ABIRAMI EXPORTS IN COIMBATORE

CHAPTER – I

INTRODUCTION

ABOUT THE COMPANY PROFILE

ABIRAMI EXPORTS Textiles is located at Coimbatore Tamil Nadu in the Southern part of
India. Established in 2001, we are an Eminent Manufacturer, Exporter and Supplier of the
Cotton Home furnishing Textile Products that are a reflection of the dexterity of the artisans
of India. We incorporate the latest trends, Designs and Colors in Our Home Furnishing
Textile Products that caters to the diverse taste and preferences of our discerning clients.

We are backed by a Talented Team of Master Craftsmen with Rich Experience in infusing
life into the Home Furnishing textiles through their dexterous hands. Our dedicated Quality
Control supervisors carefully monitor the entire production process to ensure quality
standards and client specifications are met.

Each of our creations speaks volume of the efforts and craftsmanship that goes into making
them. This is the reason our Home Furnishing Textile Products have found immense
appreciation and accolades in the international market.

ABIRAMI EXPORTS Textiles, the Name you can trust for Quality Textiles Products. VKS
fabrics offer a wide range of Textiles Products, Created & Designed to Satisfy Our Buyers
Worldwide.

Most of our products are manufactured as per our buyer's design under their Orders and in
their own labels, but We also create designs as per our clients request with our own designers.

ABIRAMI EXPORTS Textiles is recognized for its Innovation, Constant Research,

Development and Upgrades to the trends prevailing around World. We constantly evaluate
our Clients needs and observe the evaluation of Consumer Habits. A Specialized Product
Development team and dedicated Sales force are contributing their level best to satisfy our
respected clients

- V.K.Sabapathi, Founder.
Being, the family business as Weaving and came from a Weaving Family, ABIRAMI
EXPORTS Textiles has a very good knowledge about production, technical aspects and each
& every corners of manufacturing the quality textile products.

Based in CoimbatoreIndia, We, ABIRAMI EXPORTS Textiles manufactures & supplies

finest Textiles to Our Valuable Customers across the World. It has been 14 years, since, we
are satisfying our clients and building a strong relationship both in business and in personal.

From 2006, it's the turn of Mr. Vadivel Kanaga Sabapathi, the son of Mr.V. Kanaga
Sabapathi taken the position and continuing the service to their respected clients .After
completing his International Business studies in the United Kingdom, he himself involves in
this wonderful business with great interest & spirit and always loves very much to serve his
respected clients.

INTRODUCTION TO TEXTIXE

Textiles can be made from many materials. These materials come from four main sources:
animal (wool, silk), plant (cotton, flax, jute), mineral (asbestos, glass fibre), and synthetic
(nylon, polyester, acrylic). In the past, all textiles were made from natural fibres, including
plant, animal, and mineral sources. In the 20th century, these were supplemented by artificial
fibres made from petroleum.

Textiles are made in various strengths and degrees of durability, from the finest gossamer to
the sturdiest canvas. The relative thickness of fibres in cloth is measured in deniers.
Microfibre refers to fibres made of strands thinner than one denier.

Animal textiles

Animal textiles are commonly made from hair, fur, skin or silk (in the silkworms case).

Wool refers to the hair of the domestic goat or sheep, which is distinguished from other types
of animal hair in that the individual strands are coated with scales and tightly crimped, and
the wool as a whole is coated with a wax mixture known as lanolin (sometimes called wool
grease), which is waterproof and dirtproofcitation needed. Woollen refers to a bulkier yarn
produced from carded, non-parallel fibre, while worsted refers to a finer yarn spun from
longer fibres which have been combed to be parallel. Wool is commonly used for warm
clothing. Cashmere, the hair of the Indian cashmere goat, and mohair, the hair of the North
African angora goat, are types of wool known for their softness.

Other animal textiles which are made from hair or fur are alpaca wool, vicuña wool, llama
wool, and camel hair, generally used in the production of coats, jackets, ponchos, blankets,
and other warm coverings. Angora refers to the long, thick, soft hair of the angora rabbit.
Qiviut is the fine inner wool of the muskox.

Wadmal is a coarse cloth made of wool, produced in Scandinavia, mostly 1000~1500 CE.

Silk is an animal textile made from the fibres of the cocoon of the Chinese silkworm which is
spun into a smooth fabric prized for its softness. There are two main types of the silk:
'mulberry silk' produced by the Bombyx Mori, and 'wild silk' such as Tussah silk. Silkworm
larvae produce the first type if cultivated in habitats with fresh mulberry leaves for
consumption, while Tussah silk is produced by silkworms feeding purely on oak leaves.
Around four-fifths of the world's silk production consists of cultivated silk.

Plant textiles

Grass, rush, hemp, and sisal are all used in making rope. In the first two, the entire plant is
used for this purpose, while in the last two, only fibres from the plant are utilized. Coir
(coconut fibre) is used in making twine, and also in floormats, doormats, brushes, mattresses,
floor tiles, and sacking.

Straw and bamboo are both used to make hats. Straw, a dried form of grass, is also used for
stuffing, as is kapok.

Fibres from pulpwood trees, cotton, rice, hemp, and nettle are used in making paper.

Cotton, flax, jute, hemp, modal and even bamboo fibre are all used in clothing. Piña
(pineapple fibre) and ramie are also fibres used in clothing, generally with a blend of other
fibres such as cotton. Nettles have also been used to make a fibre and fabric very similar to
hemp or flax. The use of milkweed stalk fibre has also been reported, but it tends to be
somewhat weaker than other fibres like hemp or flax.
Acetate is used to increase the shininess of certain fabrics such as silks, velvets, and taffetas.

Seaweed is used in the production of textiles: a water-soluble fibre known as alginate is

produced and is used as a holding fibre; when the cloth is finished, the alginate is dissolved,
leaving an open area.

Lyocell is a man-made fabric derived from wood pulp. It is often described as a man-made
silk equivalent; it is a tough fabric that is often blended with other fabrics – cotton, for
example.

Fibres from the stalks of plants, such as hemp, flax, and nettles, are also known as 'bast'
fibres.

Mineral textiles

Asbestos and basalt fibre are used for vinyl tiles, sheeting, and adhesives, "transite" panels
and siding, acoustical ceilings, stage curtains, and fire blankets.

Glass fibre is used in the production of spacesuits, ironing board and mattress covers, ropes
and cables, reinforcement fibre for composite materials, insect netting, flame-retardant and
protective fabric, soundproof, fireproof, and insulating fibres.

Metal fibre, metal foil, and metal wire have a variety of uses, including the production of
cloth-of-gold and jewellery. Hardware cloth (US term only) is a coarse woven mesh of steel
wire, used in construction. It is much like standard window screening, but heavier and with a
more open weave. It is sometimes used together with screening on the lower part of screen
doors, to resist scratching by dogs. It serves similar purposes as chicken wire, such as fences
for poultry and traps for animal control.

Synthetic textiles

All synthetic textiles are used primarily in the production of clothing.

Polyester fibre is used in all types of clothing, either alone or blended with fibres such as
cotton.

Aramid fibre (e.g. Twaron) is used for flame-retardant clothing, cut-protection, and armor.

Acrylic is a fibre used to imitate wools, including cashmere, and is often used in replacement
of them.
Nylon is a fibre used to imitate silk; it is used in the production of pantyhose. Thicker nylon
fibres are used in rope and outdoor clothing.

Spandex (trade name Lycra) is a polyurethane product that can be made tight-fitting without
impeding movement. It is used to make activewear, bras, and swimsuits.

Olefin fibre is a fibre used in activewear, linings, and warm clothing. Olefins are
hydrophobic, allowing them to dry quickly. A sintered felt of olefin fibres is sold under the
trade name Tyvek.

Ingeo is a polylactide fibre blended with other fibres such as cotton and used in clothing. It is
more hydrophilic than most other synthetics, allowing it to wick away perspiration.

Lurex is a metallic fibre used in clothing embellishment.

Milk proteins have also been used to create synthetic fabric. Milk or casein fibre cloth was
developed during World War I in Germany, and further developed in Italy and America
during the 1930s. Milk fibre fabric is not very durable and wrinkles easily, but has a pH
similar to human skin and possesses anti-bacterial properties. It is marketed as a
biodegradable, renewable synthetic fibre.

Carbon fibre is mostly used in composite materials, together with resin, such as carbon fibre
reinforced plastic. The fibres are made from polymer fibres through carbonization.

Production methods

Weaving is a textile production method which involves interlacing a set of longer threads
(called the warp) with a set of crossing threads (called the weft). This is done on a frame or
machine known as a loom, of which there are a number of types. Some weaving is still done
by hand, but the vast majority is mechanised.

Knitting and crocheting involve interlacing loops of yarn, which are formed either on a
knitting needle or on a crochet hook, together in a line. The two processes are different in that
knitting has several active loops at one time, on the knitting needle waiting to interlock with
another loop, while crocheting never has more than one active loop on the needle.

Spread Tow is a production method where the yarn are spread into thin tapes, and then the
tapes are woven as warp and weft. This method is mostly used for composite materials;
Spread Tow Fabrics can be made in carbon, aramide, etc.
Braiding or plaiting involves twisting threads together into cloth. Knotting involves tying
threads together and is used in making macrame.

Lace is made by interlocking threads together independently, using a backing and any of the
methods described above, to create a fine fabric with open holes in the work. Lace can be
made by either hand or machine.

Carpets, rugs, velvet, velour, and velveteen are made by interlacing a secondary yarn through
woven cloth, creating a tufted layer known as a nap or pile.

Felting involves pressing a mat of fibres together, and working them together until they
become tangled. A liquid, such as soapy water, is usually added to lubricate the fibres, and to
open up the microscopic scales on strands of wool.

Nonwoven textiles are manufactured by the bonding of fibres to make fabric. Bonding may
be thermal or mechanical, or adhesives can be used.

Bark cloth is made by pounding bark until it is soft and flat.

Treatments

Textiles are often dyed, with fabrics available in almost every colour. The dying process
often requires several dozen gallons of water for each pound of clothing.17 Coloured designs
in textiles can be created by weaving together fibres of different colours (tartan or Uzbek
Ikat), adding coloured stitches to finished fabric (embroidery), creating patterns by resist
dyeing methods, tying off areas of cloth and dyeing the rest (tie-dyeing), or drawing wax
designs on cloth and dyeing in between them (batik), or using various printing processes on
finished fabric. Woodblock printing, still used in India and elsewhere today, is the oldest of
these dating back to at least 220 CE in China. Textiles are also sometimes bleached, making
the textile pale or white.

Textiles are sometimes finished by chemical processes to change their characteristics. In the
19th century and early 20th century starching was commonly used to make clothing more
resistant to stains and wrinkles. Since the 1990s, with advances in technologies such as
permanent press process, finishing agents have been used to strengthen fabrics and make
them wrinkle free.18 More recently, nanomaterials research has led to additional
advancements, with companies such as Nano-Tex and NanoHorizons developing permanent
treatments based on metallic nanoparticles for making textiles more resistant to things such as
water, stains, wrinkles, and pathogens such as bacteria and fungi.19

More so today than ever before, textiles receive a range of treatments before they reach the
end-user. From formaldehyde finishes (to improve crease-resistance) to biocidic finishes and
from flame retardants to dyeing of many types of fabric, the possibilities are almost endless.
However, many of these finishes may also have detrimental effects on the end user. A
number of disperse, acid and reactive dyes (for example) have been shown to be allergenic to
sensitive individuals. Further to this, specific dyes within this group have also been shown to
induce purpuric contact dermatitis.

