A Project Report on HR Practices In

By Badgujar Hardik (11DM035) Bhavsheel Kohli (11DM037) Gaurav Mani Diwakar (11DM050) Gaurav Mittal (11DM051) Harangad Singh Chadha (11DM054) Bertille Villiot Emmanuelle Tsouza

About Raymond Ltd: A Snap shot

Date of Establishment Revenue Market Cap Corporate Address

1925 338.718 ( USD in Millions ) 23459.7620166 ( Rs. in Millions ) Plot No 156/ H No 2,Village Zadgaon,Ratnagiri-415612, Maharashtra www.raymond.in Chairperson - Gautam Hari Singhania MD - Gautam Hari Singhania Directors - Akshay Chudasama, B V Bhargava, Boman Irani, Boman R Irani, Gautam Hari Singhania, H Sunder, I D Agarwal, Nabankur Gupta, Nana Chudasama, P K Bhandari, Pradeep Guha, R Narayanan, Shailesh Haribhakti, Shailesh V Haribhakti, Thomas Fernandes, U V Rao, Vijaypat Singhania Textile Raymond was incorporated in 1925 and is a leading Indian textile major. The company is part of global conglomerate Raymond Group. Raymond was the first in 1959 to introduce a polywool blend in India to creating the world's finest suiting fabric the Super 240s made from the superfine 11.6 micron wool. It produces woolblended and premium polyester viscose worsted suiting. Besides, textile company has also

Management Details

Business Operation Background

Financials

Total Income - Rs. 15941.302 Million ( year ending Mar 2011) Net Profit - Rs. -1048.707 Million ( year ending Mar 2011) Thomas Fernandes Bank of America, Bank of India , Bank of Maharashtra, Central Bank of India, Citi Bank, HDFC Bank, HSBC Bank, Standard Chartered Bank, State Bank of India Dalal & Shah

Company Secretary Bankers

Auditors

Company Overview
The Raymond Limited was established in September 1925 to acquire the Woolen Mills in Thane known as WADIA WOOLEN MILLS; it was managed by E. D. Sassoon & Co. Until November 1944 when the entire share holding was acquired by JAGGILAL KAMALPAT SINGHANIA of Kanpur, subsequently J. K. Trust Bombay, acted as managing agents. There after the name was changed to Raymond Woolen Mills Limited. In late 1994, the Raymond Woolen Mills was changed to Raymond Limited. Traditional product lines were discounting. High quality becomes a numbers of watchwords and the diversification program got head start. Non traditional blends of natural and manmade fabrics were introduced back by sound research & Development. This resulted in greater consumer satisfaction both at home and abroad. The idea of J& K was to develop an organization with a diversified product line. Over the year the organization grew in structure and nature. To facilitate better involvement of the top management in the organization effort, the J. K. Organization was divided into three zones i.e., Western, Central and Eastern. The Raymond Limited in Chhindwara is a part of Western zone.

Businesses
Textile- Under this it manufactures worsted fabrics, wool and wool blended fabrics. It has production capacity of 33 million meters per annum and has a product range of nearly 20000 design and colours. The company exports to over 55 countries that include USA, Canada, Europe, Japan and the Middle East. It retails the products through 30,000 stores in over 400 towns across India. Engineering- It has three engineering divisions namely JK Files & Tools, JK Talabot and Ring Plus Aqua. It manufactures steel files, tools, Starter Ring Gears, Flexplate Flywheel Assembly, Profile Sheet Formed Metal Pulleys and Integral Shaft Water Pump Bearings. The export performance has been recognized continually year on year by the Engineering Export Promotion Council of India and the Engineering Files Panel of India. Aviation- The company was one of the first corporate houses to launch Air Charter Services in India in 1996. It owns 1 Ecureuil AS 355N Twin Engine Helicopter, 2 Bell 206 L3 Long Ranger Helicopters and 1 Challenger CL-604 Business Jet Aircraft.

