Sie sind auf Seite 1von 72

A

PROJECT REPORT
ON
“A STUDY ON EMPLOYEE RETENTION AT BRANDIX
APPAREL INDIA LTD”

In Partial fulfillment for the Award of the degree of


BACHELORS OF BUSINESS ADMINISTRATION (BBA)
(2016 -19)

Submitted by
N.NIHARIKA
(Regd No :16091 )

Under the esteemed guidance of


Mr. Rakesh Sharma

Department of Commerce and Management


Dr. Narayana College Of Commerce, Kukatpally
(Affiliated to Osmania University)
HYDERABAD
DECLARATION

I hereby declare that this Project Report titled “A Study on Employee


Retention at Brandix ” being submitted is a bonafide work carried out
by me for the award of degree of Bachelor of Business Administration
(BBA)from Dr.Narayana College of commerce, Kukatpally affiliated to
O.U. Hyderabad, Under the guidance of Mr. Rakesh Sharma, Vice
Principal ,Dr.Narayana College of , for the Academic year 2016-19 and it
is not submitted to any other University or Institution for the award of
any degree / diploma certificate or published any time before.

(N.NIHARIKA )
Regd no :16091

1|Pa ge
CERTIFICATE

This is to certify that the Project Report titled“A Study on Employee Retention at
BRANDIX APPAREL” being submitted by Ms.N.NIHARIKAin partial
fulfilment for the award of the degree of Bachelors of Business Administration
(BBA) from Dr.Narayana College of commerce, Kukatpally affiliated to O.U.
Hyderabad, is a record of bonafide work carried out by her under my guidance and
supervision, .This has not been submitted to any other University or Institution for
the award of any degree/diploma/certificate.

( Rakesh Sharma . A, MBA)


Vice Principal
Dr.Narayana College of Commerce,
Kukatpally
Hyderabad

(D r.JohnMoses,Mcom,Ph.D)
PRINCIPAL
Dr.Narayana College of Commerce,
Kukatpally
Hyderabad

2|Pa ge
ACKNOWLEDGEMENT

It is great pleasure to take the opportunity to acknowledge and express my


gratitude to all those who helped me throughout my project first of all I would like
to take this opportunity to thank our beloved Dr.S.L.Narayana, Chairman of Dr
Narayana College of Commerce affiliated to Osmania University for having
allotted project work as a part of BBA course.

I also Express my sincere thanks to Dr John Moses, Principal ,Dr Narayana


Degree College of Commerce, for giving me permission for taking up my project
work.

I also Convey my gratitude to Mr Rakesh sharma, Vice-Principal ,Dr Narayana


Degree College of Commerce, for giving me permission for taking up my project
work.

I also thank Mr Asadullah ,Faculty of Department of Management , Dr Narayana


Degree College of Commerce , for giving me this opportunity to take up the
project work and helping me throughout the project .

Finally I would also like to thank all the staff members in the Department of
Management , Dr Narayana Degree College of Commerce ,for their support during
the project.

N.NIHARIKA

3|Pa ge
INDEX
SNO CONTENTS
CHAPTER-1
Introduction
Need for the Study
Objectives of the study
Scope of the study
Methodology of the study
Limitations of the study

CHAPTER-2 Industry Profile

CHAPTER-3 Company profile

CHAPTER-4 Review of Literature& Theoretical Framework

CHAPTER-5 Data Analysis and interpretation

CHAPTER-6

Findings

Suggestions

Conclusion

Annexure

Bibliography
CHAPTER - I

 INTRODUCTION
 NEED FOR THE STUDY
 OBJECTIVES OF THE STUDY
 SCOPE OF THE STUDY
 RESEARCH METHODOLOGY
 LIMITATIONS OF THE STUDY
INTRODUCTION

Employee retention refers to the various policies and practices which let the employees
stick to an organization for a longer period of time. Every organization invests time and money
to groom a new joinee, make him a corporate ready material and bring him at par with the
existing employees. The organization is completely at loss when the employees le ave their job
once they are fully trained. Employee retention takes into account the various measures taken so
that an individual stays in an organization for the maximum period of time.

Most of the employees leave an organization out of frustration and constant friction with
their superiors or other team members. In some cases low salary, lack of growth prospects and
motivation compel an employee to look for a change. The management must try its level best to
retain those employees who are really important for the system and are known to be effective
contributors.

Employee Retention refers to the techniques employed by the management to help the
employees stay with the organization for a longer period of time. Employee retention strategies
go a long way in motivating the employees so that they stick to the organization for the
maximum time and contribute effectively. Sincere efforts must be taken to ensure growth and
learning for the employees in their current assignments and for them to enjoy their work.

Employee retention has become a major concern for corporates in the current scenario.
Individuals once being trained have a tendency to move to other organizations for better
prospects. Lucrative salary, comfortable timings, better ambience, growth prospects are some of
the factors which prompt an employee to look for a change. Whenever a talented employee
expresses his willingness to move on, it is the responsibility of the management and the human
resource team to intervene immediately and find out the exact reasons leading to the decision.
Importance of Employee Retention
Let us understand why retaining a valuable employee is essential for an organization.

Hiring is not an easy process: The HR Professional shortlists few individuals from a large pool
of talent, conducts preliminary interviews and eventually forwards it to the respective line
managers who further grill them to judge whether they are fit for the organization or not.
Recruiting the right candidate is a time consuming process.

The employees working for a longer period of time are more familiar with the company’s
policies, guidelines and thus they adjust better: They perform better than individuals who
change jobs frequently. Employees who spend a considerable time in an organization know the
organization in and out and thus are in a position to contribute effectively.

It has been observed that individuals sticking to an organization for a longer span are
more loyal towards the management and the organization: They enjoy all kinds of benefits
from the organization and as a result are more attached to it. They hardly badmouth their
organization and always think in favour of the management. For them the organization comes
first and all other things later.

It is essential for the organization to retain the valuable employees showing


potential: Every organization needs hardworking and talented employees who can really come
out with something creative and different. No organization ca n survive if all the top performers
quit. It is essential for the organization to retain those employees who really work hard and are
indispensable for the system.

Let us go through some strategies to retain an individual: An employee looks for a change
when his job becomes monotonous and does not offer anything new. It is essential for everyone
to enjoy whatever he does.

The responsibilities must be delegated according to the individual’s specialization and


interests. It is the responsibility of the team leader to assign challenging work to his team
members for them to enjoy work and do not treat it as a burden. Performance reviews are
important to find out whether the employees are really happy with their work or not.

The human resource department must ensure that it is hiring the right candidate .
Frustration crops up whenever there is a mismatch. A finance professional if is hired for a
marketing profile would definitely end up being frustrated and look for a change. The right
candidate must be hired for the right profile. While recruiting a new candidate, one should also
check his track record. An individual who has changed his previous jobs frequently would also
not stick to the present one and thus should not be hired.

Employee recognition is one of the most important factors which go a long way in retaining
employees. Nothing works better than appreciating the employees. Their hard work must be
acknowledged. Monetary benefits such as incentives, perks, cash prize also motivate the
employees to a large extent and they prefer sticking to the organization. The performers must
have an upper edge and should get a special treatment from the management.

Performance appraisals are also important for an employee to stay motivated and avoid
looking for a change. The salary hike should be directly proportional to the hard work put by
the employees. Partiality must be avoided as it demotivates the talented ones and prompt them to
look for a better opportunity.

