Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Introduction:
Textile sector has a very large share in the pie of Pakistan's exports and GDP. This sector
earns 65 per cent of total foreign exchange and about 40 per cent of the work-force is
employed1in1this1sector.
In the year of 2000-01 the growth in quantity exported in textile sector was far more
impressive. The registered growth ranged from 2.8 per cent (knitwear) to 38.2 percent
(synthetic textiles). But Pakistan's textile sector due to its precarious condition and
performance is continuously in danger of losing its share in the world export and the
GDP of Pakistan. Especially, the post quota period will prove real test of performance of
Pakistan's1textile1industry.
All analysts and world observers are cynical about the performance of Pakistan's textile
sector and shed their doubts about its ability to compete in the world market, especially,
in the post-quota period. Presently, Pakistan has the tenth position among exporters of
textile and its position is continuously declining in terms of value. China earning $39
billion at the top and India.
History:
Kohinoor textile mill limited (KTML) was established in 1953, initially with 25000
spindles and 600 looms with further expansion in 1954. Initially KTML was a part of
Saigol Group. Saigol Group represents a golden era of history of industries and
commercial development in Pakistan.
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The group established industrial projects in the field of textiles and also entered into the
field of construction, engineering and banking (owing 55% of shares of UBL). Prior to
nationalization of private sector industries in the early 1970’s, that group was the largest
group in Pakistan. After nationalization, group focused on textile only.
In 1976, KTML became a part of Kohinoor Maple Leaf Group (KMLG). KMLG was
born from trifurcating the Saigol Group in 1976. it is now a leading textile manufacturer
in the country consisting of one composite textile unit, two weaving and one spinning
unit. The group is involved in the number of other industrial activities including cement
and power generation. The group participated in the acquisition of Maple Leaf Cement
Complex in 1992 under the government privatization program.
Departments of KTML:
• Processing
• Folding
• Spinning
• Electric
• Production planning & control
• Quality assurance
• Marketing/export
• Finance/accounts
• HR/admin
• Electronic data processing
• Purchase
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Figure 1: major product:
Quilt Bed
covers sheets
Table
Valances
cloths
Pillow
Curtains
covers
Sofa
covers
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Purpose of Human Resource Department in an Organization:
For instance, if a company find itself in the financial difficulties, it may be necessary to
lay off employees, despite the financial and emotional hardships involved. If the
performance of some employees decline, it may be necessary to dismiss them or transfer
their jobs despite their vested interest.
HRM activities
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are profit which flows from enhanced productivity and greater employee loyalty which
leads to an increased survival period especially in an ever changing global market and
environment.
The formal structure is partly delineated by the organization chart, which shows the
primary areas of authority and responsibility and the reporting relationships. Other
documents, such as procedure and practices manuals, job descriptions and policy
statements, are all efforts to describe the specific aspects of the formal structure.
KTML has also some formal structure of the employees which have different authority
according to their designation, which leads to the accomplishment of the organization
Asst Manager
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Office Record
Asstt (2) Clerk
(1)
Peon
(1)
Certification:
The society for human resource management offers opportunities for individuals to
distinguish themselves in the field by achieving a level of proficiency that has been
determined by Human Resource Certification institute.
All KMLG companies are ISO-9000 certified by Lloyd’s register quality assurance, UK
and are listed on the stock exchange with the capitalization of $333 million. They are also
certified under ISO 9001-2000 under QMS and SA 8000.
Classification of Employees:
Grade Classification
E-1 to E-4 Workers
M-11 & M12 Supervisory staff
M-13 to M-20 Management staff
Job evaluation seeks to rank the entire job in organization and place them in a hierarchy
that will reflect the relative worth of each. It’s important to note that this is a ranking of
jobs, not people. The ranking that results from job evaluation is the means to an end, not
an end n itself. It should be used to determine the organization’s pay structure.
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Hierarchy chart of managerial level is given below in figure 4
MANAGING
DIRECTOR
GENERAL MANAGER
GENERAL MANAGER FINANCE
PROCESSING
DY. MANAGER
MANAGER Q/A
MARKETING YARN
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MAMAGER GENERAL MANAGER POWER
PPC AND UTILITIES
ELECTRICAL
MANAGER PURCHASE
ENGINEER
MANAGER GREY
FOLDING
Existing number of employees
4000
3500
3000
labors
2500
2000
management/
1500
supervisors
1000
500
0
total
employees
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120%
100%
80% perm anent
em ployees
60%
contract employee s
40%
20%
0%
total
em ployees
Equal employment opportunity is nothing more than the principle of merit applied fairly
in the workplace. The merit principle just requires that a person race, sex, marital status
or nationality should not influence employment, promotion, training or obtaining other
benefits or opportunities in employment.
