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DEPARTMENT OF BUSINESS MANAGEMENT
SCIENCES
UNIVERSITY OF AGRICULTURE
FAISALABAD
DEDICATION
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This Project is dedicated to our Teacher and
parents. Without their knowledge, wisdom, and
guidance, we would not have the goals we have to
strive and be the best to reach our dreams!
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EXECUTIVE SUMMARY
Arzoo Textile Mill has grown from a cotton export house into the
premier business Today, Arzoo is considered to be at par with
multinationals for quality products and management skills.
The difference between the success & failure is doing things right
and doing things nearly right, & Arzoo textile mill has always tried
for success & that is why it is known to be one of the known
organizations in Pakistan. Irrespective of all these positive points
of Arzoo Textile Mill, we have noticed a few areas where the
improvement can really increase the efficiency of Arzoo Textile
Mill.
LIST OF CONTENTS
1. MISSION 07
3. INTRODUCTION OF ORGANIZATION 08
4. HISTORY OF ORGANIZATION 11
5. STARATEGIES 13
6. INTRODUCTION TO HR DEPARTMENT 15
9. HR AS PLANNING PARTNER 18
10. HR DEMAND 18
11. HR FORCASTING 19
12. HR SUPPLY 19
18. CONCLUSION 26
19. SUGGESSTION 27
CORE VALUES
Our core brand values like quality to excel, innovation & beyond, integrity &
trust set us apart, they underlie our vision of the future, our strategies &
decisions. We live by them.
INTRODUCTION OF ORGANIZATION
Over the years, Pakistan is said to be the single crop economy i.e. cotton and
textile that claims the lion's share in terms of the contribution in the national
economy of Pakistan.
Arzoo Textile Mills Limited came into existence in 1992,it started its business
with backup of manufacturing the registered capital or ARZOO TEX MILL is
US$50 Million - US$100 Million It is located in Faisalabad 2. 6 KM JARANWALA
ROAD KHURRIANWALA.
• SHEET SET
• COMFORTER
• CURTAIN
• BED IN BAG
• TABEL COVER
• SOFA COVER
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• CHAIR COVER
• FABRIC
• GARMENTS
MAJOR COMPITETORS
Competitors of Arzoo Textile Mill are following:
• Crescent
• Chenab
• Alkarms
• Sitara
• Kohinoor
• Amtex
EXPORT MARKET
Arzoo has a substantial share in the export market mostly in the following
areas of the world:
INDUSTRY INFORMATION
QA/QC: In House
Mr. Azhar Majeed Sheikh, now the eldest member of the family, had a
dream of an ideal industry to be setup not for the profit only but also to
create job opportunities, contribute to the country's economy and to develop
the sense of welfare for general public. This dream began to execute on the
crutches of Mr. Azhar Majeed Sheikh with the intention of pious contribution
towards the country and the community committed to sound determination.
To make the project viable and successful we made restless efforts. And
today Arzoo is one of the leaders in Printed Fabric and Home Textiles.
Mr. Azhar Majeed Sheikh, the Chairman & Head of the family, has formed
company under the name & style Arzoo International (Pvt.) Limited in 1983
with the objective to enter into Textile business with manufacturing backup
of cloth weaving machines. In 1992, Mr. Azhar thought of manufacturing &
marketing value added items such as bed linen made-up and garments so
Arzoo Textile Mills Limited came into existence of the Arzoo who are now one
of the few exporters having a turn over of more the US$ 70 million.
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Arzoo is striving hard to maintain a position in the international home textile
market. Over the years, the Arzoo has responded to the varied demands of
the export market. Today, the uncompromisingly high standards in style,
fashion and quality control, use of modern production and packaging
technology are proof of this determination to compete in the world market
share of different segments in the growing sales of the company is given in
the table below:
HIERARCHY OF ORGANIZATION
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STRATEGIC PATH SO FAR
INTEGRATION STRATEGIES
It means Arzoo textile gets control over its distributors because it has
its own fair price shop.
• Backward integration
i. Maintain quality
iv. Independency
INTENSIVE STRATEGIES:
DIVERSIFICATION STRATEGIES
From diversification strategies Arzoo textile only focuses on related
diversification because it also manufactures/produces kitchen products like
tea cozies etc.
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The vision of Arzoo textile describes that it want to work in modern and
dynamic environment and at the same time fulfill the demands of customers
in an efficient way that create value for Arzoo. According to this point of
view, the strategies adopted by Arzoo are matched with the vision of Arzoo.
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INTRODUCTION TO HR DEPARTMENT
• The department also help the textile mill in providing the benefits and
allowances to employees.
HIERARCHY OF HR DEPARTMENT
GERNAL MANAGER
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DEPUTY GERNAL MANAGER
MANAGER
ASST. MANAGER
SUPERVISORS
With the HRM point of view, the company performs the four functions:
• Staffing
• Maintenance
1.Staffing
Staffing is the first function which the Arzoo textile performs. In
staffing Arzoo searches the competent employees.
Staffing has further 3 sub functions:
• HR Planning
A process by which the Arzoo’s managers insures that they have right
number of people in the right place at the right time.
• Recruitment
In this step Arzoo identifying the capable applicants.
• Selection
In this step Arzoo select the best one applicant.
• Orientation
• Training issue
• Development issue
But not on career development because extra resources are utilized on
career development.