The salary of the employees must be discussed at the time of the interview. The components
of the salary must be transparent and thoroughly discussed with the individuals at the time of
joining to avoid confusions later. The individuals should be made to join only when the salary as
well as other terms and conditions are acceptable to them.
NEED FOR THE STUDY

The present study is about the different types of strategies followed in order to retain the
most valuable assets like human resources in Brandix Apparel India. Human resources are the
most important resources the nature has gifted to this world. With the change in time,
development of human resources has attracted the attention. Participation was in the view of
ever changing and increasing in the growth of industrialization. Rapid advances of modern
technology have brought in tremendous expansion of industries and economic growth. At the
same time the continuing toll of skilled personnel at work has been a challenging for all the
concerned.Efforts in this regard will have to match with the pace rapid industrialization. In this
connection the role of human resources has been quite significant and will continue to be so. The
causes of increasing churn out are:
 Poaching of employees
 High stress environment
 Burn out

Thus managing attrition is becoming important, not only because knowledge


professionals are the lifelines in a service oriented industry but also staffing costs are one of the
largest expenses regularly charged to the budget of a company in a Textile Industry. When one
counts salaries, benefits, bonus, training, and other personnel costs, company inverts a great deal
of resources in their employees.

Thus Attrition becomes a two-folded issue:

Cost related
Retaining much needed and often Experienced Talent

Questionnaires prepared with the intention to study the retention strategies followed in Brandix
Apparel India.
OBJECTIVES OF THE STUDY

1. To study the structure and functions of management and organization of Brandix.


2. To study the responsibilities and duties of the Personnel department of the company.
3. To study the main roles and functions of the HR Department.
4. To study the concept of Employee turnover and reasons for employee’s attrition.
5. To study the different Strategies followed by Brandix Apparel India to maintain Employee
Retention
6. To suggest the measures of improvement if needed.
SCOPE OF THE STUDY

It is not about managing retention. It is about managing people. If an organization manages


people well, employee retention will take care of itself. Organizations should focus on managing
the work environment to make better use of the available human assets. People want to work for
an organization which provides

• Appreciation for the work done

• Ample opportunities to grow

• A friendly and cooperative environment

• A feeling that the organization is second home to the employee Organization


environment includes

• Culture

• Values

• Company reputation

• Quality of people in the organization

• Employee development and career growth

• Risk taking

• Leading technologies

• Trust

Types of environment the employee needs in an organization

 Learning environment: It includes continuous learning and improvement of the


individual, certifications and provision for higher studies, etc.

 Support environment: Organization can provide support in the form of work- life
balance. Work life balance includes:

 Flexible hours

 Telecommuting
 Dependent care

 Alternate work schedules

 Vacations

 Wellness

 Work environment: It includes efficient managers, supportive co-workers,


challenging work, involvement in decision-making, clarity of work and responsibilities, and
recognition. Lack or absence of such environment pushes employees to look for new
opportunities. The environment should be such that the employee feels connected to the
organization in every respect. Growth and Career Growth and development are the integral part
of every individual’s career. If an employee can not foresee his path of career development in his
current organization, there are chances that he’ll leave the organization as soon as he gets an
opportunity. The important factors in employee growth that an employee looks

for himself are:

• Work profile: The work profile on which the employee is working should be in sync with
his capabilities. The profile should not be too low or too high.

• Personal growth and dreams: Employees responsibilities in the organization should help
him achieve his personal goals also. Organizations can not keep aside the individual goals of
employees and foster organizations goals. Employees’ priority is to work for themselves and
later on comes the organization. If he’s not satisfied with his growth, he’ll not be able to
contribute in organization growth.

• Training and development: Employees should be trained and given chance to improve
and enhance their skills. Many employers fear that if the employees are well rained, they’ll leave
the organization for better jobs. Organization should not limit the resources on which
organization’s success depends. These trainings can be given to improve many skills like:
 Communications skills
 Technical skills
 In- house processes and procedures improvement related skills or customer satisfaction
related skills
 Special project related skills
Need for such trainings can be recognized from individual performance reviews, individual
meetings, employee satisfaction surveys and by being in constant touch with the employees.
Importance of Relationship in Employee Retention Program Sometimes the relationship with the
management and the peers becomes the reason for an employee to leave the organization. The
management is sometimes not able to provide an employee a supportive work culture and
environment in terms of personal or

professional relationships. There are times when an employee starts feeling bitterness towards
the management or peers.

This bitterness could be due to many reasons. This decreases employee’s interest and he
becomes demotivated. It leads to less satisfaction and eventually attrition. A supportive work
culture helps grow employee professionally and boosts employee satisfaction. To enhance good
professional relationships at work, the management should keep the following points in mind.

Respect for the individual: Respect for the individual is the must in the organization.

• Relationship with the immediate manage r: A manger plays the role of a mentor and
a coach. He designs and plans work for each employee. It is his duty to involve the employee in
the processes of the organization. So, an organization should hire managers who can make and
maintain good relations with their subordinates.

• Relationship with colleagues: Promote team work, not only among teams but in
different departments as well. This will induce competition as well as improve the Relationship
among colleagues.

• Recruit whole heartedly: An employee should be recruited if there is a proper place


and duties for him to perform. Otherwise he’ll feel useless and will be dissatisfied. Employees
should know what the organization expects from them and what their expectation from the
organization is. Deliver what is promised.

Promote an employee-based culture: The employee should know that the organization is there to
support him at the time of need. Show them that the organization cares and he’ll show the same
for the organization. An employee-based culture may include decision making authority,
availability of resources, open door policy, etc.
• Individual development: Taking proper care of employees includes acknowledgement
to the employee’s dreams and personal goals. Create opportunities for their career growth by
providing mentorship programs, certifications, educational courses, etc.

• Induce loyalty: Organizations should be loyal as well as they should promote loyalty
in the employees too. Try to make the current employees stay instead of recruiting new ones.

Support Lack of support from management can sometimes serve as a reason for employee
retention. Supervisor should support his subordinates in a way so that each one of them is a
success. Management should try to focus on its employees and support them not only in their
difficult times at work but also through the times of personal crisis. Management can support
employees by providing them recognition and appreciation. Employers can also provide valuable
feedback to employees and make them feel valued to the organization.

The feedback from supervisor helps the employee to feel more responsible, confident and
empowered. Top management can also support its employees in their personal crisis by
providing personal loans during emergencies, childcare services, employee assistance Programs,
consoling services, etc.

Employers can also support their employees by creating an environment of trust and inculcating
the organizational values into employees. Thus employers can support their employees in a
number of ways as follows:

• By providing feedback

• By giving recognition and rewards

• By counseling them

• By providing emotional support


RESEARCH METHODOLOGY
The adoption of a proper methodology is an essential and important step in
conducting any survey or research study.

DATA COLLECTION SOURCES:

1. PRIMARY DATA:
Primary data was collected from employees of the company. To collect primary data structured
and instructed questionnaires were administered to the employees to suit the objectives of the
study. Primary data was collected as fallows
 Questionnaire
 Personal interview
 Observation

2. SECONDARY DATA:

 Study of the existing system through company records


 Discussion with the human resource manager and employees
 Studying company’s human resource and CDC manuals and HR policies
 Company websites
 Reference books

STUDY INSTRUMENTS:

The study was conducted by personal interview with the employees.


The questionnaire was distributed among the employees of the company.

