Analysis of HR Policies and Implementation at Pakhi Garments

This report, prepared for the National Institute of Fashion Technology, Hyderabad, examines the Human Resource Management policies and their practical implementation at Pakhi Garments. It provides a comprehensive overview of the company's HR practices, including recruitment and selection based on skills and attitudes, and detailed procedures for induction, placement, and job rotation. The report also covers performance appraisal policies, counseling, career planning, and succession planning, all aimed at aligning individual and organizational goals. Furthermore, it delves into training and development initiatives, the Human Resource Information Management System (HRIMS), retirement planning, job enrichment strategies, and the use of exit interviews. The study highlights the company's commitment to employee development, fair treatment, and the overall enhancement of organizational performance, with a strong emphasis on continuous improvement and the alignment of HR practices with business objectives. The report underscores the importance of HR policies in ensuring consistent treatment, promoting employee motivation, and resolving conflicts within the organization.

National Institute of Fashion Technology,
Hyderabad
Human Resource Management
Assignment-1
Document
On
“HR POLICIES AND ITS IMPLEMENTATION
AT
PAKHI GARMENTS”
Under Guidance of:
Dr. Rajani Jain Ma’am
Submitted By:
Trikarsh Mishra
Rohit Pakhale
Yash Aggarwal

Acknowledgement
We would like to express our special thanks of gratitude to
our teacher Dr. Rajani Jain Ma’am who gave us the golden
opportunity to do this wonderful project on the topic
“HR POLICIES AND ITS IMPLEMENTATION AT PAKHI
GARMENTS” which also helped us in doing a lot of Research
and we came to know about so many new things, We are
really thankful to her..
Secondly we would also like to thank our parents and friends
who helped us a lot in finalizing this project within the limited
time frame.
NIFT Hyderabad | HRM Assignment 1 Page 2