Raymond Group Companies

The subsidiary companies of Raymond Limited are as follows: Raymond Apparel Limited

Raymond Apparel Ltd. has in its folio some of the most highly regarded apparel brands in India Raymond finally crafted Garments, Monzani, Park Avenue for men & women, ColorPlus for men & women, Parx, Be: and Zapp! and Notting Hill. ColorPlus Fashion Ltd.

ColorPlus is among the largest smart casual brands in the premium category. The company was acquired by Raymond to cater to the growing demand for a high end, casual wear brands in the country for men and women. Silver Spark, Apparel Ltd.

.A garmenting facility that manufactures formal suits, trousers and jackets. Regency Textiles Portuguesa Lda.

A facility set-up in northern Portugal bordering Spain, in Caminha for manufacturing suits, jackets and trousers. EverBlue Apparel Ltd.

A state-of-the-art denim garmenting facility. Celebrations Apparel Ltd.

A facility set-up for the manufacture of formal shirts. J. K. Files & Tools

A leading player in the Engineering files and tools segment and the largest producer of steel files in the world. Ring Plus Aqua Ltd.

A leading player in the engineering automotive components. J. K. Helene Curtis Ltd.

A leading player in the grooming, accessories and toiletries category. J. K. Investo Trade (India) Ltd.

JKIT is an investment company registered with Reserve Bank of India as Non-Banking Financial Company.

Raymond Joint Ventures

Raymond UCO Denim Pvt. Ltd.

The manufacturers and marketers of denim fabrics. Raymond Zambaiti Pvt. Ltd.

A Greenfield facility manufacturing high value cotton shirting. Gas Apparel Pvt. Ltd.

Our joint venture with Grotto S. P. A. launched the highly successful GAS brand in India. J. K. Ansell Ltd.

The manufacturers and marketers of KamaSutra condom and Surgical Gloves. J. K. Talabot Ltd.

Our joint venture with MOB Outillage SA, manufacturing files and rasps for international markets

RAYMOND BRANDS
RAYMOND: For over 80 years, Raymond is counted as one of the worlds premier manufacturers of worsted suiting fabric in fine grade wool; in the same league as the finest that Europe has to offer. Today, the Raymond product range includes pure wools, wool blended with exotic fibers like camel hair, cashmere and angora and innovative blends of wool with polyester, linen and silk. Offering suiting and trousering fabric for all occasions and needs. Our domestic distribution is spread far and wide with more than 30,000 outlets that stock and sell our wide range of fabrics. Fine products, wide range, superb distribution and intelligent advertising support have helped the company gain a dominant share of the market. No wonder, premium labels from the worlds fashion capitals prefer Raymond. MANZONI: Manzoni is a luxury lifestyle brand offering the discerning customer a super premium range of formal wear and sportswear including shirts, suits, trousers, jackets, ties and leather accessories. Our exclusive designs provide customers the best in contemporary international style and luxury. Each garment is crafted from the most exotic cotton silk, linen and superfine wool, the best-in-the-world linings, interlinings and threads sourced from around the globe. PARK AVENUE: Launched in 1986, Park Avenue is today, Indias most admired formal wear brand. It offers stylish and innovative wardrobe solutions to gentlemen for all their dressing needs, be it Business, Evening Leisure, Travel or Heritage Wear. The brand has received several awards. Recently, it had the honor of being the Most Admired Brand at the Lycra Images Fashion Awards 2007 for the third consecutive year.Crossing the gender divide, Park Avenue launched Park Avenue Woman - a complete range of Business Wear for women. Park Avenue Woman is designed specially for the working women professionals of today.

