 OBJECTIVE OF THE STUDY

 SCOPE OF THE STUDY

 RESEARCH METHODOLOGY

1
 OBJECTIVE

1. To get awareness about the P.D, their work culture, employees commitment.
2. To critically analyze the functioning & the effectiveness of the recruitment &
selection.
3. To study the working environment in the company & to identify the problem
areas of improvement.
4. To analyze the employee satisfaction.
5. To study the long-run company growth & of the employee growth

SCOPE

Every industry is trying to strengthen the employer relationship. As it affects the work
culture of Maya corporation HR system is agreed by the employees & is formulated
according to employee’s satisfaction.

This system should be implied so the organization & if not the employees would be
leaving the organization & it will remain a training institute because there is no
survival without the functioning of HR system.
By going through this project one can easily know about the following things given
below:

 What are the actual policies of the personnel policies of the personnel department
in this company?
 Project can also help to know the company what are their loopholes?
 Are these policies helpful in strengthening the employee & employer
relationship?
 New recruits can easily understand the company policies & the packages given to
them by the company.
Therefore, HR system is very good & very much relevant an are going on for further
improvement in MAYA EXPORTS CORPORATION

2
 RESEARCH METHODOLOGY
Meaning of research

Research in common parlance refers to search for knowledge. Once can also
define research as a scientific & systematic search for pertinent information
on a specific topic. In fact, research is an art of scientific investigation.

Types of research
The basic types of research is as follows:

1. Descriptive VS. Analytical: Descriptive research includes survey &

fact finding enquires of different kinds. In analytical research, on the
other hand, the researcher has to use facts or information already
available, & analysis these to make a critical evaluation of the material.

2. Applied VS. Fundamental: Research can either be applied or

action research or fundamental to basic or pure research. Applied
research aims at finding a solution for an immediate problem facing a
society or an business organization where as fundamental research
mainly concerned with generalizations & with the formulation of the
theory.

3. Quantitative VS. Qualitative: Quantitative research is based on

the measurement of quantity or amount. It is applicable to phenomena
that can be expressed in terms of quantity. Qualitative research, on the
other hand, is concerned with qualitative phenomena, i.e. phenomena.

4. Conceptual VS. Empirical: conceptual research is that related to

some ideas or theory. It is generally used by philosophers & thinkers to
develop new concept or to reinterpret existing one.

3
 5. some other types of researches: All other type of research are
variations of one or more of the above stated approaches, based on
either the purpose of research or the time required to accomplish
research, on the environment in which research is done or on the basis
of some other similar factors.

Data collection
Methods of data collection

The task of data collection begins after a research problem has been defined
and research design/plan chalked out while deciding about the method of
data collection to be used for the study, the researcher should keep in mind
two types of data viz., primary and secondary. But I have collected the data
through primary source.

COLLECTION OF PRIMARY DATA

We collect primary data either through observation or through direct communication

with respondents in one form or another or through personal interviews.

1. OBSERVATION METHOD: under the observation method, the information

is sought by the way of investigator’s own direct observation without asking
from the respondent.
2. INTERVIEW METHOD: the interview method of collecting data involves
presentation of oral-verbal stimuli and reply in terms of oral-verbal response.

it can be of two types:

a. Personal interview
b. Telephone interview

4
 Research Design

A research design is the arrangement of condition for collection & analysis of

data in manner that aims to combined relevance to the research purpose with
economy in procedure.

As such the design includes an outline of what researcher will do from writing
the hypothesis & its operational implication to the final analysis of data. More
explicitly, the design decisions happen to be in respect of:

1. what is the study about?

2. why is the study being made?

3. where will the study be carried out?

4. what type of data is required data be found?

5. where can the required data are found?

6. what periods of time will the study includes?

7. what will be the sample design?

8. what techniques of data collection will be used?

9. How will be the data analyzed?

10. In what style will the report be prepared?

5
 PRIMARY OBJECTIVES:

The primary objectives of the project are as mentioned below:

1. Proper understanding & analysis of the Maya exports corporation.

2. To study the brand image of .Maya exports corporation.

3. Proper understanding of promotional tools prevailing in the company.

4. To suggest the ways to promote Maya exports corporation.

5. To know strength, weakness, opportunities & threat of Maya brand

image.

The ongoing section will discuss the research methodology adopted to arrive at and
achieve the stated objectives of the research . HR practices in organizational
performances with special reference to the practices in the Maya, the study followed the
below the mentioned research approach
.
Research design – descriptive- cum- analytical
Research approach- survey
Research instrument – Questionnaire and Observation.
Method of contact- personal
Universe of the study – universe of the study included the employees of Maya
Exports Corporation (250)
Survey population- 100
Sample size (50) Staff And Workers

6
SOURCE OF DATA

PRIMARY DATA COLLECTION

For primary data collection
• Case –study method has been used which has used the semi-structured
interview schedule for better probing of facts.
• They were open ended.
• These were supplemented with appropriate probing questions to gain
further insights into the issues.
• The interviewees were conducted with the manager of escorts.