The instrumentation technique used in this project was:

1.Structured questionnaire

2.Personal interaction

3. Observation
Sampling Size and Technique

a) Population:

The population of this study is the total employee of Brandix. It is finite population.

b) Size of the sample:

The sample size selected for the study was 100 employees and the response was
obtained from all 100 employees

c) Sample design:

The sampling technique used in this study is simple random sampling method. This
method is also called as the method of chance selection. Each and every item of
population has equal chance to be included in the sample.

d) Research Instrument:

Questionnaire

e) Questionnaire Design:

The questions are arranged logical sequence. The questionnaire consists of a variety of
questions presented to the employees for the response. Dichotomous questions,
multiple choice questions, rating scale questions were used in constructing
questionnaire.
IMITATIONS OF THE STUDY

The following are some of the limitations of the study:

1. The options utilized while doing the Questioner may not be familiar to the employee but
to the organization.
2. The questions in the Questionnaire may not be able to cover the entire topic of the
Employee retention and its strategies as it is subjected to the limited questions.
3. Due to time constraint, the study was only limited with 100 employee’s feedback related
to its climate survey.
4. The findings of the study are subjected to bias and prejudice of the employees.
5. Area of the study is confined to the employees in Brandix only.
6. The findings of the study are solely based on the information provided by the employee.
7. The accuracy of findings is limited by the accuracy of statistical tools used for analysis.
CHAPTER-II
INDUSTRY PROFILE
INDUSTRY PROFILE
Profile of Textile Industry:

Textile industry in India is the second largest employment generator after agriculture. It
holds significant status in India as it provides one of the most fundamental necessities of the
people. textile industry was one of the earliest industries to come into existence in India and it
accounts for more than 30% of the total exports. In fact India textile industry is the second
largest in the world, second only to china.

Textile industry is unique in the terms that it is an independent industry, from the basic
requirement of raw materials to the final products, with huge value –addition at every stage of
processing. textile industry in India has vast potential for creation of employment opportunities
in the agriculture, industrial, organized and decentralized sectors &rural and urban areas,
particularly for women and the disadvantage. Indian textile industry is constitute of the following
segments: ready - made garments, cotton textiles including handlooms, man- made textiles, silk
textiles, woolen textiles, handicrafts, coir, and jute.

Till the year 1985, development of textile sector in India took place in terms of general
policies. In 1985, for the first time the importance of textile sector was recognized and separate
policy statement was announced with regard to development of textile sector. In the year 200,
national textile policy was announced. its main objective was to provide cloth of acceptable
quality at reasonable prices for vast majority of the population of the country, to increasingly
contribute to the provision of sustainable employment and the economic growth of the nation:
and to compete with confidence for an increasing share of the global market. The policy also
aimed at achieving the target of textile and apparel exports of US $ 50 billion by 2010 of which
the share of garments will be US $ 25 billion.

STRENGTHS OF THE INDIAN TEXTILE INDUSTRY:

The strengths of the Indian Textile Industries are as follows:


 India has rich resources of raw materials of textile industry. It is one of the largest
producer of cotton in the world and is also rich in resources of fiber like polyester,
silk, viscose
 India is rich in highly trained manpower. The country has huge advantage due to
lower wage rates. Because of low labor rates the manufacturing cost in textile
automatically comes down to very reasonable rates
 India is rich in highly competitive in spinning sector and has presence in almost all
processes of the value chain
 Indian garment industry is very diverse in size manufacturing facility, type of apparel
produced, quantity and quality of out -put, cost, requirement for fabric etc. It
comprises suppliers of ready –made garments for both, domestic or export markets.

WEAKNESSES OF INDIAN TEXTILE INDUSTRY:

 Indian Textile Industry is highly fragmented in industry structure, and is led by small
scale companies. The reservation of production for very small companies across the
country, led substantial fragmentation that distorted the competitiveness of industry.
Smaller companies do not have the fiscal recourses to enhance technology or invest
in the high –end engineering of processes. Hence they lose in productivity.
 Indian labor laws are relatively unfavorable to the trades and there is an urgent need

for labor reforms in India.

 India seriously lacks in trade pact memberships, which leads to restricted access to the
major markets.

OUT LOOK FOR INDIAN TEXTILE INDUSTRY:

The Outlook for Textile industry in India is very optimistic. It is expected that Indian textile
industry would continue to grow at an impressive rate. Textile industry is being modernized by
an exclusive scheme, which has set aside $5 billion for investment in improvisation of
machinery. India can also grab opportunities in the export market. The textile industry is
anticipated to generate 12mn new jobs in various sectors.
CHAPTER-III

COMPANY PROFILE
COMPANY PROFILE

BRANDIX APPAREL INDIA PROFILE:


Brandix Lanka Ltd

BRANDIX Apparel ltd is one of the leading apparel manufacturing companies


accounting $360 million per annum.

Brandix Lanka is one of the Sri Lanka’s largest apparel exporter with an annual turnover
exceeding USD 360 million. Employing over 40,000 Associates and generating indirect
employment to an equivalent number. Supported by over 38 manufacturing facilities in Sri
Lanka and strategically located international Sourcing Offices. It is providing over 50% of value
addition locally, through our backward-linked operations in textiles, thread, buttons, and hangers.
And there was 24% Growth over last year.

BRANDIX APPAREL INDIA CITY (BIAC)

Brandix India Apparel City (BIAC) is conceptualized and managed by Brandix, Sri
Lanka’s largest apparel exporter. It offers a host of attractive financial and operational incentives
for investors and procedural ease for facilitating investment. It’s offering a unique one-stop shop,
with end-to-end apparel solutions; BIAC is a first of its kind in the world. It is a veritable
‘Paradise’ for the global apparel industry.

It’s based on a breakthrough ‘Fiber-to-Store’ concept; it will house world-class apparel chain
partners, from fashion design to manufacturing all under one roof, offering seamless integration
and unmatched value.

BIAC is spanning across 1000-acres, it’s is located in the bustling city of Visakhapatnam,
in the State of Andhra Pradesh, India. It provides the platform to unlock the massive synergies
that India offer as a textile destination.
BRANDIX APPAREL INDIA

Brandix Apparel India, the Indian manufacturing arm of Brandix Lanka Ltd, commenced
commercial production for export at BIAC in July 2008. It has systematically increased its local
workforce, and today has a combined strength of 4800 associates, majority women from
neighboring villages, with world-class apparel being exported to top customers in US and
Europe

The facility is located in Brandix India Apparel City (BIAC) SEZ being a revolutionary
development in the apparel industry; a unique, integrated apparel supply chain city, managed by
Brandix Lanka Ltd. BIAC spread over 1000 acres in the port city of Visakhapatnam (or Vizag for
short) in the eastern state of Andhra Pradesh, it brings alive an avant-garde 'Fibber to Store'
concept. BIAC will bring together world class apparel chain partners from the design table to
consumer brands in flawless integration. Conceived and nurtured by Brandix, Sri Lanka's largest
apparel exporter, BIAC highlights India's phenomenal synergies in the world of textiles. To
leverage India's immense potential for economies of scale and other robust business
fundamentals in its fast growing economy, Brandix brings 30 years of industry expertise and
invites other world class experts to join its value chain to enjoy assured mutual benefits of
investment.
It is initially located in PENDURTHI -VISAKHAPATNAM on August 2006.In January
2007 a production centre was opened at DUVVADA, VISAKHAPATNAM In MARCH 2008
BRANDIX APPAREL INDIA (P) LTD is opened in BRANDIX INDIA APPAREL CITY, as a
manufacturing unit (wholesale) located at APSEZ (ANDHRA PRADESH SPECIAL
ECONOMIC ZONE), Pudimadaka Road, Atchutapuram, and Visakhapatnam.

BRANDIX VISION:

The vision of the company is to be the inspired solution for branded clothing. Brandix is
supported by over 20 manufacturing facilities in Sri Lanka and strategically located international
sourcing offices.
BRANDIX MISSION:

Our Mission is “To help people and organization do meaningful business with
one another, effectively and efficiently, using the most appropriate (and suitable) technologies”.

VALUES OF BRANDIX:

Service

Integrity

Team work

Learning and development

Ownership and commitment

VARIOUS SECTORS IN BRANDIX:

Apparel
Fibers &
fabrics Finance
Footwear
Manufacturing
Retail

Social and environmental


responsibility Sourcing
Technology

COMPETENCIES OF BRANDIX:

Brandix strong competencies in product development, manufacturing and marketing,


are complimented by their most significant advantage in textiles. They make their own fabric,
threads, buttons and hangers.