Arzoo textiles evaluate the performance of the employees and then motivate
the employees for the achievement of motivation of goals.
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HR department align the HR functions with the strategies by seeking the
assistance from chairman & managers of different departments.
DEVELOPMENTS
The role of HR manager must parallel the needs of his or her changing
organization.
Successful organizations are becoming more adaptable, resilient, quick to
change direction & customer centered.
So these are the important elements which the Arzoo textile covers &
provide the satisfactory products to the customers & made its position in the
market.
FUTURE PLANS
The future plans of HR of Arzoo textile includes the following roles which it
want to become in the future.
• Business & strategic partner
Although HR us the part of strategy making but it want to take keen interest
in strategy making & gets all the information that will help in the strategy
making.
• Employee advocate
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• Change champion
Both knowledge & ability to execute successful change strategies make the
HR professionals exceptionally valued.
Knowing how to link change to the strategic needs of the organization will
minimize employee dissatisfaction and resistance to change.
HR AS PLANNING PARTNER
HR Demand
The process is the calculation of organization’s requirement or demand for
human resource.
Starting of winter season is peak season of Arzoo textile mill to recruit the
employees so the demand of hr is very high at that time. In Arzoo textile mill
two types of employees are working;
• Permanent
• Contractual
The number of permanent employees are 6200 and number of contractual
employees are 14215 while 6000 are wage employees. But in Arzoo textile
the demand for contractual employees are more then permanent employees
because of following reasons;
• Cost saving
• Less benefit /rewards are given to contractual employees
• More ideas are generated as the fresh blood enters the organization
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• No stock piling
HR Supply
Arzoo is fulfilling both internal as well as external supply, in peaks season i.e.
start of winter season ,supply of employees are more required. Arzoo textile
preferred to hire the employees internally but in time of need they also hire
employees externally.
HR Forecasting
HRMS, HRIS
Before the implementation of this system in Arzoo textile mill, the record
keeping, salary making, etc was the duty of senior personal manager.
Turnover Rate
Arzoo textile industry is facing high turnover rate, and this trend is high in
almost every industry due to;
• Economic recession
• High inflation
• Sometimes organizations want to cut their cost by reducing employees
• Less loyalty in employees
• Loss of money
• Wastage of time
• Hurdles in the operations of tasks
• Uncertainty
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Human capital refers to the stock of competences, knowledge and
personality attributes embodied in the ability to perform labor so as to
produce economic value. It is the attributes gained by a worker through
education and experience.
Benefits
Succession Planning
• Effectiveness
• Efficiency
Job analysis is the procedure for determining the duties and skill
requirement of a job and the kind of person who should be hired for it.
The supervisor or HR specialist of Arzoo textile normally collects one of
the following types of information:
• Work activities:
First they collect information about the job actual work activities such
as marketing, production, etc. This list also include how, why and when
the worker performance each activity.
• Education and qualification:
On experience, Arzoo textile gives emphasis for any job. But it is not
compulsory for entering level jobs.
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Recruitment process in Arzoo textile Mill:
Source of recruitment:
There are two kinds of source Arzoo uses for recruitment .They are
1. External source
2. Internal source.
1. Internal source:
Arzoo thinks that current employees are a major source of recruits for all but
entry-level positions. Whether for promotions or for ‘Lateral’ job transfers,
internal candidates already know the informal organization and have
detailed information about its formal policies and procedures. Promotions
and transfer are typically decided with little involvement by HR department.
• HR department become involved when internal job openings are
publicized to employees. HR department of Arzoo textile helps the
organization to find appropriate person for vacant seat.
2. External source:
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Employees may refer job seekers to the HR department of Arzoo .Employee
referrals have several advantages .Employees with hard –to –find job skill
may no others who do the same work. Employee’s referrals are excellent
and legal recruitment technique.
2.3 Advertising:
Arzoo textile also uses print media for advertisements of jobs. Want ads
describe the job and the benefits, identify the employer, and tell those who
are interested how to apply .They are most familiar form of employment
advertising .For highly specialist requites, ads may be placed in Jhang and
Dawn newspaper.
Testing:
For certain positions like for IT posts, short listed candidates are scheduled
for testing
Interviews:
References:
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OUTCOMES OF STUDY
The Visit to Arzoo textile mill helped us to look at the new side of working of
HR department. We came to that there is lot of difference between the
procedures we studied theoretically and the procedures followed practically
by the Mill workers.
We further observed that all the stages of production i.e. from supply of raw
material to the formation of finished goods are handled by the Arzoo textile
mill on its own which help them to maintain the quality of their product at all
stages.
• It helps to manage and control the cost of the organization for example
if Finance department wants to reduce their cost it help out by
providing low cost labor
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• All these points’ leads to success of organization and as result the
organization furnish more and more
CONCLUSION
Arzoo textile mill is one of the leading manufacturing mills in Pakistan. The
system, the management style, the policies & decision making environment
is really remarkable. This report is basically an attempt to identify the areas
which need to be improved.
The overall analysis is indicating that the company’s progress has mainly
attained through dedication of employees. The effectiveness of its
management, their willingness to take advantage of opportunities and face
challenges of changing economic picture, this all contributes to the very
much improved and sound position of company. This is really appreciable for
the devotion and hard work of all the employees of the company.
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SUGGESTIONS
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