COLORPLUS: ColorPlus is one of Indias premium and most respected casual wear brands offering customers a range of shirts, trousers, knits and survival gear. ColorPlus constantly innovating the processes and technologies which offering the buyers new world of comfort. Some of the technological innovations it is well known for; include thermo-fused buttons, golf ball wash, soft jeans, wrinkle free technology, stain-free fabric and the cone dyed technique.Adding new color now to the womans wardrobe, ColorPlus recently launched ColorPlus Woman An exclusive range of smart-casual clothing. Parx: Parx is a premium casual lifestyle brand bringing customer a range of stylish semi-formal and casual cloths that reflects the easy, relaxed attitude of the energetic 22-30 years old. Parx was launched in 1999 to cater to the smart and fashionable clothing segment. ZAPP! : The burgeoning childrens wear market has now turned stylish with zapp!- our range of stylish and fashionable kids wear. The brand brings 4-12 years a wide range of clothes, accessories, bed and bath line and more. The first zapp! store has been launched in Ahamedabad with ten more on their way for kids across the country. NOTTING HILL: Notting Hill reflects style and manifests originality of todays fashion-conscious and discerning young professional at an affordable price. The brand collection features a spectrum of mens lifestyle product comprising of suits, shirts, trousers, jeans, t-shirts and also accessories like ties, handkerchiefs and socks. HOME BE: HOME is a specialty multi brand Home Retail Chain that present elegant, soft home furnishing & accessories which are sourced from across the globe from reputed labels (private & international). Spanning from a mid premium pricing range, Be : HOME provides an assortment of quilts, blankets, robes, apparels, wall decor , vases, candles, gourmet cooking range and much more under one roof to provide the perfect look for your home. THE REYMOND SHOP: The Raymond shop is premium retail store offering complete wardrobe solution for men, which includes top-of-the-line brand Raymond Manzoni, Park Avenue, ColorPlus and Parx.

HR Vision Mission & Values

People and Culture

The name Raymond stands for Quality, Excellence, Leadership and Trust. At Raymond, the extended families of employees strive every minute of the day to bring these attributes to life in their interactions, behavior and work. We have endeavored to create a work place that is characterized by warmth and inclusion. In Thane, our oldest Textile Factory, there are employees who have dedicated over 40 years of their working life to build this organization. We will stand indebted to their contributions for a long time to come. Within the same Group, our new businesses of Apparel and Retail is very much in step with the younger, trendier and vibrant ways of working, that is prevalent in that Industry. The spirit of enterprise and an inherent tolerance of failures have lead to a culture of innovation. Raymond has been able to cater to the discerning Indian Consumer across a wide range of choices in design and price points. This has been one compelling reason for our sustained leadership in the Industry for decades. The feeling of Pride in the association is not restricted to employees alone. Our Trade and business partners, who have remained loyal to the Company for over 5 decades, stand testimony to Raymonds ability to nurture relationships. Fair and transparent operating styles that are routed in Core values and ethical behavior are the essence of the Raymond experience. All this is enveloped in a fast growing performance culture that is based on clearer performance norms, sharper differentiations and better rewards and recognition for Key talent. The collective aspiration is to extend its market leadership to accomplish the vision "Raymond way of life" as well as be a leader in the Talent charisma by emerging a Desirable Place to Work for Top Talent.

HR Practices at RAYMOND
Craftsmanship, teamwork and professionalism have come together at Raymond to weave tales of the finest Fabrics for over 80 years. Today, it has gained its market leadership position primarily on the strength of its vast talent pool. The company has always emphasized on the continuous and consistent up gradation of manpower in order to fully embrace the rapid changes in the textile industry. It has always fostered agrowthoriented environment enabling all its employees to fully realize their potential.

