Nasir

ORGANIZATIONAL STUDY
1. INTRODUCTION
Internship training program is a vital and essential part of the educational structure curriculum which helps students to know how the organizations functions and also to know how the various departments work together to achieve their goal. The project work helps the student to know their real life situation of the company and during this process he/she come across the various functions the company perform and overall activities. The project was done at Bombay Rayon Fashions Ltd., Doddaballapur, as a part of MBA curriculum with an objective of knowing the working and systems that are followed partially in the organization. This report gives details of all major departments in all types of garments. In any organization, organizational functioning is the most important essential factor in order to achieve the pre-determined goals and objectives. The organization should get cooperation from all the departments to make its functioning smooth at all levels.
1.1 MEANING OF THE ORGANIZATION:

A collection or group of people working together to achieve a common goal, within a predefined structure, is an organization. Organization is the foundation upon which the whole structure of management is built. Organization is related with developing a frame work where the total work is divided into manageable components in order to facilitate the achievement of objectives or goals. According to Pradip Khandawalla, An organization is a human tool of extraordinary versatility.
1.2 IMPORTANCE OF THE ORGANISATIONAL STUDY:
REVA INSTITUTE OF SCIENCE AND MANAGEMENT
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This study has a main role in making the students to understand the practices of various departments in an organization and their importance as a separate entity and as a whole to the achievement of the organization goals. This helps to study the organizational activities in all functional areas and relate this to theoretical knowledge required. Hence there is a need for every MBA student to get the practical exposure of the organizational environment.
1.3 SCOPE OF THE STUDY:

This report is based on the study conducted at the Bombay Rayon Fashions Limited. It aims at understanding the companys establishment, organization structure, departments, production techniques, marketing strategies and the advantages it is having over the competitors. An attempt is made to analyze the companys performance in comparison to the theoretical aspects.
1.4 OBJECTIVES OF THE STUDY:

The main objective of this study is to study the organization of various departments, the origin growth and development of the industry and organization present status of the industry. The study also includes detailed picture of each departments of emphasizing a Marketing department, Production department, Human resource department and Finance department. The study also includes a specific management problem and come out with possible solutions and recommendations.
1.5 DATA COLLECTION METHOD:

Primary data: It is collected through observations and interviews. The interviews were done with concerned department heads, senior personnel and other staffs in order to understand the day-to-day process of an organization and to get necessary clarifications. Secondary Data: It is collected from the various sources;
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Company profile and Records Reports Internet
1.6 LIMITATIONS OF THE STUDY:

Time limit is the major constraints. As per the companys rule, detailed information was not able to be collected. As the managers are busy in their daily schedule it was not possible for us to spend more time in interaction and discuss with them. The study is not a problem or issues specific and there is no standard methodology for data collection.
2. INDUSTRY PROFILE
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2.1 ORIGIN OF THE INDUSTRY:

The Indian apparel industry has a complex structure. On one hand it is marked by the presence of large-scale organized players, while on the other hand are the numerous small-scale independent units. The middlemen in the textile fabric trade backed the growth of the small-scale independent unit. Traditionally textile have had a long chain of distribution with various intermediaries like the wholesalers, distributors, agents, etcThese intermediaries were the marketing arms of the mills and played a major role in maintaining contact with the final customers. The intermediaries in order to sustain their business resorted to buying from the independent units. In addition the growth of garment exports from India, led to demand for fabrics, often in short run. Thus the garment exporters/middlemen started approaching these independent units with their own designs, doing business with the independent units gave the garment manufacturer a higher degree of flexibility. Indian silk were often exchanged with the western countries for their spices in the barter system. During the late 17th and 18th century there were large export of the Indian cotton to the western countries to meet the need of the European industries during industrial revolution. Consequently there was development of nationalist movement like the famous Swadeshi movement which was headed by the Aurobindo Ghosh. The Textile industry in India traditionally, after agriculture, the only industry that has generated huge employment for both skilled and unskilled labor in textiles. The textile industry continues to be the second largest employment generating sector in India. It offers direct employment to over 35 million in the country. India is the second largest producer of fibre in the world and the major fibre produced is cotton. Other fibres produced in India include silk, jute, wool, and man-made fibers. 60%
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of the Indian textile Industry is cotton based. The strong domestic demand and the revival of the Economic markets by 2009 have led to huge growth of the Indian textile industry. In December 2010, the domestic cotton price was up by 50% as compared to the December 2009 prices. The causes behind high cotton price are due to the floods in Pakistan and China. India projected a high production of textile (325 lakh bales for 2010 -11).There has been increase in India's share of global textile trading to seven percent in five years. The rising prices are the major concern of the domestic producers of the country.The Indian Apparel Industry is the 2nd largest foreign exchange earner for the country. This industry also gives the 2nd highest pay packages to its employees. This is a very labour intensive industry (second only to agriculture), where people without any skills or with the least of skills can also employed. Due to this, the Indian Government is encouraging setting up of Apparel Manufacturing plants all over the country. With 14% of industrial output in the country, the apparel industry employs about 35 millions workers. Indian apparel exports account for about 3% of the global apparel exports. The biggest importer of Indian Apparel is Europe (52%), followed by the US (40%) and Canada (3.5%). Rest of the exports is to the UAE, Japan< Australia, Switzerland and Russia. According to the Ministry of Textiles, the sector contributes about 14% to industrial production, 4% to the country's gross domestic product (GDP) and 17% to the country's export earnings. The share of textiles in total exports was 11.04% during April-July 2010, as per the Ministry of Textiles. It is estimated that India would increase its textile and apparel share in the world trade to 8% from the current level of 4.5% and reach US$80 billion by 2020. During 2009-2010, Indian textiles industry was pegged at US$55 billion, 64% of which services domestic demand THE INDIAN GARMENTS INDUSTRY AT GLANSCE Accounts for over 14% of the Industrial Production.
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Second largest employment generator after agriculture Contributes around 4% of GDP Third largest producer of cotton and second largest producer of cotton yarn Contributes over 30% to Indian exports basket Top exporter of cotton yarn in the world-share of 25% in the world trade Flexible production systems Long tradition of excellence in textiles
2.2 GROWTH OF THE INDUSTRY:

