness
This above tests 2 minuets 30 secs time is required.
TRAINING AND DEVELOPMENT:
Training Programmes conducted by CKL

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Self development and effective living: conducted for Supervisory staff in 1997. HRD Training: For Supervisors, Executives and Managers conducted in 1998. Manav Association Of Belgaum Dist., meet held in CKL in 1999. In House Training program for Workmen held in 2000
The Training Process:
Assess Training Needs
Analyze Job/skills/Tasks
Specify Aims & Objectives
FEEDBACK
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Determine content & nature of training (After consideration of learning process outcomes & Principles)
Conduct Training
Collect Evaluation Data (Using appropriate procedures, e.g. end of course test/questionnaire; Assessment of job performance)
INDUCTION:
Whenever employee joins organization, it is the responsibility of the HRD department to take appropriate measures for arranging induction programme. This induction programme is to help the new employee to become aware and understand the company, its structure, philosophy, products, general conditions of company policies, discipline, practices, rules and regulations and other amenities and facilities. The following arrangements to be made by the HRD department: Seating arrangement: If eligible, arrangement for office/residence,internal /external phone connections along with telephone directory. Stationary, if required. HRD Department has to inform the security department about the employees joining and providing all the documents such as rules to the employees etc.
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STATUTORY BENEFITS:
All the eligible employees are covered under Employees Provident Fund scheme, Insurance and are also provided Mediclaim facility
COMPENSATION:
The compensation discussion is done at the time of HR interview. In addition to the gross salary employees are eligible for statutory benefits like Gratuity, PF and Mediclaim facility
PERFORMANCE MANGEMENT: Once in a year they are conducting Performance Appraisal. Company is making increments according their performance. It firmly believes that the assessment and correct evaluation not only facilitates the determination of the employees level of performance and achievements, but also gives an opportunity to the employees t bring in brilliant ideas and innovations. The company records performance assessment essentially from the point of view of employees development and career progression.
HR PRACTISES AT CAMPBELL KNITTWEAR LTD

WELFARE MEASURES:
Canteen Facility: The Company maintains a full-fledged subsidized Canteen for all to provide healthy food and snacks. The facility is opened on fixed timings on all working days. Medical Facility: Medical Attention available at factory premises. Safety Measures: The company will provide workers/employees to Hand glows, aprons, goggles, Masks, Shoes and Safety belts. Transportation Facility: Free transportation facility for workmen.i.e one-way transport facility is provided. If workers will have do over time duty, then they have provided free transportation facility of both ways.
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Gratuity Scheme: All the permanent employees are covered under Gratuity scheme. Gratuity will be admissible only after completion of qualifying service for Five years.
UNIQUE HR- PROCEDURES:

Recruiting rural, agricultural background Youngsters. Training them to handle world class machines. Self service canteen. 100% Women employees recruited under apprentice. Employed Deaf & Dumb, Widows and family separated persons. Arranged a common Picnic for all employees. Conducting Senior citizen of the village & Works committee of employees regularly.Hence There is No Trade Union in the company.
COMMUNITY DEVELOPMENT PROGRAMMES:

Drinking water facility to Marihal village. AFFORESTATION OF 50 ACRES OF LAND. BLOOD DONATION CAMPS ORGANIZED. CONTRIBUTED TO ORISSA RELIEF FUND ( ONE DAY SALARY).
COTRIBUTED TO GUJARAT EARTHQUAKE RELIEF FUND.
PROJECT DESIGN
INTRODUCTION This section clearly explains the objectives of the study, the methodology and the tools used for data collections, sampling plan, plan of analysis and limitation of study. TITLE OF STUDY Evaluation of Human Resource Climate at Campbell Knitwear Ltd.
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OBJECTIVES OF THE STUDY To understand the views of the employees and how they perceive the organization along with different dimensions. Identifying the needs of employees and leverage the companys strength. To know the requirements of employees to perform better in their execution of their work. To understand the response on the various dimensions in different departments of the company. METHODOLOGY OF THE STUDY Sample profile For the survey, sample size of 25 Staff level of employees were to be covered at the various departments of the company to be completed within the stipulated time period.
Tools for data collection
The research instrument used for the study was a structured questionnaire with mix majority of Closed ended and Open-ended questions. Closed 0ended questions, asked user to respond on a scale, from Always, Sometimes, and Never. The method used to conduct the survey was random sampling. The employees did not have feeling of insecurity towards the questionnaire, as they were not asked to write their names and Designations and gave them freedom to come out with their true feelings and suggestions. But some employees are fear to response some questions. AnPother instrument used for the survey was an unstructured interview of the entire respondent in the sample size.
Field Work After the approval of the questionnaire, was carried out at all
departments of the company.
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Each questionnaire was deposited with the respondent for While collecting the questionnaires an interview was conducted
maximum period of 1-2 days and was asked to fill the data at leisure. with every respondent to elicit their view, which proved to be better as sometimes the points were not put on the paper. Data Analysis A simple coding system was designed as the questions were ranked according to a numerical scale and the same scale was used as a code. I have mentioned data interpretation in table only. Proportion of respondents answering for each category of each dimension was Calculated. The findings and suggestions are also considered. Sampling plan The questionnaire was distributed in all departments of the company. Randomly the Respondents were selected in each department for the survey.
LIMITATIONS:
The sample size selected only 50% of the staffs working in the company. Interaction with some department was not possible, due to constraints of time and distance. Because the Marketing department of the company situated in Mumbai. Some respondents were hesitant to give out information on the paper. Some questionnaires were not received back due to the pre occupied OR busy schedules of the respondents. Findings of the study are based on the assumption that the respondents have been honestly given real information.
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QUESTIONNAIRE DESIGN AND DESCRIPTION

