Beruflich Dokumente
Kultur Dokumente
Internship Report On
Crescent Bahman Limited
Lahore Sargodha, Pindi Bhattian, District Hafizabad, Punjab
Submitted to:
“In the name of Allah, who is the most Gracious, the most merciful”
I would like to acknowledge with gratitude to my Faculty of BBA (Hons) Department, and
University of Central Punjab Lahore Campus. I am grateful for the most constructive
suggestions and informative guidance for which I have been successful by the grace of
almighty to complete the internship
Special Thanks to Mr. Imran Javed, Mr. Ali Murtaza, Ms. Attia Safdar and the other
members of Human Resources (HR) Department in Crescent Bahuman Limited. I am also
very thankful to all the management of Crescent Bahuman Ltd. Those made all of my time
at CBL an opportunity to learn things.
It is necessary to mention here that I found a very supportive and friendly atmosphere at CBL,
that all the managers and employees honored me in providing the guidance and information
whenever I required in order completing my assignment.
Last but not least I offer my unassuming deepest affections to my great mother and respected
father for being inspired me and ideal in my life, who supported me morally and financially
throughout my studies, and always prayed for my glorious success about my pursuits
throughout all of my life.
“The profound effect of a teacher upon the students can only be described by the live of
his student.”
Being student of BBA (Hons.), University of Central Punjab, Lahore Campus, I was assigned
to Internship in Crescent Bahuman Limited. The reason for selecting the Crescent Bahuman
Ltd is that it is the growing group of the textile sector in Hafizabad. And it made its repute
within one decade very well, and now recognized as a leading textile sector in the Pakistan.
Crescent Bahuman Ltd have a very strong position in the foreign market, the export of the
CBL (Crescent Bahuman Ltd) is very large, and it starts from yarn and ends on the stitched
Garment. It has a large market in the foreign market.
Therefore, I preferred to work in this industry, in order to learn about the training steps and
development process taken by the textile industries. I had an opportunity to visit different
departments of the organization. The working staff was highly cooperative and helpful in the
provision of information I requisite.
The visit was in fact an uphill task that I spent some of my full and half day there to get information
which is important for my assignment and also for knowledge. But eventually by the grace of Almighty
Allah, I completed my assignment.
1.2 VISION
Crescent Bahuman is the largest vertically integrated denim manufacturing firm in South Asia.
This company set up as a joint venture between The Crescent Textile Mills, Pakistan and
Green Wood Mills Inc. Now this company is fully owned by the Crescent Group. The crescent
group has assured an outstanding repute in Pakistan’s business community with over 60
years of experience in diversified business category like; textile, sugar, banking, insurance,
food, agriculture and steel sectors.
Crescent Bahuman Ltd. is a value driven company with objectives to establish itself as a well
renowned and global denim brand that Founded in 1995. Company has initiated the local
denim industry by advocating and promoting concepts of broad vision and compliance to its
people.
Subsequently, Crescent Bahuman established a strong corporate value for the advancement
and progress of nearly 8000 employees and community while ensuring an environmentally
friendly manufacturing process. This result helped to CBL attain a unique combination of
Business core values consists of exporting high quality of fabric and Jeanswear to the Europe,
USA, and Australian and in Asian regions. Through the use of high technology equipment and
modern techniques in the processes, company is able to run the latest trends without
compromising on quality. Company has own Power Plant that gives the ability to control and
maintain an uninterrupted power supply. Emission analysis is carried out annually to monitor
the system.
CBL is dedicated to invest in both; the employee’s professional skills and personal
development. Company offered to employees a tailored mix of on and off-the-job training.
Internal training programs, employees are sent to the external training sessions arranged by
different institutions. We are the first textile company in Pakistan that apply the Six-Sigma
business philosophies in their processes and get our employees trained as black belts in
various functional areas. The visitors can easily approach our facility by using Lahore-
Islamabad Motorway as we are located at 100 minutes Lahore Airport and 200 minutes from
Islamabad airport.
