O slideshow foi denunciado.
Seu SlideShare está sendo baixado. ×

Employee retention hr project in brandix

Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
1 | P a g e
CHAPTER - 1
 INTRODUCTION
 NEED FOR THE STUDY
 OBJECTIVES OF THE STUDY
 SCOPE OF THE STUDY
 RESEARCH METH...
2 | P a g e
INTRODUCTION
Employee retention refers to the various policies and practices which let the employees
stick to ...
3 | P a g e
Need& Importance of Employee Retention
Let us understand why retaining a valuable employee is essential for an...
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Anúncio
Carregando em…3
×

Confira estes a seguir

1 de 72 Anúncio
Anúncio

Mais Conteúdo rRelacionado

Diapositivos para si (20)

Semelhante a Employee retention hr project in brandix (20)

Anúncio

Mais recentes (20)

Employee retention hr project in brandix

  1. 1. 1 | P a g e CHAPTER - 1  INTRODUCTION  NEED FOR THE STUDY  OBJECTIVES OF THE STUDY  SCOPE OF THE STUDY  RESEARCH METHODOLOGY  LIMITATIONS OF THE STUDY
  2. 2. 2 | P a g e 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 leave 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.
  3. 3. 3 | P a g e Need& 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 can 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
  4. 4. 4 | P a g e 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.
  5. 5. 5 | P a g e 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.
  6. 6. 6 | P a g e 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.
  7. 7. 7 | P a g e 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
  8. 8. 8 | P a g e  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 workingshould 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 toimprove many skills like:  Communications skills  Technical skills  In-house processes and procedures improvement related skills or customer satisfaction related skills  Special project related skills
  9. 9. 9 | P a g e 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 manager: 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.
  10. 10. 10 | P a g e • 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
  11. 11. 11 | P a g e 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
  12. 12. 12 | P a g e 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) ResearchInstrument: 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.
  13. 13. 13 | P a g e LIMITATIONS 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.
  14. 14. 14 | P a g e CHAPTER - 2  INDUSTRY PROFILE & COMPANY PROFILE
  15. 15. 15 | P a g e 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:
  16. 16. 16 | P a g e  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.
  17. 17. 17 | P a g e 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.
  18. 18. 18 | P a g e 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.
  19. 19. 19 | P a g e 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:  Integrity  Team work  Customer service  Learning and development  Ownership and commitment
  20. 20. 20 | P a g e 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.
  21. 21. 21 | P a g e Apparel is Our Business Apparel Manufacturing Support Services Marketing Design Product Development Logistics Technology Laboratory Brandix College Brandix Textiles Ocean Lanka Backward Integration Brandix Finishing Textured Jersey Quenby Lanka Prints Brandix Casualwear Brandix Intimate Apparel Comfort wear Brandix Apparel India Ocean India American & Efird T&S Buttons Brandix Hangers
  22. 22. 22 | P a g e 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.
  23. 23. 23 | P a g e 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 understands 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,
  24. 24. 24 | P a g e 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
  25. 25. 25 | P a g e 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.
  26. 26. 26 | P a g e 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
  27. 27. 27 | P a g e 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 among 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 and 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
  28. 28. 28 | P a g e 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 and 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
  29. 29. 29 | P a g e CUSTOMERS OF BRANDIX
  30. 30. 30 | P a g e 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.
  31. 31. 31 | P a g e CHAPTER - 3  THEORETICAL FRAMEWORK
  32. 32. 32 | P a g e 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 aim 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.
  33. 33. 33 | P a g e 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.
  34. 34. 34 | P a g e 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:
  35. 35. 35 | P a g e • 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.  Provide them information and knowledge.  Keep providing them feedback on their performance.  Recognize and appreciate their achievements.  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.
  36. 36. 36 | P a g e 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 superiors must maintain transparency in communication.  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.
  37. 37. 37 | P a g e  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 BetterEmployee 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.
  38. 38. 38 | P a g e CHAPTER - 4  DATA ANALYSIS