Although formaldehyde levels in clothing are unlikely to be at levels high enough to cause an
allergic reaction, due to the presence of such a chemical, quality control and testing are of
utmost importance. Flame retardants (mainly in the brominated form) are also of concern
where the environment, and their potential toxicity, is concerned. Testing for these additives
is possible at a number of commercial laboratories; it is also possible to have textiles tested
for according to the Oeko-tex certification standard which contains limits levels for the use of
certain chemicals in textiles products

VISION

To transform the company into a modern and dynamic yarn, cloth and processed cloth hand
finished product manufacturing company with highly professionals and fully equipped to
play a meaningful role on sustain able basis in the economy of Tamilnadu. To transform the
company into a modern and dynamic power generating company with highly professionals
and fully equipped to play a meaningful role on sustainable basis in the economy of
Tamilnadu.

MISSION

To provide quality products to customers and explore new markets to promote/expand sales
of the company through good governance and foster a sound and dynamic team, so as to
achieve optimum prices of products of the company for sustainable and equitable growth and
prosperity of the company.
ORGANIZATIOANL STRUCTURE

Founder (V.K.Sabapathi, Founder)

CEO (Mr. Vadivel Kanaga Sabapathi)

HR Manager

Technical Marketing Finance Administration

Department Department Department Department

(Mr.Rangarajan) (Mr.Raja) (Mr. (Mr.Prabakar)

Arulmolidevan)
(20) (155) (30)
(15)

Production
Department

(Mr.Mariyappan)

(530)

ABOUT THE INDUSTRY :

 ABIRAMI EXPORTS Cotton Development Mills Organization monitors the production,

processing, and marketing of cotton in Uganda. The organization promotes the
distribution of high quality cotton seed and generally facilitates the development of the
cotton industry.
 Act of Parliament, it has the responsibility to monitor the production, processing, and
marketing of cotton so as to enhance the quality of lint exported and locally sold, to
promote the distribution of high quality cotton seed and generally to facilitate the
development of the cotton industry.

 Cotton is Uganda’s third largest export crop after coffee and tea. It is the main source of
income for some 250,000 households, who cultivate cotton under rain-fed conditions and
with minimal use of inputs, such as fertilizers and chemicals. Since the climate and the
soil are very suitable for cotton cultivation, it is a very popular commodity among
smallholders with an average farm size of 0.5 hectares.

 Cotton has been growing from many decades ago. It’s more important crop and it has its
own important. Cotton seed is removing from raw cotton after ginning process. Cotton
seed has its own kingdom in globe for usefulness for various purposes. Cotton seed is
occupied around 65% in raw cotton so it is widely available in much cotton growing
country.

 It manufactures Cotton yarn, Polyester and Blended yarn with well and updated
machines. Most of the yarn goes for export and includes USA, Europe and Asia countries.

 Two manufacturing units have latest machinery in every section. It has been maintaining
a Quality control lab to check the quality of sliver and yarn produced at different levels.

 The Company enjoys a high promoter’s holding of 64.22% and is listed on the Bombay
and National Stock Exchanges with a market capitalisation of INR 87.13 Cr as on March
31 2013.

SPINNING MILLS INDUSTRY HISTORY

The study of the history of Silk cotton Spinning mills traces the availability and use
of Silk cotton and other materials and the development of technology for the making
of clothing over human history. The wearing of clothing is exclusively a human characteristic
and is a feature of most human societies

Clothing and spinning mills have been important in human history and reflects the
materials available to a civilization as well as the technologies that had been mastered.
The social significance of the finished product reflects spinning mills can
be felt or spun fibers made into yarn and subsequently netted, looped, knit or woven to make
fabrics, which appeared in the Middle East during the late stone age. From the ancient times
to the present day, methods of silk cotton production have continually evolved, and the
choices of mills available have influenced how people carried their
possessions, clothed themselves, and decorated their surroundings.

Sources available for the study of clothing and mills include material remains
discovered via archaeology; representation of mills and their manufacture in art; and
documents concerning the manufacture, acquisition, use, and trade of fabrics, tools, and
finished garments. Scholarship of Spinning mills history, especially its earlier stages, is part
of material culture studies.

Prehistoric development

The development of Spinning mills and clothing manufacture in prehistory has been the
subject of a number of scholarly studies since the late 20th century. These sources have
helped to provide a coherent history of these prehistoric developments. Evidence suggests
that humans may have begun wearing clothing as far back as 100,000 to 500,000 years ago.

Early adoption of fibrous apparel

Genetic analysis suggests that the human body louse, which lives in clothing, may only
have diverged from the head louse some 107 millennia ago, which supports evidence that
humans began wearing clothing at around this time. These estimates predate the first
known human exodus from Africa, although other hominid species who may have worn
clothes - and shared these louse infestations - appear to have migrated earlier.

Initial manufacture of Silk Cotton

Possible sewing needles have been dated to around 40,000 years ago. The earliest definite
examples of needles originate from the Solutrean culture, which existed in France from
19,000 BC to 15,000 BC. The earliest dyed flax fibers have been found in a prehistoric cave
in the Republic of Georgia and date back to 36,000 BP.

Ancient Spinning mills and silk cotton

The first actual Spinning mills, as opposed to skins sewn together, was probably felt.
Surviving examples of Nålebinding, another early Spinning mills method, date from 6500
BC. Our knowledge of ancient mills and silk cotton has expanded in the recent past thanks to
modern technological
developments.https://en.wikipedia.org/wiki/History_of_clothing_and_textiles - cite_note-
12 Our knowledge of cultures varies greatly with the climatic conditions to which
archeological deposits are exposed; the Middle East and the arid fringes of China have
provided many very early samples in good condition, but the early development of mills in
the Indian subcontinent, sub-Saharan Africa and other moist parts of the world remains
unclear.

Renaissance and early modern period

Bold floral patterned silks, 15th century.

Main article: 1400–1500 in fashion

Wool remained the most popular fabric for all classes, followed by linen and hemp. Wool
fabrics were available in a wide range of qualities, from rough undyed cloth to fine, dense
broadcloth with a velvety nap; high-value broadcloth was a backbone of the English economy
and was exported throughout Europe. Wool fabrics were dyed in rich colours, notably reds,
greens, golds, and blues.

Industrial revolution

During the industrial revolution, fabric production was mechanised with machines powered
by waterwheels and steam-engines. Production shifted from small cottage based production
to mass production based on assembly line organization. Silk cotton production, on the other
hand, continued to be made by hand.

Sewing machines emerged in the 19th century streamlining Silk cotton production.
 In the early 20th century, workers in the silk cotton spinning mills industries became
unionised. Later in the 20th century, the industry had expanded to such a degree that such
educational institutions as UC Davis established a Division of Silk cotton Spinning mills. The
University of Nebraska-Lincoln also created a Department of spinning mills and Design that
offers a Masters of Arts in Spining mills History, and Iowa State University established a
Department of Spinning mills that features a History of costume collection, 1865–1948. Even
high school libraries have collections on the history of Spinning mills.

Silk cotton mills were not only made in factories. Before this, they were made in local and
national markets. Dramatic change in transportation throughout the nation is one source that
encouraged the use of factories. New advances such as steamboats, canals, and railroads
lowered shipping costs which caused people to buy cheap goods that were produced in other
places instead of more expensive goods that were produced locally. Between 1810 and 1840,
the development of a national market prompted manufacturing which tripled the output’s
worth. This increase in production created a change in industrial methods, such as the use of
factories instead of hand made woven materials that families usually made.

The vast majority of the people who worked in the factories were women. Women went to
work in textile factories for a number of reasons. Some women left home to live on their own
because of crowding at home; or to save for future marriage portions.

The work enabled them to see more of the world, to earn something in anticipation of
marriage, and to ease the crowding within the home. They also did it to make money for
family back home. The money they sent home was to help out with the trouble some of the
farmers were having. They also worked in the millhouses because they could gain a sense of
independence and growth as a personal goal.

19th century developments

With the Cartwright Loom, the Spinning Mule and the Boulton & Watt steam engine, the
pieces were in place to build a mechanised woven fabric Silk Cotton industry. From this point
there were no new inventions, but a continuous improvement in technology as the mill-owner
strove to reduce cost and improve quality. Developments in the transport infrastructure; that
is the canals and after 1831 the railways facilitated the import of raw materials and export of
finished cloth.

Secondly, in 1830, using an 1822 patent, Richard Roberts manufactured the first loom with
a cast iron frame, the Roberts Loom.[8] In 1842 James Bullough and William Kenworthy,
made the Lancashire Loom. It is a semiautomatic power loom. Although it is self-acting, it
has to be stopped to recharge empty shuttles. It was the mainstay of the Lancashire cotton
industry for a century, when the [ Originally, power looms were shuttle-operated but in the
early part of the 20th century the faster and more efficient shuttleless loom came into use.
Today, advances in technology have produced a variety of looms designed to maximize
production for specific types of material. The most common of these are air-jet looms and
water-jet looms. Industrial looms can weave at speeds of six rows per second and faster.
 Thirdly, also in 1830, Richard Roberts patented the first self-acting mule. Stalybridge
mule spinners strike was in 1824, this stimulated research into the problem of applying power
to the winding stroke of the mule. The draw while spinning had been assisted by power, but
the push of the wind had been done manually by the spinner, the mule could be operated by
semiskilled labor. Before 1830, the spinner would operate a partially powered mule with a
maximum of 400 spindles after, self-acting mules with up to 1300 spindles could be built.

Silk Cotton production in England peaked in 1926, and as mills were decommissioned, many
of the scrapped mules and looms were bought up and reinstated in India.

20th century

Major changes came to the Spinning mills industry during the 20th century, with
continuing technological innovations in machinery, synthetic fibre, logistics, and
globalization of the business. The business model that had dominated the industry for
centuries was to change radically. Cotton and Silk.

1. Clothing factory in Montreal, Quebec in 1941

2. Nylon stocking inspection in Malmö, Sweden 1954.

3. Modern ring spinning frame.

The late 1980s, the apparel segment was no longer the largest market for Silk products,
with industrial and home furnishings together representing a larger proportion of the Silk
market. Industry integration and global manufacturing led to many small firms closing for
good during the 1970s and 1980s in the United States; during those decades, 95 percent of the
looms in North Carolina, South Carolina and Georgia shut down, and Alabama and Virginia
also saw many factories close.

Producers were not the only source for Silks, as chemical companies created new
synthetic Fiber that had superior qualities for many uses, such as rayon, invented in 1910, and
DuPont's nylon, invented in 1935 as in inexpensive silk substitute, and used for products
ranging from women's stockings to tooth brushes and military parachutes.
 Industry integration and global manufacturing led to many small firms closing for good
during the 1970s and 1980s in the United States; during those decades, 95 percent of the
looms in North Carolina, South Carolina and Georgia shut down, and Alabama and Virginia
also saw many factories close.