Yarn
Azguard 9
Fabrics
US Apparel
Garments
Males 5553
Females 2060
Management 387
Residing on the plant 2197
Travelling daily 3796
TOTAL 8000
1.9 Customers
Stonage GAP
Espirit Identity
Denim Arizona
Company
Zone (10)
Division (3)
Department (36)
Sections (66)
Sub-Section
1.1.2 ZONES
1. Textile
Textile department the total strength of total employees 615. Sub-sections under the Textile
department. Spinning Department (SPN), Weaving Department (WVG), Dyeing & Finishing
Department (DF)
2. Apparel
Apparel department the strength of total employees of 5200 employees. Sub-sections under
the apparel department. Sewing Division, Garment Wet Processing Division (GWP),
Industrial Engineering Department (IE), and Computer Aided Designing Department (CAD).
Sub-sections under the product integrity department; Fabric Quality Department (FQ),
Garment Quality Department (GQ) => GQ Sewing Section and GQ Wet Processing Section
Supply Chain
Supply Chain Department the strength of total employees 175. Sub-sections under the supply
chain department. Procurement Department, Product Planning & Control Department,
Store Department, and Export Department
Human Resource & Shared Services Department the strength of total employees 317. Sub-
sections under the HR and Shared Services department. Industrial Relationship Department
(IR), Security Department, Administration Department, Environmental Health & Safety
Section
Research and Development (R&D) Department the strength of total employees 44. Sub-
sections under R&D department. Research & Development Textiles Department (RDT),
Research & Development Garments Department (RDG), Research & Business Development
Department (RBD)
6. Marketing (MKT)
Marketing (MKT) Department the strength of total employees 25. Sub-sections under the
MKT department. Levi’s Department, Sales, and Merchandising.
7. Finance
Sub-sections under the Finance department. Accounts Department, Internal Audit and
Treasury Department
8. Engineering
Information Technology (IT) Department the strength of total employees 317. Sub-
sections under the IT department. Development Section, and Network Support Section.
Textile Spinning
Weaving
Cutting
CAD
Apparel Sewing
GWP
Packaging
Software Development
I.T
Networking Support
Brand 1
Brand 2
Crescent Bahuman Limited Marketing Product Development
Merchandising
Sales
Tranning & Development
HR
Pay Roll
Recruitment and Selection
Internal Audit
Treasuary
Payroll
Finance
Accounts
Industrial
Electrical
Mechanical
Engineering
Water Treatment Plant
Crescent Bahuman Ltd is manufacturing the denim products quality with consistent quality
by integrating efficient and flexible processes to ensure customer satisfaction. Total Quality
management is achieved through effective control and continuous improvement on every
process. Quality management system includes effective management and leadership
involves in every person by implementing continuous improvement and give an autonomy
of work to employees and sense of ownership. For the betterment of products and customer
satisfaction. Added high value in products, by the efforts of worker and management.
Utilization of resources in effective way, by doing the processes during production with
minimum wastage.
Executive E1 to E5
(EVP, SVP, AVP)
Managerial M1 to M6
SWOT ANALYSIS
Strengths Opportunities
o No illiterate labor
Weaknesses Threats
2.1 STRENGTHS
Biggest Unit
CBL is one of the biggest units in south Asia and Pakistan. It exports 9 Million jeans annually
to foreign countries. It can produce 32000 - 35000 jeans per day. So that's why the CBL is at
Quality Conscious
Quality is the main factor for the success of any organization. That’s why CBL is ISO 9001
certified company for his quality products.
Crescent Bahuman is having its own power generation plant. So, can’t be affected by energy
crisis faced by the industry now days.
No illiterate labor
2.2 WEAKNESSES
Turnover rate in Crescent Bahuman is very high from top to down. Because at worker level
low salaries, no guidance to workers, and issues of transport and accommodation. This thing
effects the training cost of employees.
Complex Hierarchy
Management hierarchy is very complex due to designation, like Senior Deputy Manager,
Deputy Manager, Senior Assistant Manager, and Junior Assistant Manager. Due to this
career growth opportunities are very less in this organization.
Marketing department cost is not high, because this exporting firm, and they have biggest
No Advertising
This Denim manufacturer company, they sold their all products to international brands,
so that’s why CBL advertisement and promotions very less.
