Project Report: HR Practices in Indian Textile Industry (BUS 201)

This project report provides an in-depth analysis of Human Resource Management (HRM) practices within the Indian textile industry, focusing on three major companies: Vardhman, Bombay Dyeing, and Trident. The report begins with an introduction to the project, followed by detailed company profiles outlining their mission, vision, and values. The core of the report examines key objectives, including the level of awareness of HR practices, challenges faced by HR managers (such as employee harassment, stakeholder relations, and maintaining ethical conduct), women-friendly HR practices (like safety training, equal opportunities, and support schemes), and green or sustainable work practices (like waste reduction, healthcare, and rural development initiatives). Secondary research methods, including company websites, research papers, and annual reports, were employed to gather data. The report concludes with a summary of findings, limitations, and recommendations for improving HR practices within the textile industry.

BUS 201 (14697)
PROJECT REPORT FOR TEXTILE INDUSTRY
CERTIFICATE OF ORIGINALITY
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• We have not plagiarised.
• We have not copied.
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TABLE OF CONTENTS
SR.
NO.
CONTENTS PAGE NO.
1. INTRODUCTION OF THE PROJECT 5
2. INTRODUCTION OF VARDHMAN 6-7
3. INTRODUCTION OF BOMBAY DYEING 8-9
4. INTRODUCTION OF TRIDENT 10
5. MAIN OBJECTIVE AND SUB-OBJECTIVES 11-24
6. RESEARCH METHODOLOGY 25
7. CONCLUSION 26
8. LIMITATIONS 27
9. RECOMMENDATIONS 28
10. REFERENCES 29-30

INTRODUCTION TO THE PROJECT
Our project required us to select an industry and hence, select three
companies falling under that industry and study that how Human
Resource Management takes places in real life companies. Our group
decided to choose the Textile Industry and further we decide to
select the following three companies:
▪ Vardhman
▪ Bombay Dyeing
▪ Trident
We conducted the Secondary Research for these companies and
tried to collect as much accurate data as possible. Our sources for
secondary data were:
▪ The main official websites of the companies
▪ Various Research papers based on those companies
▪ Annual Report
▪ Sustainability Report and
▪ Articles related to the companies
INTRODUCTION OF THE COMPANIES

VARDHMAN:
Vardhman group is a textiles industry which was started in Ludhiana, Punjab.
Lala Rattan Chand Oswal established this company in the year 1965. The
organisation mainly works to produce Yarn, Processed fabric and many other
products like Sewing thread, Acrylic fibre and Alloy Steel. This organization
was named as Vardhman Spinning & General Mills in the year 1962. They
manufacture many products like Simple and blended yarns, range of threads,
acrylic fibre, automotive components and steel. It exports materials to many
companies like Spain, UK, Germany, US including some Asian and African
countries.
MISSION STATEMENT
Vardhman group has a mission to become internationally recognised in the
field of Textiles by manufacturing a large number of products.
VISION STATEMENT
Their Vision is to be the number one textile company in the whole world.
VALUE STATEMENT
• They have trust in the future.
• They offer finest quality product by using Zero defect process.
• Global inclination and sufficient production for exports.
• Respect and trust for employees.
• Encouraging constant improvement by motivating employees to
do innovation
• Trying to be responsible entrepreneurs .
ORGANIZATIONAL STRUCTURE AT VARDHMAN

We could not find any rigid structure on the internet, but a list of top
management people in the higher position is as follows.
ROLES OF HR DEPARTMENT
• At Vardhman , HRM is required to state the duties and responsibilities of
employees pre-hand on company chart and to convey it to employees.
• To attract the best talent and skilled employees perfect for job
• To dissolve any misunderstandings among the workforce
• To make the Bell curve appraisal system and also to provide feedback
to employees.

• To conduct 360-degree feedback from appraisee’s subordinates , managers
and suppliers.
• To prepare year end appraisal report and to discuss it with board of
directors during year end.
BOMBAY DYEING
Bombay dyeing is a textile company engaged in
the business of producing polyester staple fibre
and retail. Moreover, the company is also
engaged in development of real estates.
Further, it was Nowrosjee Wadia who founded the company in the year of
1879 on 23 August and is headquartered in Mumbai, India. Today, there are
numerous outlets and showrooms of Bombay Dyeing in multiple regions of the
nation. According the reports the company deals in real estate segment which
comprises of commercial as well as residential projects.
MISSION STATEMENT
To Frame, expand and retain the value of shareholder’s by working efficiently
and effectively.
VISION STATEMENT
The company comprises a vision statement of flourishing an enterprise which
can meet the expectations of audience by frequently reinventing itself
according to the tastes and preferences of customers.
VALUE STATEMENT

The company believes in motivating empowerment and team structure in
order to produce products of premium quality in turn of having competitive
advantage through premium products ad value.
ROLE OF HR DEPARTMENT IN BOMBAY DYEING
Human resource management plays vital role in the organization from
motivating employees to guiding them about career path opportunities. In
addition, the management double check to assist employees in training and
development skills in order to improve their efficiency and effectiveness. To
provide right direction to employees the department carries out several
workshops or job affairs within the premises. Apart from this, reviewing and
strengthening recruitment and selection process is also where the
department focus on.
TRIDENT
Trident is a leading group which has its
headquarters in Ludhiana, Punjab. It is a USD 1
billion Indian Business which is currently
working all around the world. It was started in the year 1990 by Mr. Rajinder
Gupta, who was an entrepreneur.
MISSION STATEMENT
The mission of the company is to provide the utmost services to the customers,
clients and employees by maintaining the minimum cost and making the
business environment friendly. Also emphasising on maintaining close relations
with the key stakeholders, communities, residents customers and authority
partners.