Manpower resources (Internal Resourcing) The company first scouts for talent within the organization to provide growth opportunities to its employees. This is done by notifying vacancies internally. This practice helps in managerial cross-functional exposure for career development and learning. Talent from Campus Raymond recruits young textile engineering graduates, textile technologists, chartered accountants, fashion technologists and MBA's only from some of India's leading Institutes. They are then rigorously trained for a period of one year, during which they are placed across different departments, before being finally placed in their area of specialization. The objective of the programme is to gauge the recruit's area of expertise and then train them to independently shoulder their responsibilities. A Mentoring programme for new inductees in the organization enables them to adapt themselves to the organization. Lateral Recruitment 'Market-skilled' employees from other companies are periodically inducted into the organization from time to time. A combined force of existing talent and induction of fresh blood helps the company to be competitive in the face of increasing business complexities. Continuous learning and development Organizational excellence is achieved only through continuous investments in growth andrenewal of human resources.A detailed training and development plan is drafted and implemented each year, which comprises level-wise planned interventions as well as specific need-based interventions through Training Need Analysis. This equips the team to excel in their current roles while also preparing them for future roles. There is great emphasis on behavioural and attitudinal training apart from technical and on-the-job training. Raymond Management Development Programme The Raymond Management Development Programme (RMDP) provides participants designated from various divisions at Raymond with basic and advanced management perspectives and an opportunity for self-learning. The participants will be trained at Welingkar Institute of Management Development & Research, Mumbai followed by sessions back home over the next six months.

Performance management At Raymond, an Performance Management System provides opportunity for employees toexplore their potential for professional growth and personal development. Good performers are promptly recognized and rewarded. Developmental needs and future potential are established through assessment centres and on-line testing . Feedback is shared on an on-going basis and reward and recognition are linked through measurement of Key Result areas.

360-Degree Feedback System A 360 Degree Feedback System provides senior managers with valuable inputs throughassessment from their colleagues, subordinates and internal as well as external customers. This enables the management to prepare their employee's individual development plans by understanding their potential, interests and goals Employee Involvement Raymond believes that employee involvement is the key to continuous improvement, sound decision-making and developing an open and transparent organization. Open forums provideopportunities to employees to share their views regarding people policies. This ensures afoundation of people centric policies. An online HR Manual brings transparency in HR processes. Latent creativity among organizational members is tapped through initiatives like Kaizen, Quality Circles and Suggestion Schemes in units. The Raymond Interchange, a think-tank of the Co's top management group, is an on-going initiative which harnesses the collective views on business strategy and is one of the drivers of employee involvement. Usage of the internal branding concept throughout the Group also plays an important role in driving employee involvement. We are proud of the fact that we are one of the most empowered organizations in terms of decision making down the line. Compensation & Benefits Wherever Raymond has created industry and employment, it has also provided educational, housing, recreational and spiritual support systems for its people. Employees' children have the facility to enrol themselves in the schools run by the J.K. Trust, at 50% of the fees. In many cases, children's education is absolutely free. From subsidised transport facilities or availability of Raymond products at concessional rates to its employees; the company always strives to make employees feel a part of the large Raymond family. Corporate Learning and OD Raymond is committed to nurturing, enhancing and retaining top talent through superior learning & OD interventions. At Raymond, the learning process begins the day a new employee joins the organization. Corporate Learning & Organization Development is a part of Corporate HR. It is a critical pillar in supporting organization growth and sustainability. Raymonds ability to learn continuously gives it the flexibility and nimbleness that is required for growth in changing & challenging times. This learning agility depends on the learning agility of our leaders. Corporate Learning and OD is geared to support and enable our managers as they deliver to business and prepare for higher leadership roles.