2.3 OPPORTUNITIES
First movers
Enjoys an opportunity of first movers in that industry. So is much developed and well
reputed in the industry internationally.
LEVI`s STRAUSS is the most renounced brand of jeans, and CBL is the biggest manufacturer of
LEVI`s STRAUSS in Pakistan yet.
The industry is quite expensive to enter for any new comer, especially in the current scenario
of economic and energy crisis. CBL has a benefit because, they their own power generation
house.
2.4 THREATS
In recent past, CBL has not been able to manage lead times. If situation prevails like this in
future, customers will have to look for alternates. The pro-industrial policies of government
will attract potential competitors and Political change.
Recently seen under the CPEC agreement, China will grow cotton in Pakistan and use it to
manufacture fabric & garments in china. Wage rate in China much lower than Pakistan. Due
to which China have a competitive edge over Pakistan industry and Chinese market would
be more feasible for customers by all these things. Political change has also an affect the
effect on CBL, because CBL is a garments firms and sell their products to international
brands. By this company face the, Taxation problem, change in the currency, trade and tariffs
problems. Due to these problems company faces many losses, affected by these things and
international brands have alternate to outsource their products to other companies.
2.5 Marketing Strategies of CBL
Marketing is the process that identifies the need of customers, distribution of product by
the right channel, Place the product at the right place, at right time to realize the customer
needs with better service. Basically, marketing is to focus the how to achieve company goals
and how to use the appropriate resources to achieve them.
Marketing Objectives
In CBL marketing department focuses on these factors that are important to get marketing
objectives and these objectives align with the company goals and strategies. First of all, have to
understand the customer requirements and preferences. Choose right channel of distribution to
export the product and identify the best supplier. By this we manufactured the production with the
better quality, Supplier have an important role for this to provide the better quality of raw material.
Secondly, the marketing department of CBL has a continuous connection with the operations
and services department, in this way the production lead time, shipment lead time, sending
order tracking detail to customers all these aspects are accomplish easily and company
provides more than the customer expectations.
Third last but not the least, manage their customers by understand the needs and wants,
provide the products according to standards and quality of that product. By maintaining the
standards and quality of Products Company develop their business through the sales on local
shop and exports by the growth of 5% annually, fulfil the buyer demand, by giving the quality
product, on time shipments and these things bring a change and reduces the customer
complaints by 2% from previous year. CBL marketing department work very effectively to
achieve sales targets by 90% against the defined in sales plan. Company broaden their
portfolio by launching new products and product development department do some
changing in the procedure to hire new professional person. Company recently started their
marketing operations in UK. By focusing on the company objectives and goals.
Marketing strategies
Services
Superior quality
Difference
Low cost
CBL Marketing department viewpoint is to ease and keep in mind their old customers and
capture new markets and international brands. Worldwide, providing the value-added
products to customers by doing the timely distribution, Limitation in production. In the
technological world, innovation is most important part use modern ways to re-solution the
problem in the real time that’s the real game. Manage things the in the right way, take decision
in the right time. For the achievements of company goals these things are very necessary
choose the best option at right time, select the appropriate procedure and channels according
to the company vision and objectives.
CBL also established a broader range of fabrics which covers all sectors in the garment need
for denims. CBL produced fabrics from 6-0z/yd2 to 16-0z/yd2 in different colors. With
different character options. The color spectrum varies from very dark indigo to light blues,
dark black to grey, and blends of blue & green.
Firm also produce an exclusive range of stretch products with different stretch ability like
original Denim Chinos and fiber options like Spandex/Lycra. 1-400 and XLA. And in others
there are Jeans like Levi’s, Stone-age, Shirts, Upper of jeans, T- Shirts (on demand), and
Express.
In CBL there are about 18 major brands. Few most famous brands name is given blow:
2.6 Competitive Strategy of CBL
The Competitive Strategy of a firms perform such activities by these activities firms achieve
its goals and long-term objectives, for achieving these strategy firms must be performed
above average in the industry to achieve the goals and company objectives.