21st century

In 2002, spinning mills and apparel manufacturing accounted for $400 billion in global
exports, representing 6% of world trade and 8% of world trade in manufactured goods. In the
early years of the 21st century, the largest importing and exporting countries were developed
countries, including the European Union, the United States, Canada and Japan. The countries
with the largest share of their exports being textiles and apparel were as follows (2002):

COMPETITORS

1. Amarjothi Spinning Mills Ltd

2. Amd Overseas Impex India Pvt Ltd
3. Ammen Mills
4. Angel College of Engineering and Technology
5. Angel Overseas Corporation
6. Angel Poly Spinners India Pvt Ltd
7. Angel Zippel
8. Anthony Garments Pvt Ltd
 MARKET SHARE OF THE COMPANY

Definition :

There are various types of market share. Market shares can be value or volume. Value market
share is based on the total share of a company out of total segment sales. Volumes refer to the
actual numbers of units that a company sells out of total units sold in the market. The value-
volume market share equation is not usually linear: a unit may have high value and low
numbers, which means that value market share may be high, but volumes share may be low.
In industries like FMCG, where the products are low value, high volume and there are lots of
freebies, comparing value market share is the norm.

The significance of market share: Market share is a measure of the consumers' preference for
a product over other similar products. A higher market share usually means greater sales,
lesser effort to sell more and a strong barrier to entry for other competitors. A higher market
share also means that if the market expands, the leader gains more than the others. By the
same token, a market leader - as defined by its market share - also has to expand the market,
for its own growth.
GLOBAL SCENARIO

NTRODUCTION:

Globalization, liberalization and privatization, together with rapid strides made by

information technology, have brought intense competition in every field of activity. Indian
industry at present is dazed, confused and apprehensive. The marketing complexities have
increased, product life cycles have shortened and the market is more turbulent than ever
before. Indian industry is desperately looking for strategy and action plans that would ensure
its survival and growth. In the fast changing socio-economic environment the consumer is
truly a moving target today. Sharp product segmentation based on consumer insights is highly
desirable. The challenge for the marketers is to use the tools of branding and pricing at their
disposal to ensure that the most valuable package in the customer's perception is represented
by his brand. The cooperative and collaborative relationships with customers are the most
prudent way to keep track of changing expectations. The classification of services,
customization in order to regain lost customers, differentiation strategies to command
premium price and gastronomy strategies to provide a great deal of interaction and
personalization to consumers, are amongst the prominent strategies, which Could be used in
customer relationship management. The market research should be visualized as a series of
building blocks of information necessary for strategy development. The Indian marketers
must give emphasis upon strategic marketing of their products/services in the changing
businessscenario.Currently in India, the national economy and marketplace are undergoing
rapid changes and transformation. A large number of reasons could be attributed to these
changes. One of the reasons in these changes in the Indian Market Scenario is Globalization,
and the subsequent and resulting explosive growth of global trade and the international
competition. The Indian Marketing Scenario is one of the biggest consumer markets and that
is precisely the reason why India has attracted several MNC’s. These large Multi National
Companies have realized that to succeed in the Indian market-place they need to hire Indian
representative who are much more aware of the Indian economic, political, legal and social
realities. In the Indian Marketing Scenario, it is the MADE FOR INDIA marketing strategies
that work.

The Indian market is no longer a sellers market. The winner is the one who provides value for
money. A large number of companies have huge idle capacities, as they have wrongly
calculated the market size and installed huge capacities. This has further contributed to
converting the Indian market into a buyers market

CHAPTER - II

INTRODUCTION

The Organizational Study was conducted at Tamilnadu . This study helped me to

understand the functions, structure, policies and different procedures of the organization. The
main objective of this study was to identify the functions of various divisions in the
organization and also to gain knowledge about the organizational atmosphere and to find the
importance of this industry in the society
SCOPE OF THE STUDY

 The organization study incorporates the structure, products, policies, the different
activities and a SWOT analysis of the organization.

 It also sheds light on the organizational atmosphere and the challenges and the
opportunities of the industry in general.

 This study aims at generating the practical awareness about the management.

 This study helps to understand different management activities.

 This study helps to make a comparison between the classroom knowledge with the
real situation in the organization.

 This study helps to interact with the organizational executives of the company.

OBJECTIVES OF THE STUDY

Several attributes such as the activities taking place within a company, how its
different departments function, how these departments are interdependent etc can be studied
personally, and proves to be of immense value when an actual job is embarked upon later. It
is also essential to know how the different resources of the company, like money, material
men and machinery are managed by the officials to achieve the vision of the organization.
The objective of this study is to shed light on these aspects, to understand the functioning of
the organization, to obtain first hand experience of a managerial job environment and to
interact with the people who manage and ensure the smooth running of the organization.

The main objectives of the study are:

 To familiarize with the business organization.

 To familiarize with different departments in the organization and their functioning.
Specific objectives include:

 To relate theory with practice.

  To understand how key business practices are carried out in the organization.
 To understand how information is used in the organization for decision making at
various levels.
 To understand the organizational structure.

LIMITATIONS OF THE STUDY

1. To understand an organization and its working completely, a period of 30 days was not
sufficient.

2. Other departments of the company were warned to be out of bounds, so it was not
possible to study in detail their activities and overall atmosphere.

3. The company by policy never reveals its financial information and this limits the
exhaustiveness of the study.

4. The detailed data of other companies related to the same business could not be
obtained and hence a comparative study was not possible.

5. The time constraint is also a limitation of this study.

6. Most of the employees were busy with their job so much interaction was not possible.
CHAPTER –III

ENVIRONMENTAL DEPARTMENT

 Production department
 Marketing department
 Finance department
 Purchasing department
 Sales department
 System department

PRODUCTION DEPARTMENT

The production Planning and Control department is the one that materializes the production
flow and monitors it.
Yarn products which are different in counts, types, fibers. These products are ranged from the
knit counts of 60-120. Products are included with Lyocell, Tencel, Modal, Rayon, Viscose
etc.

o Fabric products which are consisted with different types of dyed fabric and finishing.
According to buyer’s requirements various designs are produced here. Twills are
mostly used fabric here.
o Knit products which are based on cotton and lycra basically. These products are
stretchable and used to produce very basic styles. Jersey, Polo pique, Back pique,
Herringbone, Crepe, Auto Stripe, Rib, Jacquard are mainly ordered products here.
o Denim products which are heavy fabric with different enzyme wash. So, these
products are hugely ordered by the customers throughout the year. Here, black, blue,
colored, over dyed, bull, stretched denim products are produced.
o Special yarn products are produced according to the buyer’s requirements. These
products are produced in case of fancy styles with multi counts and other special
attributes.
o Unique wrinkle free products are generally special products. These products can be
produced but it depends on the order quantity and feasibility.
Sections for production:

o Administration department
o Merchandising Section
o Development Section (Laboratories)
o Commercial & Compliance Section
o Planning Section
o Sample Section
o Cutting, Sewing and Q.C Section
o Finishing section
o Mechanical & Electrical section

Production:
ABIRAMI EXPORTSCLOTHES is a fully vertical unit from Yarn Spinning to Apparel
Manufacturing, Printing, Washing and Packaging and they have different sections for all of
these.

Name Of The Machine Machine Qty

Plain Machine : 286
Plain Machine (Auto) : 28
Over Lock ( 6 Thread ) : 3
Over Lock ( 5 Thread ) : 53
Over Lock ( 3 Thread ) : 6
Two Needle Machine : 47
Bar tacking Machine ( 21
Computerized ) :
Feed Of The Arm : 22
Chain Machine : 8
Kansai Special : 16
Kansai Machine (Pkt Facing Attach) 2
:
Kansai Machine (Loop Machine) : 6
Button Hole Machine : 2
Button Stitch Machine : 4
Snap Button Machine 22
Eyelet Machine : 3
Zigzag Machine 2
Stone Attached Machine 2
Loop Cutter Machine 2
Thread Sucking Machine 2
Ironing 30
Auto Stapling Machine : 2
Metal Detector : 1
Gas Boiler : 2
Generator : 1
Cutting Machine : 8
Thread Re-coning Machine 1
Thread Sucking Machine : 2
Cutting Table 3
Numbering Machine : 1
Vacuums Table : 30
Compressor 4
Total :
G / TTL 614
Total Employee Summary: ABIRAMI EXPORTSCLOTHES in total a huge part of
organization with a large number of employees. This is a combination of Blue collar and
White collar employees with different responsibilities. This total division contains several
sections like Design studio, Textile Head office, Lab units, Factories, Plants etc. so, overall
there is 750 employees for whole textile section where more than 1200 work as Management
stuffs.

Over the years, ABIRAMI EXPORTSCLOTHES has developed in-house design capabilities
with teams based in Tamilnadu and Spain. Furthermore it has partnered with some of the
world’s renowned design institutes, including Fashion Institute of Technology, Parsons,
London School of Fashions, NIFT and NID, for access to talented designers. The Group has
built strong working relationships with its core clients through a continuous dialogue. The
Group's technology partners include Invista, Huntsman, CHT, Rudof and Clariant. Key
clients include American Eagle, Arcadia Group,

Calvin Klein, H&M, JC Penney, Macy's, Tommy Hilfiger, Warnaco and Zara. The Group is
planning to expand the textiles business through capacity additions. Post expansion, the
annual capacity of knit fabric is expected to increase to 80 million lbs from 11 million lbs
currently and the annual capacity of apparel knits is expected to reach 145 million pieces
from 20 million pieces currently. The Group is also present in retail apparel through
“Yellow”, which represents a youthful brand sold through ABIRAMI EXPORTS CLOTHES
owned outlets. Yellow is a design driven brand that celebrates creative and original thinking
to highlight a lighthearted and optimistic view of life through a superior quality product.
Yellow captures a modern interpretation of fashion and relaxed attitude expresses a
comfortable and confident quality. The adventurous spirit of the line is built from ABIRAMI
EXPORTSCLOTHES Group's heritage in innovation and living a life full of passion that is
open to discovery. Yellow is inspired by its customers; Unconventional yet high-quality.

The main objective of the production planning department is to execute mass production.

Production Planning and Control

Production Planning Production Control

Dispatching
Planning

Routing Following Up

Scheduling Inspection

Loading Planning
Sometimes the buyer selects the designs that he wants to get mass produced from the fabric
database of over 8000 design collection developed by the research and
Development department of ABIRAMI EXPORTS Textiles known as the DNTG department.
The specifications and procedures for such designs are already listed in the database and now
the work of the ppcis to efficiently carry out those procedures Other times the customer sends
samples and requires the mass production for it. In such cases, the DNTG department
develops the procedures involved for production of that sample by reverse engineering.

Refer to DNTG department section of the document for more details. The PPC department
then allots the machinery and time required for fulfillment of each procedure accordingly.
The lead time is also decided by PPC on the base of order size, machine availability, profits
involved and the urgency as per the consumer.

In case of orders of lower quantities, the PPC has to strategies the execution of the order and
plan whether or not to accept it, since dyeing machines of slashed and rope dye have
limitations as to the minimum amount of dyeing, for best results and avoidance of wastage
The PPC department also plans separately for orders of export and domestic market as the
demand vary from region to region. ABIRAMI EXPORTS also has its own retail brands, like
ruff and tuff jeans etc, but they are treated as buyers and not subsidiaries. The bottle neck
operation that determines the lead time for the production is the weaving procedure. The
loom capacity depends on the following factors:

 Construction of fabric
 Loom Speed
 Efficiency

The production planning team need to coherently work on deciding whether the capacity of
the plant is enough to fulfill the order in the given lead time.
Usually the lead time for any particular order is 50 to 55 days, including all quality checks
inspection etc.