They also provide customers with R&D, washing, dyeing, finishing, and quality control
services. Their group-wide initiatives is to achieve manufacturing and supply chain excellence,
close collaboration with their suppliers, and sales offices at the customer's doorstep all guarantee
fast and flexible solutions from the source to stores.
The main competencies of Brandix are

Customer Satisfaction
Brand Loyalty
Providing Value-added Services to the customers.

MILESTONES
2012- Brandix group won a gold award at the 2012 HRM awards presented by the association of
HR professionals.

Brandix becomes first private company in srilanka to release a sustainability report i.e., with
Global standards recognized as Asia’s Best brand for the second year.

2013- Accenture signs agreement with Brandix to provide Business Process Outsourcing
Services for HR, Finance and Accounting and procurement from Srilanka.

Brandix was also the sector winner for Environmental Sustainability and a category winner for
Environmental Integration at the awards of ceremony.

2014- Brandix became the first corporate entity to be recognized as “Organization committed to
Green”

Received awards in large scale “Manufacturing category” and “Merit Award” in the commercial
building category.

2015- Won “Global Supplier of the year” award across all product category.

2016- Brandix was ranked “Most valuable export Brand” in Brand Finance’s 2016 ranking of the
country’s leading brands.

Brandix won 11 awards including the exporter of the year awards forv2014 and 2015.

Brandix won the “Outstanding Vendor-Overall Excellence” and “Outstanding Vendor


Performance” awards at Global Supply chain’s 2016 vendor summit.

2017- Brandix won the two special awards for excellence in “Talent Management” and
“Learning and Development” at 2015-16 National Human Capital Management awards.

Brandix was ranked Srilanka’s most valuable export brand in brand Finance’s 2017 ranking of
the country’s leading brands.
ACHIEVEMENTS
LEED Certification
Brandix is proud to receive the recent global recognition for its Eco Centre in Seeduwa
for Brandix Casual wear. The plant received Platinum rating in August 2008 under the
Leadership in Energy and Environmental Design (LEED) Green Building Rating System of the
US Green Building Council (USGBC).
The rating is a third-party certification programme and America's benchmark for design,
construction and operation of high-performance green buildings. It encourages and hastens
global adoption of sustainable eco- friendly building and development practices. Brandix Casual
wear Seeduwa is the Group's lead manufacturing plant for Marks & Spencer.
WRAP (Worldwide Responsible Apparel Production)
WRAP (Worldwide Responsible Apparel Production) is the most recognized
compliance standard in the United States for the apparel industry. It is an independent, non-
profit organization that endorses the certification of lawful, humane and ethical manufacturing of
apparel throughout the world.
SA8000 (Social Accountability)
Brandix has been accredited the SA 8000 Social Accountability standards established by
New York based Social Accountability International (SAI). The organization promotes the global
improvement of human rights for workers by collaborating with a range of organizations
including companies, trade unions and governments.
The SAI endorsement is recognized as more stringent and so, more credible, and more
consistent with ILO and UN conventions and declarations. It is a comprehensive and flexible
system providing practical and visionary solutions for ethical workplace conditions in global
supply chain management. The world's top consumer apparel companies e.g. Gap Inc. demand
adherence to exacting vendor compliance criteria. According to this global giant, Brandix
received the fastest SAI certification, with seven certificates in all, covering ethical labor, health
& safety and supplier control. Brandix understand s that the compelling case for such practices
makes excellent business sense, and continues to be a leader in social accountability.
FAIR TRADE

Brandix Textiles (BTL) accomplished another national first when its plant in Makandura
received its Fair-Trade certification from the Institute for Market ecology (IMO) of Switzerland.
The company is Sri Lanka's largest woven fabric processor and the award is an important
development for it and the country. Another Brandix Group company, Brandix Casual wear,
Giritale, has also received this certification while Quenby Lanka Prints is in the process of
obtaining it.

The Social and Fair-Trade certification promotes the socio-economic development of


producers in the global south and to foster long-term relationships and good practices with
traders. It guarantees producers in the developing world in the entire supply chain obtain a more
equitable deal by establishing a Fair-Trade Premium which funds social, economic or
environmental improvement projects.
BTL achieved a performance rating of 214, well above the minimum 172 points during
the Fair-Trade Audit conducted by the IMO Social and Fair Trade Programme. The areas it
covered included respect for core labour rights, working conditions, administration of the Fair-
Trade Premium and accountability as a trade partner.
The award is important for the company to progress to supplying very discerning niche
customers for whom at the retail end; the Fair-Trade certified garments will be sold at a higher
price. It is also a valuable independent affirmation of the company's commitment to good social
practices.
OE100 (Organic Exchange)
The OE 100 certification from Organic Exchange (OE) is a set of industry compliance
standards for the global organic cotton textile industry. Within the Brandix Group, seven
companies have received this certificate and one, Quenby Prints Lanka, is in the process of
obtaining this important award. The Organic Exchange is a non-profit organization that promotes
the global organic cotton industry and its members include many top international retailers who
have added organic cotton products into their offerings.
The OE guidelines have been developed in response to increased consumer awareness of
production methods in the cotton industry. Globally, consumers are concerned about the organic
content of goods that they buy, such as food and apparel, and how its growth and processing can
reduce the impact on the environment and society in general. To help the cotton industry foster
comprehensive compliance in a growing market, the Organic Exchange has established these
standards, especially for fiber-only claims. With the OE certification, Brandix maximizes the
advantages it brings for suppliers include market access, with industry leaders demanding it as a
minimum for blended yarn. Although certified organic cotton can cost more to produce, top
customers are already supporting the initiative. As well as improving our marketing position, we
anticipate reduced production costs over time, as we constantly improve operational systems.
Supporting the strategic gains, the production of organic cotton annually has more than doubled
in 2006/7 from the previous year, as a direct result of the consumer industry's interest in
providing products grown or made in the most sustainable manner possible.

GOTS (Global Organic Textile Standard):

Several of the Brandix Casual wear facilities in Sri Lanka have already received GOTS
(Global Organic Textile Standard) certification during the final quarter of 2007-08. This global
recognition of organic textile authenticity standards covers the production, processing,
manufacturing, packaging, labelling, export, import and distribution of all-natural fibers.

The plants include those at Polonnaruwa, Giritale, Katunayake, Seeduwa, Ekala and
Jaela. Other plants that have also received the certification are the Brandix Apparel at Rhineland
Place, Colombo and Brandix Finishing at Ratmalana. Quenby Lanka Prints is in the process of
being certified. It marks the Group's first phase of initiatives to establish a fully- integrated
organic-certified supply chain that will enable Brandix to produce 100 per cent organic apparel
for leading global brands.
The GOTS objective is to identify the criteria that guarantee the organic status of textiles,
from harvesting of the raw materials through to environmentally and socially responsible
manufacturing up to labeling.
ISO 9001:

The ISO 9001 certification is part of a suite of a system of quality management standards
stipulated by the international Organization for Standardization (ISO). Currently, Brandix
Intimates, Katunayake, is ISO 9001 certified. What this means is that the company is required to
meet the customer's quality and regulatory requirements in order to provide customer
satisfaction and maintain an improved performance to address and maintain quality
management.