For this firms have such an attribute to outperform against its competitor, this the
competitive advantage of a firm over its competitor. Crescent Bahuman is the largest denim
manufacturer firms in Asia region. CBL manufacturing the product and selling their product
to international brands, that discussed above manufactured the products with better quality
and maintaining an international standard. CBL has a lost cost and focus to achieve its goals
and objective. Due to a very diverse background it is also in, Sugar, bank, school, textile,
energy and chemical and agriculture.
CBL have advantage of lost cost as compared to other firms, due to power generation house,
low-cost labor and adopting a new technology by changing process to manufacture the
products. Differentiation in this way, company has an advantage to do all the operations in
the plant site from the spinning to finished Jeanswear.
Through their high-tech equipment and modern productive techniques, they can offer the
latest trends and top-quality level. They care much about their employee work conditions,
constant training, salaries, social and health issues, insurance, sports facilities and working
benefits inside their state-of-the-art premises. In fact, they also host vast green areas,
sporting camps, playschool and canteens.
The company is constantly monitoring their emissions through keen analysis and modern
Control systems. They also recently joined the Green Screen for Safer Chemicals protocol
and aim at increasing their involvement in such practices while practicing greater
transparency. My task will focus on further increasing their standards in product, social
responsibility, transparency and sustainability.
Facility equipped by the Crescent Bahuman Ltd to adopt the latest technology in
Machinery from spinning through garment manufacturing with a huge capacity of 11.5
million meters of fabric that manufacture. Focus of the firm is to produce a continuous line
throughout the manufacturing process by distribution, price & superiority issue supply the
product to customer by right channel. With huge investment into the system from order-
taking and through production and delivery CBL has manage to do all the operations in less
time, by giving them quality, managed it to get the satisfaction of global customer.
In this way, CBL has a competitive advantage as to compared to the other firms, to achieving
the company goals by manufacturing garments with huge number of productions, and focus
in their vision to get its objectives with differentiation and low cost.
Chapter # 3
3.0 Functions and practices of Human Resource Department
3.1 Human Resource Department (HRD)
Human Resource Department of CBL is assigned to acquire talented and acquiring of skillful
people. The process to select the person contact with the Universities job placement cell, for
the hiring of fresh candidates, hiring of experienced person also for fresh use internal reference,
social networks, WhatsApp groups, LinkedIn page, ads and use of brochures. After this screen
out there, resume’s and select the best resume then conduct a test of these candidates, call
these candidates who passed the test interviews. Major task include recruitment, selection,
orientation, training, evaluation lastly benefits and appraisals.
HR has its own ODL (Organization Development and Learning) which provide the facilities to
the candidates which are committed with them. ODL accommodates the candidates and also
make the policies for personnel. HR also engaged with Operatorship in which, the candidate
has not bookish knowledge and the HR taught them with practical knowledge of that
operations. Other then all operations HR also look after, clearance, claims, insurance and
employee benefits. HR compensate the benefits to the right personnel to whom they entitled
the benefits. HR has its Industrial Relation section which meets to the legal matters of the
organization. HR also has its EHS (Environmental Health and Sciences) which make sure the
safety of all the organization and works to full fill the Standard Operating Procedures of
organization and employees.
HR Depatment
Performance
Funtions of HR
Selection
3.0 Functions of Human Resource Department at CBL
HR department build a link between the process, strategy, and people. The main function
focus of this department is to providing better facilities and opportunities to the
stakeholders. Recruitment and selection process fulfill the future requirements of talented
sourcing and their appointments or entry in the organization. Once a new employee or
associate selected his naturalization process begins. Training and development function are
directed towards individuals, who have potential to grow and commit for long term
association with CBL. Compensation based on the Knowledge, Skills and Ability improved,
Performance and Experience gained.
Industrial Relations (IR): Employee joining, Clearance, Grievances, Employee Cards, Social
Security (SS), Employee Old Age Benefit Institution (EOBI) and Punjab Workers Welfare
Board (PWWB).
Implement of all HR related policies and procedures, these policies and procedure are
aligning with the company goals and objectives. Bring positive change in attitude and
personality, by managing a work in a right direction. Develop the sense of ownership at all
levels by giving the autonomy of freedom to employees at workplace.