  39. 39. 39 | P a g e DATA ANALYSIS AND INTEPRETATIONS 1. Opinion on the Training provided by Brandix Apparel India is adequate to perform the role in a better and easierway. S. No Opinions No. of respondents Percentage 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 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 opined that as no idea. This analysis, however, shows that 73% respondents have been positively opined about the training provided by the organization. 73% 7% 13% 7% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  40. 40. 40 | P a g e 2. Is your job role is in accordance with your qualifications and experience. S.No Opinions No. of respondents Percentage 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 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. 37% 17% 43% 3% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  41. 41. 41 | P a g e 3. Is the nature of activity in Brandix Apparel India is health friendly. S.No Opinions No. of respondents Percentage 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 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. 47% 13% 40% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  42. 42. 42 | P a g e 4. Is Brandix Apparel India providing good career growth opportunity. S.No Opinions No. of respondents Percentage 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 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. 37% 13% 47% 3% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  43. 43. 43 | P a g e 5. Is the immediate supervisors are providing very harmonious relations with you while performing the work. S.No Opinions No. of respondents Percentage 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 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. 64% 13% 20% 3% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  44. 44. 44 | P a g e 6. Is rotation of the shift systemis very flexible in Brandix Apparel India. S.No Opinions No. of respondents Percentage 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 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. 60% 10% 27% 3% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  45. 45. 45 | P a g e 7. In Brandix Apparel India work load which is assigned to you is very less. S.No Opinions No. of respondents Percentage 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 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. 33% 27% 40% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  46. 46. 46 | P a g e 8. Is Brandix Apparel India is providing most convenient transportation facility. S.No Opinions No. of respondents Percentage 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 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. 53% 17% 30% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  47. 47. 47 | P a g e 9. Is there is proper maintenance of communication on the notice boards of your department. S.No Opinions No. of respondents Percentage 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 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 53% 27% 13% 7% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  48. 48. 48 | P a g e 10. The targets provided by Brandix Apparel India for your job role are easily attainable. S.No Opinions No. of respondents Percentage 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 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. 56%27% 17% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  49. 49. 49 | P a g e 11. You are provided with good support from the management side while performing the work. S.No Opinions No. of respondents Percentage 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 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. . 77% 10% 13% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  50. 50. 50 | P a g e 12. Brandix Apparel India provided sufficient opportunity for your professional development. S.No Opinions No. of respondents Percentage 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 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. 23% 27% 43% 7% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  51. 51. 51 | P a g e 13. Is Brandix Apparel India provided proper sanitary facilities S.No Opinions No. of respondents Percentage 1 Extremely Agreed 97% 93% 2 Agreed 7 7% 3 Disagreed 0 0% 4 No idea 0 0% Total 100 100 Source: Primary data ANALYSIS INTERPRETATION: The above chart shows that Brandix Apparel India provided proper sanitary facilities, this is Extremely agreed by 93% Exit employees, Agreed by 7% Exit employees, there are no Exit employees who are Disagreed and unaware of this aspect.97% respondents have been positively opined about the target provided by the organization. 93% 7% 0%0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  52. 52. 52 | P a g e 14. Is Brandix Apparel India has provided minimum rest during the working hours if any employee is sick. S.No Opinions No. of respondents Percentage 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 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. . 57% 13% 30% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  53. 53. 53 | P a g e 15. Is Brandix Apparel India has provided good compensation package with excellent allowances and benefits. S.No Opinions No. of respondents Percentage 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 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. 20% 10% 67% 3% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  54. 54. 54 | P a g e 16. Is Brandix Apparel India evaluating the performance level of its employees with good performance appraisal system. S.No Opinions No. of respondents Percentage 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 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. 