ISO 14001:
The ISO 9001 certification is part of a family that covers environmental management
standards developed by the International Organization for Standardization (ISO). To comply
with this standard, an organization needs to minimize harmful impact on the environment by its
activities, and to maintain these in keeping with an improved environmental performance.
Currently, Brandix Finishing Ltd plants, The A&E facility and Brandix Textiles Ltd have been
awarded this certification.
OHSAS 18001 (Occupational Health & Safety Assessment Series):

The OHSAS 18000 is an international occupational health and safety management


system specification which seeks to promote various improvements in the working environment.
The accreditation also encourages continuous progress in workplace health and safety by helping
to minimize risk to employees, improve an existing similar system, demonstrate diligence and
gain assurance, etc. Within the Brandix Group, Brandix Casual wear, Seeduwa, has been
accredited with this internationally renowned standard.
Other achievements:
1. Sri Lanka's largest apparel exporter and third largest exporter overall for 2007-08, by
the Export Development Board (EDB)
2. Sri Lanka's largest apparel exporter and second largest exporter overall for 2006-07,
by the Export Development Board (EDB)
3. Presidential Export Awards - Award for Highest Net Foreign Exchange Earner in
2005
4. Presidential Export Awards - Most Outstanding Exporter in the Apparel Sector in
2005
5. Brandix Finishing, the Group's flagship 'Green' company, was recognized by a
Community Leader Silver Award in 2005 for Waste Minimization Practices, a
President's Environment Award in 2005 for Industrial Environmental Excellence and
ISO 14001:2004 certification
6. Brandix Finishing was presented the Gold Award at the International Green Apple
Environmental Awards conferred by the The Green Organization, UK for the
innovative efforts taken to achieve zero disposal of solid waste and sludge to landfill
7. Most Outstanding Exporter Award - National Awards for Export Excellence (NAEE)
in 2003
8. Gold Award in the Apparel Sector - National Awards for Export Excellence (NAEE)
in 2003
9. The Award for Excellence in Social Responsibility in the 'Preservation of the
Environment' category from the American Apparel and Footwear Association
(AAFA) presented to A&E Lanka
10. Selected as a success story in using Cleaner Production Techniques (CPT) in the
textile finishing sector with its case
BRANDIX ORGANIZATION CULTURE

The Brandix Way of Life is their culture and permeates their whole organization. The Brandix
corporate 'personality' is determined by three overlapping areas: values, work culture and social
responsibility. Their way of working is all about accepting and embracing their values, and
acting with social responsibility. It's also about a young and dynamic entity which supports its
personalities to blossom in a vibrant environment.

“An organization is the sum of the people it employs”.


The Brandix culture not only aligns associates with corporate goals, it moulds their philosophy
of work and therefore life. Changing mindsets positively takes great care and time but its value is
inestimable. As well as encouraging associates to becoming customer-focused, incorporating
speed, flexibility, innovation and passion into their work allows them to think more productively
and perform for results.
Accommodating change and embracing openness and transparency leads to the
appreciation of others and the progressive development of the individual, at work and elsewhere.
Brandix culture of internal appreciation and recognition includes the Kaizen awards for
innovative thinking, merit awards for work and attendance, 'I value you' cards and gifts. The 'Pat
on the back' initiative promotes instant appreciation of behavior and performance amo ng
colleagues. Their new programme GLOW (Great Lift off Work) enables social interaction and
the annual Brandix Nite celebrates outstanding executive team and individual performance.
These practices are designed to infuse their values into the work ethic a nd motivate and
empower their associates to extend themselves in their work on all planes. With appreciation and
recognition being key elements in developing inspired people Group-wide, we believe it will
nurture innovation at all levels.
“Changing mindsets positively takes great care and time but its value is inestimable”.

They are proud of their social responsibility record and highest compliance standards. It's
about improving lives within the Brandix sphere and those others that it touches in their
neighborhoods. Brandix also believes that such positive changes promotes a better work-life
balance and encourages its people to enjoy their work experience, all in all, making Brandix a
great place to work.

These awards recognize that Brandix products are manufactured under these stipulated
conditions, which cover not only ethical labor, but health and safety, environmental protection
and supply chain secure Our facilities subscribe to and comply with global standards and
practices including those demanded by WRAP and embrace the programmers run by such
organizations. WRAP independently monitors and certifies facility compliance with its
standards, and continues to monitor their adherence to the detailed practices and procedures
implied by The Brandix Green Factory's score of 76 on the LEED scale of 85 points sets a new
global standard for low energy consumption, water conservation, solid waste management and
low carbon emissions. The score exceeds by 12 points the requirement for Platinum status and is
the highest achieved by a Platinum rated manufacturing facility to date, and the first apparel
factory in the world to take the LEED Plat the Brandix Casual wear Green Factory from
inception has amply demonstrated the Group's commitment to this global standard a nd more.
This Eco Centre has reduced carbon emissions by 80%, an energy saving of 46%, reduced water
consumption by 70% and achieved zero solid waste to landfill; eco-friendly indicators
unmatched by any re-designed Green Plant in the world.

PARTNERS OF BRANDIX

Mast Industries
Brandot International
American &Efird
Fountain Set Pacific
Textiles
Quantum Clothing Group
Lanka Equities
Hirdaramani
CMT
T&S
Pioneer Elastics
CUSTOMERS OF BRANDIX

Brandix Apparel city location Connectivity:

The Brandix Apparel City is located near ATCHUTAPURAM Mandal which is 45 kms
from the Visakhapatnam Airport and from the city it is located at a distance of 47 kms, which is
50 kms away from the Visakhapatnam Port. This apparel city is very near to Bay of Bengal
which makes the transportation process convenient through sea.

CORPORATE OFFICE:
The Corporate office means the Administrative office is located at COLOMBO, SRI
LANKA.
REGISTERED OFFICE:
It is located in India at ULSOOR ROAD, BANGALORE, KARNATAKA.
The BAI has the capacity of producing 1, 92, 00,000 garments per Annam.
CHAPTER - IV

REVIEW OF LITERATURE
THEORETICAL FRAME WORK

Introduction:

Employee retention refers to the ability of an organization to retain its employees. Employee
retention can be represented by a simple statistic (for example, a retention rate of 80% usually
indicates that an organization kept 80% of its employees in a given period). However, many
consider employee retention as relating to the efforts by which employers attempt to retain the
employees in their workforce. In this sense, retention becomes the strategies rather than the
outcome.

A distinction should be drawn between low-performing employees and top performers, and
efforts to retain employees should be targeted at valuable, contributing employees. Employee
turnover is a symptom of deeper issues that have not been resolved, which may include low
employee morale, absence of a clear career path, lack of recognition, poor employee- manager
relationships or many other issues. A lack of job satisfaction and commitment to the organization
can also cause an employee to withdraw and begin looking for other opportunities. Pay does not
always play as large a role in inducing turnover as is typically believed.

In a business setting, the goal of employers is usually to decrease employee turnover, thereby
decreasing training costs, recruitment costs and loss of talent and organizational knowledge. By
implementing lessons learned from key organizational behavior concepts, employers can
improve retention rates and decrease the associated costs of high turnover. However, this isn't
always the case. Employers can seek "positive turnover" whereby they a im to maintain only
those employees whom they consider to be high performers.

It is important to first pinpoint the root cause of the retention issue before implementing a
program to address it. Once identified, a program can be tailored to meet the unique needs of the
organization. A variety of programs exist to help increase employee retention.

Career Development: It is important for employees to understand their career path within an
organization to motivate them to remain in the organization to achieve their personal career
goals. Through surveys, discussion and classroom instruction, employees can better understand
their goals for personal development. With these developmental goals in mind, organizations can
and should offer tailored career development opportunities to their employees.
Executive Coaching: Executive coaching can be used to build competencies in leaders within an
organization. Coaching can be useful in times of organizational change, to increase a leader's
effectiveness or to encourage managers to implement coaching techniques with peers and direct
reports. The coaching process begins with an assessment of the individual's strengths and
opportunities for improvement. The issues are then prioritized and interventions are delivered to
target key weaknesses.