 The thumb rule for calculation of lead time:

 Pre- spinning procedures: 3 days
 Spinning: 15-20 days
 Warping and dyeing- 3 days
 For every weaving cycle- 3 to 4 days(weaving cycles depend on the order stand above
mentioned factors)
 Usually for one order about 8 to 10 weaving cycles required
 Finishing processes- 1 day for each process, if not covered in the integrated finish
processing machine
 Inspection 2 to 3 days
 Washing 2 to 3 days

The factory working flow Chart is given Below

Duties & Responsibilities of Production Officer
 To collect the necessary information and instruction from the previous shift for the
smooth running of the section.
 To make the junior officer understand how to operate the whole production process.
 To check the production sample with target design.
 To collect the production sample lot sample matching next production.
 To identify disputed fabrics and report to PM/GM for necessary action.
 To discuss with PM about overall production if necessary.
 To sign the store requisition and delivery challenge in the absence of PM
 To execute the overall floor work.
 To maintain loading/ unloading paper.
Duties & Responsibilities of Senior Production Officer
 Overall supervision of weaving section.
 Write loading / unloading time from machine.
  Program making, sample checking.
 Control the supervisor, operator, asst. operator and helper of weaving machine.
 Any other work as and when required.

RAW material:
 Cotton 100 kilo cotton = 88 kilo of yarn(for combed yarn) (75% yarn realisation)
 Loss : 1 % sizing, 2.3 to 2.5 % weaving,1% warping (total 4 to 4.5%)

The production planning process for denims in ABIRAMI EXPORTS is done on excel.
Though an attempt was made previously to employ an ERP system, the project failed causing
major loss of capital because an ERP system does not work for such a huge company with
such diversification in the process.

Process control is not possible as each order has a different requirement and hence different
set of processes to be executed. Moreover, the lead time and cost calculations, that are
supposed to be taken care of by the ERP system, cannot take into account of all the possible
factors at a plant as huge as ABIRAMI EXPORTS denims

The ppc head, and team are the ones, to plan each and every step of the production process,
and it is their responsibility to deliver high quality products at the promised time.

PRODUCTION PROCESS

SPINNING

BALL WARPING BEAMWARPING

Rope Dyeing

Rebeaming Slasher Dyeing

 Sizing

Drawing

Looming

Finishing

Inspection

Packaging

Sections for production:

o Administration department
o Merchandising Section
o Development Section (Laboratories)
o Commercial & Compliance Section
o Planning Section
o Sample Section
o Cutting, Sewing and Q.C Section
o Finishing section
o Mechanical & Electrical section

Production:
ABIRAMI EXPORTS TEXTILES is a fully vertical unit from Yarn Spinning to Apparel
Manufacturing, Printing, Washing and Packaging and they have different sections for all of
these.

Total Employee Summary: ABIRAMI EXPORTS TEXTILES in total a huge part of

organization with a large number of employees. This is a combination of Blue collar and
White collar employees with different responsibilities. This total division contains several
sections like Design studio, Textile Head office, Lab units, Factories, Plants etc. so, overall
there is 750 employees for whole textile section where more than 1200 work as Management
stuffs. Over the years, ABIRAMI EXPORTS TEXTILES has developed in-house design
capabilities with teams based in Tamilnadu

HR DEPARTMENT

Human Resource Department:

The team of Human Resources and Compliance department in ABIRAMI
EXPORTSCLOTHES consisting of highly qualified and vastly experienced personnel having
appropriate training from both home and abroad made the department absolutely equipped
with all necessary policies, guidelines, Standard Operating Procedures (SOPs), Job
Descriptions, training materials, Code of Conducts that the continuous development of
human resources is also taking place simultaneously throughout each and every section of the
company. The company, as invests for recruiting and retaining the qualified human resources,
similarly spends a considerable amount of money and efforts after developing the skill levels
and efficiencies of the human resources by arranging regular training courses and programs
for the employees.

A separate training section is also working with necessary logistics and accommodation for
providing necessary training for both the workers and officers, which has already earned an
envious reputation among the competitors and made us a different among others in regard to
the methods and techniques of developing the human resources which contributes in
achieving the market share and leadership in the industry.

The tangible and intangible benefits and facilities provided to the employees of ABIRAMI
EXPORTSCLOTHES including the working conditions, physical infrastructures,
accommodations and dormitories, arrangements for leisure and amusements etc. in the
ABIRAMI EXPORTSCLOTHES made the company a completely different type of employer
acknowledging which the employees are also devoting their whole hearted and sincere efforts
for each and every step of the production starting from sorting of cotton up to the shipping of
the RMGs.
The transparency of management and the broad and open accessibility of employees enable
both the parties to maintain a harmonious relationship and to reciprocally remain besides and
make them feel a part of the team for the improvements of production in quality and quantity
for the ultimate development of the company as well as the division which also increases the
aptness of the employee in their work.

The Human Resources Department of ABIRAMI EXPORTSCLOTHES disseminates the

achievements, recognitions, events &happenings within the company through publishing of
Textalk, a monthly newsletter of the company. The Textalk ensures the communications
between all concerned including the buyers community that has tremendously been
acknowledged as the Spokesperson of the company. ABIRAMI EXPORTSCLOTHES. gives
some facilities for their employees,

Dormitories for the work force and Residential Buildings for the management staff provide
housing for the employees and ABIRAMI EXPORTSCLOTHES is the first of our kind in
Tamilnadu to provide accommodation facilities for their employees. There a production and
accommodation facility includes full time supply of safe drinking water, adequate lighting
and ventilation facilities.

Free meals, free transportation, 24-hour medical center, on-site sports and recreational
facilities encourage the motivated team to serve our customers full heartedly.

ETI codes according to the Local Law (Tamilnadu) are very well practiced in their
manufacturing facilities.

 Freedom of Association
 Safe Working Conditions

No Child Labor

 No bonded Labor
 Reasonable Working Hours
 No Discrimination
An HR Planning process simply involves the following four broad steps:

 Current HR Supply: Assessment of the current human resource availability in the

organization is the foremost step in HR Planning. It includes a comprehensive study
of the human resource strength of the organization in terms of numbers, skills, talents,
competencies, qualifications, experience, age, tenures, performance ratings,
designations, grades, compensations, benefits, etc. At this stage, the consultants may
conduct extensive interviews with the managers to understand the critical HR issues
they face and workforce capabilities they consider basic or crucial for various
business processes.
 Future HR Demand: Analysis of the future workforce requirements of the business
is the second step in HR Planning. All the known HR variables like attrition, lay-offs,
foreseeable vacancies, retirements, promotions, pre-set transfers, etc. are taken into
consideration while determining future HR demand. Further, certain unknown
workforce variables like competitive factors, resignations, abrupt transfers or
dismissals are also included in the scope of analysis.
 Demand Forecast: Next step is to match the current supply with the future demand
of HR, and create a demand forecast. Here, it is also essential to understand the
business strategy and objectives in the long run so that the workforce demand forecast
is such that it is aligned to the organizational goals.
 HR Sourcing Strategy and Implementation: After reviewing the gaps in the HR
supply and demand, the HR Consulting Firm develops plans to meet these gaps as per
the demand forecast created by them. This may include conducting communication
programs with employees, relocation, talent acquisition, recruitment and outsourcing,
talent management, training and coaching, and revision of policies. The plans are,
then, implemented taking into confidence the mangers so as to make the process of
execution smooth and efficient. Here, it is important to note that all the regulatory and
legal compliances are being followed by the consultants to prevent any untoward
situation coming from the employees.
Hence, a properly conducted process of HR Planning by an HR Consulting Firm helps the
organization in meeting its goals and objectives in timely manner with the right HR strength
in action

Processes in Human Resource Management

Each organization works towards the realization of one vision. The same is achieved by
formulation of certain strategies and execution of the same, which is done by the HR
department. At the base of this strategy formulation lie various processes and the
effectiveness of the former lies in the meticulous design of these processes. But what exactly
are and entails these processes? Let’s read further and explore.

The following are the various HR processes:

1. Human resource planning (Recruitment, Selecting, Hiring, Training, Induction,

Orientation, Evaluation, Promotion and Layoff).
2. Employee remuneration and Benefits Administration
3. Performance Management.
4. Employee Relations.

The efficient designing of these processes apart from other things depends upon the degree of
correspondence of each of these. This means that each process is subservient to other. You
start from Human resource Planning and there is a continual value addition at each step. To
exemplify, the PMS (performance Management System) of an organization like Infosys
would different from an organization like Walmart. Lets study each process separately.

Human Resource Planning: Generally, we consider Human Resource Planning as the

process of people forecasting. Right but incomplete! It also involves the processes of
Evaluation, Promotion and Layoff.

 Recruitment: It aims at attracting applicants that match a certain Job criteria.

 Selection: The next level of filtration. Aims at short listing candidates who are
the nearest match in terms qualifications, expertise and potential for a certain
job.
 Hiring: Deciding upon the final candidate who gets the job.
  Training and Development: Those processes that work on an employee
onboard for his skills and abilities upgradation.

Employee Remuneration and Benefits Administration: The process involves deciding

upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is the prime
motivator in any job and therefore the importance of this process. Performing employees seek
raises, better salaries and bonuses.
Performance Management: It is meant to help the organization train, motivate and reward
workers. It is also meant to ensure that the organizational goals are met with efficiency. The
process not only includes the employees but can also be for a department, product, service or
customer process; all towards enhancing or adding value to them.
Nowadays there is an automated performance management system (PMS) that carries all the
information to help managers evaluate the performance of the employees and assess them
accordingly on their training and development needs.
Employee Relations: Employee retention is a nuisance with organizations especially in
industries that are hugely competitive in nature. Though there are myriad factors that
motivate an individual to stick to or leave an organization, but certainly few are under our
control.
Employee relations include Labor Law and Relations, Working Environment, Employee
heath and safety, Employee- Employee conflict management, Employee- Employee Conflict
Management, Quality of Work Life, Workers Compensation, Employee Wellness and
assistance programs, Counseling for occupational stress. All these are critical to employee
retention apart from the money which is only a hygiene factor.

dentify Duties and Responsibilities

Prior to developing the job description the hiring manager should identify the following:

1. General Information

2. Position Purpose

3. Essential Functions

4. Minimum Requirements
 5. Preferred Qualifications

1. General Information

Basic position and pay information will need to be determined to assist with the development
of the job description and job classification and for entering into the ATS. This information
will be different for each position being recruited:

 Payroll Title — The Payroll title and associated title code determines the, FLSA
status, Personnel Program Code and Description, and the Bargaining Unit Code and
Description fields in the ATS.

