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    Knitted Garments &amp HRM

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    The document discusses the knitted garments industry in India and the Tirupur cluster in Tamil Nadu. It focuses on the labor force, nature of work, and organization structure at knitwear companies. It then summarizes the focus of HR departments on quality management, recruitment/selection processes, lack of trade unions, appraisal methods, training programs, and outsourcing practices. Suggestions are made to introduce better performance-based appraisal and rewards to improve employee motivation.

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    Knitted Garments &amp HRM

    Uploaded by

    viggyscribd
    50 views18 pages
    The document discusses the knitted garments industry in India and the Tirupur cluster in Tamil Nadu. It focuses on the labor force, nature of work, and organization structure at knitwear companies. It then summarizes the focus of HR departments on quality management, recruitment/selection processes, lack of trade unions, appraisal methods, training programs, and outsourcing practices. Suggestions are made to introduce better performance-based appraisal and rewards to improve employee motivation.

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    Knitted Garments & Hrm

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    The document discusses the knitted garments industry in India and the Tirupur cluster in Tamil Nadu. It focuses on the labor force, nature of work, and organization structure at knitwear companies. It then summarizes the focus of HR departments on quality management, recruitment/selection processes, lack of trade unions, appraisal methods, training programs, and outsourcing practices. Suggestions are made to introduce better performance-based appraisal and rewards to improve employee motivation.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    50 views18 pages

    Knitted Garments &amp HRM

    Uploaded by

    viggyscribd
    The document discusses the knitted garments industry in India and the Tirupur cluster in Tamil Nadu. It focuses on the labor force, nature of work, and organization structure at knitwear companies. It then summarizes the focus of HR departments on quality management, recruitment/selection processes, lack of trade unions, appraisal methods, training programs, and outsourcing practices. Suggestions are made to introduce better performance-based appraisal and rewards to improve employee motivation.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 18

    KNITTED GARMENTS & HRM

    MYTHREYA
    ELDHO
    JAI
    JITHENDRA
    KANNIGA
    KAVITHA
    INDIAN KNITTED GARMENTS INDUSTRY
    • 4% of country’s GDP &
    14% of country’s industrial
    production & total exports
    of India
    • The value chain comprises
    of spinning, weaving,
    knitting and garmenting
    • Tirupur (Tamil Nadu),
    National Capital Region
    (Delhi, Gurgaon and Noida
    TIRUPUR CLUSTER
    • Vibrant centre of activities
    related to knitwear
    • The price of seed cotton for the
    state is fixed at Tirupur exchange
    • The first knitwear unit in the
    town came up in the year 1925
    • 30 to 35 per cent of the
    production of Tirupur is fashion
    garments and the rest can be
    considered as basic garments
    • Leading international brands
    LABOR FORCE
    • Migratants from 18 southern
    districts of Tamil Nadu and Kerala
    • Women workers are employed in
    large numbers in exporting units
    involving them in stitching, folding,
    checking and packaging jobs
    • Helper, machine operator,
    supervisor and foreman
    • Right to association and other trade
    union rights, though legally exists
    but at the enterprise level there is
    no trade union in Tirupur
    • Wages
    • Shortage of Labor
    NATURE OF WORK
    • Manufacture and Export
    of Knitted and Woven
    Garments
    – Merchandising
    – Fabric
    – Laboratory
    – Shaping
    – Production Infrastructure
    – Sewing
    – Trimming
    – Finishing
    ORGANIZATION STRUCTURE
    • Size
    – SME
    • Growth over the years
    • Employee growth
    • Current strategic Focus
    • Other Issues
    FOCUS OF HR DEPARTMENT
    • The main functions of the HR
    department at Mail Hosieries are
    establishing, implementing and
    maintaining quality management
    system in the company.
    • The major sub-functions of the HR
    department are,
    – Coordinating with the relevant department
    – Conducting training and awareness to all
    employees
    – Conducting review meetings as and when
    necessary
    – Liaison for certification bodies
    • Staffing
    • Safety and Health
    • Child/Forced Labor
    Recruitment Practices

    • No child labour
    • Strictly recruits only those who have 18yrs
    completed
    • No descrimination based on age, caste, religion
    and gender
    Selection Procedures

    • ‘Right person to the right job’


    • Selection committee takes the final call
    • Main duties include – correspondence,
    records, follow-up
    Role of trade Unions

    • No trade unions are specifically adopted for the


    company
    • Problems are sorted by direct discussions by
    the employee with the management.
    APPRAISAL METHODS

    • Twice a year bonus is


    given to employees.
    – Unskilled lobour – legally
    accepted
    percentage(fixed by the
    government)
    – Skilled labour – based on
    their performance in the
    financial year
    TRAINING
    EMPLOYEE RETENTION AND ENGAGEMENT
    METHODS
    • Mail hosiers does not
    have volunteer
    retirement scheme to
    avoid early retirement
    of employees
    • No specific employee
    engagement methods
    done
    OUTSOURCING
    • As minimal HR work is
    done in the company
    and the number of
    employee are less there
    is no need for
    outsourcing
    LEARNINGS AND SUGGESTIONS
    • Understanding of the • Can introduce better
    knitted garments appraisal methods
    industry and its HR • More performance based
    functions bonus and rewards will
    • Child labor improve motivation
    among employees
    • Training across different
    sections would help
    increase in job satisfaction
    among employees

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