Motivating Across Generations: Today's workforce includes a diverse population of employees


from multiple generations. As each generation holds different expectations for the workplace, it
is important to understand the differences between these generations regarding motivation and
engagement. Managers, especially, must understand how to handle the differences among their
direct reports.

Orientation and Onboarding: An employee's perception of an organization takes shape during


the first several days on the job and continues throughout their first six months, with 90% of
employees still deciding whether or not to stay at the organization during this time. It is in the
best interest of both the employee and the organization to impart knowledge about the company
quickly and effectively to integrate the new employee into the workforce. In addition, providing
continual reinforced learning through extended onboarding over the first year can increase new
hire retention by 25%. By implementing an effective onboarding process, new hire turnover rates
will decrease and productivity will increase.

Women's Retention Programs: Programs such as mentoring, leadership development and


networking that are geared specifically toward women can help retain top talent and decrease
turnover costs. By implementing programs to improve work/life balance, employees can be
more engaged and productive while at work.
The challenge is not only to attract the best talent but also to retain them.

Rising opportunities for carrier


development. lifestyle decisions.
job changing.
unbalanced work life

Which influence an individual's decision to continue or to quit.

Employee Retention:

“Employee retention is a process in which the employees are encouraged to remain with the
organization for the maximum period of time or until the completion of the project”.

Employee Retention will benefit an organization:

The Cost of Turnover.


Loss of Company Knowledge.
Interruption of Customer Service.
Turnover leads to more turnovers.
Goodwill of the company.
Regaining efficiency.

What Makes Employee Leave?

Job is not what the employee expected to be.


Job and person mismatch.
No growth opportunities.
Lack of appreciation.
Lack of trust and support in coworkers, seniors and
management. Stress from overwork and work life imbalance.
Compensation.
Need & Importance of Employee Retention:
• Hiring is not an easy process

• An organization invests time and money in grooming an individual and make him ready to
work and understand the corporate culture.

• When an individual resigns from his present organization, it is more likely that he would join
the competitors

• The employees working for a longer period of time are more familiar with the company’s
policies, guidelines and thus they adjust better

• It has been observed that individuals sticking to an organization for a longer span are more
loyal towards the management and the organization.

Employee Retention Strategies:

Hire the right people in the first place.


Empower the employees: Give the employees the authority to get things done.
Make employees realize that they are the most valuable asset of the organization.
Have faith in them, trust them and respect them.
Keep providing them feedback on their performance.
Keep their morale high.
Create an environment where the employees want to work and have fun
The company’s rules and regulations should be made to benefit the employees.
Performance appraisals are also important for an employee to stay motivated and avoid
looking for a change.
Employee recognition is one of the most important factors which go a long way in retaining
employees
The responsibilities must be delegated according to the individual’s specialization and
interests.
Role of HR in Employee Retention:

Whenever an employee resigns from his current assignments, it is the responsibility of the
HR to intervene immediately to find out the reasons which prompted the employee to resign
It is the duty of the HR to sit with the employee and discuss the various issues face to face.
Try to provide a solution to his problem
The HR person must ensure that he is recruiting the right employee who actually fits into
the role

The human resource department must conduct motivational activities at the workplace. The
HR must launch various incentive schemes for the top performers to motivate them
Performance reviews are a must. The HR along with the respective team leaders must
monitor their team member’s performance to ensure whether they are enjoying the work or
not.

Role of Team Leaders and Supervisors in Employee Retention:

 The team members must be assigned responsibilities as per their specialization,


qualification, interests as well as experience.
 An overburdened worker never finds his job interesting and would always be eager for a
change.
 Rules and regulations should be same for everyone.
 One should never fear his boss. Hitler approach does not work in the current scenario.
 The team leader should be accessible to his team members.

 The team leader must appreciate those who perform well.

Challenges in Employee Retention:

Monetary dissatisfaction is one of the major reasons for an employee to look for a change.
In the current scenario, where there is no dearth of opportunities, stopping people to look for a
change is a big challenge.
Individuals speak all kind of lies during interviews to get a job.
Some individuals have a tendency to get bored in a short span of time.
Unrealistic expectations from the job also lead to employees looking for a change.

Qualities in an Organization for a Better Employee Retention:

 Monetary satisfaction is one of the major reasons as to why an employee sticks to an


organization for a longer duration.
 An organization must have a simple hierarchy and the functional areas of each team
should be well defined.
 Freedom of expression is of utmost importance at the workplace to retain employees.
 The organization must encourage employees to celebrate major festivals at the office
premises itself.
 An organization must offer a positive ambience to its employees to expect a consistent
performance from them.

After Effects of a Poor Employee Retention:

Employees who spend a considerable amount of time in any organization know it in and
out and thus can perform better.
Loss of good resource.
Loss of trade secrets to its competitors.
Continual exit of key workers cause can cause domino effect among employees.
CHAPTER - 4

DATA ANALYSIS
DATA ANALYSIS AND INTEPRETATIONS

1. Opinion on the Training provided by Brandix Apparel India is adequate to perform


the role in a better and easier way.

S. No. of
Opinions Percentage
No respondents
1 Extremely Agreed 73 73%
2 Agreed 7 7%
3 Disagreed 13 13%
4 No idea 7 7%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

7%
13%
7%

73%

INTERPRETATION

The above chart shows that the training provided by Brandix Apparel India is adequate to
perform the employee job role in a better way.73% respondents opinedthat asextremely agreed.
7% respondents opined that as agreed. 13% respondents opined that as disagreed. And, 7%
respondents opined that as agreed. 13% respondents op ined that as no idea. This analysis,
however, shows that 73% respondents have been positively opined about the training provided
by the organization.
2. Is your job role is in accordance with your qualifications and experience .

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 37 37%
2 Agreed 17 17%
3 Disagreed 43 43%
4 No idea 3 3%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

3%

37%
43%

17%

INTERPRETATION

The above chart shows that Employee job role is in accordance with your qualification and
experience; this is extremely agreed by 37 % respondents opined that as extremely agreed. 17%
respondents opined that as agreed. Exit employees, 43% respondents opined that as disagreed.
And 3% respondents opined that as no idea. This analysis, however, shows that 37% respondents
have been positively opined about the job role accordance by the organization.
3. Is the nature of activity in Brandix Apparel India is health friendly.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 47 47%
2 Agreed 13 13%
3 Disagreed 40 40%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

0%

40% 47%

13%

INTERPRETATION

This chart shows that the nature of the activity in Brandix Apparel India is health friendly, for
this 47%respondents opined that as extremely agreed. 13% respondents opined that as agreed.
40%respondents opined that as Disagreed, and there are no employees who are unaware of this
aspect. This analysis, however, shows that 47% respondents have been positively opined about
the nature of activity in the organization.
4. Is Brandix Apparel India providing good career growth opportunity.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 37 37%
2 Agreed 13 13%
3 Disagreed 47 47%
4 No idea 3 3%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

3%

37%

47%

13%

INTERPRETATION:

The above chart shows that Brandix Apparel India is providing good carrier growth system, 37%
respondents opined that as extremely agreed, 13% respondents opined that as agreed, 47%
respondents opined that as disagreed s, and 3respondents opined that as no idea. This analysis,
however, shows that37% respondents have been positively opined about the provide good
growth system in the organization.
5. Is the immediate supervisors are providing very harmonious relations with you while
performing the work.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 64 64%
2 Agreed 13 13%
3 Disagreed 20 20
4 No idea 3 3%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

3%

20%

13%
64%

INTERPRETATION:

The above chart shows that the immediate supervisors are providing very harmonious relations
with you while performing the work, 64% respondents opined that as extremely agreed Exit
employees, Agreed by 13 Exit employees, Disagreed by 20 Exit employees, 3 Exit employees
have no idea regarding this aspect. This analysis shows that 64% respondents have been
positively opined about the provide good harmonious relations in the organization.
6. Is rotation of the shift system is very flexible in Brandix Apparel India.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 60 60%
2 Agreed 10 10%
3 Disagreed 27 27%
4 No idea 3 3%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

3%

27%

60%
10%

INTERPRETATION:

The above chart shows that the shift system is very flexible in Brandix Apparel India;
60% Exit employees are opined that as extremely agreed. 10% respondents opined that as
agreed. Disagreed by 27% Exit employees and 3 Exit employees have no idea regarding
this aspect.This analysis shows that64%respondents have been positively opined about
the shift system is very flexible in the organization.
7. Is Brandix Apparel India work load which is assigned to you is very less .