 Pay Grade/Step

 Working Title — Market titles should be recognizable and common to various

industries as most job seekers search for commonly referred to market titles when
conducting on-line job searches

 Department Name

 Department Head

 Supervisor Name

 Title Codes and Full-Time Equivalent numbers of employees supervised

 Special Requirements and Conditions:

o Specific requirements job seekers must possess or complete in order to be

hired (e.g. background check, valid driver’s license, etc.)

o Bona Fide Occupational Qualifications (BFOQ’s)which are in compliance

with UCR’s applicable policies (e.g. physical or mental requirements)

o Contact Staff Employment for assistance with special requirements and

conditions
2. Position Purpose

Describes the department’s functions, the unit’s functions, and/or the organizational unit’s
functions. The statement should summarize the position’s essential functions and its role in
relation to supporting, administering, or managing the activities of the department, unit, or
organizational unit.
Posted Position Purpose — The posted Position Purpose will be searchable and viewable by
job seekers on UCR’s job board and other posting sites. Therefore it is important to ensure it:

 Includes a description of the role and its relation to the department, organization and
University

 Includes the estimated duration (i.e. Limited 6-9 months or Contract 2.5 years) for
non-Career positions

 Lists the number of openings when there is more than one position being recruited

 Describes any pre-employment assessments if applicable.

 Is optimized for search engines. Candidates conduct job searches by entering key
words or phrases into search engines.

 Most candidates utilize “job aggregators” such as Google and Indeed versus searching
individual company job posts.

 To ensure your position reaches the top of candidate search results, include key words
such as “career”, “job”, skills and title of the position in the beginning of the posted
position description (first 150 words).
Attracting a Talented Diverse Applicant Pool:

 Once you have identified the position purpose, essential functions and qualifications,
you will want to go back and review the description. Is it written to attract an
individual who is a top performer? Does it describe the inclusive culture of your
organization?
 Marketing the job to a diverse audience is just as important as accurately describing
the role. For more information and tips visit the Best Practices for Attracting a
Diverse Workforce webpage.
3. Essential Job Functions

Essential job functions describe the duties and responsibilities of a position. A job function is
considered essential when the performance of the function is the purpose for the position.
Typically, an essential function occupies a significant amount of time of the employee’s time
and requires specialized skills to perform. By accurately describing the essential functions of
the job, job seekers will have a clear understanding of the role and your expectations for
performing them.

When developing essential functions for the position the following should be noted:

 Functions of the job which are critical for the position are arranged by importance and
percentage of time spent

 Complexity level and authority for the role should be described to help attract the
appropriate level of qualified candidates
 Essential tasks listed should be inter-related to the accomplishment of the essential
function.

e.g., The essential function of event planning is composed of several independent

tasks including scheduling and securing the venue; interviewing vendors and
executing contracts for service; arranging for food delivery; supervising event
workers and ensuring clean up. Therefore, the various tasks required to successfully
accomplish the essential function should be identified and described.

4. Minimum Requirements

The minimum requirements or “basic qualifications” are those qualifications or criteria which
was established in advance and advertised to potential applicants:

 Must be relevant and relate to the duties and responsibilities of the job (e.g., should
not list driving requirement if not part of responsibilities or duties of the job).

 “Soft skills” can be required qualifications (e.g., communication/collaboration) and

will:

o Vary among applicants

 o Not be absolutely ascertained in resume

o Be evaluated in interview

 Can be position/department specific (e.g. valid driver’s license)

 Can be assessed by reviewing the resume

 Must be objective, non-comparative and business related:

o Objective

 Correct: Bachelor’s degree in Business Administration

 Incorrect: A business degree from a “good school”

o Noncomparative

 Correct: 5 to 7 years of experience designing computer software

programs

 Incorrect: Must be one of the top five among the applicants in years of
experience

o Business Related

 Correct: 5+ years of experience in accounting

 Incorrect: Must have experience with volunteering for Habitat for

Humanity

 The minimum requirements should support the accomplishment of the essential

function. For example, the essential function of event planning could require:

o Organizational skills (to ensure all details are cared for)

o Communication skills (to interact with vendors and guests)

o Prior event planning experience

Listing too many skills as requirements significantly limits your applicant pool and selection.
It is recommended no more than 3-5 “hard” job skills (e.g., Bachelor’s degree, 5 years
accounting experience, experience in accessing and retrieving data from financial systems
using PC based tools and other “technical job skills”) in addition to the “soft skills” be listed
depending upon the level of the position.

5. Preferred Qualifications

Preferred qualifications are skills and experience preferred in addition to basic qualifications
and can be used to narrow down the pool of applicants. These preferred skills, knowledge,
abilities and competencies can describe a more proficient level at which the essential
functions can be performed such as:

 Prior experience with corporate/institutional event planning (prior experience in a

related area can be preferred) and knowledge of applicable UC policies and
procedures (prior experience within the UC system can be preferred).

 UCR experience, certifications and/or advanced degree are additional

Applicants who meet some or all preferred qualifications (e.g., UC experience) tend to have
shorter assimilation time, reach full job competence faster and are able to take on advanced
responsibilities sooner.

Career Ladder Recruitments

When the scope of the position and the department needs allow for varying levels of skills
and experience, a position may be advertised with multiple job titles at different levels within
a single class series. Refer to UCR Local Procedure 20: Recruitment for more information.
top
Step 3: Develop Recruitment Plan

Each position requires a documented Recruitment Plan which is approved by the

organizational unit. A carefully structured recruitment plan maps out the strategy for
attracting and hiring the best qualified candidate and helps to ensure an applicant pool which
includes women and underrepresented groups including veterans and individuals with
disabilities.
In addition to the position’s placement goals the plan contains advertising channels to be used
to achieve those goals. The recruitment plan is typically developed by the hiring manager in
conjunction with the Departmental HR Coordinator. Placement goals identified are displayed
on the position requisition in the ATS.

Recruitment plan elements:

A. Posting Period

B. Placement Goals

C. Additional Advertising Resources

D. Diversity Agencies

E. Resume Banks

Contact your department HR Coordinator for a Sample Recruitment Plan

A. Posting Period

 Minimum posting requirements are as follows:

o Professional Support Staff (PSS) – 10 business days from date posted

beginning the next business day

o Management/Senior Professional (MSP) – 15 business days from date posted

beginning the next business day

 “Open until filled” is an option for both PSS and MSP positions which allows the
posting to remain open and viewable on the career site until filled. This option is
recommended for all recruitments.

 Continuous Recruitment — To be used only for on-going recruitment such as lab

assistants, custodial support, etc.

B. Placement Goals

 Placement goals are required for each recruitment

  Review your Placement Goals and develop a recruitment plan which will assist in
reaching those goals

o To ensure the most current placement goals are identified for the department
and unit, you may contact the office of Faculty and Staff Affirmative Action.

 Placement Goals should include outreach efforts to veterans and individuals with
disabilities

MARKETING DEPARTMENT

MARKETING DEPARTMENT

Product profile
 Cotton yarn is the product and they will be in yarn cones.
 One cone’s weight will be 1.25Kgs.
 One bag will have of 40 cones and the weight of one bag will be 50Kgs.
 160 bags will be there in one load.

Department chart

JUNIOR MANAGER
GENERAL MANAGER

OFFICE STAFF

Marketing functions
The main function of the company is that to provide the best standard yarn to the companies
who needs, and so by that a better quality cloth can be produced. If better quality yarn is
produced then soon there will be a high demand and likewise there will be external demand
increased. And so the export also takes place. By this huge revenue also will be got for the
Government. The other main aim of the marketing department is that if there is anorder then
soon without any delay the product should be reached at hands of the customers.

o Developing marketing strategies

o Capturing marketing insights
o Connecting with customers
o Building strong brand image
o Delivering value to customers
o Product distribution channels
They will be calling for tender and who quotes the best price to them the yarn will be sold. If
there is no sales then the yarns will be taken to the godowns which are situated at Bombay
and form their it will be sold.
Marketing strategy
According to the customer need and requirement the production takes place. And the quality
of the yarn also will be highly maintained. Mainly the change of the demand will be like the
yarn’s count so according to the change of the demand for the yarn, the market demanded
yarn will be produced.
Target achievement methods. The target is fixed only after the confirmation of the value of
goods in market and if the demand for the goods in the market is high or if any order is
placed then according to the order, the production process takes place.
Marketing product lines
The product lines of the cotton mill was marketed using the same channels and by the same
strategy. As per the orders and all reserved soon they will be producing the cotton yarn as fast
as they can and their by supplying to them.

Customer beneficial & satisfaction identification methods

According to the customer need and requirement the production takes place. And the quality
of the yarn also will be highly maintained. Mainly the change of the demand will be like the
yarn’s count so according to the change of the demand for the yarn’s count, the market
demanded yarn will be produced

Identification of customer expectation

Each customer will be looking for their own standards of cotton yarn so each of them need a
totally different product. So according to the customer requirement and satisfaction they have
to produce the cotton yarn and that should meet the customer expectation.

Customer fulfillment and service

As there will be orders from various customers then soon without making any delay they will
be producing the yarn and soon it will be delivered to them. As part from the company they
will be very keen about the standards of the yarn and all, as per the order they will be
producing high quality yarns and that will be delivered to them.

Customer order receives and follows up

The company will be getting different quotations and all from various companies and all from
that they will be choosing the best that will be beneficial to the company. On the other side a
major part of the orders and all will be taken by ABIRAMI EXPORTSCLOTHES and they
will be allotting to which customer they have to give the yarns. When the orders are received
soon the production for the order starts up and soon it will be delivered to them.

Marketing tools & techniques

A marketing strategy is an overall marketing plan designed to meet the needs and
requirements of customers. The plan should be based on clear objectives. A number of
techniques will then be employed to make sure that the marketing plan is effectively
delivered. Marketing techniques are the tools used by the marketing department. The
marketing department will set out to identify the include public relations, trade and consumer
promotions, point-of-sale materials, editorial, publicity and sales literature. Market research
enables the organization to identify the most appropriate marketing mix. Themix should
consist of:

 The right product

 Sold at the right price
 In the right place
 Using the most suitable promotional techniques

Marketing techniques and tools are employed at three stages of marketing:

STAGE 1 STAGE 2 STAGE 3

Prior to marketing During marketing After marketing activity

activity

Market Research Developing the Evaluation of marketing

marketing mix effectiveness
Market demand for their product
As cloth is one of the basic necessities for man so for producing cloth there is the need for
the yarn so every year the demand for the yarn is increasing.
Demand analysis
While the production is going on ABIRAMI EXPORTSCLOTHES will be looking for the
sales by giving add on newspapers and all and likewise there will be some quotations and
from all that they will be looking for which product they gets more orders and by analyzing
those things ABIRAMI EXPORTSCLOTHES will be saying that what type of yarn to be
produced.

Methods of overcoming competitors

The best method of overcoming the competitors is by supplying the best verity of yarn with
high quality. And selling that yarn by market rate price. By this the customers will be always
be there.