SECONDARY DATA COLLECTION

The study has adopted document based data search using Secondary data. Both the
document based data & multi-source secondary data were used substantially.

The important data sources were:

• Text books
• Journals from various data bases.
• Companies annual reports.
• Maya- HR manual.
• Maya related web-sites.

7
8
 RECRUITMENT

Recruitment is the process of attracting qualified applicants for a specific job. the
process begins when applications are brought in and ends when the same is finished.
the result is a pool of applicants, from where the appropriate candidate can be
selected.In simple words it mean, recruitment is the process of selecting the right kind
of person to suitable job.

DEFINITIONS
According to EDWIN B FLIPPO, "Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in
an organization."
Thus, recruitment enables the organization to select suitable employees for different
jobs. it is the most important function of the personnel department. It is concerned
with the discovery of the sources of manpower and tapping of these sources so that
the potential
employees are properly evaluated and the new employees are placed and inducted to
fill up the vacant position in the organization.
Recruitment aims at developing and maintaining adequate supply of labour force
according to the need of the organization.

9
CHARACTERSTICS OF RECRUITMENT PROCESS

1. The recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization
2. The basic purpose of recruitments is to create a talent pool of candidates to
enable the selection of best candidates for the organization, by attracting more and
more employees to apply in the organization

3. Recruitment is a positive process i.e. encouraging more and more employees to

apply
4. Recruitment is concerned with tapping the sources of human resources
5. There is no contract of recruitment established in recruitment

OBJECTIVE OF RECRUITMENT & SELECTION

1. To Assist the Organization to achieve its strategic goals through highly trained
workforce.
2. To encourage employees to be accountable for continuous learning and
provide knowledge and skills to improve their job performance.
3. To provide continuing professional and technical training to avoid knowledge
and skills obsolescence.
4. To increasing employees competency and hence competency of the
organization to benchmarked level.
5. To prepare employees with demonstrated potential for increased responsibility
in meeting future staffing requirements.

10
 SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources within
the organization itself (like transfer of employees from one department to other,
promotions) to fill a position are known as the internal sources of recruitment.
Recruitment candidates from all the other sources (like outsourcing agencies etc.) are
known as the external sources of the recruitment

INTERNAL SOURCES OF RECRUITMENT

Some Internal Sources Of Recruitments are given below:

1.TRANSFERS
The employees are transferred from one department to another according to their
efficiency and experience.

2.PROMOTIONS
The employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.

3. Others are UPGRADING AND DEMOTION of present employees according to

their performance.

4. RETIRED AND RETRENCHED EMPLOYEES may also be recruited once

again in case of shortage of qualified personnel or increase in load of work.
Recruitment such people
save time and costs of the organizations as the people are already aware of the
organizational culture and the policies and procedures.

11
 5. The dependents and relatives of DECEASED EMPLOYEES AND DISABLED
EMPLOYEES are also done by many companies so that the members of the family
do not become dependent on the mercy of others.
EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source
of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a
good source of recruiting well qualified executives, engineers, medical staff etc.
They provide facilities for campus interviews and placements. This source is known
as Campus Recruitment.

3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO (Recruitment
Process Outsourcing)

4. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country. These

exchanges provide job information to job seekers and help employers in identifying
suitable candidates.

5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts
with the sources of such workers. This source is used to recruit labour for
construction jobs.

12
6. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country.
These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.

7. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise. But can
help in creating the talent pool or the database of the probable candidates for the
organization.

8. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the
organization can refer their friends and relatives for some position in their
organization. Also, the office bearers of trade unions are often aware of the
suitability of candidates. Recruitment Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.

9. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed
whenever a permanent worker is absent. More efficient among these may be recruited
to fill permanent vacancies.

RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department
and recruitment process is the first step towards creating the competitive strength and
the recruitment strategic advantage for the organizations. Recruitment process
involves a systematic procedure from sourcing the candidates to arranging and

13
conducting the interviews and requires many resources and time. A general
recruitment process is as follows:

IDENTIFYING THE VACANCY:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:

• Posts to be filled
• Number of persons
• Qualifications required

• Preparing the job description and person specification.

• Locating and developing the sources of required number and type of

employees (Advertising etc).

• Short-listing and identifying the prospective employee with required

characteristics.

• Arranging the interviews with the selected candidates.

• Conducting the interview and decision making

14
1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Arrange interviews

6. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e.

the final interviews and the decision making, conveying the decision and the
appointment formalities.