The garment industry in India is betting on technology as one of the major growth factor for the industry. The Indian apparel industry, which looks off in the mid 60s, is worth around $15 billion now. The growth over the years has been significant, and technology does have a role to play in that. In fact, the industry has evolved gradually in terms of technology adoption and has reached a critical mass today. Information revolution promises to bring the world closer to cohesion. In the emerging face of fast moving information, technological transfer is bound to take place at a higher speed. Automated machines for cutting, sewing, batten-holes, CAD/CAM for pattern making ect, have brought down the cost of production considerably. As a result, garment companies now focus on technology to be productive and cost effective at the same time. In terms of advancements in automation, a huge savings on threads and excess manpower is required. There are automated machines for stitching collars and cuffs, finishing machines, pressing machines, etc.. As the International borders blur supply Chain Management and Information Technology take a crucial role in Apparel manufacturing. Global partners in the clothing supply chain are exchanging information electronically, thus the need for Indian Clothing Industry to spruce up. Upcoming technologies for mass customization such as three dimensional non-contact body measurement and digital printing ought to be discussed thoroughly and
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implemented fast. This mass customization shall be successful for meeting unpredictable demand levels, for luxury goods, uncertain customer wants and for heterogeneous demand. It is to be noted that mass customization is different from mass production. The future requires generation of real value service for the customers, comprehensive study of multifaceted and multi-layered supply chain, and global integration of supply system in a cost and time effective manner. Inventory planning, sales forecasting, manufacturing strategy, distribution network and transportation management are some of the areas which need improvement. The economic scene of US and its trade partners need to be eyed carefully if India is to survive in the faster and throat cut competition of 21 st century. Garments exports from India are expected to reach US$24.5 billion by 2015. As well as the depreciation of the rupee against the dollar, Indias exports are being hit by increasing competition from China. The effects of a weakening dollar are having less impact however, on neighboring Pakistan, Bangladesh and Srilanka, which are emerging competitors to the India in the international textile and garment market. The garment industry is based on fashion and invariably goes through short fashion cycle. To survive in the market, there have to be regular innovations in color, style, design, fabric, finish and fit. Automated machinery and IT-solutions are key in such a scenario to be competitive and improve business results. Other area of technology adoption in the company include washing and wrinkle free finishing where they have a very modern facility so as to maintain maximum quality in terms of garments washes and finishes. The company uses software solution for industrial engineering and the aim is to improve productivity to be on par with the best in the world.
2.3 MAJOR PLAYERS OF THE INDUSTRY:

Raymond group of Companies
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Gokaldas Exports Shahi Exports Bharat Textiles & Proofing Industries Ltd.
2.4 CHALLENGES OF THE INDUSTRY:

The industry is back loaded with technological obsolescence and sub-scale of operations. Indian industry is had been plagued Labor problems. Lack of modernization. Cotton apparels constitute major part of Indias apparel exports, although cotton appears to be out thing in current global markets.
3. COMPANY PROFILE
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3.1 HISTORY OF THE COMPANY:

Bombay Rayon Fashions (BRFL) was incorporated in 1992 and is engaged into manufacturing of fabrics and apparels. BRFL manufactures one of the most versatile and technically advanced fabrics and apparels in India. Presently, the company is the largest shirt manufacturer in India. Currently, it has employee strength of 32000 people. Its fabric division manufactures 55 million meters per annum. Its garment unit manufactures 35 million pieces per annum. It has vision to become lowest cost producers in the world by setting up best manufacturing units. The Company owns 13 manufacturing facilities, including one sampling unit across the country. BRFL has presence in entire value chain starting from yarn dyeing, weaving, fabric processing, designing, garment manufacturing till retailing. In domestic market it finished fabric are marketed through 70distributors and more than 2000 retailers. It is setting up new manufacturing unit in Maharashtra and Karnataka. This will increase the yarn dyeing capacity from 1.4 million kg p.a to 11.9 million kg p.a. It will also increase fabric manufacturing capacity from 55 million meters p.a. to 235 million meters p.a. and garment manufacturing capacity from 30 million pieces p.a. to 75 million pieces p.a.
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Bombay Rayon Fashions Ltd is one of the leading, vertically integrated textile companies in India. They are having a strong presence across the entire value chain of design, yarn dyeing, weaving, fabric processing, garment manufacturing and retail. The company manufactures a wide variety of fabrics and garments. The company operates through 13 manufacturing facilities including one sampling unit in Mumbai. They are located across Bangalore in Karnataka, Navi Mumbai and Thane in Maharashtra and Silvassa; in Dadra and Nagar Haveli. Bombay Rayon Fashions Ltd was incorporated on May 21, 1992 as Mudra Fabrics Pvt Ltd. On October 13, 1992 the company was converted into a public limited company. In September 30, 2004, the company got their present name, Bombay Rayon Fashions Ltd. During the year 2003-04, the company expanded the capacity by adding plant & machinery and other assets to the value of Rs. 402.61 lacks. In the year 2005, the company consolidated the Bombay Rayon Group business into Bombay Rayon Fashions Ltd. In March 2005, Bombay Rayon Private Ltd was amalgamated with the company with effect from April 1, 2004. Also, the two partnership firms namely Garden City Clothing and BR Exports were consolidated with the company with effect from March 1, 2005. This results the consolidation of businesses from fabrics, design development and garments under one corporate roof. In September 5, 2005, the company incorporated a wholly owned subsidiary company, BRFL Europe BV in Almere, Netherlands. In March 2008, the company commenced commercial production in their Garment unit in Bangalore which is having a capacity to manufacture 7.8 million pieces of garments per annum The Bombay Rayon Group was promoted by Mr. Janardan Agarwal. Subsequently Mr. Aman Agarwal and Mr. Prashant Agarwal, sons of Mr. Janardan Agarwal joined the Group and are now in charge of the management of the Company as well as our Group companies. Janardan Agarwal is the Chairman of the Company. He is the main person behind the establishment and growth of the Bombay Rayon Group. As chairman he provides strategic direction to the Company. He is accredited with the establishment of the Bombay Rayon brand of fabrics in the local retail market. He has also set up a unique bi-annual presentation of the companys collections to the trade, a very novel way of
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marketing products and has exhibited foresight and vision in the continuously expanding business and has brought the same to its present status. He has been the driving force behind the Groups growth. Since 1997 Mr.Agarwal is assisted by his sons Aman Agarwal and Prashant Agarwal.
It is said, It's better to know everything about something, than something about everything. This case in point is true to Mr. J. D. Agarwal, Chairman, Bombay Rayon. An excellence par excellence in the field of Textiles, whose indigenous passion for Quality Fabrics dates back to 1986, the year of Bombay Rayon's genesis. All through these glorious years, Mr. J.D. Agarwal was knitting the web of Bombay Rayon's enhanced future, which was brought to life only three years ago, when he, along with his two sons, Aman Agarwal (Vice Chairman) and Prashant Agarwal (Managing Director) flagged off the Apparel Division of Bombay Rayon. What began as a small dream nearly three decades ago has today shaped up as a global conglomerate simultaneously achieving the distinction of being one of the fastest growing in the Indian apparel industry. And now, with a team of committed professionals ably managed by a highly qualified management, Bombay Rayon is using all the experience earned through the years in reaffirming to the world that Bombay Rayon is indeed - The Future of Global Fashion from India. Our Founder Speaks: At Bombay Rayon, we continue to lead the field by focusing on what we know bestcreating exclusive top-of-the-line garments, and suiting and shirting for those who love the very concept of dressing up. From our shirting to our fabrics, to our formal wear and exclusive collections, when it comes to corporate performance and refreshing lifestyle, Bombay Rayon has always been a leader. Since 1986, Bombay Rayon has been the name India relies on for clothing that fits the active Indian spirit. Bombay Rayon provides apparels that are inspired by the five basic elements that make-up our atmosphere and the garments do perform. Exclusive
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construction details and only the finest fabrics ensure our patrons will be equipped to take on whatever challenge comes their way. I have always wanted our customers to head out in the adventure of their lives in the brand that has made living and lifestyle great for nearly two decades Bombay Rayon. I still remember the time when both my sons stepped onto the corridors of our manufacturing unit. The overwhelming sense of achievement that I witnessed on their faces then, continues to inspire me in walking that extra mile just that now, its no more an I. What began as a small business enterprise in the mid eighties is now a powerhouse textile giant catering to the needs of people from across global parameters. Bombay Rayon has not only instilled in its employees a never-ending drive to reachout, but has also equipped their families with a sense of pride and achievement; such that no other can parallel. This in essence is our real accomplishment and Bombay rayon shall always live up to the intrinsic demands and expectations of India and the world. Bombay Rayons product designs are all about being at ease in comfortable clothing with effortless style so our clientele never have to worry about what theyre wearing. At work or at your leisure, with the Bombay Rayon tag, our patrons can never cease to enjoy the simple comfort of just being them. Thats a promise, which over time has transformed into a cherished legacy and a trusted assurance matched by none. Let me hereby reaffirm, This distinction will always be the hallmark of the brand thats Bombay Rayon. We are a multi divisional textile company engaged in the manufacture of a Variety of fabrics and garments with modern production facilities. Our group was manufacturing fabrics, we expanded our fabrics capacity and started catering to premium shirting segment. Realizing the potential our group as intently moved towards the garment manufacturing mainly to conserve the fabrics margins and take advantage of the higher margins offered by the designer/fancy shirt segment.
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Presently we are exporting 100% of our garments. However we supply fabrics to the domestic garment exporters we have positioned ourselves as a multi product, multi fiber and multi market player ensuring that our target market is a diverse mix of the domestic fabrics market, garment export trade and international market. Our manufacturing facilities are spread across four locations at Navi Mumbai, silvassa, Sonale in Thane district and Bangalore, fully backed by the facilities for product development, design studio and efficient sampling infrastructure to provide quality services to its customers in India and abroad. We currently employed over 5000 people. Presently we have 250 weaving machines producing approximately 20 million meters of woven fabric. Per annum 2800 sewing machine with production capacity of 8.4 millions garments per annum. Company Overview: Date of Establishment Revenue Market Cap Corporate Address 1992 505.682 ( USD in Millions ) 32398.22 ( Rs. in Millions ) D-1st Floor Oberoi Garden Estates,Chandivali Farms Road ,Chandivali Andheri (E)Mumbai400072, Maharashtra www.bombayrayon.com Management Details Chairperson - Janardan Agarwal MD - Prashant Agrawal Directors - A Arumugham, A R Mundra, Aman Agarwal, B S Bhesania, Janardan Agarwal, John Mathew, K Muthukumaran, M M Agarwal, Mukul Sarkar, Naseer Ahmed, Prachi Deshpande, Prashant Agarwal, Pravin P Shah, S B Agarwal, Suresh Vishwasrao, Uday Mogre
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Business Operation Background
Textile Bombay Rayon Fashions (BRFL) was incorporated in 1992 and is engaged into manufacturing of fabrics and apparels. BRFL manufactures one of the most versatile and technically advanced fabrics and apparels in India. Presently, the company is the largest shirt manufacturer in India. Currently, it has employee strength of 32000 people. Its fabric division manufactures 55 million meters per annum. Its garment Total Income - Rs. 22783.269 Million ( year ending Mar 2011) Net Profit - Rs. 2266.99 Million ( year ending Mar 2011) Prachi Deshpande VK Beswal & Associates
Financials
Company Secretary Bankers Auditors
Key Events in the History of the Bombay Rayon Group/BRFL Year Key Events 1986 Bombay Rayon Private Limited, the first company of Bombay Rayon 1990 Start of manufacturing facilities for woven fabric at Navy Mumbai by 1992 BRFL incorporated for undertaking the business of manufacture of 1998 Start of manufacturing facilities for woven fabric at Sonale in Thane 1998 Fabric export started in the Group. B R Exports was formed for 2003 Group turnover reaches Rs. 100 crores. Group incorporated for undertaking the business of manufacture of woven fabric. BRPL. woven fabric. district by BRFL. undertaking this business segment.
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Start of Group's Silvassa unit for manufacture of woven fabric under Reynolds Garment manufacturing for exports started in the Group. Garden City 2004 Decided to set up an integrated facility of yarn dyeing, weaving, and
Shirting Private Limited. Clothing was formed for undertaking this business. process house and garment manufacturing at the apparel park in Doddaballapura near Bangalore. Awarded contact to Gherzi Eastern Limited for technical appraisal of the Land allotment by KIADB at the apparel park being developed in 2005 Consolidation of business of companies and firms of the Promoters Group turnover crosses Rs. 140 crores. Company ventures into home furnishing and made ups. Incorporates a Wholly Owned Subsidiary at Almere, the Netherlands EXIM Bank acquires equity in our Company. This was the first time that 2007- Bombay Rayon Fashions Ltd bought LNJ Apparels, a unit of Rajasthan Expansion Project. Doddaballapura near Bangalore.
EXIM Bank has acquired an equity stake in an Indian Company on preferential basis. Spinning & Weaving Mills Ltd, for a sum of Rs 25.50 crore. Board of Directors Chairman Vice Chairman Joint Vice Chairman Managing Director Executive Director (Finance) Executive Director (Corporate) Director Janardan Agarwal Aman Agarwal Naseer Ahmed Prashant Agarwal A R Mundra Uday Mogre B S Bhesania S B Agarwal Pravin P Shah
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Company Secretary Director Nominee (EXIM)
Suresh Vishwasrao Prachi Deshpande M M Agarwal Mukul Sarkar
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Bombay Rayon Fashions to set up apparel unit at Doddaballapur Apparel Park