Market segmentation
Market segmentation is mainly like
 Domestic
 State
 National
 International
Advertisement & sales promotion
As the population is increasing day by day, the need for the cloth also increases as it is one of
the basic essentials for man. And so for producing the cloth the yarn is required. There has
been a steady increase of the demand for the yarn. As part of sales there have not been any
high advertisement but providing the high quality yarn is one of the promotions that the
company is getting. Apart from these there entire have been quotations for sales and all which
will be published in websites.
Product publicity
There is no big publicity for the product but product sales tender notice will be advertised in
internet and in newspapers as well.
Customer relationship management
Customer relationship management (CRM) is a broadly recognized, widely-
Implemented strategy for managing and nurturing a company’s interactions with customers,
clients and sales prospects. It involves using technology to organize, automate, and
synchronize business processes principally sales activities, but also those for marketing,
customer service, and technical support.
The overall goals are to find,

 Attract, and win new clients,

 Nurture and retain those the company already has,
 Entice former clients back into the fold, and
 Reduce the costs of marketing and client service.
Customer relationship management denotes a company-wide business strategy embracing all
client-facing departments and even beyond. When an implementation ineffective, people,
processes, and technology work in synergy to increase profitability, and reduce operational
costs.
Customer Retain Management
An effective system of communication should provide opportunities for customer
information. The customer is the ultimate object whose satisfaction and goodwill are of the
utmost importance for the success of an organization. In carrying out the sales function of
planning, the management must communicate with customers. There were times when the
customer was not the central figure. But today the customer is the kingpin and sovereign of
the market whose needs and satisfaction, and the winning of whose goodwill, is of prime
importance in these days of competitive setup. These must be communicated promptly. It is
the communication which establishes the contacts with the customers. Customer
communication helps to establish a relationship with customers who buy and are the sources
of products. The media used for advertisements can also be used effectively to reach the
customers.-
Product selling process
There will be quotations and all which will be got from various companies and thereby the
company will be choosing the best quotation and there by the yarn will be delivered to them.
Apart from all these ABIRAMI EXPORTSCLOTHES will be playing the major role as they
will be taking initiative for selling the yarns.
Market Research

Market research is a key responsibility for the marketing department. Research helps the
company identify market opportunities and gain a better understanding of customer needs. It
also helps them understand competitors’ strengths and weaknesses so they can take action to
protect business with existing customers or win business from weaker competitors. The
department can carry out its own research by studying industry reports, market data on
websites, or by contacting customers and prospects to survey their needs and attitudes.
Alternatively, they can brief a market research firm to carry out the research.

Product Development

The marketing department works with Internal or external product development teams to
develop new products or improve existing ones. The department analyzes sales of existing
products and identifies gaps in the product range where there may be opportunities for the
company. Marketing employees provide development teams with information on customer
needs and preferences to help them identify the features or improvements to incorporate in
new products. Later in the product development process, the marketing department sets prices
and prepares plans to launch the product.

Communications

Marketing departments plan campaigns and develop communications material to promote

products and services to customers and prospects. Depending on their available budgets, they
may plan advertising campaigns, develop e-mail marketing programs, create promotional
content for the company website, write press releases or product publications, such as product
leaflets, company brochures, product data sheets or customer newsletters. They may write
and design the promotional material if they have skills within the department or they may
appoint advertising agencies or design firms to produce the work.

Sales Support

Cooperation between the sales and marketing departments can improve sales performance
and speed up business growth. The marketing department can provide sales teams with high-
quality leads by running advertisements that include a reply mechanism, such as a coupon or
telephone number, or by encouraging visitors to the company website to register their details
in return for a free newsletter or special report. Marketing also prepares presentations for the
 sales team and supplies them with stocks of promotional material to give to customers and
prospects.

Events

In some companies, marketing departments are responsible for organizing events, such as
exhibitions, seminars, sales conferences or customer hospitality events. They plan the
logistics of the event, booking exhibition booths or meeting facilities, for example, and
provide event material, such as displays, presentations or handouts. They also promote
external events to customers and prospects to ensure successful attendance.

Depending on your company, the duties of the Marketing Department may include one or
more of the following:

 Defining and managing your brand. This involves defining who you are, what you stand for,
what you say about yourself, what you do and how your company acts. This, in turn, defines
the experience you want your customers and partners to have when they interact with you.

 Conducting campaign management for marketing initiatives. Marketing proactively

identifies the products and services to focus on over the course of your sales cycle, and then
produces materials and communications that get the word out.

 Producing marketing and promotional materials. Your marketing department should

create the materials that describe and promote your core products and/or services, and keep
them up-to-date as those products and services evolve.

 Creating content providing search engine optimization for your website. Your website is
often the first (and possibly the only) place people go for information about you. Your
marketing department will be responsible for keeping Web content current, while also
working to ensure your site comes up quickly when someone searches for your type of
business.

 Monitoring and managing social media. Marketing should contribute to, manage and
maintain your social media pages and accounts and carefully watch what’s being posted
about you online.

 Producing internal communications. Your employees need to understand your company,

its values, its goals and its priorities. Marketing is often responsible for employee
communications through a newsletter and/or intranet.
 Serving as media liaison. When your company is cited in the media, a member of the
marketing department often acts as spokesperson for your company, or guides executives in
how to respond to media queries.

 Conducting customer and market research. Research helps you define target markets and
opportunities accordingly, and also helps you understand how your products and services are
perceived.

 Overseeing outside vendors and agencies. Marketing is typically responsible for selecting
and managing the agencies and vendors who produce marketing materials and or/provide
marketing support. These may include ad agencies, print vendors, PR agencies or specialists,
Web providers, etc.

he Fundamental Marketing Management Process

Different marketing management roles focus on different components of the marketing mix
and approach the goal of delivering customer value from different angles. Sometimes
marketing management focuses on communicating customer value through a specific media
channel. Other times marketing management focuses on collecting feedback and
understanding customer value to improve a product or adjust its price. And, because people
outside the marketing department routinely engage in marketing activities, marketing
management often focuses on facilitating marketing activities with sales, engineering,
channel partners and industry influencers.
The marketing management process consists of the activities marketing managers do to
optimize the marketing mix, including sourcing new marketing mix ideas, implementing
them, analyzing the results, and doing it all over again.

As a function, marketing is nothing more than an information hub. It collects information

about customer value, processes it to make adjustments to the marketing mix, and
communicates it back to both customers and company in the interest of making money. The
marketing management process simply facilitates this flow of information. As such, all
marketing managers follow the same, fundamental marketing management process:

1. Ideas: Source, prioritize and implement new ideas for optimizing the marketing mix
that will have the biggest impact on customer value and business growth.
2. Work: Manage projects that alter the marketing mix either directly within the
marketing department or indirectly through other company functions and industry
players.
3. Results: Deliver marketing results that increase customer value and drive business
growth. Monitor results through a variety of marketing metrics and feed that information
back into the idea mill to start the process all over again.
At this point you might be thinking: “That’s great Joel, but it’s kind of generic. Can’t almost
any job be described like this?” No. Most jobs are not “idea factories” in the same fashion as
marketing management, because most jobs do not require constant realignment of many
internal moving parts (marketing mix) to many external moving parts (customers). They have
more clearly defined processes and goals, e.g., deliver a product, close a sale, or resolve a
customer issue, as opposed to meet a new customer need, create a compelling message, or
increase brand loyalty. Most jobs don’t have the nebulous boundaries of marketing
management that entail large scale facilitation outside one’s own area. Marketing managers
not only do marketing, but they routinely help others do marketing, such as helping sales
better define the target customer or helping engineering decide what product features offer
the most customer value.

Marketers must continually source new marketing mix ideas in the interest of growth, analyze
and prioritize them, create plans to translate them onto reality, refine the ideas into finished
marketing mix deliverables, and then get those deliverables to their intended audience inside
or outside the company. The following examples illustrate the general marketing
management process across a diverse set of specific marketing management roles.

The Content Marketing Management Process

Content marketers generate demand by educating customers about the value of a company’s
products or services. For content marketing to be effective, the content marketer must provide
a continuous flow of content. That flow of content is contingent on a continuous flow of new
educational ideas that will be valuable in the eyes of the customer, because you can’t just
keep saying the same thing over and over. These ideas may come from a wide variety of
sources both inside and outside the marketing department, e.g., thought leadership
positioning, customer case studies, product use and education, responses to competitor blog
posts, etc. Then, they must be refined and prioritized based on the value of the content, the
resources required to produce the content and the revenue impact of the content. Finally,
getting it out the door will again require collaboration both inside and outside the marketing
department, such as with a designer, a sales person, a customer or an industry influencer.
Finally, some effort should be made to link the impact of the content marketing effort to
business results. Wash, rinse, repeat.
The Product Marketing Management Process

Product managers increase customer value and drive growth by ensuring that products meet
an ever expanding set of customer needs. To accomplish this, the product manager must
source new ideas for meeting those needs from a wide variety of sources, including direct
customer feedback, technology innovation, sales requests, competitor products and so forth.
These ideas must be prioritized based on the customer value they deliver, the cost of
implementing them and the revenue they will generate. Then, the product manager must
refine the product requirements and work with a broad range of individuals both inside and
outside the marketing department to realize their delivery to the customer, including
engineering, manufacturing, sales, customer support, and say, content marketing and public
relations. Then, the product manager will track the business results of product improvements
through a combination of product-centric metrics and direct customer feedback. Wash, rinse,
repeat.

The Channel Marketing Management Process

Channel marketing managers support channel partners by helping them do the same things
that a direct marketing organization would do, only outsourced to a partner. As such, their
role is almost entirely facilitation between the channel partner, the marketing department, and
at times the entire company. Ideally, the channel marketing manager will provide a marketing
blueprint to the channel partner consisting of new ideas that the channel partner can
implement. The channel marketing manager will assist the channel partner in implementing
these ideas. Then, the channel marketing manager will track the results of the various
programs and projects through a combination of channel-specific metrics and direct feedback
from channel partners. Wash, rinse, repeat.

FINANCE DEPARTMENT
FINANCE DEPARTMETN
The word finance comes from the Latin word ―fins. Finance is the art and science of
handling money. It is the management of money. It is the management of laws of money. It is
the management of laws of money through as organization. Finance function is needed in all
types of organizations. Of all business functions, finance functions are the most important
one. Finance function is concerned with the evaluation of how funds are powered and used.
The definitions of finance may be grouped into following three categories.
First approach
In the words of F.W.Paish―Finance may be defined as the provision of money at the time it
is wanted. This approach is concerned with procurement or raising of funds and hence this is
a narrow approach.
Second approach
According to J.J.Hampton, ―the term finance can be defined as the management of the flows
of money through an organization, whether it will be a corporation, school, bank or govt
agency. This a road approaches.
Third approach
This is the modern approach and is the most acceptable one. According to this approach,
finance function is concerned with the procurement of funds and there effective utilization it
the business. According to the Solomon Ezra, the finance function covers not only the raising
of funds but also their effective utilization in the business. This approach is related in the
business. This approach is related in the business. This approach is related with the financial
decision making i.e. The financial manager should consider the alternative uses and sources f
funds. In short, finance function is defined as provision of money at the time when it needed.

o To check all the vouchers, bills, receipts.

o To draw money from the bank for any cash transactions.
o To pay the amount due to the supplier outstanding and creditors.
o To pay the amount to the tender purchases.
o To check all the register relating to accounts section.
o To prepare and furnish all furnish all return and remitting the sales tax and central
excise and other local taxes and rates.
o Sending of periodical returns and remitting the sales tax and central excise and other
local taxes and rates.
 o The accounts department should pay salaries, wages and other monetary benefits to
the workers and staffs

Department Chart
Daily wages record
 Material requisition book
 Pass book
 Stores record
 Cash book
FOLLOWING BOOKS ARE MAINTAINED IN ACCOUNTS DEPARTMENT
 Daily Journals
 Sales book
 Purchases book
 Ledger
 Trading Account
 Profit & Loss Account
 Balance sheet
OPPURTUNITIES
The scope for Indian textile Industries is widening day-to-day. The share of Indian textile
industries in the international markets is expected to increase manifold in the coming years.
THREATS
General recessions in the economy have its impact on the textile industry as well. In order to
cope up with the highly competitive and fashion sensitive International markets for textile
efforts to modernize the machineries on a continuous basis should be undertaken without any
hesitation.