Ensure the employees are the assets of an organization, and developing a new way, modern
techniques, for the better productivity and effectiveness. Implement the orientation training
at all level because this is necessary for the employees and for management to tell about
the company objectives and goals. Ensure the fair and equitable pay structure, according to
the Government policies annually and special increments on performance based and pay
structure according to the pay structure in the market.
Training and development function are directed towards individuals, who have potential to
grow and commit for long term association with CBL. For training, company follows a
philosophy which is constructed on continuity. Training methodology is very close to the
theoretical or bookish methodology of training. It follows the following steps with a proper
Feedback after every step. The communication system between the employees at all level is
very good and there is a proper feedback for any suggestions for further improvement in the
training system or content. Separate training programs are designed for employees at each
level and each department according to Training Need Analysis results. Training needs can
be technical or non-technical soft skills. There are separate Training programs for (depending
upon their need): New hires, experienced employees, and Trainees currently in the training
channel (once in the training program)
Employees when promoted or shifted to another department or asked to work in a new Project
are trained before starting their work or on the job. CBL places equal responsibility to co-
workers, HR department give the training to individual and in group to identify specific training
and developing requirements. Here training is considered a process, not just a program and
continues as the employee gains experience. Study circle is conducted where Management
discuss a topic from Management Sciences and see how theoretical topic is applicable in real
professional environment at CBL. This improves professional relationship and coordination
between employees.
Detailed Induction Orientation to a new employee at each level is given. But the type of
orientation differs from the Staff, Manager and Vice-President grade employees e.g. an
employee at managerial level is spends few days in each department, so that he gets an
overview of each department during his or her 40 days of orientation. This is not the case
with production workers. The Climate of Training is very friendly for the Trainees having
supervisors support, trainer support and peer support etc.
List of documents when new employee and re-joiners hire for a job
Employee Provident Form A plan of saving the money for the employees after their
Retirement. This law passed by the
government, accordingly to the rules and
regulation of labor laws. This law is in private
and public sectors passed by the Employees
Provident Fund (EPF) under act of 1991
Job Application form Basic information of employee, personal details
education, marital status etc.
Character verification form No case of theft or any murder on that person and this is
Verified by the SHO/Nazim.
Confirmation letter of employees when probation period ended after that confirmation
Letter will be giving to the employee.
Chapter # 4
4.0.1 Duties
Confirmation Reports: Confirming the status of employees on ERP whose probation ended
according to the confirmation date. Extended the confirmation status of those employees,
who have chronic absences more than 10 days.
Agreement letter: Made the agreement letter of employees who hired newly in the
organization, before appointing employee there is an agreement between the employee and
the company. There are some terms & condition employee signed the agreement with the
company he/she will be followed the guidelines that wrote on the agreement letter. Under
these terms he/she will be doing the job and couldn’t violation of these terms and condition.
Files of newly hired employees Attached all the necessary documents and forms in the file
and verified the all documents, checked the complete information regarding employee. Made
a file of newly hired employees.
Data Entry (Enter the missing data of employees) Enter the missing data of employees on
ERP, personal information, Education, Emergency Contact, and Provident Fund Information.
Guide the employees (How they filled their documents) Guide the employee, how they fill
the forms and fill the mandatory documents, Like Character verification Certificate, Medical
Certificate, NADRA verification, Complete personal information of the employee and Social
security forms.
Test of newly hired employees Take a test of newly hired candidates. Supervisors in the
Spinning, Industrial Engineering, Garment and Wet Processing Department.
Clearance (employees who left the organization) Clearance of employees who left the
company due to on leave more than 10 days. Firstly, Main Time Officer issues their inquiry
report, Secondly, charge sheet the employee and the last dismissed the employees from job.
Termination of employees who left the company or on leave during the probation period,
Employee who have any case of theft and or any other he/she has a miss-conduct case and
he/she never hired again in the organization.
Re-Employment Report (Print the re-employment report from ERP) Print the re-
employment report from ERP, by entering the code, or Date of Birth of employee and Print
the report from the portal.
Assigned the code to newly hired employees Assigned the code to the newly hired
employees entered all the information of employees according to the required of software.
System automatically generated the code, under this code all information of employees save
in the database.
Scanning the documents scanning the files of employees, those left the organization.