15
 FACTORS AFFECTING RECRUITMENT

The recruitment function of the organisation is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the
factors that can be controlled by the organisation. And the external factors are
those factors which cannot be controlled by the organisation. The internal and
external forces affecting recruitment function of an organisation are

RECRUITMENT FACTORS

16
 INTERNAL FACTORS AFFECTING RECRUITMENT

Internal factors or forces which affecting recruitment and can be controlled by

the organisation are
1. RECRUITMENT POLICY:
The recruitment policy of an organisation specifies the objectives of recruitment
and provides a framework for implementation of recruitment programme. It may
involve organizational system to be developed for implementing recruitment
programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

• Organizational objectives
• Personnel policies of the organization and its competitors
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in
the existing manpower of the organization. It also helps in determining the
number of employees to be recruited and what qualification they must
possess.

3. SIZE OF THE FIRM

size of the firm is an important factor in recruitment process.If the
organization is planning to increase its operations and expand its business, it
will think of hiring more personnel, which will handle its operations.

17
 4. COST

Recruitment incur cost to the employer, therefore, organizations try to employ

that source of recruitment which will bear a lower cost of recruitment to the
organization for each candidate.

5. GROWTH AND EXPANSION

organization will employ or think of employing more personnel if it is expanding

it’s operations, expand its business, it will think of hiring more personnel, which
will handle its operations.

EXTERNAL FACTORS AFFECTING RECRUITMENT

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the The external factors which affecting
recruitment are the forces which cannot be controlled by the organisation. The major
external market for the professionals demanded by the company, then the company
will have to depend upon internal sources by providing them special training and
development programs.

3. LABOUR MARKET
Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization. If there is surplus of
manpower at the time of recruitment, even informal attempts at the time of
recruiting like notice boards display of the requisition or announcement in the
meeting etc will attract more than enough applicants.

18
IMAGE / GOODWILL
Image of the employer can work as a potential constraint for recruitment. An
organization with positive image and goodwill as an employer finds it easier to attract
and retain employees than an organization with negative image. Image of a company
is based on what organization does and affected by industry. For example finance was
taken up by fresher MBA’s when many finance companies were coming up.

POLITICAL-SOCIAL- LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment
have direct impact on recruitment practices. For example,Government of India has
introduced legislation for reservation in employment for scheduled castes, scheduled
tribes, physically handicapped etc. Also, trade unions play important role in
recruitment. This restricts management freedom to select those individuals who it
believes would be the best performers. If the candidate can’t meet criteria stipulated
by the union but union regulations can restrict recruitment sources.

3. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth of
the economy (whether economy is growing or not and its rate). When the
company is not creating new jobs, there is often oversupply of qualified
labour which in turn leads to unemployment.

COMPETITORS
The recruitment policies of the competitors also effect the recruitment function of
the organisations. To face the competition, many a times the organisations have to
change their recruitment policies according to the policies being followed by the
competitors.

19
IMPORTANCE AND PURPOSE OF RECRUITMENT

• Determine the present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.
• Increase the pool of job- candidates at minimum cost.
• Help in increasing the success rate of the selection process by reducing the
number of under-qualified or over qualified applicants.
• Help reduce the probability that job applicants ,once recruited and
selected,will leave the organization only after a short period of time.
• Meet the organizations legal and social obligations regarding the composition
of its workforce.
• Being identifying and preparing potential job applicants who will be
appropriate candidates.

MAYA’S RECRUITMENT PROCEDURE

RECRUITMENT PROCESS

Recruitment is done as per the procedure lead down here under:

MANPOWER PLANNING

• Each division/ production unit (PU) / department shall undertake annual

manpower planning every year
• Manpower planning may be necessitated due to following reasons.
1. Separation – resignation, termination, transfers etc.
2. Expansion/ re-organization.
3. Time bound jobs of temporary nature / leave vacancies.
4. retirement(premature/on attaining 58 years of age).
5. heavy maintenance or other emergencies.

20
• Every PU / department head will review and work out the manpower
requirements of his department/ PU in view of the companies business /
targets giving proper justification.
• Respective employees relation department will ensure that the manpower is
made available as per the approved manpower
• RECRUITMENT
Recruitment will be done from internal and external sources

INTERNAL- RECRUITMENT PROCESS

• All internal resources will be explored to get the vacancies filled
through internal recruitment/ redeployment/ re-organization,
redeploying indirect workmen to direct manufacturing areas or through
transfers.
• Plant employee relations department will administer the recruitment
process in consultation with the concerned department.
• The decision of the management will be final in filling the vacancies

EXTERNAL RECRUITMENT PROCESS

• Whenever it becomes necessary to recruit permanent workmen from a

external sources , the vacancies will be notified to the concerned
employment exchange and following measures can also be taken to fill
the vacancies.
• Recruitment of employees referrals
• Recruitment from open market. / Advertisement in newspaper and media.

21
SELECTION PROCEDURE

• The employee relation department will coordinate or organize and

administer the selection process for the permanent workmen in
consultation with the respective department / PU.

• The employee relation department will get the prescribe application

form filled up by the candidate for procuring information about the
candidate.
• Written test or practical will be conducted by employee relations
department and the candidate passing the test with the minimum cut
off marks shall be short listed for interviewee and final selection.
• Employee relation department in consultation with the concerned
department will set dip interviewee committee consisting of ER head /
manager and department/PU head /manager.