EEO means that there should be no discrimination on the basis of sex, race, religion or
nationality etc. KMLG also follows the EEO concept.
m ale(70%)
fem ale(23%)
non-m us lims(7%)
Replacement Chart:
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Replacement chart is the report which highlights the position vacant in future and the
information about the person who is going to fill that position. KTML do this practice
according to labor law. All permanent employees have to give one month notice if he is
going to leave the job.
Job Analysis:
Job analysis is the process of obtaining valid information about the job this information is
necessary for human resource planning, organizational planning, recruitment, selection,
remuneration planning and decision making and training. Job analysis also gives
information about the desirable characteristic of people who can adequately fill the
requirement of those jobs
KTML also go through the analysis process and sometimes also benchmark other textile
mills like Nishat Textile Mill etc.
Employment Function:
Recruitment:
The quality of an organization’s human resource depends upon the quality of its recruit.
Basically recruitment is the process of finding and attracting capable applicants for
employment process begins when new recruits are sought and when their applicants are
submitted. HRM changes should be expected to deal with knowledge as they are
responsible for recruitment. For this thing, they have to keep some points in mind.
KTML advertise for the job. They recruit their labors on weekly basis i.e. on every
Wednesday and Thursday. For other technical and managerial staff they have their data
bank in which they maintain CV of applicants. KTML prefer experienced persons as their
employees and also offer internships to fresh graduates. Application for employment
contains following items:
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Personal data
Name of dependants
Relative in KTML
Previous submission of
application in KTML
Employment record
Selection:
The selection process is a series of specific steps used to decide which recruit should be
hired. This process starts when recruits apply for employment and ends with hiring
decision.
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they require some routine lab test results. After that company doctor will suggest
that whether the person is physically fit or not.
For taking interviews, KTML have their own interview rating forms which contains;
They also rate the applicant for his strength and weakness points for the particular job as
well as mention that for which area the applicant is more suitable.
Referral Employments:
Employment of relatives and referrals in the group companies shall be as per following
procedure
• Applicant is obliged to declare his/her relationship with any employee working with
the company or any other group company
• This information must be revealed by the applicant in section 14 of the application for
employment
• Prior approval of the MD/CEO is mandatory before any offer of appointment is made
to an applicant whose relative is employed at the company or any other group
company.
The employee must ensure that proper information is divulged by his/her relative/referral as
the case may be
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• If at any point in time it is ascertained that the incumbent has divulged any
incorrect information to the company disciplinary action may be initiated against
the individual which may lead to dismissal from service
Salary Packages:
• All appointments in any grade shall normally be made keeping in view the
qualification and experience of the person and approval of competent authority
• Pay and allowances shall accrue from the date on which an employee reports for
duty in writing at the place and time intimated to him/her, provided that he/she
reports within the first half of the official working hours, otherwise salary will
accrue from the following day.
• Labors will get wages according to Punjab minimum wage rate. Increase in the
rate will increase the wages of labors also. Now-a-days it is RS. 3000 per month.
• Salary slips will be issued to all the employees on monthly basis, clearly
indication all the details.
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indicated against each
Double Employment:
Re-Employment:
It is the policy of the company to discourage re-employment. All such cases must have
prior approval of the MD/CEO who will consider market conditions, reasons for leaving,
performance, conduct, attendance etc. Employment with another company within group
shall be deemed as re-employment.
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Training and Development:
High performance firms display a greater commitment to training and skill development.
This practice a core HRM activity is related to the other ideas about the need for
continuous, improvement and development overtime.
Training and development properly pursued becomes a central feature of the culture of an
organization. Correctly done it is valued and reinforced by all levels of managements.
This is regardless of the form it takes, whether it is peer group training management
development programs or directed at the service an employee gives clients.
The company may require any of its employees to undergo training within or outside
Pakistan at any time and for any duration under such terms and conditions as may be
prescribed from time to time. Training process can be described as;
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KT
Identify
training
Needs
Evaluate Design
Training
program training
process
outcomes program
Deliver
training
program
ML has its own training schools for off the job training. they outsourced their of job
training to NUST, PIMS, IMDC, Pakistan institute of quality, Pakistan institute of
management and to different chambers of commerce. They also have on job training for
three years according to labor law and in return they give them certificates. In KTML
initially six month training is given, if the trainee find fit for the job he will become the
permanent employee. They have also off job training for labors related to first aid, family
planning and other indoor or outdoor trainings.