Types of asset & liability

ASSETS
 Free hold
 Lease hold
 Building
 Plant & machinery
 Electrical
 Furniture
  Office equipments
 Computers
 Vehicles
 Canteen
 Library

LIABILILITIES

ABIRAMI EXPORTSCLOTHES current account

Inter unit dues
1. Term loan from Kottayam textiles
2. Edarikkode textile
3. Prabhuram mills
Investment

Investments : 168 Nos. ―B‖ class shares of Rs 100/

- per share in ABIRAMI EXPORTSCLOTHES & Weaving Employees Multipurpose Co-op.
Society Ltd.
 H.O. investment for revival
 Investment by Head office
 Grant from Govt of Kerala Investment for modernization by ABIRAMI
EXPORTSCLOTHES
Tax payment
Rates & Taxes: 31556.00License fee:24473.00Total: 56029.00
Fringe benefits given to employees

Company car
Accommodation or reimbursement of rental charges
Medical bills reimbursement or free medical care for employee (extending for thefamily as
well and/ or children)
Subsidized meals. Employees are given discounted meal coupons at the officecafeteria or
given a fixed allowance for meals of their choice
Gifts in cash or kind during festivals
Every employee will be registered in Employee State Insurance Corporation.
Internal Rate of Return for investment
The internal rate of return (IRR) is arate of returnused incapital budgetingto measure and
compares the profitability of investments. It is also called the discounted cash flow rate of
return (DCFROR) or simply the rate of return (ROR). In the context of savings and loans the
IRR is also called the effective interest rate.The term internal refers to the fact that its
calculation does not incorporate environmental factors (e.g., the interest rate or inflation).The
internal rate of return on an investment or project is the annualized effective compounded
return rate or discount rate that makes the net present value of all cash flows (both positive
and negative) from a particular investment equal to zero. In more specific terms, the IRR of
an investment is the interest rate at which the net present value of costs (negative cash flows)
of the investment equal the net present value of the benefits (positive cash flows) of the
investment. Internal rates of return are commonly used to evaluate the desirability of
investments or projects. The higher a project's internal rate of return, the more desirable it is
to undertake the project. Assuming all other factors are equal among the various projects, the
project with the highest IRR would probably be considered the best and undertaken first.

Delivering a core function that lies at the heart of the company, the finance and accounts
department always has to be efficient, not just for the sake of streamlining business
operations, but also for other objectives, such as meeting regulatory standards and building
external goodwill. Making errors and creating delays in their work is not option for this
department.

At the same time, companies are also asking this department to invest in technology and cut
down on their staff. Businesses these days believe in running lean. So how can the finance
department meet these competing demands and still run at peak efficiency? Some best
practices are explained below.

Ways to Improve Efficiency of Finance and Accounting Team

1. Communicate to the Team:

Talk to as many members of the team as possible, even the junior most accountant.
You will be surprised at the kind of insights they can give since they are the ones who
 are involved in the day-to-day processing. They often have some good ideas for
eliminating unnecessary work, getting activities completed faster, and finding new
ways of collaborating with other teams. Listen to these ideas and if they are good
enough, implement them.

2. Training and Development:

Cross-train team members, so that at no point in time are you faced with personnel
shortage. It is never a good idea to have all the knowledge housed with a few
individuals. It should be shared with the whole team. What would happen if those few
individuals were to suddenly leave or fall unwell? There would be a serious knowledge
gap. Avoid such situations by conducting regular process training, ensuring back-ups
for all roles, and ensuring all essential functions are well documented.

3. Leverage Technology:

Use cloud computing technology because this not only makes your data safe, but it also
allows multiple people from multiple locations to access the data and work on it.
Companies can even provide work-from-home facilities if they have all their data
stored in the cloud.

4. Establish Deadlines:

Set deadlines and make adhering to them mandatory. Indiscipline and lackadaisical
work ethics are two of the biggest time and money wasters for companies. Financial
statements have to be submitted on time. Compliance policies and internal controls
have to be met. Senior executives depend on financial data to make decisions. Create a
work calendar and make sure that all team members meet the deadlines come what
may.

5. Batch Processing:

Take advantage of batch processing. Do not process every single invoice and every
receipt that comes one at a time. Create a system where they can all be gathered and
consolidated, and processed in one go. This will save time and effort.

6. Utilize Accounting Systems:

 Buy accounting systems that are easy to learn. Many accountants are not necessarily
technical geniuses. The last thing you want is to hand them complex financial
technology that confuses them. Invest in technology by all means, but invest in a
system that is easy to learn and use.

7. Utilize Process Metrics:

Process metrics enable comparison of activity to previous periods, as well as set a

benchmark for the team to work towards. Metrics should be easy to comprehend and
access. Some metrics that can be used are accounting ratios, cycle time, number of
documents in process and so on.

8. Streamline Preparation of Financial Statements:

In an age of real-time reporting, timely preparation of financial statements enables the

pinpointing of areas of concern before they escalate, and capitalizing on opportunities.
With accurate financial reports available on a periodic basis, and not just at the end of
the financial year, educated decision-making and improved compliance are assured
benefits. Planning the preparation of financial statements, allocating work between the
team, and setting up a culture of collaboration so that information is available across
departments with ease thus become critical.

9. Automate:

Reduce manual labor as much as possible and automate tasks that are suited for it.
Even a simple macro in Excel can save the department thousands of hours in labor.
Once again, junior level employees often have bright ideas that can save the
department much time and effort and the young generation is quite tech savvy.
Encourage them to develop software tools and find ways of speeding up the existing
processes.

10. Increase collaboration with other departments

The accounts and finance department does not function in isolation and they often
depend on other divisions for their data. Find ways in which the data can be submitted
on time. If there is friction between various departments and the finance team, find
ways to solve these issues. Let the finance manager explain concerns to the other
 managers and let them explain theirs. The company has to ensure that data flows
smoothly between the various divisions.

11. Outsource:

As the role of the finance and accounting department transforms to one that is a think-
tank that can have a strategic impact on the business, outsourcing certain non-core
functions to a specialist Finance and Accounting outsourcing services provider has its
benefits. It improves the productivity of the internal team, while ensuring the quality of
output is high on accuracy.

The performance of the finance and accounts department has to be constantly monitored, as
they have access to essential data that can turn around a business. Whenever you feel that the
finance team is lagging in their performance, take action quickly and make sure that they get
back on track again.

STORE DEPARTMET

STORE DEPARTMET
The store purchase department is headed by stores in charge. The setup of purchase
department is as under:
• Director

• Purchase Officer

• Assistant Purchase Officer

• Purchase Clerk
The store purchase department is responsible for the purchase of items like spare parts of
machinery, store and packing material spares, electric items, oil and lubricants, stationery
items, building material and general store.

Documents

• Demand Requisition

• Invoice of Purchase

• Delivery Order

• In Gate Pass

Procedure

The following is the procedure for local purchase department.

• The purchase department receives the demand requisition from store in charge at store at
mills this is in fact an intention or requirement of commodities at mill.

• The purchase demand requisition contains a full detail of quality and quantity of
commodities required. It also contains price detail of goods purchased previously.

• The purchase department on the basis of indent does an inquiry for rate from at least two
suppliers from approved suppliers list.

• After inquiry purchase Manager discusses with director for approval of rate and other
necessary requirement.

• After the approval the purchase department purchases the items from suppliers and sent
them to the mill with three copies of delivery orders.
• In case of no rejection of items store in charge send one copy of delivery order back to the
purchase deportment along with one copy of In Gate Pass. Store in charge also keeps a copy
of delivery order and in Gate pass for his own record.

• In case of rejection of items store in charge sends all copies of delivery orders with items
back to the purchase department.

 Receipt is the process of checking and accepting, from all sources (vendors,
production units, repair units etc.), all materials and parts which are used in the
organisation. These include supplies for manufacturing or operating processes, plant
maintenance, offices and capital installations.

 Identification is the process of systematically defining and describing all items of

materials in stock. It includes the preparation of a Stores Code or Vocabulary, the
adoption of materials specifications and the introduction of a degree of
standardisation. In certain cases, part of this work may be done by the design,
planning or standards departments or sometimes the purchase department.

 Inspection involves the examination of incoming consignments for quality. Very often
there is a separate Quality Control or inspection department, which undertakes this
work for most, materials. Otherwise goods are inspected by Stores to ensure that the
inspection procedures laid down are carried out before materials are accepted into
stock.

The Function of the Stores Department.

There is, of course, another view. Where work is to be undertaken “on contract,” as in the
case of oil-tanks or specialised work of a similar type, the store must work into the schedule
by being in a position to the supply the necessary raw material. It is for this resaon that
“stores” must not be overlooked. The foreman must have a definite knowledge of all stores at
a moment's notice. Effective tabbing of stores is another noticeable feature of the Railway
Shops. Withdrawals are immediately noted on a tab system, which is, thus, brought up-to-
date automatically—a glance at the slip tells just what is on hand, as well as the size of the
demand and its destination. This ensures a proper supervision over the “danger line.” When
the store drops below a certain quantity the storeman is able to restock so that no work is held
up by lack material which he can supply.

Such is, very briefly, the management of the shops. It is a tribute to them, in that they have
become highly organised and very efficient. Next month I shall consider “Work
Movements”—the next step in Industrial Efficiency—on a psychological basis.

Gender Preference

Both Male/Female. However in certain cases the selection might depend on the merchandise
available in the store. A store specializing in female lingerie would prefer a female store
manager as she would be more comfortable with the female buyers.

Responsibilities of the Store Manager

 Recruiting employees for the store is the store manager’s prime responsibility.
He not only has to hire the right candidates for the store but also train them for their
overall development. He must ensure that all the employees (floor manager,
department manager, cashier and so on) contribute to their level best for the effective
functioning of the store. He must act as a strong pillar of support and stand by his
team at the hour of crisis. It is his duty to acquaint his team members with the latest
trends in fashion or any other newly launched retail software. It is his responsibility to
delegate responsibilities to his subordinates according to their specializations and
extract the best out of them. The store manager must motivate his team members from
time to time.
 The store manager must make sure his store is meeting the targets and earning
profits. He is responsible for the smooth and effective functioning of the store.
 The store manager is responsible for maintaining the overall image of the store.
It is his duty to sensibly display the merchandise so that it immediately catches the
attention of the customers. The store manager must ensure that his store meets the
expectations of the customers and lives up to its predefined brand image.