Formula HR-Ray Connect: HRMS of Raymond Ltd

Ray connect is a software hosted on internet to unable every employee to view updates of his/her detail and enhance HR efficiency. This software is easy to operate. Formulae of HR is a product of Icomm technology with whom Raymond has tied up for providing the ray connect service to all group of Raymond through internet. Raymond is an overwhelming leader in the market and more importantly the second rank holder is miles behind it. In spite of that it is worth watching the sincerity and honesty with which the employee work here. Raymond is indeed true to its own word which says that it is the most desired work place for top talent. The ultimate aim of human resource management is manifold most significant aspect of HRM is the management development in particular improving upon all round skill of the staff and motivating them for optimum performance in general. The information system is needed to build to access the performance of each employee in relation with there key objective and responsibility. Therefore the new generation of Raymond group is to innovation in HRMS. In Raymond the most information system for HRM provide a system of organization review, HR review, performance appraisal, management skill, inventory, and training schedules. Through using HR-software i.e. ray connect to enhance connectivity of staff and management (employee) with using internet. These are the important decisional support system that most of top line managers rely upon for strategic planning and tactile operational control. STRUCTURE OF RAY CONNECT SOFTWARE Human resource manager needs considerable information and data relating to all areas of HRMS. HR information system provides information necessary for planning, controlling decision-making and preparing reports. The computers have simplified the task of analyzing vast amount of HR data .This task is from pay roll processing to record retention. The human resource information system manager must clearly understand the record keeping and reporting requirement before designing the system. Though the requirement of each employer vary, some common reports can be prepared they can be given below:1. Personnel profile: Name, sex, community, age, marital status, address, phone number, service dates.2. Career Profile: Performance appraisal, job title change, job classification change, salary change, promotion transfers, career paths.3. Skill Profile: Education, training, certificates, licenses, degree skills, hobbies, requested training, interests.4. Benefit Profile: Insurance coverage, disability, provisions, pension, profit sharing, vacation, holidays, sick leave. OBJECTIVES OF RAY CONNECT Standardized the HR processes pan Raymond. Create a single data reference point across the group. Online Employee information in order to view/update his/her details .Alert through system. To move from manual to IT based integrated approach leading to faster and effective decision-making.

THE BENEFIT OF RAY CONNECT Online availability of all employee details across Raymond group can be known.HR Dashboard for better HR analytics. Employee user-friendly system with latest personal information. Standardized HR processes across the group. Faster decision-making OVERVIEW OF CURRENT HRMS SYSTEMS IN RAYMOND Currently there is comprehensive Human Resource Management System application in use in any of the departments of the Raymond group. An effort has been made by all employees staff of company programmed authority to develop a database of company profile, production, profit and loss of organization has developed payroll software such as SAP, Ray connect and other system software which aims to meet the requirements of the secretariat. SAP payroll software is being used in financial department for preparing pay bill, employ salary, monthly and annual budget of organization. Largely HRMS function is carried out manually as of now. There is centralized database of the employee of the organization that may be shared and amenable to concurrent applications. For deriving relevant information by different users. The employee data that exist are organized. They lie scattered in various files in different departments that are easy to share and suffer from inconsistency and redundancy. There is regular method of inputting or updating the data that maximizes storage efficiency, promotes data integrity, or facilitates data scalability. The entire system of present data management is good in company, with coordination and admits of concurrent access to data by multiple users. There also exist any full proof data security mechanisms with given all employees ID and password methods. As a result the present system of management of human resources suffers from standardization and sharing delay in updating and relatively effective in deployment of human resources with equity and efficiency across departments and field organizations. Raymond have identified Human Resource Management System (HRMS) as one of the core initiatives as a part of its ongoing modernizing initiatives and e-governance plans, eventually culminating into an HR-Manager to Employee (H2E)porta. An employee life cycle approach will be adopted while capturing the employee data in a dynamic real-time basis through the internet the mode. Administration often gets involved in solving employee grievances and substantial manpower efforts are diverted to these issues. Human Resource Management System (HRMS) as one of the core initiatives as a part of its ongoing modernizing initiatives and e-governance plans, eventually culminating into not only for production but also to analyzing the manpower requisition and all department of HRM.

HR Policies
Annual Health Check up :

Leave Policy

 Meal vouchers:

Transport Allowance

Company owned cars:

Administration:

Own Your Car Scheme

Campus Recruitement
Raymond recruits talent from leading Indian university: textile engineering, textile technologists, accountants, fashion technologists or MBAs. The students who are selected to take part of the program are trained during a period of one year to join the management program. Thus, Raymond creates a pool of trained and closely linked with the brand talent for the final Management recruitment. The long period trainees take advantage from classroom training in order to undergo an overview of the division or of the unit. To develop the knowledge of the interns, a rotation on various jobs is planned. On top of an assessment once a quarter and a mentoring program, interns will have a review of their input lead by Unit of Head, Functionnal Heads and HR. If Raymond considers the training as successful, the Management Trainee will be absorbed in their area of specialization. The Campus recruitment process is also to propose summer internships. Summer internship leads to a better acknowledge of the overall business and of one specific functional area (specialization) for the student. Moreover, the trainee will benefit from a mentor who will support him during the whole period of the trainee.