A program with the name of in house training management is also available for
management and supervision level. For example KTML has home textile for making bed
sheets. The labors were not available in Rawalpindi so they have to bring the labor from
Faisalabad which increased their cost. In order to fix this problem they are giving training
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for last 6-8 months.
Employee Performance:
Performance measures include almost astonishing arrays of types and forms. Hundred of
different type of rating formats have been proposed and tested and it is possible to make
judgments about operating results, employee behaviors or person centre attributes. In
addition measurement can be at individual level, work team or organizational level and
rating strategy can be comparative.
The performance of every employee shall be assessed at least once a year. The annual
assessments shall be made in the first instance by his/her immediate superior and
reviewed by the department head
Any remarks recorded by the reporting superior and accepted by the reviewing authority
which reflects adversely on the performance and conduct of an employee shall be
communicated to the employee in case the company feels that such communication may
be remedial or result in an improvement in the employees’ performance and conduct.
KTML appraise its supervisors and managers on annual basis. If the employee is not well
efficient, training will be there for him but if he is working remarkable there will be more
chances for his development. KTML appraise its employees on rating system as well as
some descriptive questions are also present in the appraisal form related to employee
development, present responsibilities, goal set for next performance period and other
recommendations.
Promotions:
All promotions shall make on the basis of annual appraisal reports at the sole discretion
of the management and cannot be claimed as a matter of right by any employee.
Promotions will be considered against a vacant opening in the approved manpower
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budget.
Existing positions may be up-graded in cases where the assignment has altered
qualitatively/quantitatively and/or the incumbent has acquired increased knowledge,
skills and experience to meet the altered requirements.
Transfers:
Service of any person appointed through transfer from associated, subsidiary or holding
company shall be treated as continuous service in the company and he/she will be
appointed in the similar/equal grade in which he/she was working in the company from
where he/she is appointed through transfer. His/her pay and other allowances in the
company shall also not be less then the pay and allowances, which he/she was getting
from the company from where he/she is transferred.
Employee Benefits:
While designing the compensation program in any organization, critical area is that what
benefits should be provided to their employees. Because benefits is the tool to motivate
the employee which can increase the productivity. KTML is providing lots of benefits to
its employees some of them are as under;
Leave:
Company has devised leave policy according to factory act 1934 to grant different kinds
of leave to its employees in order to facilitate them to attend their domestic and other
social responsibilities. No body can claim leave as a matter of right and it will be subject
to discretion of the sanctioning authority.
There is no provision of leave without pay in law. However extra-ordinary leave without
pay may be granted at the discretion of the competent authority in special circumstances
involving absence from duty.
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Even a single absence results in break of service hence, making an employee ineligible
for grant of earned leave for that year. If an employee remains continuously absent from
duty for more than ten days, his/her services will be liable to termination as per labor
laws. The habitual absentees can render the individual to disciplinary action as per law.
For grant of any leave the employee concerned will have to apply in writing, on
prescribed leave application form.
Application for leave must be put to immediate supervisor well in time before the
commencement of leave except in emergency. However in case of sickness the leave
application may be submitted on the same day of sickness or first day of arrival on duty.
Mere submission of an applicant shall not be deemed to be valid for proceeding on leave
until formal prior sanction has been obtained.
Extension of leave may be allowed I special circumstances only and subject to the
entitlement of the employee.
Any employee as a matter of right shall not claim leave. Grant of leave shall be subjected
to exigencies of the company business.
Leave Encashment:
Leave encashment is not permissible for employees in grade M-13 and above. However
in case an employee has applied for earned leave and he cannot be spared due to exigency
of job, the leave may be encashed with prior approval of MD/CEO for workers and
supervisory staff.
In case of separation from company, other than dismissal on account of misconduct, the
un-available earned leaves can be encashed in case of worker or supervisory staff.
Festival Holidays:
Public holidays at place of work shall be allowed I accordance with the provisions of
Factories act, 1934.
It is policy of the KMLG to prevent exposure of staff to harmful substances and physical
hazards as far as is reasonably practicable.
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Management is responsible for promoting good occupational hygiene practice and
ensuring a safe working environment. Where applicable the personal protective
equipments are provided to relevant employees free of cost.
All staff is responsible for practicing good occupational hygiene and safe work practices
ad preventing hazardous exposures of physical or chemical nature to themselves and co-
workers. This responsibility includes:
• Wearing appropriate clothing and using personal protective equipment when required.