The questions in the questionnaire were designed based on the various dimensions, which play a critical role in maintaining a favorable environment in the company. The responses will help to know how the employees perceive the company along with various dimensions. There are about 1 to 3 questions on each dimension and for this survey 15 dimensions were considered. Three-pointer scale was used to measure the response for the questions, like Always, Sometimes, and Never. Below shown are the various dimensions and the related questions to them
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Teamwork Environment Job Satisfaction Flexibility Quality Change Communication Training & Development Compensation Responsibility Performance Management Welfare Facilities Work Load Motivation Technology & Equipments ANALYSIS BASED ON DIMENSIONS RATING SCALE: Always (1) Sometimes (1) Never (1)
Q.1 & Q.6 Q.2 & Q.15 Q.3 & Q.19 Q.4 & Q.14 Q.5 & Q.9 Q.7 & Q.28 Q. 8 & Q.20 Q.10 & Q. 16 Q. 11 Q. 12 & Q. 17 Q. 13 & Q. 18 Q.21, Q.25 & Q26 Q. 22 Q.23 & Q.24 Q.27
TEAMWORK
1.Do people from other departments co-operate and co-ordinate while working with you?
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RATINGS ALWAYS SOMETIMES NEVER
PERCENTAGE 58 42 0
TEAM WORK
NEVER 0% SOMETIMES 42% ALWAYS 58%
ALWAYS SOMETIMES NEVER
6.Are you recognized for your contribution when you are in a team?
PERCENTAGE 40 60 0
52
TEAM WORK
NEVER 0% ALWAYS 40% SOMETIMES 60% ALWAYS SOMETIMES NEVER
ENVIRONMENT
2.Does your job offer scope to realize your ambition and aspiration?
RATINGS PERCENTAGE ALWAYS 48 KLSs INSTITUTE OF MANGEMENT EDUCATION AND RESEARCH SOMETIMES 40 NEVER 12
53
ENVIRONMENT
N 12% A 48% A S N S 40%
15. Are you given time support to take care of personal commitments?
PERCENTAGE 25 71 4
54
ENVIRONMENT
N 4%
A 25% A S N
S 71%
JOB SATISFACTION
3.Does your job make good use of your skills and abilities?
55
PERCENTAGE 52 44 4
JOBSATISFACTION
N 4% A S 44% A 52% S N
19.Do the conditions in your work area allow you to be highly productive?
PERCENTAGE 39 57 4
56
JOB SATISFACTION
N 4% A 39%
A S N
S 57%
FLEXIBILITY
4. Do you take decision incase of absence of superiors?
57
PERCENTAGE 33 50 17
FLEXIBILITY
N 17%
A 33% A S N
S 50%
14. If you feel that your job can be done in a better way, are you allowed to express your views?
58
PERCENTAGE 58 38 4
FLEXIBILITY
S 38% A S N
N Other 4% 4%
A 58%
QUALITY
5. Do you check your work for errors or any possible improvements all the time?
59
PERCENTAGE 83 17 0
QUALITY
S 17%
N 0%
A S N A 83%
9. Do you postpone the execution of service or delivery of goods, if not convinced of quality?
60
PERCENTAGE 54 38 8
QUALITY
N 8% A S 38% A 54% S N
CHANGE 7.Are you informed about changes related to you?
PERCENTAGE 36 48 16
61
CHANGE
N 16%
A 36%
A S N
S 48%
28. Do you have information about all the activities that go on in your organization?
PERCENTAGE 22 65 13
62
CHANGE
N 13%
A 22% A S N
S 65%
COMMUNICATION
8.Do the employees of the concerned department attend queries promptly?
PERCENTAGE 36 60 4
63
COMMUNICATION
N 4% A 36%
A S N
S 60%
20. Does the exchange to information between inter departments help to get immediate response?
PERCENTAGE 40 60 0
64
COMMUNICATION
N 0% A 40% A S S 60% N
TRAINING AND DEVELOPMENT
10. Do the training programs provided to you meet your needs for current job?
65
PERCENTAGE 23 59 18
N 18%
A 23% A S N
S 59%
16. Are training sessions providing by the company informative and productive?
PERCENTAGE 38 45 17
66
N 17%
A 38%
A S N
S 45%
COMPENSATION AND REWARDS
11.Are employees appreciated or rewarded for their accomplishment and excellent work?
67
PERCENTAGE 25 62 13
COMPENSATION AND REWARDS
N 13%
A 25% A S N
S 62%
RESPONSIBILITY
12.Do wait for instruction for job, or take responsibility and go ahead?
RATINGS PERCENTAGE ALWAYS 35 KLSs INSTITUTE OF MANGEMENT EDUCATION AND RESEARCH SOMETIMES 56 NEVER 9
68
RESPONSIBILITY
N 9% A 35% A S N S 56%
17. Do your personal opinions and obligations; come in way of your professional responsibilities?
PERCENTAGE 8 50 42
69
RESPONSIBILITY
A 8% N 42% A S N S 50%
PERFORMANCE MANAGEMENT
13. Should work and behavior feedback be considered for promotion decision?
70
PERCENTAGE 61 39 0
N 0% S 39% A 61%
A S N
18. Does performance feedback help you to overcome your weakness?
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PERCENTAGE 65 35 0
S 35%
N 0%
A S N A 65%
WELFARE FACILITIES
21.Does the quality of food provided by the company meet your expectations?
72
PERCENTAGE 32 24 44
WELFARE FACILITIES
N 44%
A 32% A S N S 24%
25. Does the dispensary have sufficient stock of required medicine facilities?
73
PERCENTAGE 32 27 41
WELFARE FACIITIES
N 41%
A 32% A S N S 27%
26. Is cleanliness of the regularly looked after?
74
PERCENTAGE 83 13 4
WELFARE FACILITIES
S 13%
N 4%
A S N A 83%
WORK LOAD
22. Do you have sufficient time for your job \ work requirement?
75
PERCENTAGE 30 66 4
WORK LOAD
N 4% A 30% A S N S 66%
MOTIVATION
23. Does the company motivate you for good work in terms of transfer, promotions, bonus etc?
76
PERCENTAGE 27 50 23
MOTIVATION
N 23%
A 27% A S N S 50%
24. Does the company provide you any compensation for the family in terms of housing loans, Educational loans, vehicle loans etc?
77
PERCENTAGE 14 14 72
MOTIVATION
A 14% S 14% A S N N 72%