May 26, 2005 (India)
Group company of Bombay rayon group - Bombay rayon fashion will set up a Rs. 160 crores integrated textile garment and apparel manufacturing factory in the Dodaballarpur apparel park. The foundation laying ceremony was presided over by the chief minister of Karnataka, Mr. Dharma singh. Importantly, other big players like Raymonds, Himat singka seide, Gokaldas images and others have already established their presence in the park, located 30 kms from Bangalore, Bombay rayon fashion will occupy 20.26 acres of land in the industrial township developed by the state. Besides yarns, the production facilities will include dyeing and weaving unit also and have a capacity to process about one lakh metres per day and stitch 22,000 pieces per day. Gherzi eastern ltd are the consultants behind the project and which will being shortly will begin operation by march, next year. Addressing the press, chairman Janardan Agrawal said, the group has a strong presence in fashion fabrics and garment segment by exclusively catering to various global brands from Europe and us like c&a, dkny, liz claiborne, wrangler (vf group), federated stores, tom tailor, guess and kiabi. He added that the company was negotiating with premium labels in international market while expanding its.
3.2 VISION, MISSION AND QUALITY POLICY:

VISION: Is a Complete Fashion Apparel Company focused on Total Customer Orientation, attaining a Position of Pride for stakeholders through creation of Congenial Business Environment, offering Products and Services Excellence at Par. MISSION:

Most innovative sought after Fashion Apparel and Fabrics Manufacturer. Most dependable for shortest turnaround time. Most reliable for quality, service and deliveries.
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Most permanently bonded with customers, suppliers and other stake holders. Most valued employer. Most looked up to for transparency, governance and social responsibility.
QUALITY POLICIES: Improve customer satisfaction through delivery and service. Improve quality by reducing rejection. Improve quality by reducing reworks.
3.3 NATURE OF BUSINESS:

We are multi product, multi fiber and multi market company operating in the manufacture of woven and garment. Our presence in the total value addition chain in textiles is indicated below: Manufacture of woven fabric. We are into the manufacture woven fabric for almost two decades. We manufacture woven fabric of different varieties using cotton, manmade fibers and there blends. We have 152 weaving machines spread at 3 location at village sonale in thane district, Navi Mumbai in silvassa. All our fabric for manufacture of woven fabric use modern technology using imported projectile based seltzer, rapier based so met positive rapier based Dornier and Belt based Picanol weaving machines. Our total fabric manufacturing capacity is about 10 million meters per annum. We also out sources fabric from the unorganized sector to meet our requirement of our customer. We supply fabrics in both domestic and overseas markets. Garment Manufacturing. We have started our garment manufacturing division in September 2003 and in a short span of time we have grown substantially in this business. One main feature of our garment business is that we are into high end fashion products as compared to commodity garment.
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Our existing garment manufacturing facilities are in two units and are based at BANGALORE. Our existing facilities have capacity of 7000 pieces of garment manufacturing per day. One more units of garment manufacturing is expected to be commissioned by September 05, which will increase our capacity 12000 pieces per day. After implementation of the expansion project we will have an additional 25000 pieces of garment manufacturing capacity per day. Presently, our focus in garment manufacturing is on designer mens shirts. However, we have already started diversification into ladies tops, kids weaver and bottoms for both men &women. After implementation of the expansion project, we intend to take up the production of bottoms to top opportunities in that area. Manufacture of Made Ups Very recently we have ventured into the value added segment of home textiles i.e. Bed sheets, fitted sheets, pillow covers, Quilt covers, Duvet covers etc. mainly for direct exports. The size of global trade in this segment is expected to be over US 12 billion. The market for home textile products as been growing at a rapid pace over the last few year. With the removal of quota restriction the segment offers great opportunity for growth.
3.4 PRODUCT PROFILE:

Fabric Every thread woven at Bombay Rayon Fashions Limited is a part of an incredible range of fabrics that BRFL has
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to offer. Each fabric has one inherent quality - Comfort. Our promise to manufacture the finest fabrics inspires us to put in that extra effort to create magic. We showcase an enormous range of fabrics and size offerings available in various colors to suit every occasion and every budget. We have in-house multi fiber capabilities to produce pure fabrics and our motto is "Contemporary clothing for the new gen!" Our fabrics offer an extensive range of mens styling. We are the leading Indian fabric manufacturers and suppliers in the Domestic markets as well as International Fashion Export Industry Apparel Comfortable, durable and stylish are the inherent qualities of the range of apparels available. Admiration is guaranteed with BRFL apparels. Apparels from Bombay Rayon Fashions Limited are a creative exploration of the same comfort brought in by our fabrics. Whether you need a uniform for your team, a gift or program item, we offer just the right look and feel for a corporate or a casual event. Tailored with fine detailing to create a style that suits you, we spend a lot of time and effort in bringing innovations in our apparels. The corporate collection is designed with easily complementing colors and styles that any combination you pick would match. Retail
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Guru, a renowned apparel brand in Italy has been a subsidiary of BRFL since 2008. Guru has stores in 18 countries around the World, including Italy, Spain, France, Germany, Holland, Belgium, Luxemburg, Greece, England, Portugal, the Middle East, Turkey, Russia, Ukraine, Austria, Switzerland, the Canary Islands, Scandinavia, China and India. Trims
With
an
initial
goal
to
maintain
quality
and
consistency in button manufacturing, BRFL has set up an in-house state of the art button manufacturing unit; the Trims Division is today the largest and most sophisticated Button Industry in India. We have a huge collection of polyester buttons of the highest quality. This includes buttons for shirts, coats, outer wear, trousers and fancy buttons. Our buttons are pre dyed and free from banned elements like Azo, Lead, Cadmium, Phthalate and meet the Oekotex100 Class 1 standard. Yarn In 2010 Bombay Rayon Fashions Ltd. completed its vertical integration in the textile industry with the acquisition of a yarn manufacturing company of great repute, STI India Ltd, thus making BRFL one of the privileged few to have the capability of producing everything from yarn to garment. Our Yarn division is well known for Production of world class cotton yarn and knitted grey fabric, quality consciousness, fair business practices, modernization, environmental
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consciousness,
social
awareness,
ultra-modern
plant
equipped
with
sophisticated high-tech machinery and high caliber personnel & a great work culture Strengths and features of our yarn and knitted products are procurement of high quality cotton fibre for 4-6 months in advance, every bale of Cotton fibre is tested for Length, Micronaire, and Rd (Reflective Index) value for making homogeneous and uniform mixing to avoid shade variation and barre effect in fabric. We have controlled yarn contamination by implementing systematic and controlled raw material sourcing, manual contamination sorting with scientific method, eight VISION SHIELD machines with POLY PROPYLENE identification system in blow room lines and Electronic yarn clearers with foreign fibre/contamination cleaning facility (e.g. 'Siro' clearer or 'Quantum' Clearer). We have Tandem cards (Double Carding) machine, which gives good quality of super carded and super combed yarn with very low tolerable objectionable classimate faults, which in turn gives more consistent and better fabric appearance.
3.5 COMPETITORS: Garden Silk Mills A Nitisun Fabs A S Internationals Himatsingka Seide Sutlej Textile & Industries Ltd. 3.6 ORGANIZATION STRUCTURE: An organization structure refers to the determination of organization system of the enterprise it determines the programs and procedures by which the administrative relations of an enterprise are defined and established. As the policy of the enterprise
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determines the limits within which the enterprise has to work. In the same manner organization structure determines and defines the shape and size of the enterprise according to which the administrative and organization decisions have to be taken. It is also the framework of activities in an enterprise, it may also be considered as the map of the building to be constructed. Organization structure can be defined, as the organization structure of an organization deals with the organizational arrangements. Types of organization structure Tall structure: Tall organization structure is that in which the information flows from the top officers to the bottom down the line. T is also known as vertical organization as there are very few officers in the top management and the number increases while they come towards the bottom of pyramid. Flat structure: BRFL is organized in flat structure Also known as horizontal organization refers to an organizational structure with few or no levels of intervening management between staff and managers. The idea is that welltrained workers will be more productive when they are more directly involved in the decision making process, rather than closely supervised by many layers of management. When they reach a critical size, organizations can retain a streamlined structure but cannot keep a completely flat manager-to-staff relationship without impacting productivity.
ORGANIZATIONAL STRUCTURE
VICE PRESIDENT GENERAL MANAGER
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FACTORY MANAGER
HUMAN RESOURCE MANAGER
SR HR EXECUTIVE ASSISTANT HR EXECUTIVE HR ASSITENT
PRODUCTION MANAGER
QUALITY MANAGER
STORES MANAGE R
APM
FLORE INCHARGE ASSISTANT
Q.C INCHARGE
STORES INCHARGE
SUPERVISOR TEAM LEADER

WORKERS
Q.C
ASSISTANT
CHECKERS
HELPERS
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4.
FUNCTIONAL DEPARTMENTS 4.1 HUMAN RESOURCE DEPARTMENT OPERATIONAL DEFINITIONS:

Human Resource Management is that process of management which develops and manages the human elements of enterprise. Human Resource Management involves the applications of the management functions and principles. The functions and principles are applied to acquisitioning, developing, maintaining and remunerating employees in an organization. According to FLIPPO, Human Resource Management is the planning, organizing, directing, and controlling of the procurement, development compensation, integration, maintenance and reproduction of human resource to the end that individual, organizational and societal objectives are accomplished. OBJECTIVES OF HUMAN RESOURCE MANAGEMENT To create and utilize an able and motivated workforce, to accomplish the basic organizational goals. To secure the integration of individual and groups within the organization. To create facilities and opportunities for individuals or group development so as to match it with the growth of the organization. To create and utilize an able and motivated workforce, to accomplish basic organizational goals. To establish and maintain sound organizational structure and desirable working relationship among all the members of organization. To attain an effective utilization of HR in the achievement of organizational goals. To maintain high employee morale and sound human relations by sustaining and improving the various conditions and facilities. To provide facility and conditions of work and creation of favorable atmosphere for maintaining stability of employment.
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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT: The functions of HRM can be broadly classified in two categories. Viz. MANAGERIAL FUNCTIONS 1. OPERATIVE FUNCTIONS I. MANAGERIAL FUNCTIONS: 1. Planning. 2. Organizing. 3. Directing. 4. Co-ordination. 5. Controlling. II. OPERATIVE FUNCTIONS: 1. Employment. 2. Human Resource Development. 3. Compensation. 4. Human Relations. 5. Effectiveness of HR management. I MANAGERIAL FUNCTIONS: Managerial functions of personnel management involve planning, organizing, directing, and controlling. All these functions influence the operative functions. 1. Planning: Planning is pre-determined course of action. Planning is the determination of personnel programs and changes in advance that will contribute to the organizational goals. In other words, it involves planning of human resource requirements, recruitment, selection, training etc It also involves forecasting of personnel needs, changing values, attitudes and behavior of employees and their impact on organization.
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2. Organizing: An organization is a structure and a process by which co-operative group of human beings allocated its task among its members identifies relationships and integrates its activities towards common objectives. It is essential to carry out the determined course of action and it establishes relationships among the employees so that they can collectively contribute to the attainment of company goals. 3. Directing: It is the important managerial function in building sound industrial and human relations besides securing employees contribution. The next logical function after completing planning and organizing is the executing of plan. The basic function at all level is motivating commanding, activating and leading people. The willing and effective co-operation of employees for the attainment of organizational goal is possible through proper direction. 4. Co-ordination: It deals with the task of blending efforts in order to secure successful attainment of objectives, the personnel manager has to co-ordinate various manager at different levels. Human resource Management function should also be co-ordinates with other functions of management like management of material, machine and money. 5. Controlling: It involves checking verifying and comparing of the actual with the plans, identification of deviations. After planning, organizing, coordinating and directing the various activities of the personnel management the performance is to be verified in order to know that the personnel functions are performed in conformity with the plans and direction. Controlling also involves checking, verifying and comparing of the actual with the plans,
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identification of deviations if any and correcting of identified deviations. Thus, action and operation are adjusted to pre-determined plans and standard through control. II. OPERATIVE FUNCTIONS: The operative functions of personnel management are related to specific activities of personnel management viz, employment, development, compensation and relations. All these functions are interacted by managerial functions. 1. Employment: It is the first operative function of HRM. Employment is concerned with securing and employing the people possessing required kind and levels of skills. a) Human Resources Planning: Human resource planning is a process by which the management of an organization determines its future requirements and plans as to how the existing human resource can be utilized to fulfill these requirements. b) Recruitment: It is a process of searching for prospective employees and stimulating them to apply for job in on organization. Recruitment will be done by news paper, through employees for workers. For executive staffs, recruitment will be done by through news paper, internet, and consultancy and through employees. c) Selection: It is the process of ascertaining the qualification, experience, skill and knowledge etc.., of an applicant with a view to appraising his/her suitability to a job apprising. Employee selection is defined as the process of choosing the appropriate candidate from applicants whose skills match the requirements of the job
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For workers: workers will be selected by daily according to the requirement for the company. Workers should have to bring age proof like S.S.L.C marks card or ration card for address proof. Here both experienced and non-experienced persons will be selected. For experienced persons work will be allotted according to their skills. For Executive Staff: The selection process will be done in head office. When the person will be selected, that is right person for right job then they will send them to work in UNIT. d) Placement: It is the process of assigning the selected candidate with the most suitable job in terms of job requirement. e) Induction and Orientation: It is the techniques by which a new employee is introduced in the changed surroundings. Induction and orientation are the techniques by which a new employee is rehabilitated in the changed surrounding and introduced to the practices, policies, process and people and etc., of the organization. For Workers: Here basically whenever a new employee is selected in BRFL, the supervisor of that particular division introduces the new employee to the staff and assigns the work to the employee. The supervisors not only assigns works to the employee but also inform him about the procedures to be followed by him to report to this immediate supervisor, his duties, responsibilities, his rights and his limitations in the BRFL Company. For Executive Staff: Whenever a new employee join the BRFL a circular is sent across the company via email announcing the joining of the person into the organization. The new employee is put through one week induction program where the various departmental heads present the necessary information to the employees. It is a structured program that the employees
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have to go through. The employee is also given an employee hand book, which contains the necessary information the employee needs to know.
2. Human Resources Development: It is the process of improving, molding and changing the skills, knowledge, creative ability, aptitude, attitude, values, commitment etc, based on present and future job and organizational requirements. This function includes performance appraisal, training and development, career planning development and organization development. a) Performance Appraisal: Performance Appraisal is the systematic, periodic and an impartial rating of employee excellences in matters pertaining to his present job and his potential for a better job. In BRFL, the immediate supervisor appraises their subordinates. The supervisors inform the employees about their conduct in the federation as what they lack, what they excel and what they improvement are to be performed. b) Training and Development: Meaning of Training and Development Training is the processes where by people learn the skills, knowledge, attitude and behaviors needed in order to perform their job more effectively. It is a short term process which helps the employees to work on minimizing the cost and maximizing the profit. This is a systematic modification of behavior through learning which occurs as a result of education, instruction and planned experience. Definition for Training and Development According to Michael Armstrong "This is the systematic development of knowledge, skill and attitude required by an individual to perform adequately a given task or job".
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BRFL conducts routine training sessions for the employer and employee to improve the efficiency keep the up to date with latest technology. After an employee has been selected, placed and introduced, it becomes necessary to arrange for his training, while education involves the knowledge and understanding of employees in a general way. Training aims at increasing the skill and abilities of workers to perform specific jobs. Importance of training and development It is the most important activity in an organization to the employees which develops and makes the employees suitable for the job. It is an ongoing process that would make them a valuable asset to an organization. This increases organizational efficiency, productivity, progress and development to a greater extent. Objectives of Training: To impart new entrants the basic knowledge and skill they need for an intelligent performance of defined tasks. To assist employee to function more effectively in their further role. To increase the productivity of an organization To reduce the cost of production. To give suggestions and recommendations to the company. To bridge the gap between existing performance ability and desired performance. Methods of Training: ON-THE-JOB-TRAINING: It is conducted at the work site and in the context of the job. It is, many times, informal. An experienced worker shows a trainee how to work on the job. OFF-THE-JOB METHODS: In these methods, trainees have to leave their work place denote their entire time to the development objectives. In these methods development of trainees is primary & may useable work produce during training is secondary.