• Maintaining personal protective equipment in a clean and functional condition.
• Periodically inspecting personal protective equipment and reporting any problem or
defects to management.
Any employee of the company wishing to continue his/her professional qualification will
have to obtain prior approval from the department head/HR department. This is necessary
to ensure that it does not affect the performance of his/her duties.
Participation in Election:
Grievances:
It is recognized that the grievances of any employee should be resolved promptly and
equitably in the interest of both the individual and the company and for this purpose a
grievances handling procedures is in existence.
The employee should approach his supervisor in the first instance to inform him of his
grievance.
The employee may then see the department head if still not satisfied the department head
shall try to resolve the problem in a befitting manner. The department head may seek
assistance from HR department.
Housing Facility:
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Employees of distant areas and on essential services/jobs will be given priority while
making allotment of residences.
• Transport facility.
• Subscribe food for all.
• Sport activities in a year to motivate their employees.
• Child care centre is going to be made soon.
• Death transport facility.
• School facility.
• Payment for utilities facility.
Not only are businesses today more concerned about the health and safety of employees,
but legislative requirements have placed heavy burdens on both companies and their
managers. It is incumbent on them to ensure that hazards are removed, accidents are
reduced and that unhealthy environment factors such as heat, dust and noise are
minimized job analysis can be helpful in this process. It can also help in clarifying what
responsibility employees should take for their own health and safety.
According to act of 1988, workplace should be drug free. KMLG is committed to make
aware employees of the consequences of drug abuse affecting the employees themselves,
other employees, third party and the surrounding environment and influencing employees
to create safe, healthy and drug free workplace and to comply with the law prohibiting
manufacturing, distribution, dispensing, possession and use of drugs in the workplace and
to maintain a drug free culture.
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The use and sale of controlled drugs is a criminal offence under the controls of narcotics
substances act 1997 and therefore reportable to police.
Employees are prohibited from reporting to work if being under the influence of a
controlled substance.
Use of drugs on or off the job can affect employee’s health, safety and job performance
while the company has no desire to interface unnecessarily upon the private lives of its
employees, it must ensure that employees report to work in a condition which will enable
them to perform their duties safely and efficiently. KTML is making an effort to control
smoking on work place in addition to this no drug can be used which can effect the
output directly.
KTML has its own fire section is case of any fire emergency. It has its own fire fighting
stock as well as first aid department.
Item number
Fire distinguishers 700-800
Water nozzles 70-80
Insurance Policy:
KTML providing health and life insurance to every one in their organization. The
workers get insured under security insurance act 1964 where as the manager level gets
insured from EFU Insurance Company.
Retirement:
It is the policy of the company that all employees having attained the age of 60 years
shall retire from the service of the company.
Service Certificate:
A service certificate will be issued to a person at the end of his service, after the person
has cleared all dues and returned all property of the company
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Extension of Service:
The company may extend the services of any supervisory/management personnel with
specific experience who has attained the superannuation age of 60 years subject to the
approval of MD/CEO.
Resignation:
The department head may accept the resignation of any employee of the company.
Confirmed employees of the company may resign from their posts by submitting a letter
of resignation and by giving on month notice or surrendering one month's pay in lieu
Minimum 18 years
maximum 60 years
It is incumbent upon employees to display their company ID card while on duty. The card
shall be displayed at prominent place at the front pocket of the shirt.
The management reserves the right to determine the working hours of its offices, sites
and works and for different categories of employees from time to time. Their hours shall
be within the limits prescribed by the law and there shall be at least one holiday for every
employee in each week.
The working hours for all categories/types of employees shall be displayed on the notice
board. Females can only stay in the organization up to 7 o’ clock in the evening.
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Common working time is as under;
Table8: timings
level timings
Managerial level 9.00 a.m -5.00 p.m
Supervision level Shift base system
Labors working in spinning, processing 24 hours job
and folding
All duty timings are clearly mentioned in duty roster as well as shift base system is
usually has constant timings. The management reserves the right to require any of all its
employees to work beyond normal working hours as per law.
Attendance:
All employees shall be at their work place at the time fixed and notified. They may be
required to swipe their company ID card before starting work as may be laid down and
notified from time to time. For this purpose they time attendance machine.
An employee who, after swiping the proximity card, is found absent from his/her place of
work during working hours without permission or sufficient reason shall be treated as
absent and action may also be taken as per law.