22
ENTRY LEVEL AND GRADE FIXATION

• The new appointee will be placed in an appropriate grade decided on the basis
of his/her qualification, skill & experience.
• The minimum entry level / grade in vogue at present in different areas of
work/staff functions are as under:
•
Category/Area Of Qualification Grade Starting
Work[Minimum] basic
Sanitation staff Matric E01 1,150
mali/gardner
Helper Matric E01 1,150
Peon Matric E03 1,250
Operator I.T.I E03 1,250
Operator I T.I with E04 1,300
apprenticeship
Driver Metric( with valid E04 1,300
driving license)
Clerical staff Graduate, E06 1,400
computer literate
Clerical staff Graduate, E07 1,450
(experience) computer literate
and 1 year
experience
Inspector/auditor I.T.I with E06 1,400
apprenticeship
Draughtsman I.T.I with E07 1,450
apprenticeship

• Experienced candidates may be placed in higher grades or at higher basic on

the basis of prior service/ experienced and / or qualification

LETTER OF INTENT

23
 The selected candidate will be given an intent letter with prescribed details as
below:
• Position for which selected
• Expected date of joining
• Trade and salary details.
• Advice for medical examination.
• Details of the testimonials and other document to be submitted at the time of
joining
• Acceptance by the selected candidates.

MEDICAL EXAMINATION

Candidates for regular employment before joining will be require to undego re-
employment examination by the companies medical officers or the doctors
nominated in this respect

TESTIMONIALS AND DOCUMENTS TO BE SUBMITTED AT THE

TIME OF JOINING

The selected candidate for regular employment will be required to submit the
following documents at the time of joining.
• Educational qualification certificates(photocopies)
• Experienced and clearance certificates from previous employer (if applicable)
• Three recent coloured passport sized photographs,
• Medical fitness certificate from companies doctor-in original.
• Certificate in support of proof of age.
• Character certificate/ service certificate from the previous employer.

24
 JOINING FORMALITIES TO BE COMPLETED BY THE
EMPLOYMENT UNITS OR EMPLOYEE RELATIONS
DEPARTMENT.

• Personal particular form –duly filled .

• Joining report in original.
• Allotment of employees identification number and cost centre
• Create personal file for service record
• Prepare checklist.
• Prepare identity –cum-punching card.
• Issue temporary punching card for attendance recording.
• Update the employees master information form
• Enter name in the adult workers register and master-roll.
• Provident funds form no. 13, if applicable.
• Information form for entitlement of welfare / safety items.

ISSUE OF APPOINTMENT LETTER

On joining duty the employee will be issued an appointment letter by the
employee relation department.
• The terms and conditions of employment shall be as per standard format ,
which may be suitably modify as demanded by circumstances.
• All testimonials and documents along with the sign checklist must be on
file before issuing the appointment letter.

25
 INDUCTION PROGRAMME
• All new joiners will undergo an induction programme for one day soon after
joining in order to familiarize them with the companies history product, personal policies,
work systems, organizational rules and regulations, values and culture, vision and
mission, safety and general behavior expected from the workmen
• Induction programme shall be done by employee’s relations department in
consultation and involvement of concerned department/other department.
• Induction programme will consist of class room session for half a day and
plant visit of half day.

PROBATION
• Probation means a workman who is provisionally empl0oyed on trial to fill
vacancies in a permanent post and has not been conformed as permanent.
Ordinally the period of probation shall be six months, but it can be extended
by another period of three months at a time at the sole discretion of the
management.
• A workman shall continue top be on probation till conformed in writing by the
management. Services of a probationer can be terminated without assigning
any reason or notice at any time during the probationary period.
• If a permanent workman is employed on probation in anew post or a
vacancies and his work during such probation is not found satisfactory, he
may at any time during the probationary period be reverted to his previous
permanent post

CONFORMATION
• A department shall evaluate a probationer for conformation through an
assessment form. The employee shall be treated as co0nformed only after
the issuance of a written order in this regard.
• Respective employee relation department will ensure that necessary
information is sent to all other department agencies for different

26
 administrative purpose about his conformation and a record of such
communication is maintained.

CHANGE OF ADDRESS / PARTICULARS

It will be obligatory on the part of permanent employee to communicate immidately
upon the change of any particular relating to family education, address, permanent, or
present telephone number, if any other changes in the information already provided
by him at the time of employment in his personal particular form.

CLASSIFICATION OF WORKMAN
Classification of workman as per the certified standing orders are as under:
1. permanent
2. probationer
3. substitute
4. temporary
5. casual
6. apprentice/trainee.

HIRING OF TEMPORARY/CASUAL WORKMAN

• the objective of hiring of casual and temporary workman is to fill up a

vacancies created by absentees of a temporary requirement for a short period .
• the required manpower duly approved by the sanctioning authority should
reach employee relation department atleast seven days in advance.