He must ensure:
 i. The store is kept clean
ii. Shelves and racks are properly stocked and products do not fall off the
shelves.
iii. Mannequins are kept at the right place to attract the customers into the store
and rotated frequently.
iv. The merchandise should be according to the season as well as the latest trends.
v. The store is well lit, ventilated and offers a positive ambience to the
customers.
vi. The signage displaying the name and logo of the store is installed at the right
place and viewable to all.
 One of the major responsibilities of the store manager is to make the customers feel
safe and comfortable in the store. It is his key responsibility to make sure that the
customer leaves the store with a pleasant smile.
 He is responsible for managing the assets of the store. The security and safety of
the store is his responsibility. The store manager must ensure that sufficient inventory
is available at the store to avoid being “out of stock”.
 He along with his subordinates are responsible for planning, managing profit and loss,
handling cash at the store as well as collating daily sales as well as other necessary
reports.
 He must ensure that the store is free from pilferage

SALES DEPARTMENT
SALES DEPARTMENT

ABIRAMI EXPORTSCLOTHES sector of Tamilnadu is gaining ground in the world market

at breakneck speed, but still not flourished at the fullest extent. Although the resources are
available abundant with a powerful foundation of fabric and spanning sector to support. The
key factors behind this are low technological development, lower output, cut throat
competition, high raw material cost, inadequate infrastructure, traditional productivity,
unfavorable regularity policies, and globalization in fact. However, there a fair list of the
producers, suppliers, and exporters that are fully acknowledge with regularity policies and
formalities, international marketing policies and procedures. The only concern is in executing
their productivity initiatives, and meeting with order deadlines. Garments merchandising
means the work to buy raw material and accessories to produce garments (Merchandise)
against a particular work order of garment and have to export these under the same work
order within time schedule, maintaining required quality level of buyer.

The Merchandising is the important activities, term and section of a garment that is not
possible to run and deliver successfully. The term “merchandising” is well known to the
persons specially involved in garments trade. The term merchandising has been derived from
the term merchandise. Merchandise means good that are bought & sold.

Merchandising Merchandising is a business on marketing activities responsible for ensuring a

products description both quality and quantity. Merchandising means total responsibility of a
Merchandiser.

Merchandiser Duty of merchandiser describes himself like this-

A man who collects order from customer sourcing raw materials production on time with
quality and maintains lead time.

Garments merchandising means buying raw materials & accessories, producing garments,
maintaining required quality level and exporting the garments within scheduled time.
If anybody has to be designated as Merchandiser then the word itself demands some qualities
from that individual, now let us see what all are the hidden meanings there in the word
„‟MERCHANDISER¨.
 M- Should have good Managerial capacity.
 E- Efficient in both English written and spoken.
 R- Having high sense of Responsibility.
 C- Always keep commitment.
 H- Leads Honest life.
 Attitude should always be positive in resolving any problem.
 N- Never does any argue with buyers and seniors.
 D- Fully Devoted to his service.
 Always well Informed about his all orders.
 S- Sincere in office and daily works.
 E- Enthusiastic in nature.
 R- Regular in e-mail correspondence.

Most importance things for a Merchandiser is

Communication.

Planning

Production Follow Up
The responsibilities of a smart Merchandiser are handling order at four stages.
1. Sourcing for future orders/Buyers

2. New Order

3. Confirmed Order

4. Running Order

Apparel industry must be developed with the trend of market otherwise they cannot extend
their business. To collect new buyer and business with them a company must follow the
procedure of business development. Buyers have been chosen by two ways. Firstly, Buyer
chooses the supplier and the second one sometimes, BEXIMCO want to work with a
particular buyer and then contact with them according to that. The ABIRAMI
EXPORTSGROUP follow the procedure of business development, this are given below-
Sample is made when price is confirmed and orders are placed, usually is M size in all color
combinations of expected order. Buyer held a meeting with its customer and records their
response on order quantity per color, size etc. and finally place order to their vendor. Sales
sample basically use catalogue buyer.
NTRODUCTION TO SALES MANAGEMENT

Sales Management which is concerned with the direction & control of sales force, refers to
the management of sales personnel. According to American Marketing Association, Sales
Management which may also be known as Sales force management is “the planning,
direction & control of personnel selling, including recruiting, self selection, training
(equipping, assigning, routing), supervising, paying & motivating as these tasks apply to the
personal sales force management.” In addition to other responsibilities, controlling & guiding
the sale force is one of the important activities of management.

Managing the sales force involves the implementation of personal selling strategy. The sales
force management has two key personal selling strategic decisions

(i) Sales force size

(ii) Selling style

These decisions results from planning how to achieve the sales volume & related company
goals. The decision on selling styles determine the range and nature of activities required for
personal management or management of sales force. The decision on sales force size
determine the magnitude of these activities. Implementing these strategic decision is sales
managements responsibility.

Sales force management is specialised type of personal management. The personal

management focuses upon sales, production or office workers but sales force management
focuses only upon sales personnel. Sales personnel work away from their co-workers and
superiors, so it is difficult to develop a spirit of identity with and loyalty to the company and
to manage them into a unified team. Sales personnel’s necessity is to give freer rein then
production or office workers. Up to a large extent they are relied upon as individuals to plan
and control their own activities. Most sales personnel visits their home office only
infrequently and centralize direction of their activities mainly by phone and mail.
The steps in sales force management are the same as those in general personnel management.
Sales force management work, starts with job analysis-determining the job objectives, the
component duties and responsibility, performance criteria, and reporting relationships. The
output of job analysis is the written job description that is used in deriving the necessary
qualifications (job specifications) of the employee. Qualified job applicants must be found,
and this requires decisions on recruiting sources and methods. From the supply of applicants,
those meeting the job specifications are selected. After hiring applicants undergo initial
training and throughout their entire careers with the company-receive continuing training
through diverse delivery systems. Compensation plans are designed to provide appropriate
levels and methods of compensation.

When the salesperson is assigned to the field, other personnel activities come into play. The
salesperson is motivated to plan and make productive use of working time. To improve the
effectiveness of sales calls, salespersons are counseled on working habits and methods
Controlling sales personnel requires analysis of selling records and evaluations of sales
performance.

Meaning & Theories of Sales Force Management :

"Sales force management is a distinct process, consisting of planning, organising, staffing,
directing and controlling the selling effort by use of sales force to determine and accomplish
the sales force objectives". In our present context,

1. Planning implies determining sales force objectives, formulating a strategy and

scientific and systematic estimation of sales force requirements over a period of time.
2. Organising means determining the necessary component tasks to achieve sales force
objectives and grouping and assigning responsibilities to them.
3. Staffing involves recruiting, selecting, training and compensating salespeople and
making plans for meeting future staff needs of the organisation.
4. Directing means guiding, motivating and supervising the sales people.
5. Controlling involves those evaluative activities that are essential to ensure that
objectives are accomplished as planned.

Project Report Sales Force Objectives

Companies must carefully define the specific objectives they expect their sales force to
achieve. The old idea was that the sales force should “sell, sell, and sell”.

Salespeople has sales quotas, and the better salespeople met or exceeded their quotas. Later,
the idea arose that sales representatives should be skilled in customer problem and propose a
solution. More recently, some industries have begun to insist that the sales force engage in
“commitment selling.” Under this concept, salespeople do not initially try to sell a specific
product or solve a specific problem. Rather, they show a customer-prospect how their
company can help the customer improve its profitability. They seek to join their company
with the customer’s company as “partners for profit.”

Regarding of the selling context, salespeople will have one or more of the following specific
tasks to perform :

 Prospecting : Sales representatives search for prospects, or leads.

 Targeting : Sales representatives decide how to allocate their time among prospects
and customers.
 Communicating : Sales representatives skillfully communicate information about the
company’s products and services.
  Selling : Sales representatives know the art of sales - approaching, presenting,
answering objections, and closing sales.
 Servicing : Sales representatives provide various services to the customers-consulting
on their problems, rendering technical assistance, arranging financing and expediting
delivery.
 Information gathering : Sales representatives conduct market research and
intelligence work and fill in call reports.
 Allocating : Sales representatives decided which customers will get scare product
during product shortages.

Companies typically define the specific objectives they want their sales force to achieve.

To maintain a market focus, salespeople should know how to analyse sales data, measure
market potential, gather market intelligence, and develop marketing strategies and plans.
Sales representatives need analytical marketing skill and these skills become especially
important at the higher levels of sales management. Marketers believe that sales forces will
be more effective in the long run if they understand marketing as well as selling.

CHAPTER - IV

SWOT
Strengths

 The Indian textile industry is autonomous and self-governing.

 There is easy availability of low cost and proficient manpower that contributes extensively in
the growth of the industry.
 Raw material is easily accessible – this acts as a major contributing factor in controlling the
costs and minimizes the operational effort.
 The economy is growing rapidly and one can observe a potential international and domestic
market.
 When we talk about the highest yarn exporters, India is known as one of the largest exporters
in the international market. India accounts for around 25% share of the global trade in cotton
yarn.
 The fiber industry is growing at a rapid speed as large varieties of cotton fiber are available
easily.
 The apparel industry holds about 12% of the total export across the globe.
 The industry has an added advantage of having numerous segments which help in the
provision of a huge variety of products.
Weaknesses
 The textile industry of India is one of the highly disintegrated industries.
 Few segments of this industry are not highly productive.
 There is a huge dependency of the industry on cotton.
 The mill segment is gradually declining.
 Labor laws are not very favorable.
 The power and interest rates, and indirect taxes are high.
 Inadequacy of technological development which in turn is responsible for affecting the
productivity.
 The act of generating economies of scale lacks.
Opportunities
 The textile industry records an annual growth of around 6-8%.
 A shift towards the market of branded ready-made garment is being observed.
 More number of emerging malls and retail industries are providing opportunities to industry’s
segments like handicrafts and apparels.
 There is a provision of more FDI and investment opportunities.
 Withdrawal of quota restriction is contributing immensely in market development.
 The global needs are being catered with product development.
 An upsurge in the purchasing power and disposable income of Indian customers has opened
room for new market development.
Threats
 Competing with other progressing countries like China.
 Striking a balance between the quality and price of products.
 Satisfying the demands of people all across the globe and at the same time, steadily
improving the quality of the products.
 Striking a balance between demand and supply.
 Environmental and international labor laws.
 Removal of quota system will fluctuate the export demand.

CHAPTER V

SUGGESTION

1) ABIRAMI EXPORTSCLOTHES should develop managerial skill particularly to identify

the weaker section to reach the benefits the social and economic objects.

2) ABIRAMI EXPORTSCLOTHES must play prominent role in financing which may result
in rising level of income and employment.

3) The present official staff of ABIRAMI EXPORTSCLOTHES can be given a suitable

management training that modern management concept and management technologies can be
vitalized in the day to day business of ABIRAMI EXPORTSCLOTHES for the further
improvement.
CONCLUSION

ABIRAMI EXPORTSCLOTHES having the good human resource. The entire employees in
the company are well trained and qualified in to the work. All the departments are well
established and fulfill the need of the employee. So the work environment is very good.

The company is doing well in the market but have to improve the quality of the product. The
machinery used in production is also not so updated. If company will improve in the all
mentioned sector the spell of the company will increase and the company will achieve the top
rank in the competition ABIRAMI EXPORTSCLOTHES is one of the leading multinational
companies in India.

This company produces fabrics. This company has the large share of the market. It is having
more turn over comparing then other fabric companies in India. The company ABIRAMI
EXPORTSCLOTHES have the main competitors are not the Indian they are also the
multinational companies but they are not the Indian company.

The in ABIRAMI EXPORTSCLOTHES Chinaware is mainly produces the fabrics. The

production is done on the basics of marketing requirement. The requirement and the other
information is gathered by the Marketing department this requirement is send to the P.P.C.
Department and this department makes the production plane for the month and gives to the
Production Department and fabric are made and distributed in the market.

REFERENCE

 BOOKS
 IM Pandey, financial management
 Annual report of company Raymond Limited
 Company manuals
 Saxena & vashist cost accounting
 Company profile
WEBSITE

http://www.google.com

http://www.wikipidea.com