20% 10% 67% 3% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  55. 55. 55 | P a g e 17. Is Brandix Apparel India motivating its employees with good Promotion system. S.No Opinions No. of respondents Percentage 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 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. 13% 13% 34% 40% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  56. 56. 56 | P a g e 18. Is Brandix Apparel India has good incentive system. S.No Opinions No. of respondents Percentage 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 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 regarding this aspect.34% respondents have been positively opined about the good incentive system in the organization the organization. 34% 3% 30% 33% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  57. 57. 57 | P a g e 19. Is Brandix Apparel India providing good quality of food in canteen. S.No Opinions No. of respondents Percentage 1 Extremely Agreed 67 67% 2 Agreed 13 13% 3 Disagreed 17 17% 4 No idea 3 3% Total 100 100 Source: Primary data ANALYSIS INTERPRETATION: This chart shows that Brandix Apparel India providing good quality of food in canteen, this is Extremely agreed by 67 Exit employees, Agreed by 13 Exit employees, Disagreed by 17 Exit employees, 3 Exit employee have no idea regarding this aspect. 67% respondents have been positively opined about the providing good quality food in the canteen. 67% 13% 17% 3% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  58. 58. 58 | P a g e 20. Is the Discipline system is properly maintained in Brandix Apparel India. S.No Opinions No. of respondents Percentage 1 Extremely Agreed 47 47% 2 Agreed 30 30% 3 Disagreed 23 23% 4 No idea 0 0% Total 100 100 Source: Primary data ANALYSIS INTERPRETATION: This chart shows that The Discipline system is properly maintained in Brandix Apparel India, this is extremely agreed by 47% Exit employees, Agreed by 30% Exit employees, Disagreed by 23% Exit employees and there are no Exit employees who are unaware of this aspect.47% respondents have been positively opined about the discipline system is properly maintain the organization.. 47% 30% 23% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  59. 59. 59 | P a g e 21. Is the safety provisions and facilities are properly maintained at Brandix Apparel India. S.No Opinions No. of respondents Percentage 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 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. 67% 27% 6% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  60. 60. 60 | P a g e 22. Is the grievance redressal systemis open for workers grievances all the time. S.No Opinions No. of respondents Percentage 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 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. 36% 37% 27% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  61. 61. 61 | P a g e 23. Is the maintenance of proper working conditions is excellent at Brandix Apparel India. S.No Opinions No. of respondents Percentage 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 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. 70% 20% 10% 0% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  62. 62. 62 | P a g e 24. Is the one-year training period is sufficient to learn everything related to your job. S.No Opinions No. of respondents Percentage 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 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. 23% 13% 54% 10% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  63. 63. 63 | P a g e 25. Is the HR- department is providing good services at Brandix Apparel India. S.No Opinions No. of respondents Percentage 1 Extremely Agreed 67 67% 2 Agreed 20 20% 3 Disagreed 6 6% 4 No idea 7 7% Total 100 100 Source: Primary data ANALYSIS INTERPRETATION: This chart shows that the HR- department is providing good services at Brandix Apparel India, this is extremely agreed by 67% Exit employees, Agreed by 20%Exit employees, Disagreed by 6% Exit employees, there are 7% employees who are having No idea regarding this aspect. 67% respondents have been positively opined about the HR department providing good services in the organization. 67% 20% 6% 7% 1 EXTREMELY AGREED 2 AGREED 3 DIS AGREED 4 NO IDEA
  64. 64. 64 | P a g e CHAPTER - 5  FINDINGS  SUGGESTIONS  CONCLUSION  ANNEXURE  BIBLIOGRAPHY
  65. 65. 65 | P a g e 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 supportto the employees. 9. High level of absenteeism. 10.There are no propersign boards about safety, rules and regulations. 11.Communication gap between the management and the employees.
  66. 66. 66 | P a g e 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 Sri Lanka 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.
  67. 67. 67 | P a g e 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.
  68. 68. 68 | P a g e 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.
  69. 69. 69 | P a g e 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
  70. 70. 70 | P a g e 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
  71. 71. 71 | P a g e 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
  72. 72. 72 | P a g e 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. Articles Referred  P.K.Podder, 2006 HR-CHALLENGE OF RETAINING EMPLOYEES, THE HINDU Speaks on Management Websites:  www.brandix.com  www.Brandix Apparelindia.com  www.managementparadise.com  www.citehr.com

×