QUALIFICATIONS

27
 Category Qualification

Unskilled Matric

Semi-skilled I.T.I/or relevant experience

The above are only guidelines. However based on the nature of jobs and urgency the
management can relax the qualification if a candidate has enough experience to carry
out the job independently.

DOCUMENTS REQUIRED
• Bio-data
• Proof of date of birth.
• 2 passport size photographs & 2 post card size group photographs of family
members.
• Copies of qualification/experience.

PROCEDURE FOR SELECTION

• The application form made available t the gate Shall be filled by the
candidates and handed over at the gate itself along with the copies of
document mentioned above.
• The concerned department head shall depute his o9icer for interviewee on
• technical aspects along with the officers of the employees relations
department.

JOINING FORMALITIES

28
 After the completion of statuary formalities the employee relations department
will issue casual or temporary check-list. This check will be retained by the
individual during the period of his service and , can also be used as an identity
card.

INDUCTION OF CASUAL EMPLOYEES

Training section will arrange a two-hour induction to cover mainly safe
working conditions, rules and regulations and the facility available
programme.

ATTENDANCE
The employee relation department will issue the attendance card to casual or
temporary workman for marking of attendance, however for the purpose of
verification of the physical presence of concerned workman, the shop supervisor will
mark attendance in first half and second half.

STATUARY COMPLIANCE
It will be the sol responsibility of the concerned employee relations department to
ensure that the minimum rates of wages are paid to the temporary / casual workman
as fixed by the state govt. of Haryana and revised from time to time under minimum
wages act.
All precautions will be taken to ensure that all statuary obligations are taken care of
such as the payment of wages/ provisions of facility of legal formalities with regard to
employment of casual / temporary workers.

29
COMPANY PROFILE

30
We like to introduce ourselves as a leading garment manufacturing and exporting
company based in New Delhi, India.

Our company was formed in 1973. Since then we have worked directly with chain of
shops, departmental stores and catalogue houses of Europe. We deal in both Knitted
and Woven garments. We make garments for Young Ladies, Juniors, Kids & Men.
We are oldest and the biggest suppliers from India to M/s. H&M since the last 36
years. Some of our other customers are M/s. Kiabi, M/s. Pimkie, M/s. 3Suisses, M/s.
Vero Moda, M/s. Lindex, M/s. Jane Norman, M/s. Orsay, M/s New Look & M/s
Charles Voegele.

We have an annual production capacity to manufacture 72,00,000 Pcs (wovens +

knitted) on 1500 Sewing Machines), in our state of the art production units. We
have 1 corporate office & 3 production units with modern production facilities like
CAD, fabric inspection machines, Overlocks with lint collector, computer
embroidery machines, perk washing machines, thread trimming machines, heat
transfer printing machine, colour cad etc. Our entire production is done in an
assembly line starting from cutting to packing. The production floor is organised in
such a manner that the garment does not leave the line for any purpose, the garment
starts at one end and is packed at the other end. All production floors have very
pleasant working conditions and the temperature is controlled by a HVAC system.

We have a highly professional team starting from General Manager level to the
lower levels. All orders are, handled in a professional pre-planned and highly
organised manner. This is done with the help of ERP software through backward
planning charts, T & A calendars daily and weekly reports etc.

We have an independent quality control department headed by a Q.A Manager.

This team is directly reportable to me. At fabric stage, fabric is checked by 4 point
system and at garment stage regular inspections are done at AQL 2.5 level.

31
All our factories are compliant from Social and Environmental point. We have a
independent compliance team headed by a senior compliance manager who
ensures that all the requirements of our buyers are in place. This team is also
responsible to build culture down the line through regular meetings with factory and
departmental heads and also through regular classes and lectures. We meet SA 8000
and ISO 9001 norms.

We have a team of free lance designers based in London and Paris and also we have
a design studio in Delhi having a team of 3 designers headed by a Senior Designer.
These Designers feed us regularly with up-coming trends and enable us to show
collections to our buyers round the year.

We are a financially sound company. Our turnover last year was $ 13 Million and
we are targeting to do a turnover of $ 16 million this year.

We are very keen to start business with your esteemed organisation. We assure you
that once given an opportunity we shall leave no stone unturned in providing you with
excellent service and quality goods.