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3. Compensation: It is the process of providing adequate, equitable and fair remuneration to the employees. It includes job evaluation, wage and salary administration, incentives, bonus, fringe benefits, social security measures etc. The salaries of the employees are based on performance, periodic performance appraisals are conducted and the salary is fixed based on performance. The following are the components of the compensation package: Basic Salary Dearness allowance Statutory payment( PF) Efficiency allowance Other indirect benefits such as lunch and transport facility etc. 4. Human Relations: It is the purpose of interacting among the human beings. It motivates the workers to work together productively and co-operatively. Practicing various human resources policies and programmers like employment, development and compensation and interaction among employees create a sense of relationship between individual worker and management. Among workers and trade unions and management. It is the process of interacting among human beings. Human relations are an area of management in integrating people into work situation in a way that motivates them to work together productively, co-operatively and with economic, psychological and social satisfaction. 5. Industrial Relations: It means the study of relations among employees, employer, Government and trade unions. POLICIES AND PROCEDURES OF BRFL
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BRFLS People; BRFL is proud and glad to have an experienced and talented workforce right from its inception. BRFLS commitment to employee welfare ensures high retention of employees and enables BRFL to have a dedicated and efficient team to extent unmatched service.
Working time and Attendance The office time of the company is from 9-00 am to 5-30 pm, the general shifts starts from 8-00 am to 5-00 pm, the second shifts starts from 5-00 pm to 2-00 am, Punching machines is used for making attendance that is kept in the security section, separate register are also maintained to mark attendance in the respective sections. The company has a total dedicated work force of 2500 employees. Child labour: No workers under the age of 18; minimum lowered to 14 for countries operating under the ILO Convention 138 developing-country exception; remediation of any child found to be working. Forced labour: No forced labour, including prison or debt bondage labour; no lodging of deposits or identity papers by employers or outside recruiters. Workplace safety and health: Provide a safe and healthy work environment; take steps to prevent injuries; regular health and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water.
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Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively; where law prohibits these freedoms, facilitate parallel means of association and bargaining. Discrimination: No discrimination based on race, caste, origin, religion, disability, gender, sexual orientation, union or political affiliation, or age; no sexual harassment Discipline: No corporal punishment, mental or physical coercion or verbal abuse Working hours: Comply with the applicable law but, in any event, no more than 48 hours per week with at least one day off for every seven day period; voluntary overtime paid at a premium rate and not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a collective bargaining agreement. Remuneration: Wages paid for a standard work week must meet the legal and industry standards and be sufficient to meet the basic need of workers and their families; no disciplinary deductions. Management system for Human Resources: Facilities seeking to gain and maintain certification must go beyond simple compliance to integrate the standard into their management systems and practices. Health and Safety: We follow a strict code of Health & Safety practices at conditions in the workplace and beyond. The code is monitored continually by internal management reviews, which involve representatives from all areas of the business. The group also reviews and updates the code regularly. Ensuring that all legislation and recommended practice is
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complied with. We constantly strive to remain eco-friendly by adhering to the highest international standards of manufacturing, effluent treatment and by using azo-free dyes and chemicals to ensure the welfare of our consumers and the sanctity of our natural environment. The Environment: Good environmental practice has always been a prime consideration in Bombay Rayons development, leading us to seek practical solutions to avoid the production of waste. Our business activity inevitably has an impact on the environment. We seek to minimize this impact as far as possible by operating a policy of sustainable development and constantly researching new ways to reduce pollution, wastage and the amount of resources used, while recycling as much as we can. In The Community: We take our responsibility to contribute to the community in which we operate seriously. We make every effort to support our staff and the wider society in improving our local community. The company has always taken an active role in local communities in which it operates, supporting many worthy causes. Bombay Rayon recognizes that its employees have an important role to play within the wider community and seeks to provide every effort to support its staff with charitable endeavours and local community initiatives. These activities have included promoting and sponsorship of individual and social activities, fund raising for hospitals and schools and coordinating with aid agencies and local authorities for projects around the nation. Corporate Values: We are committed to actions to restore and preserve the environment. We are committed to developing safe and clean technologies using the best environmental practices. We are committed to minimizing waste and pollutants, conserving resources, and recycling materials at every stage of the product life cycle. We will continue to work with
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customers and public authorities, vigorously pursuing the development, and implementation of improved technologies and products by minimizing their impact on the environment. We will develop effective methods and procedures, and will promote a culture in which all employees share this commitment. In this way, we aim to have an environmental performance we can be proud of, to earn the confidence and respect of customers, shareholders, and society at large, and to contribute to sustainable development.
Giving the salaries to all the employees at a right date of every month.(6th of every month) Every year increment is provided to al the employees. ESI and PF facilities are provided to all the employees. BRFL provides ARC (accident relief care) cards from the accident relief care (India) private ltd to all the employees. For small emergency accidents and small injuries first aid boxes are available in each department. Canteen facilities are provided to all the employees. Safety equipments are provided to all the employees. For ex; elements, glouse, shoes goggles. Drinking water is available at each department.
Welfare measures: Transport. Canteen. Medical facility.
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Social facility
Daily Routine & Responsibility of the Welfare Officer in the Factory Tour all areas of the factory in the morning to ensure that the housekeeping in all areas is addressed and notify the Housekeeper. (Checklist provided). Countercheck on the availability and usage of personal protective equipment and make arrangement to provide for it. Review the situations in the Canteen, Crche and ensure that the it is being maintained not only clean and tidy but the requirements provided are functional. Conduct employees interviews and also intimate the person of the availability of in a secluded place (Cabin) for if required for personal talk or discourse. Custodian of the Employee Handbooks and Awareness Books has to issues and explain to the employees the contents and keep record of this. Convener of all the committee meetings and custodian of record keeping of the minutes of the same.
COMMUNICATION CHANNELS OF GRIEVANCE ISSUES. All workers are freely report their grievances to the management through the below mentioned channels:Through Welfare Officer: Workers can report their grievance to the welfare officer at any time. Through Suggestion / Complaint Box: details will be kept confidential. Suggestion / Complaint Boxes are installed
in all toilet and canteen, so the workers can write their issues and drop-in it. The worker
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Through Committee Members: Five committees are constituted in the factory and those are: Prevention of Sexual harassment committee Grievance committee Environmental, Safety, and Health committee Canteen committee Works committee
All committee members have been elected from various batches, so the workers can freely communicate their issues to the members. Through Factory Manager: Workers can directly meet Factory Manager between
4.00pm to 5.00pm and report their grievance.
STRUCTURE OF HUMAN RESOURCE DEPARTMENT