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 33 33%
2 Agreed 27 27%
3 Disagreed 40 40%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

0%

33%
40%

27%

INTERPRETATION:

The above chart shows that, In Brandix Apparel India the work load which is assigned to the
employee is very less. 33% respondents opined that as extremely agreed, 27% respondents
opined agreed s, Disagreed by 40% Exit employees, and there is no one Is unaware of this
aspect. This analysis shows that 33% respondents have been positively opined about the work
load is very less in the organization.
8. Is Brandix Apparel India is providing most convenient transportation facility.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 53 53%
2 Agreed 17 17%
3 Disagreed 30 30%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

0%

30%

53%
17%

INTERPRETATION:

The above chart shows that, Brandix Apparel India is providing most convenient transportation
facility. This is strongly agreed by 53% Exit employees, Agreed by 17% Exit employees, 30%
Exit employees are Disagreed, and there are no one who are unaware of this aspect. 53%
respondents have been positively opined about the providing convenient transportation facility.
9. Is there is proper maintenance of communication on the notice boards of your
department.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 53 53%
2 Agreed 27 27%
3 Disagreed 13 13%
4 No idea 7 7%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

7%

13%

53%
27%

INTERPRETATION:

The above chart shows that, there is proper maintenance of communication on the notice board
of your department, this is extremely agreed by 53% Exit employees, Agreed by 27% Exit
employees, Disagreed by 13% Exit employees and there are 7% Exit employees who don’t have
idea regarding this aspect. 53% respondents have been positively opined about the maintenance
of communication
10. The targets provided by Brandix Apparel India for your job role are easily attainable .

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 56 56%
2 Agreed 227 27%
3 Disagreed 17 17%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

0%
17%

27% 56%

INTERPRETATION:

The above char shows that the targets provided by Brandix Apparel India for your job role are
easily attainable, this is extremely agreed by 56% Exit employees, Agreed by 27% Exit
employees, Disagreed by 17% Exit employees and all are aware of this aspect. 56% respondents
have been positively opined about the target provided by the organization.
11. You are provided with good support from the management side while performing the
work.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 77 77%
2 Agreed 10 10%
3 Disagreed 13 13%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

0%
10%
13%

77%

INTERPRETATION:

The above char shows that the employees are provided with good support from the
management side while performing the work, this is extremely supported by 77% Exit
employees, Agreed by 10% Exit employees, Disagreed by 13% Exit employees and all are aware
of this aspect.56% respondents have been positively opined about the target provided good
support from the organization.

.
12. Brandix Apparel India provided sufficient opportunity for your professional
development.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 23 23%
2 Agreed 27 27%
3 Disagreed 43 43%
4 No idea 7 7%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

7%
23%

43%
27%

INTERPRETATION:

The above chart shows that Brandix Apparel India provided sufficient opportunity
for employee professional development, this is extremely agreed by 23% Exit employees,
Agreed by 27% Exit employees, Disagreed by 43% Exit employees, and there are 7% Exit
employees who are unaware of this aspect.23% respondents have been positively opined about
the organization provided sufficient for employee’s professional development.
.
13.Is Brandix Apparel India has provided minimum rest during the working hours if any
employee is sick.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 57 57%
2 Agreed 13 13%
3 Disagreed 30 30%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

0%

30%

57%
13%

INTERPRETATION:

The above chart shows that Brandix Apparel India has provided enough rest during
working hours, this is extremely supported by 57 % Exit employees, Agreed by 13% Exit
employees, Disagreed by 30% Exit employees, there is no one who are unaware of this
aspect.57% respondents have been positively opined about the provided enough rest during by
the organization.

.
14.Is Brandix Apparel India has provided good compensation package with excellent
allowances and benefits.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 20 20%
2 Agreed 10 10%
3 Disagreed 67 67%
4 No idea 3 3%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

3%
20%

10%

67%

INTERPRETATION:

This chart shows that Brandix Apparel India has provided good compensation
package with excellent allowances and benefits, this is extremely agreed by 20% Exit
employees, Agreed by 10% Exit employees, Disagreed by 67% Exit employees, there is only 3%
Exit employees who is unaware of this aspect. 20% respondents have been positively opined
about the provided good compensation package with excellent allowances to the employees.
15.Is Brandix Apparel India evaluating the performance level of its employees with good
performance appraisal system.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 20 20%
2 Agreed 10 10%
3 Disagreed 67 67%
4 No idea 3 3%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

3%
20%

10%

67%

INTERPRETATION:

The above chart shows that Brandix Apparel India is evaluating the Performance
level of its employees with good Performance evaluation system; this is extremely agreed by
20% Exit employees, Agreed by 10% Exit employees, Disagreed by 67% Exit employees, only
3% Exit employees who is unaware of this aspect.20% respondents have been positively opined
about the good performance appraisal system in the organization.
16. Is Brandix Apparel India motivating its employees with good Promotion system.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 13 13%
2 Agreed 13 13%
3 Disagreed 34 34%
4 No idea 40 40%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

13%
40% 13%

34%

INTERPRETATION:

This chart shows that Brandix Apparel India motivating its employees with good
promotion system, this is extremely agreed by 13 % Exit employees, Agreed by 13 Exit
employees, Disagreed by 34% Exit employees, 40% Exit employees are having no idea
regarding this aspect.13% respondents have been positively opined about the motivating
employees with good promotion system.
17. Is Brandix Apparel India has good incentive system.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 34 34%
2 Agreed 3 3%
3 Disagreed 30 30%
4 No idea 33 33%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

33% 34%

30%
3%

INTERPRETATION:

This chart shows that Brandix Apparel India has good incentive system; this is
extremely agreed by 34 Exit employees, Agreed by 3 Exit employees, Disagreed by 30 Exit
employees, there are 30 Exit employees who are having no idea regard ing this aspect.34%
respondents have been positively opined about the good incentive system in the organization the
organization.
18.Is the safety provisions and facilities are properly maintained at Brandix Apparel India.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 67 67%
2 Agreed 27 27%
3 Disagreed 6 6%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

6% 0%

27%

67%

INTERPRETATION:

This chart shows that the safety provisions and facilities are properly maintained
at Brandix Apparel India, this is extremely agreed by 67% Exit employees, Agreed by 27% Exit
employees, Disagreed by 6% Exit employees and there is no one who has no idea about this
aspect. 67% respondents have been positively opined about the safety provision and facilities are
properly maintaining the organization.
19. Is the grievance redressal system is open for workers grievances all the time .