STRENGTHS

DESIGNING

32
 • WGSN / Premier Vision / Tex World
• 2 Free Lance Designers in London
• 3 Designers in Delhi
• Round the year collection making
• Market shopping – Europe
• Local market – Regular fabric & trims sourcing

MARKETING
• Round the year picture presentation
• Visit Europe 6 – 8 times a year

PLANNED ORDER BOOKING & CAPACITY UTILISATION

• Prices are quoted along with capacity booking by the planning department
• Sell only 95% of our capacity

MERCHANDISING
• Highly organized teams
• SOP
• In-depth analysis & control
• Order foundation meeting
• Wash standardization
• Yellow sheet
• Organised order handling / filing

FABRIC & TRIM SOURCING

• Sourcing fabric & trims from direct manufacturers
• Sourcing from organised & quality manufacturers
• Purchasing at low prices, buying cash

33
 • Fabric teams placed all over the country for efficient co-ordination of fabric
production & on the spot approvals
• Trim sourcing – China

LOW COST & HIGHLY EFFICIENT PRODUCTION

• Engineering department – from Inquiry stage
• Parallel sampling
• Controlled overheads
• Strict control on cost of production
• Modern techniques of production
• Strict control on wastages

QUALITY PRODUCTION
• Independent quality control department
• Self reliant for many buyers

COMPLIANT FACTORIES
• H&M approved
• George approved
• BSCI approved

ON TIME SHIPMENTS
• 99% shipments on time

SATISFIED CUSTOMERS
• We are key suppliers to our customers.
• All are extremely satisfied with our performance & like to grow their business
with us.
• Good growth chart

34
 COMPANY’S VALUES

EMPLOYEES

 PAYMENT AS PER LAW

 ON TIME PAYMENT
 AUTHOURITY WITH RESPONSIBILITY
 CLEAR CUT DEFINED
 DEFINED RESPONSIBILITIES

B.) SUPPLIERS

 LONG TERM RELATIONSHIP

 ON TIME PAYMENT
 ETHICAL VALUES
 METRIX SYSTEM
 VENDOR EVALUATION SYSTEM

C.)ENVOIRNMENT

 MSDS FOR ALL CHEMICALS / DETERGENTS IN USE.

 WATER TREATMENT PLANT
 ORGANIC COTTON

 ENCOURAGE ALL SUBCONTRACTORS DYES/PRINTERS TO

BE FRIENDLY TOWARDS ENVOIRNMENT
 NOISELESS GENERATORS

35
KEY CUSTOMERS

 M/S HENNES & MAURITZ SWEDEN, NORWAY, DENMARK

NETHERLANDS, ENGLAND,
SWITZERLAND, GERMANY,
BELGIUM, AUSTRIA, FINLAND
FRANCE, U.S.A, SPAIN, POLAND,
CZECH REPUBLIC, CANADA
&TO THEIR MAIL ORDER
COMPANY CALLED ROWELLS.

 M/S GEORGE UK

 M/S VEROMODA DENMARK

 M/S LINDEX SWEDEN

 M/S ORSAY GERMANY

 M/S PIMKIE ITALY / FRANCE / GERMANY

 M/S KIABI FRANCE

 M/S SEPPALA FINLAND

 M/S 3SUISSES FRANCE

36
 M/S CUBUS NORWAY

 M/S BONAPARTE DENMARK

 M/S AHLENS SWEDEN

 M/S JANE NORMAN UK

 M/S NEW LOOK UK

 M/S FRANSA DENMARK / NORWAY

 M/S CHARLES VOEGELE SWITZERLAND

 M/S RABALDER SWEDEN

37
 PRODUCT RANGE
(WOVEN & KNITS)

A) WOMEN’S DRESSES, BLOUSES, SHIRTS, SPORTS T-

SHIRTS, PULL OVER & NIGHT WEAR.

B) JUNIOR BLOUSES, SHIRTS, T-SHIRTS, VESTS, & DRESSES.

C) CHILDREN DRESSES, SKIRTS, T-SHIRTS PINAFORE,

ROMPERS & JUMP – SUITES.

• SPECIALISED IN

A) EMBROIDERY :- COMPUTRIZED, MACHINE,

HAND, APPLIQUE & PATCHWORK.

B) WOVENS & KNITS :- YARN DYES, PRINTS & SOLID

C) WASHES :- VINTAGE (PEACH), SILICON,

ENZYME, BLEACH, ACID &
CAUSTIC

38
HUMAN RESOURCES

A.) MAN POWER

 MANAGERS - 15 PERSONS
 QUALITY CONTROLLERS – 20 PERSONS
 PATTERN MASTERS - 04 PERSONS

 CUTTING MASTERS - 07 PERSONS

 PRODUCTION - 1600 PERSONS
 FINISHING - 25 PERSONS
 PACKING - 20 PERSONS
 SAMPLING & MERCHANDISING - 60 PERSONS

TOTAL NUMBER OF EMPLOYEES - 1750 PERSONS

B.) PRODUCTION STRUCTURE

 PATTERN MAKING
 CUTTING
 EMBROIDERY
 STITCHING
 BUTTONING
 IRONING
 FINISHING
 PACKING

39
  MINIMUM QUANTITIES - 2000 PCs FOR SOLID &
WOVEN
FABRICS 3500 MTRS FOR SCREEN PRINT, 6000 MTRS FOR ROTARY
PRINT WITH MINIMUM 3000 MTRS. PER COLOUR

 LEAD TIME - WOVEN - 11 TO 14 WEEKS

KNIT - 10 TO 12 WEEKS

 YEARS IN BUSSINESS - 37 YEARS

 WORKING HOURS OF - 09 : 00 HRS TO 17:30 HRS

FACTORY (Monday to Saturday)

 PAYMENT OF EMPLOYEE - MONTHLY (Salary Basis)

 PRODUCTION CAPACIT - 72,00,000PCS

(ANNUALLY) (WOVENS & KNITS)

40
PRODUCTION LINE

FINISHING

41
 ,

CAD ROOM

COMPUTERIZED EMBROIDERY MACHINE

42
43
 Q1: RECRUITMENT IS MADE ACC. TO IMMEDIATE NEED?