NADRA Verification of newly hired employees Check the verification of CNIC card from the
NADRA database, for this employee paid a fee Rs-/ 100. Company have access to check the
verification of NADRA.
Increment letter and Apprenticeship Letter of employees print the increment letter and
Apprenticeship letter of employees.
Verification of Social Security forms Verified the social security forms and Pics, CNIC copy,
Signature and Complete information on form. Verification application of Employees for
leaves, medical and marriage grant cheques.
Name Stuck off (NSO), Termination, Mis-conduct, Dismissal on ERP and Letters of
employees Stuck off the name of employees from the portal and end their employment.
Termination, Mis-conduct, Dismissal of the employee on system, when time office gives the
dates of inquiry, charge sheet and dismissal. After that print the letter of employees according
to their cases.
4.0.2 Learning
My learning during the internship, my skills can be polish during internship communication,
interpersonal, collaboration, and time management was improving. To transfer the things,
like information, news, ideas to another person. Build a good relationship with fellows and co-
worker, managers to work in a team. This is important because employers try to find
individuals who can recognize the need and fulfill the demand of others in a working
environment and who can distinguish and accept the value of different perceptions. Do the
task on time, by doing the different task at one time and manage them. Understand my
weaknesses and improve them. Work hard no matter what we are doing, by this thing I
understand no work will be large or small took every task seriously, and deal with it until they
would be completed.
4.0.3 Accomplishment
The learning of new knowledge as intern many things but some of these, how your supervisor
assigned the task to you. How they take work from the whole team. How to guide them.
How to give feedback after completing the task. How they took work from you in a pressure
and how to manage the burden of work. Attend the official meeting and lunch.
How to interact with people professionally, communicate with employees, Executives, work
hard no matter what you are doing, because this is the first initial first learning phase, making
connections with seniors and employees, build a positive relation with the office mates.
I think, I am more important but I am not, because this is the first step of my career when I
am facing many problems but overcome my mistakes, according to the nature of Job. My
Supervisor, point out my mistakes and tell me in these areas you have lack of skills, less
leadership skills and communication. In this way, I learned and experience the things with
different point of view.
But when I started my internship, experiencing the things differently, Culture of organization,
Environment, Working Behavior, Relationship building, making connections, Work ethics,
Use of ERP, Oracle and see Appraisal of employees on portal. I learned many things from my
internship that help me in my future job how do you work individually, how we work in a
group, how to use your skills during the work. By doing the things gradually I removed my
deficiency and feel after some time this is very simple work.
In this way these things impact on my career, my point of view is change, focus towards the
studies will be more practical, compare the practical work with bookish knowledge and
understand the point of view with practical approach and theoretical approach.
5.0 Recommendations and Suggestions for HR department
CBL’s Human Resource Department (HRD) is to restore its positive image in the hearts
and minds of the left-over employees after recent downsizing. Most of the
departments consider HR department just like a law enforcing agency whose role is
to enforce laws, micro managing the employees and hiring or firing the employees.
They should be communicated the Proper role of HRD.
The employees from the other departments should know that HRD is providing
services for the better working of the organization. Keeping the record of each
employee for their betterment. Evaluating the performance of employee then
rewarding them with the compensation and other benefits. They are organizing
training programs for them and grooming them so that they can better perform their
job. So, image restoration through proper communication channel regarding the
function and importance of HRD for the employees and the organization as a whole
should be communicated.
Job Insecurity in the hearts and minds of many employees is another major problem.
This problem initiated when recent downsizing (which is known as rightsizing by none
other than HRD) took place. The employees feel that they like others can be asked to
resign at any unexpected time. This is better to find a securer job before company
demands resignation. That’s why many of employees are leaving the company for
other companies like US Apparel and Azagard 9 etc. (which assure job security). So
again, proper communication with the left-over employees, motivation them, giving
them bonuses and make their jobs secure.
I think CBL should add Human Capital Retention to its Vision and Mission statements
apart from the customer satisfaction and international business expansion. This will
not only attract talented employees but also raise the motivation and performance
level of existing employees.
The carrier development at CBL needs to be improved drastically. Here employees in most of the
departments get promotions after a very long period of time. Employees leave CBL and join other
organizations to get promotions. Restructuring is required to create opportunities for the
promotions of employees and financial growth in this
way is very easy.