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 36 36%
2 Agreed 37 37%
3 Disagreed 27 27%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED


3 DIS AGREED 4 NO IDEA
0%

27% 36%

37%

INTERPRETATION:

This chart shows that the grievance redressal system is open for workers grievances
all the time, this is extremely agreed by 36% Exit employees, Agreed by 37% Exit employees,
Disagreed by 27% Exit employees and there is no one who is unaware of his aspect. 36%
respondents have been positively opined about the grievance redressal system is open for
workers all the time.
20. Is the maintenance of proper working conditions is excellent at Brandix Apparel India.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 70 70%
2 Agreed 20 20%
3 Disagreed 10 10%
4 No idea 0 0%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA

0%
10%
20%

70%

INTERPRETATION:

This chart shows that the maintenance of proper working conditions is excellent at
Brandix Apparel India, this is extremely agreed by 70% Exit employees, Agreed by 20% Exit
employees, 10% Disagreed to this and there are no Exit employees who are unaware of this
aspect.70% respondents have been positively opined about the maintenance of proper working
condition in the organization.
21. Is the one-year training period is sufficient to learn everything related to your job.

No. of
S.No Opinions Percentage
respondents
1 Extremely Agreed 23 23%
2 Agreed 13 13%
3 Disagreed 54 54%
4 No idea 10 10%
Total 100 100
Source: Primary data

ANALYSIS

1 EXTREMELY AGREED 2 AGREED


3 DIS AGREED 4 NO IDEA
10%

23%

13%
54%

INTERPRETATION:

This chart shows that the one-year training period is sufficient to learn everything
related to employee job, this is extremely agreed by 23 % Exit employees, Agreed by 13% Exit
employees, Disagreed by 54% Exit employees and there are 10% Exit employees who do not
have any idea regarding this aspect. 23% respondents have been positively opined about the one-
year training period is sufficient to the job.
CHAPTER - VI

 FINDINGS
 SUGGESTIONS
 CONCLUSION
 ANNEXURE
 BIBLIOGRAPHY
FINDINGS

1. Most of the respondents have been positively opined about the training
provided by the organization because they are satisfied by the training
provided by the company.
2. Most of the respondents have been positively opined about the providing
good growth system in the organization.
3. Most of respondents have been positively opined about the work load is
very high in the organization.
4. There is no relation between education qualification and job as salary is
not related to the education qualification.
5. Improper training to the employees.
6. No information is provided to employees about promotions and increments.
7. Employees are not satisfied with the pay structure.
8. There is no management support to the employees.
9. High level of absenteeism.

10. There are no proper sign boards about safety, rules and regulations.
11.Communication gap between the management and the employees.
SUGGESTIONS

The following are the suggestions:

1. Most of the employees are facing problem in the process of the recruitment as they are
saying they are getting the jobs with lower qualification and their higher qualifications
are not considered while giving the job, this is the reason given by the employees who
are present at the early stages of the company. So the company must focus on the
qualification and experience linked recruitment process.
2. Training area is very much less focused in Brandix Apparel India. As there are number of
rejections from the customer side in quality prospective because in almost all the
departments there is no training provided to correct the employee’s mistakes that are
carried on by them while performing their work.
3. The employees should be informed during their interview process regarding the way that
they will get the promotions and increments so that so to avoid the conflicts among the
employees regarding the bonus or promotion related problems.
4. The salary of the employees is not able to satisfy their needs so there should be proper
care taken to reduce this problem.
5. There is a communication between the Visakhapatnam department heads and Non-
Executives so the heads should be trained regarding the language or the way they need to
deal with the Indian employees with proper communication.
6. In some departments the Managers or supervisors are treating the women employees in a
very strict manner so to avoid this problem the department management staff should be
trained in how they need to deal with the employees.
7. The HR- department should have more interaction with the employees so that the
employee’s problems can be easily understood and proper measures can be easily taken
into action. For this reason, the HR- department should spend more time with the
employees.
8. The rules and regulations regarding the Indiscipline should be displayed in all the
employee working places as well as in the canteen which can help in the reduction in the
number of warning letters. The way they need to behave while working in the working
places should be displayed.
9. The slogans on safety in every department it should be displayed so that the importance
of safety can be realized by the employees
10. There should be regular meetings for the management staff for each department
regarding the problems what they are facing with the employees and what are the
improvements they need for their respective department should be discussed with the
HR.
11. The consequences of continuous absenteeism should be explained to the employees by
their department heads in such a way that it should be like a meeting succession so that
so it can create seriousness among the Non-Executives.
12. The exit interviews must be conducted formally for all the Executive employees who can
give a realistic feedback which can helpful in the improvements in the future.
CONCLUSION

Brandix apparel India being a world’s second best manufacturing unit in providing
quality & providing inspired solutions among garment industries, have a very good systematic
approach for the employees towards their work. Employee retention is most important activity in
the industries where. In BAI, retention strategies are mainly used to the employees of the
organization in providing different kinds of benefits which will be used for the employee and
even to their family members. It also clearly found that the organization also improving the
statutory & non-statutory benefits.

There are very few suggestions which are mentioned above. If they are been implemented, then
we can create a strong bond between the employees &
their supervisors where there will be no misunderstanding & miscommunications. We can only
find a very good working environment. Finally, in BAI employees got the opportunity to
empower their skills & efficiencies and with good employee retention strategies.
ANNEXURE

QUESTIONNAIRE

Employee Name…………………. Designation……………….

Employee No……………………. Experience……………….

Please give tick at your options:

1. Opinion on the Training provided by Brandix Apparel India is adequate to perform your role
in a better and easier way.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

2.Is your job role is in accordance with your qualifications and experience.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

3.Is the nature of activity in Brandix Apparel India is health friendly.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

4.Is Brandix Apparel India providing career growth opportunity.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

5. Is the immediate supervisors are providing very harmonious relations with you while
performing the work.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

6.Is rotation of the shifts system is very flexible in Brandix Apparel India.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

7.In Brandix Apparel India work load which is assigned to you is very less.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

8.Is Brandix Apparel India is providing most convenient transportation facility.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea


9. Is there is proper maintenance of communication on the notice boars of your department…

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

10. The targets provided by Brandix Apparel India for your job role are easily attainable.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

11. You are provided with good support from the management side while performing the work.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

12. Brandix Apparel India provided sufficient opportunity for your professional development.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

13. Brandix Apparel India provided proper sanitary facilities.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

14. Brandix Apparel India has provided minimum rest during the working hours if an employee
is sick.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

15. Is Brandix Apparel India has provided good compensation package with excellent
allowances and benefits.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

16. Is Brandix Apparel India evaluating the performance level of its employees with good
performance appraisal system

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

17. Is Brandix Apparel India motivating its employees with good Promotion system.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

18. Is Brandix Apparel India has good incentive system.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea


19.Is Brandix Apparel India providing good quality of food in canteen.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

20.Is the Discipline system is properly maintained in Brandix Apparel India.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

21.Is the safety provisions and facilities are properly maintained at Brandix Apparel India.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

22.Is the grievance redressal system is open for workers grievances all the time.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

23.Is the maintenance of proper working conditions is excellent at Brandix Apparel India.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

24.Is the one-year training period is sufficient to learn everything related to your job.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea

25.Is the HR- department is providing good services at Brandix Apparel India.

1). Extremely agreed 2). Agreed 3). Disagreed 4). No idea


BIBLIOGRAPHY

Books Referred

 J.Leslie McKeon, 2003, RETAINING TOP EMPLOYEES, NEW Delhi: Tata McGraw –

Hill Edition
 P C Tripati, 2003, PERSONNEL MANAGEMENT AND INDUSTRIAL RELATIONS,

New Delhi: Sultan Chand And Sons

 Business Research Methods

- Cooper & Schindler


- Himalaya Publishing, 2006
 Organizational Behaviors

- Stephen B Robbins
 Human resource management by Aswathappa
 Various papers provided by Brandix Apparel India related to the Profile of the
Organization.

Websites:

 www.brandix.com

 www.Brandix Apparelindia.com

 www.managementparadise.com

 www.citehr.com