TABLE- 4.1

Response No. of response

Agree 24

Disagreed 6

Moderate agree 20

NO.OF RESPONSES

14%
AGREE
MODERATELY AGREE
54% disagreed
32%

Figure 4.1

INTERPRETATION:- 54% of the responses are in favour of that

recruitment is made acc. to immediate need. 32% of the people are moderately
agreed and 14% of the people were disagreed.

44
Q2: PRINCIPLE OF RIGHT MAN AT RIGHT JOB IS STRICTLY
FOLLOWED?
Table 4.2

Responses No. of responses

Yes 30

No 20

no. of responses

40%
yes
no
60%

Figure 4.2
INTERPRETATION :- 60 % of the people agree that principle of right man
at right job is strictly followed And 40% of the people disagree that it is not followed..

45
Q 3. IS THERE ANY WELL DEFINED RECRUITMENT
POLICY?
Table 4.3
RESPONSES NO.OF RESPONSES

Agree 30

Moderately agree 12

Neutral 8

NO.OF RESPONSES

16% AGREE

MODERATELY
24% 60% AGREE
NEUTRAL

Figure 4.3
INTERPRETATION:- 60% responses are in favour of Well Defined
Recruitment Policy of the Maya exports corporation. 24% people are
moderately agreed and 16% of people haven’t said anything regarding this.

Q4.WHICH ARE THE PARAMETERS ON WHICH

CANDIDATES ARE EVALUATED?

46
 Table 4.4
Parameters No. of responses

Skill 25

Experience 19

Training 6

no. of responses

30
25
25
19
20
15 no. of responses
10 6
5
0
skills experience training

Figure 4.4
INTERPRETATION:- Most of the candidates are evaluated on the basis of
skill., few candidates are evaluated on the basis of e candidates are evaluated on
the basis of training. Hence it shows Maya Exports Corporation evaluated their
candidates more on the basis of skill.

Q 5: IS THERE ANY PARTICIPATION BY THE MANAGER IN

PLANNING AND RECRUITMENT?
Table 4.5

47
 RESPONSES NO.OF RESPONSES

Agree 28

Moderately agree 12

Neutral 10

NO.OF RESPONSES
28
30
25
20 12
15 8 NO.OF RESPONSES
10
5
0
NEUTRAL
MODERATE
AGREE

LY AGREE

Figure 4.5
INTERPRETATION:-, most of the people said that manager participates in
planning and recruitment ,few people said that manager sometimes participate
and somepeople haven’t said anything.

Q6: IS INTENRAL OR EXTERNAL SOURCE OF RECRUITMENT

SELECTED BY YOUR COMPANY?

Table 4.6

48
 SOURCES No. of responses

INTERNAL 30

EXTERNAL 20

no. of responses

40%
INTERNAL
EXTERNAL
60%

Figure 4.6

INTERPRETATION:- 60% of the recruitment is done internally with in the

organization and 40% of the recruitment is done externally outside the
organsation

Q 7: ARE YOU AWARE OF THE RECRUITMENT POLICIES?

Table 4.7

49
 AWARENESS No. of responses

YES 30

NO 20

Response chart

No, 20% ,

Yes
No

Yes , 80%

Figure 4.7
INTERPRETATION:- 80% of the people were in favour of the awareness
about recruitment policies and they were strongly agreed for this. And 20%
were disagreed regarding awareness about recruitment policies.

50
Q8: ANY FEEDBACK TAKEN?
Table-4.8

FEEDBACK RESPONSE
YES 17
NO 3

FEEDBACK

18
16
NO OF EMPLOYEES

14
12
10
8 17
6
4
2 3
0
YES NO
RESPONSE

Figure 4.8

INTERPRETATION:, Is Taken From The Yes Feedback Trainee After The

Training Is Over Terms Like Whether They Like The Training, Which They
Had Undergone, Was The Sufficient Enough To Make Them And Competitive
To Go With? .If Not Then What Can Be Done Which Make It Easy And Handy
To Understand.

Q9:DOES YOUR COMPANY MAINTAIN RECRUITMENT &

SELECTION RECORDS?