COMPANY PROFILE
Registered in 2010, Pakhi Garment has made a name for itself in the list of
top suppliers of in India. The supplier company is located in Ludhiana, Punjab
and is one of the leading sellers of listed products. Manufacturing of Shirts and
Trousers are under the category of readymade Garment industry. Readymade
garment industry has occupied a unique place in the industrial scenario of our
country by generating substantial export earnings and creating lot of
employment. Its contribution to industrial production, employment and export
earnings are very significant. This industry provides one of the basic necessities
of life. The employment provided by it is a source of livelihood for millions of
people. It also provides maximum employment with minimum capital investment.
Since this industry is highly labour-intensive, it is ideally suited to Indian
condition. This project report is prepared for the manufacture of gent’s shirts,
gent’s trousers as they find wide acceptance in local and international markets.
Any person having the knowledge of cutting and stitching operations can easily
set up such establishments.
PRODUCT & ITS APPLICATION:
Shirts and Trousers are two key components of men’s formal clothing. As more
youth complete their education and aspire for white collar jobs, they follow typical
office goers’ pattern of readymade garments to avoid being singled out. As
readymade garments are designed by the professional fashion designers these
are in sync with the current trends and offer psychological satisfaction to the user
INDUSTRY OUTLOOK & TRENDS:
The trend for custom stitching of shirts, trousers etc. is on decline due to time
and cost involved. Also, the consumers are unable to imagine how a particular
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fabric would look or feel once a garment is stitched out of it. Such issues have
led to growing demand for ready to wear shirts and trousers. The customers also
get huge variety of fabric types, prints, designs, patterns and styles in readymade
garments. Therefore the demand for these products is on the rise.
BENEFITS OF HR POLICIES
Organizations should have personnel policies as they ensure the following
benefits:
a. The work involved in formulating policies requires that the
management give deep thought to the basic needs of both the
organization and the employees. The management must examine
its basic convictions as well as give full consideration to the
prevailing practices in other organizations.
b. Established policies ensure consistent treatment of all personnel
throughout the organization. Favoritism and discrimination are,
thereby, minimized.
c. Continuity of action is assured even though top management
personnel change. The CEO of a company may possess a very
sound personnel management philosophy. He/she may carry the
policies of the organization in his/her head, and he she may apply
them in an entirely fair manner. But what happens when he/she
retires? The tenure of office of nay manager is finite. But the
organization continues. Policies promote stability.
d. Policies serve as a standard of performance. Actual results can be
compared with the policy to determine how well the members of the
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organization are living upto the professional intentions.
e. Sound policies help build employee motivation and loyalty. This is
especially true where the policies reflect established principles of
fair play and justice and where they help people grow within the
organization.
f. Sound policies help resolve intrapersonal, interpersonal and
intergroup conflicts.
PRINCIPLES OF HR POLICY
1. Principle of individual development to offer full and equal
opportunities to every employee to realize his/her full potential.
2. Principle of scientific selection to select the right person for the
right job.
3. Principle of free flow of communication to keep all channels of
communication open and encourage upward, downward, horizontal,
formal and informal communication.
4. Principle of participation to associate employee representatives
at every level of decision-making.
5. Principle of fair remuneration to pay fair and equitable wages and
salaries commiserating with jobs.
6. Principle of incentive to recognize and reward good performance.
7. Principle of dignity of labour to treat every job and every job
holder with dignity and respect.
8. Principle of labour management co-operation to promote cordial
industrial relations.
9. Principle of team spirit to promote co-operation and team spirit
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among employees.
10.Principle of contribution to national prosperity to provide a
higher purpose of work to all employees and to contribute to
national prosperity.
OBJECTIVES OF STUDY
1. To study the HR Policies of the company.
2. To study the effects of HR policy on employees performance and
satisfaction.
3. To study the evaluation of the policies and to take corrective actions
against the deviation.
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OBJECTIVES
In reviewing the purpose of HR Policies at Pakhi Garment, the
organization stated that the HR Policies has been a key part of the
management process for the effective utilization of human resource. The
company aims to fulfill the following objectives through its HR Policies:
 Ensure a high degree of selectivity in recruitment so as to secure
super achievers and nurture them to excel in their performance.
 Impart such induction, orientation and training as to match the
individual to the task and inculcate a high sense of organization
alloyalty.
 Provide facilities for all round of growth of individual by training in
and outside the organization, reorientation, lateral mobility and self-
development through self-motivation.
 Groom every individual to realize his potential in all facets while
contributing to attain higher organizational and personal goals.
 Build teams and foster team-work as the primary instrument in all
activities.
 Recognize worthy contributions in time and appropriately, so as to
maintain a high level of employee motivation and morale.
Appraisals and promotions shall be ethical and impartial.
 Implement equitable, scientific and objective system of rewards,
incentives and control.
 Contribute towards health and welfare of employees.
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MANAGEMENT REVIEW:
Management review meeting is held every six months at the Group
Review. Meet is conducted from time to time to ensure the suitability,
adequacy and effectiveness of the HR Policies.
CORRECTIVE ACTION FOR NON CONFORMANCE:
 Non conformance to the policies mentioned is reviewed by the
Group HR Cell, respective CEO and HR Head of the company. The
review will suggest remedial measures to avoid repetition of the non
conformance through elimination of the root causes for the same.
 Board of Directors is kept informed of the review and action plans
decided to avoid the non conformance in the ensuing monthly
meeting.
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The various procedures that form the HR Policy of the Organization
are:
1. Recruitment and selection of manpower
2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management
System 10.RetirementPlanning
11.Job
Enrichment
12.Exit Interviews
A brief preview of the above mentioned policies and the various
objectives that these policies aim to achieve are given in the subsequent
chapters.
Due to high level of secrecy maintained in the organization, the policies
given below are according to my understanding and interpretation of the
subject.
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1. RECRUITMENTPOLICY
 In Pakhi Garment, recruitment and selection of personnel is
explicitly based on the criteria of their knowledge, skills and
attitudes, so as to secure super achievers and nurture them to
excel in their performance.
 All fresh candidates are absorbed only after satisfactory
completion of appropriate training.
 All direct recruitment is through the HR department.
 Detailed selection procedures as decided from time to time are
adhered to without any compromise.
 Above procedures shall undergo continuous refinement through
evaluation and feedback.
2. INDUCTION AND PLACEMENTPOLICY
 At Pakhi Garment, new recruits imparted such induction,
orientation, training and placement so as to individuals to the
task and inculcate a high sense of organizational loyalty.
 The HRD Department and the concerned heads of parent
departments prepare a well-structured Induction Program to
acquaint the new recruits with the people, organizational
structure, and interface between different departments, functions
and culture of the organization.
 The Induction Program is formulated to suit the position of the
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candidate and necessary to be provided to him.
3. JOB ROTATIONPOLICY
 At Pakhi Garment, facilities are provided for all-round growth of
individuals through lateral mobility. This shall enhance their
employability as well as equip them to shoulder higher
responsibilities.
 Systematic Job Rotation from time to time shall have a
revitalizing effect on the individual as well as the organization.
 All promotions to the level of HODs will be considered only when
an individual has undergone rotation through at least 2sections.
4. PERFORMANCE APPRAISALPOLICY
 Performance Appraisal grooms every individual to realize his
potential in all facets by helping to identify and achieve his
personal goals within the framework of organizational objectives.
 Appraisals shall be ethical and impartial so as to recognize
worthy contributions appropriately and in time in order to
maintain a high level of employee motivation and morale.
 The Performance Appraisal Systems aims at integration of
individual and organizational goals.
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5. COUNSELLING
Counseling sessions, which are conducted by HR Department OR
Professional Counselor OR Performance Appraiser, are available to all
the employees in order to fulfill the following objectives:
 To enhance employees’ competence and job satisfaction.
 To prepare employees for future responsibilities.
 To establish a better working relationship between the superior
and subordinate.
 To enable employees to cope with personal problems.
6. CAREER PLANNINGPOLICY
 Career Planning system in Pakhi Garment is aimed at
developing people of the right caliber to meet present and future
needs of the organization. It shall be an essential ingredient for
Succession Planning.
 The mandatory factors to be considered prior to career planning
shall be:
a. The organization’s long and short term plans.
b. Manpower skills required towards implementing these plans.
c. Attrition rate of people with high potential, above average and
average caliber.
d. Recruitment through internal and external sources at all levels
and its ratio as appropriate to the organization.
e. The number of people recruited and trained every year.
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