TECHNOLOGY & EQUIPMENTS
27. The technology and equipments used in the company is to be modernized?
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PERCENTAGE 67 33 0
TECHNOLOGY AND EQUIPMENTS
S 33%
N 0% A S N A 67%
FINDINGS
A biggest advantage of the company is that there is no trade union in the company this shows that the family culture prevailing between them Presently the company is well know for the group images it has been standing for a period of ten years
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Training facilities are being given as so as to make them feel comfortable with the job and improve over the aspects such as their knowledge and therefore contributing to the company at large Some of the factors for the company progress are Planning, implementation and feedback Use of technology Wastage control Control on unnecessary expense
As there no provision for ESI in the area where the factory is located ,therefore the company takes care for the expenses for the medical expenses Transportation is major challenge as it the factory is located at a remote area therefore the companys is providing the employees with transportation There is a lot coordination between the staff and the workers and the whole company works like a single family The basic facilities such as canteens in a bad state as it is not systematic, unhygienic and not properly managed As the company is Export oriented it has a very good impact over the workers as they feel a sense of pride as they are part and partial of the company The company believes to live as a family therefore HRD department takes care of grievances of family mostly regarding the ladies who are employed in the firm marriage problems, education of children and many such problems It is being absorbed that the some of the workers have a part time job and they do it after completing their job in the factory reasons being as they cant afford with the salary provided by the company
Suggestion
The salary seems to very low compared to the other industries and therefore the management should do something regarding the same. The company has to cope up with the global market.
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Canteen is not in a good state therefore care should be taken to improve on the taste, hygiene, and overall a better canteen to enjoy refreshment.
There should be good communication between the different departments. i.e. the employee and employer should not have any misunderstanding.
Some of the staff feels that they need privacy and a non disturbing environment to concentrate on the work therefore they can be provided with separate cabins.
The doctor should be stationed at the company premises as most of them believe that it becomes easy to access in case of emergency.
Training should be given to employees regarding the companys Vision, Mission and objective.
As the employees are interested in learning to grow with training programs like export and import, personality development, intense training and other technical training , so such training sessions should be conducted regularly.
Special welfare facilities should be provided which acts as a motivating factor and helps the worker for better performance.
Fun week should be organized twice a year or any other get together functions should be organized so as to have a strong social relations .
Transportation rules are adamant therefore care should be taken for more flexible rules to be made.
CONCLUSION
The Whole survey conducted was under a most important objective was to evaluate and understand the aspects of the human resource department .The survey and the
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interaction with the top brass of management made it very clear that the company have a very good brand name as well as a very good relation with the employees, the companys environment (physical) makes the workers more appealing to work and in a perfect environment and to the maximum benefits As the company is already global they have taken care as to have minimum rejections, and which they are already doing well. The employee takes special care while working as they feel that it is not a company but a family together. Regarding the various department there is no communication gap and thus reduces confusion. As there is a large number of lady workers and as well as men, there is a cordial relationship that they have maintained without any problems
Bibliography
Personnel management C.B.Memoria
Reports and Journals Web sites: www.indiangarmnts.com
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www.orgclimate.com www.campbellknitwear.com www.google.co.in
ORGANISATIONAL CHART
CHIEF EXECUTIVE OFFICER ch Mr. Babu Naik
VICE PRESIDENT Mr. F. K. Shah
GENERAL MANAGER Mr.A.B.N. Patel
FACTORY MANAGER Mr.R.S. Patil
KNITTING MANAGER
MERCHANDISING MANAGER
MAINTENANCE MANAGER
PRODUCTION MANAGER
PURCHASE MANAGER
ACCOUNTS MANAGER
SUPERVISOR
SUPERVISOR
SUPERVISOR
SUPERVISOR
SUPERVISOR
SUPERVISOR
83

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Karnataka law societys

INSTITUTE OF MANAGEMENT EDUCATION & RESEARCH BELGAUM

To Evaluate Human Resource Climate in Campbell Knitwear Ltd

Under the guidance of Dr. Sachin Kamble

KLSs INSTITUTE OF MANGEMENT EDUCATION AND RESEARCH