HR department should convince the left-over employees that the recent downsizing
was actually a rightsizing and it was need of the day and secondly this downsizing will
not happen time and time again. This will make employees feel more secure and
energetic on the job.
Departmental leaves should be there when the department has performed
exceptionally well achieving the target before. These leaves should be the paid ones.
And secondly
Gazette leaves should be told before time, so that employee can plan a hangout.
apart from the technical skills. They both skills have difference one is for logical or
brainstorming, other management.
Job Ads should be designed properly for the newspaper. Ads of job design according
to the requirement of job, After the analysis of Job, design a Job description and place
the ads on social media and print media. For the recruitment and selection company
follow the AIDA Model (Attention, Interest, Desire, Action). In this way company
choose the right person for the right job.
Job advertisement have a good job description for job seekers and potential
employees. who are willing to do job. By this job-seeker are more interested to do
job in the particular field. Create an opportunity for the potential job-seekers they
show more willingness and positive attitude to do job. Finally give a clear instruction
for the next action or response. In this way, job advertisement more effective and
create the more interest of job-seekers to do job in an organization.
Employees from the other departments should be communicated regarding the
departmental inequality perception in their mind. If marketing department is
exempted from a dress code policy, the reason should be communicated. So, the
rules and responsibilities for all the department will be same. Dress code is the
appearance of employees.
Annual gathering in a form of a function where E1 to M5 grade employees (as it will
be very difficult to manage employees at all level) of each should gather and share
their views and get to know about each other. This will open a window for
betterment and useful suggestion in an open environment. Secondly it will enhance
the cooperation and communication between the departments to work with
coordination for achieving the company goals.
Personnel planning is the first step in recruitment in the recruiting and selecting
process. And starting is not right for CBL. 2010 was a year of massive hiring and 2011
was a year of massive downsizing, leaving the company in a chaos. There is no
planning or forecasting involved regarding when to hire, how many to hire, how to
build a pool of prospective employees and how and when to right size. Why hire more
than the requirement and fire the hired ones the very next day. Over hiring and then
firing leads to a negative impression of a company and have bad impact of job
security in employees. Job retention is rate less.
Managers of Manufacturing complain that they should also be groomed in Soft skills
Job rotation as far as the production workers are concerned is very important because
human mind gets doing one thing again and again.
Job analysis should be done for each job, especially for the new jobs. Job analysis give
a relative worth of the jobs, Work procedures, methods required for the job, working
patterns, Requirement of personnel performing the job and KSAs require for the
particular job. Company may have to hire few Job analysts on contractual basis but
Job analysis will enhance the Quality of processes like Recruitment and Selection,
Compensation and Training and development.
6.0 CONCLUSION
The practical study which I carried in this organization was very informative for me because
it provides me the chance to see the actual working environment in the light of HR Practices.
This also gives me the occasion how we can implement the theoretical knowledge in the
working environment. Experience the things and observe the culture of corporate world. See
the Structure and processes how work would be done. How behave and interact with the
office mates and seniors. What are recruitment methods and how they hire the person? How
they fired the person from the job? Training method would be more effective company spent
cost of training for each un-skilled worker. Compensation based on performance and
Knowledge, Skills, Abilities. Pay structure according to the equity of pay structure in the
market for the different positions at lower level of management to top level of management.
I am visiting the different departments most of them are working well. However, I have also
taken the critic notes of the working ways and conditions of different departments. There I
found some weaknesses and flaws along with the good working styles of the workers and the
supervisors. Crescent Bahuman Limited products are high quality, many international brands
buy their products. With increase in demand of products company started the new operations
and satisfy the customer demand by providing them high quality products. In this way,
company earn more profit and economy of Pakistan will be better.
7.0 References
https://www.crescentbahuman.com/
jrlexecutivesearch.com
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1540-
6261.1988.tb04593.x
https://sdps.ucdavis.edu/departments
https://scholar.google.com.pk/scholar?q=Competitive+strategy+of+textile+firm&hl=en&as
_s dt=0&as_vis=1&oi=scholart