Lateral Recruitement
Raymond group have recourse to lateral recruitment specifically for its marketing department. From time to time, marketing experts from other companies are inducted into the company to boost the job that has to be done. That fresh blood helps the company to be competitive in the face of increasing business complexities. Stimulated minds are learning minds that contribute effectively to business. Corporate learning and OD aspires to create a Learning Organization, a place where people are high on job satisfaction resulting from stimulating work environment and Learning Opportunities. The Corporate Learning and OD team strives towards attaining HR vision of making Raymond the most Desired Workplace for top talent.

Continuous Learning and Development

As mentioned previously, HR at the Raymond group has values, a mission and a vision. This vision make Raymond the most desired place for top talent impacts and influences the entire HR philosophy, and thus the continuous learning and development programs. Organizational excellence is achieved only through continuous investments in growth and renewal of human resources. A detailed training and development plan is drafted and implemented each year; it comprises levelwise planned interventions as well as specific need-based interventions through Training Need Analysis. This equips the teams to excel in their current positions while preparing for their future roles. There is great emphasis on behavioral and attitudinal training apart from technical and on-the-job training. Corporate Learning and Organizational Development is thus a critical pillar fostering growth and sustainability within the organization. Raymond has the ability to learn continuously, enabling its employees and top management to be flexible and adapt easily to changing and challenging situations. This learning flexibility and agility depends greatly on the companys top management support to always improve and

extend the Corporate Learning and OD program to keep the employees - and the top management itself motivated and stimulated, and to allow everyone to get high job-satisfaction.

Training and Development

The Learning Strategy of Raymond has been divided into three verticals Neev, Udaan and Shikhar. Neev is a foundation program designed to provide basic inputs on the Raymond Way of Life through Impressions which is a learning intervention on Grooming and Etiquette and Discover Raymond which is a detailed Group Induction program. Udaan is a skill building learning intervention that will provide inputs on critical soft skills required to deliver great performance on the job like conducting meetings, making presentations and developing analytical skills. Shikhar is a learning intervention to build managerial capabilities to assist and prepare high performing employees for the next level.Several initiatives are organized to this end which includes Discover Raymond which is a 90-day detailed Group Induction program, Impressions which is a learning intervention on Grooming and Etiquette, analyzing developmental needs and training delivery on various modules, both behavioral and functional.

E-learning
Corporate Learning & OD has its own website and uses it to disburse internal and external news, provide job related information and to make relevant announcements. Raymond Virtual University was launched through this Intranet Portal to enhance our peoples skills and knowledge through a basket of e-learning modules on various topics. Corporate Learning & OD seeks different ways to deliver programs to employees which are effective and time saving.

Talent Development
Managing a group of critical and high potential talent differently is the key to managing talent in an organization. The process of identifying and developing Top Talent needs to be fair, transparent and acceptable in an organizational culture. Corporate Learning & OD seeks to create and implement a robust framework to manage this process, the primary purpose being to create depth in leadership, fast track high potential talent and built in robustness in the leadership fabric of Raymond.

Organization Development
OD is about change and growth. Corporate Learning and OD team is engaged in anchoring the HR journey of Making Raymond the most desired workplace for Top Talent. This, though ambitious, is not impossible, if systematically done with sharply defined objectives and clear milestones. There will be several interventions required at different levels across the Raymond in the next few years to get closer to this Vision. Corporate Learning & OD team will design and anchor these initiatives.

Employee engagement initiative

Corporate Learning & OD is also accountable for managing the employee engagement initiatives across the company. This includes communication forums like CEO Forum and Open houses with the Top Management and also Festivities and celebrations.