VISION STATEMENT
To be a “beacon of hope”
VALUE STATEMENT
The company tries to maintain the highest level of honesty and integrity in the
dealings inside and outside the company
• Focuses on regular improvements.
• Respect each other and treat other with dignity.
• Total belief that all the associates are working for the common interest.
• Have the mind-set of working as a global
team. ORGANISATIONAL STRUCTURE
There was no information available on the Internet regarding the
Organisational Structure of Trident.
ROLE OF HR DEPARTMENT
The HR Development function of the Company majorly follows a set of values
as well as policies. Company is determined to provide the employees with
the best work environment. Moreover, they have the duty of eliminating
harassment from the organisation. They also work to form good industrial
relations with all the customers.
MAIN OBJECTIVE

To analyse the HR Practices which are going on in the Indian Textile
Industry in mainly Vardhman, Bombay Dyeing and Trident.
OBJECTIVE 1:
OBJECTIVES
What is the level of awareness of HR practices in the organisation?
Ans.
NAME OF THE
ORGANISATION
VARDHMAN Low Moderate HHiigghh
BOMBAY DYEING Low Moderate High
TRIDENT
Low Moderate High
OBJECTIVE 2:

What are the various challenges faced by the HR Managers?
Ans. VARDHMAN
Their main challenge is to protect the employees from any kind of harassment of
discrimination of caste, gender, colour, social or economical background etc. and they
plan to do this with the help of certain newly developed employee policies. They have
also developed a new Risk Management Policy so as to maximise the opportunities
given to the employees.
BOMBAY DYEING
It is very difficult for the managers to keep a check on whether all the employees follow
the Code of conduct or not because of a large size of this organisation. Besides
managing the employees, it is the duty of the managers to take care that the products
which are being manufactured by their organisation should not be harmful to the
human health as well as to the environment as a whole. The HR managers take it
seriously to promote the well-being of their employees and ensure the growth and
development of the employees by investing in their satisfaction. They feel that the
employees are the greatest asset of their company and they should protect them. It is
important for the company to give special attention to the stakeholders who are
disadvantaged, vulnerable or marginalised that is, the people who belong to the lower
economic sections of the society. Their main duty is to look forward to the fact that the
human rights are protected under all circumstances and they do the same through
whistle-blower policy, sexual harassment policy, labour and employee welfare policies.
TRIDENT

The hardest challenge faced by the HR managers of Trident is to maintain a good
relationship with the vendors. The main agenda of the managers of Trident is to attract,
retain and develop their employees so that the employees can benefit the business and
it can prosper. Keeping up total straightforwardness in its tasks and away from of the
choices which are affecting the partners is a significant test for the HR chiefs. The
another big challenge for them is to reduce the number of complaints coming from the
stakeholders. It has been recorded that in the previous financial year, 25 complaints
have been recorded. Although the number is less, but still can be considered as large
when compared to zero in case of Vardhman. Discovering the disadvantaged,
vulnerable and marginalised stakeholders is another big challenge for the HR managers
as it is very important to keep a cater to their needs so that they don’t feel ignored.
OBJECTIVE 3:
What are the various women-friendly HR practices?
Ans. VARDHMAN
Vardhman has an objective of ensuring that the women
employees feel safe when working at their organisation. Since, women form about 24%
of their workforce, so they consider it as their duty to provide equal opportunities to
women so that they can actively participate in all the activities going on in the
organisation and can also stand for the management positions. They are given safety
and skill-up gradation training. They have implemented various acts which work to
eliminate Harassment from the Organisation which made it sure that the women
should not face sexual harassment under any conditions and they have achieved
success in this field as there was no case filed under this act in the previous year.
BOMBAY DYEING
It has adopted acts and policies to protect the women from any kind of Harassment in
the Organisation because the company has zero tolerance for harassment against

women. It has also started evaluating the attrition rate among women, including the
mothers as well as the women who do not have children.
They also offer onsite or subsidised childcare, childcare referral or backup childcare
services.
TRIDENT
The policies such as ‘Equal pay for equal work’ were emphasised. They always try to
utilise the women’s talent of hand stitching, embroidery etc. to bring about creativity in
the organisation so that the women can feel empowered and confident.
Furthermore, they have adopted some policies for women employees:
▪ Sole female earner: This policy provides financial aid to the women who are
singlehandedly working in order to run their household.
▪ Shagun Scheme: trident has started a scheme for all the female employees getting
married. All of them are given a Shagun, which means a gift given which can be in the
form of money or gifts, so that they can start their new life happily. It is analysed that
till
date, this scheme has benefited more than 119 female workers.
▪ Work from home: This scheme was basically started for the female employees so that
they do not get stressed out while trying to balance their tasks at home as well as the
offices. Under this scheme, they can continue their jobs from home without getting
stressed.
▪ Zero Tolerance to Harassment: Trident has a policy which states that Harassment against
women cannot be tolerated at all. So, they have establishes an Internal Complaints
Committee which is made just in order to help women. Whenever women employees
feel that they are facing any kind of Harassment, they can lodge a complaint and strict
actions will be taken immediately.
OBJECTIVE 4:
What are the various Green HR or sustainable work practices?