Absence from work must be reported personally and directly to the supervisor as soon as
possible, but not later than the scheduled start time, in addition to speaking with the
concerned supervisor on the first day of and each subsequent day of absence. Unreported
absences will result in disciplinary action.
Without prejudice to the above the management also expects that if any employee plans
to come late, he/she should make a telephone call and inform HR department
immediately. The employee may talk to the department head for briefing about the jobs
to be taken care of, but in all cases the information must be passed on to HR department
so that the individual is not marked absent at the first default.
Dress Code:
All employees are expected to present a neat, clean and business like appearance at all
time while on company business. Attire shall be appropriate for the job and location of
the employee’s work.
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Where applicable, the uniform is being provided to the eligible employees free of cost.
The employees shall wear the uniform while on duty. It is expected that employees will
take good care of their uniform.
Discipline:
All employees of the company shall maintain high standards of discipline at all places of
duty as well as in the mills residential colony.
Every employee shall conform to and abide by the rules ad regulations of the company
and shall observe, comply with and abide by all orders issued by the management.
Disciplinary action shall not be taken against an employee without providing him/her an
opportunity to explain his/her position in connection with allegations made/charge
framed against him/her.
Company Property:
Company property assigned to an employee is for his/her sole use and is not to be loaned,
given to, or used by another, individual. Loss, theft, breakage must be reported
immediately to the HR department or stores in-charge as appropriate. Every employee is
responsible for the proper use, care and safeguarding of company property assigned to
him/her. All company property must be returned separation from the company.
Harassment:
Discrimination of any kind is absolutely prohibited on the work place. Sexual harassment
is considered a form of discrimination. Coercive sexual behavior and unwelcome sexual
attention are offensive, and undermine the safety, security and dignity of employees.
Harassment is considered indiscipline and subject to disciplinary action under company
rules.
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As KTML has suggestion boxes fixed in the premises of organization where any
employee can deliver any sort of problem he/ she is facing in writing. It can be related to
harassment. Formal or informal investigation will take place and fire the person
immediately if he/she will be proved the guilty party.
Presents/Gifts:
The company does not allow its employees to accept presents/gifts of any sort in their
official or personal capacity. From any person/party directly connected or likely to be
connected in any way with company business. Contravention of this rule is considered
serious breach.
General Rules:
An employee shall not at any time while in service or thereafter, disclose and shall make
his/her best efforts to prevent disclosure of any trade secrete, manufacturing process,
knowledge or information in connection with the business, or affairs of the company or
any other matter, literature or things which may come to his/her knowledge or
possession, in the course of performance of his/her duties, to any person, firm or
company except concerned officers of the company entitled to receive such information.
Any matter or literature received from the company during the tenure of the service of an
employee should be returned to the company at the time of separation of his/her services
due to any reason including his resignation.
Business of personal nature or not connected with the duties of employee concerned,
shall not be transacted in the company or on its premises at any time.
No record of the company shall be taken out of the company premises without specific
authorization of the competent authority.
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The use of company resources for private purpose is not allowed. Similarly the
employees are expected not to utilize their subordinates for private purpose during the
office hours.
Conclusion:
As we know that Textile products are a basic human requirement next only to food. The
demand for textiles in the world is around $18 trillion, which is likely to be increased by
6.5% in 2005. China is the leading Textile exporter of the world's total exports of US$
400 billion in 2002. Country wise major market shares of the textile exporting countries
are: China: $ 55 billion, Hong Kong: $ 38 billion, Korea: $ 35 billion, Taiwan: $ 16
billion, Indonesia: $ 9 billion.
This industrial sector in Pakistan has been playing a pivotal role in the national economy.
Its share in the economy, in terms of GDP, exports, employment, foreign exchange
earnings, investment and contribution to the value added industry; make it the single
largest determinant of the growth in manufacturing sector. Textile share of over all
manufacturing activity is 46%, export earning is 68%, and value addition is 9% of GDP
and as a provider of employment 38%.
Though Pakistan has emerged as one of the major cotton textile product suppliers in the
world market with a share of world yarn trade of about 30% and cotton fabric about 8%,
having total export of $ 7.4 billion which accounts for only 1.2% of the over all share.
Out of this Cotton fabric is 0.02%, Made-ups are 0.18% and Garments is 0.15%.
In contribution made by textile industry major role is played by Kohinoor Maple Leaf
Group who is exporting textile materials to other countries and earning good revenues.
That success is only possible when the internal system or the organization is well
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structured. In order to maintain well developed internal structure, HR department pays
the important role. Once the HR department is well organized it will leads to organized
departments as well as to a flourishing industry like KTML.
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