51
 Table 4.9

RESPONSE PERCENTAGE

YES 85

NO 10

CAN’T SAY 5

Can't say
No

Yes
No
Can't say

Yes

Figure 4.9
INTERPRETATION:,- were As per my observation most of the people
strongly satisfied that recruitment and selection records are properly

52
maintained. Few people said that records are not maintained and some said
can’t say.

53
 RECOMMENDATIONS

 Candidate must be recruited on the basis of equally skills ,experience and

knowledge.
 Company properly follows the policy of right man at right job without any
bias.
 All the records must be appropriately maintained for recruitment process.
 Candidates must be selected from both internal as well as external source.

54
 LIMITATION OF THE STUDY

The following limitations faced by me during the study of my project as :-

1. Unavailability of proper material

2. Lack of guidance
3. Organization Restrictions
4. Lack of Responsiveness by the employees towards the Questionnaire
5. Time Limitation

1. UNAVAILABILITY OF PROPER MATERIAL

The lack of proper material was also a limitation when developing the report.
There was not adequate availability of material in developing the report. Some of
the material available was not too relevant. The material available was not
sufficient. The library was not able to provide the best material

2. LACK OF GUIDANCE

There was lack of guidance at some of the stages when preparing the report. The
supervisors some times were not able to give proper guidance because of his own
job responsibilities. So it was a little lack of guidance.

3. ORGANISATIONAL RESTRICTIONS

There were restrictions clear on the supervisors and on the respondents to very
much all the policy and process of the recruitment and selection process
organization is authorized to disclose all the policies it is because of some certain
principles made by the top management of the organization.

55
4. LACK OF RESPONSIVENESS BY THE EMPLOYEES TOWARDS THE
QUESTIONNAIRE

There was lack of responsiveness by the employees towards the Questionnaire.

Some of them were not able to provide the responses in a right way .some of them
were not able to give the best response. Some of them don’t seem to be much
serious about full filling the questionnaire.

5. TIME LIMITATION

The time was a limitation during the completion of the report. the time was not
enough to cover all the points about the topic . Also it was a tough job to
understand all training policy in this short period. it brings the eagerness in
completion of the report.
The time raises a big difficulty in the preparation of the report. This time
limitation enables to better understanding the policies of company

56
 CONCLUSION OF THE STUDY

Learning at Maya was very good experience for me. We got practical knowledge
which we don’t have. Their rules and regulations are known to us. Maya H.R
manager is very cooperative with me and also their staff members. Its wonderful
experience for me to be a trainee of Maya. It will be easier now to understand the
things in reality.

My training in the hr dept. allowed me to learn the finer points of recruitment process.
After the adequacy study & visits I have reached certain edge, which are summed up
in various headings can be pointed out as follows:

 The organization has got a proper system for every recruitment activity.
 Recruitment system of Maya is outstanding.
 The methods of recruitment are also very outstanding.
 Internal l sources of recruitment boosts up the morale of the employees.
 Maya recruitment function is receiving large no. of applications to make
selection from.
 In the company it is a positive process as more and more candidates are
induced to apply for the job.

It has been a very memorable experience throughout, which no doubt will

immensely help me in attaining my goals.

57
58
 BIBLIOGRAPHY
BOOKS

1. Dazzler G. , “Human Resource Management:,, Pearson education, 9th

Edition”(2009)
2. Gomez-Mejia L.R., Balk in D.B., Cardy R.L. , “Managing Human
Resources:” , Pearson Education, Prentice Hall of India 3rd edition (2000)
3. Kothari C.R. “Methods & Techniques” Pearson education , second edition.
(1990)
4. Rao T.V. , “Readings in HRD” Oxford & IBH Publishing Co. Pvt. Ltd.,
New Delhi, 4th edition (2001)

WEB SITE

1. www.ecel.com
2. www.maya corp. pvt ltd.com/_assets/5568

59
ANNEXURE

60
QUESTIONNARIE

Q1: RECRUITMENT IS MADE ACC. TO IMMIDIATE NEED?

 Agree
 Moderately agree
 Neutral

Q2: PRINCIPLE OF RIGHT MAN AT RIGHT JOB IS STRICTLY

FOLLOWED?
 Yes
 No

Q 3. IS THERE ANY WELL DEFINED RECRUITMENT

POLICY?
 Agree
 Moderately agree
 Neutral

Q4.WHICH ARE THE PARAMETERS ON WHICH CANDIDATES

ARE EVALUATED?
 Skills
 Experience
 Knowledge

Q 5: IS THERE ANY PARTICIPATION BY THE MANAGER IN

PLANNING AND RECRUITMENT?

61
 Agree
 Moderately agree
 Neutral

 Q 6:IS INTERNAL OR EXTERNAL SOURCE OF

RECRUITMENT IS SELECTED BY YOUR COMPANY?

 Internal
 External

Q 7: ARE YOU AWARE OF THE RECRUITMENT POLICIES?

 Yes
 No

Q8: ANY FEEDBACK TAKEN?

 Yes
 No

62
63