HUMAN RESOURCE MANAGER
SR. HR EXECUTIV HR EXECUTIV E ASSISTANT
COMPLIAN CE OFFICER
SAFETY OFFICER
WELFARE OFFICER
DOCTOR
NURSE
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IDENTIFICATION OF THE PROBLEMS: Stress level is high among the employees in a view to increase the productivity. Only Authoritative leadership because the company doesnt give an opportunity to the workers to give their ideas and suggestions in the meeting. Employees turnover is high in Textile Industry compare to other industries, its a work burden to the HRD. The works selected in the Garments are most of them is uneducated and unskilled, they requires training and motivation programmers.
4.2 FINANCE DEPARTMENT

OPERATIONAL DEFINITIONS: Finance is the life blood and nerve centre of a business, just as circulation of blood is essential in the human body for maintaining life, finance is a very essential to smooth running of the business. It has been rightly termed as universal lubricant which keeps the enterprise dynamic. No business, whether big, medium or small can be started without an adequate amount of finance. Finance is the process of acquiring and utilizing funds of a business. This is the main department of any organization and is also necessary to design this department to design this department. Because, finance is like food & water for human body, without finance other activities of the business cannot be undertaken. But in todays business not only
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adequate finance is necessary but also it is necessary to manage it properly. That is why the finance department is having very a significant role in any business. Finance may be defined as the process of rising, providing and administrating of all money/funds to be used in a business enterprise. FUNCTIONS OF FINANCE DEPARTMENT: I. Estimating the financial requirement. 2. Selection of the source of funds. 3. Allocation of funds. 4. Analysis and interpretation of the results. 5. Usage of BEP techniques. 6. Capital budgeting 7. Working capital management. 8. Profit planning and control. 9. Fair return to the investors. 10. Maintaining liquidity and wealth maximization. IMPORTANT FUNCTIONS OF FINANCE DEPARTMENT FINANCIAL RECORD KEEPING & REPORTING: As Bombay Rayon Fashions Limited is a listed company; it is required to comply with strict accounting principles and regulations. It is critical to ensure that all transactions are properly identified, analyzed and recorded. Regardless of whether a Director / Senior Management person is directly involved in financial reporting or accounting, most come into contact with financial transactions directly or indirectly. All reasonable efforts are expected to ensure that all business records and reports are accurate, complete and reliable.
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BRFL is also having an effective finance department with different section the supreme body for this department is the director for finance then comes the general manager for finance, assistant general manager, and manager and so on from top to bottom. Totally 5 employees are working in the finance department. MAINTAINING ACCOUNTING POLICIES AND STANDARDS
It is utmost necessary that company should adopt Accounting Standards for recording the transaction in the best possible manner so that it enables the Shareholders to understand and come to conclusion and such guidelines are called accounting policies. 'Accounting Standards' refers to the standard of accounting recommended by the ICAI and prescribed by the Central of companies Act, 1956. There are 30 accounting standards followed in many organizations in India. Some of the significant accounting policies and standards, a) Background Bombay Rayon Fashions Ltd was incorporated on May 21, 1992 as Mudra Fabrics Pvt Ltd. On October 13, 1992 the company was converted into a public limited company. In September 30, 2004, the company got their present name, Bombay Rayon Fashions Ltd. During the year 2003-04, the company expanded the capacity by adding plant & machinery and other assets to the value of Rs. 402.61 lacks. In the year 2005, the company consolidated the Bombay Rayon Group business into Bombay Rayon Fashions Ltd. In March 2005, Bombay Rayon Private Ltd was amalgamated with the company with effect from April 1, 2004. Also, the two partnership firms namely Garden City Clothing and BR Exports were consolidated with the company with effect from March 1, 2005. b) Basis of preparation and Disclosure of financial statements As per the provisions of the companies act 1956, the preparation of financial statement is based on the accrual basis of accounting and mandatory accounting standards. c) Revenue Recognition
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Revenue from sales of goods (including sale of scrap) is recognized on transfer of all significant risks and rewards of ownership to the buyer. The Company recognizes revenues as sale is exclusive of sales tax and net of trade discounts and sales returns.. d) Employee Benefit As per the accounting standards the contribution to provident and pension funds are charged to the profit and loss account on an accrual basis. f) Investment It refers to as an asset which is held in an organization for earning income by means of dividend, interest etc., for the future benefits. REPORTING PRACTICES
The concerned department reports all of its financial activities to the Management within the first week of the month. The financial activities include purchases, sales, revenues, indirect expenses, provisions, direct expenses, etc. PROVIDING INFORMATION
Management always willing to know the financial activities and performance carried out in an organization. The concerned department reports all the financial activities like sales, services, purchases, provisions, expenditures, etc. The management always depends on minimum cost and maximum profit.
STRUCTURE OF FINANCE DEOPARTMENT
GENERAL MANAGER
ACCOUNTS MANAGER
CASHIER REVA INSTITUTE OF SCIENCE AND MANAGEMENT Page 42
ACCOUNTANT
ACCOUNT ASSISTANT
IDENTIFICATION OF THE PROBLEMS: Underutilization of capital lay in production Lack of investment on Infrastructure for IT change There is often lack of transparency in showcasing financial statements in the organization. The finance department often faces problems while dealing with outside agencies
such as government departments, including tax departments etc., while seeking sanctions or permissions. The accountants face problems in determining what should be considered as
revenues while accounting for an organization. There will be some human errors such as typographical mistakes. Such mistakes
might lead to problems in the final tallying of the balance sheet.
4.3 MARKETING DEPARTMENT

OPERATIONAL DEFINITIONS: Marketing is the economic process by which goods and services are exchanged and their values determined in terms of money prices.
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Marketing is the process of trading the goods/services for the purpose of making profits through customer satisfaction. Our Marketing and Selling strategy We have positioned our company in a reasonably strong position in the entire business segment in which we operate due to our quality, consistency, pricing and delivery schedules our customer profile for fabrics include leading garment exporters in India. Leading garment makers in the overseas markets, domestic garment manufacturers, domestic wholesalers and traders and retailers. In addition, we have developed a strong network of marketing agents who sells fabrics to various small sized unit and traders there by ensuring greater penetration of markets. As far as garment customers go, top labels in garments in the European and US markets are on our customer list. Our Distribution Channels We use the following distribution channels for marketing our products: Products/Market Segments Fabrics-Domestic sale Fabrics-Exports Garments-Exports BRFL-Marketing manufacturers/Retailers BRFL-Oversea Garment Manufacture / Exporters/ International Buying house. BRFL-Buying house international brands / Retailers . agents/Wholesalers/Garment Distribution Channel
Domestic sale of fabric The local retail market is well developed and we have been catering to this market for almost 2 decades. We have a network of over 10 agents and 70 distributors catering to network of more than 2000 retailers spread across India. Presently in the domestic retail
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division, we have a turnover of around Rs 200 lacks per month, which we plant to increase to Rs. 300 lacks per month. Domestic sale of fabric to readymade garment manufacturer exporters: This is the fastest growing market segment. With our range of fabrics, the buyers of these garment exporters specify and approve fabrics made by BOMBAY RAYON. Thus it is custom made product for these garment exporters. These are bulk and repeat orders. Domestic sale of fabrics to readymade garment manufacturers operating in domestic market: This is another fast growing segment mainly caters to domestic garment industry. many Indian and international brands have set shop to grab this ever growing market with the popularity of readymade garment going up, the Indian customer have almost topped buying fabrics from retails shops and getting the garment stitched from tailors. Export of fabrics We are established fabric exporters to various markets. Suiting fabrics exported to Europe and shirting to Middle East country. We are no concentrating and developing export of shirting fabrics territories too. Export of garment Our strategy for exports of garments is to focus on medium to high class garment as per unit price realization is maximum in high value garments segment. We have been able to attract well know names in overseas fashion garments industry, due to ability to offer garments based on seasonal fashions trends and color choices. Our expertise in design of fabrics as per customer specification, garment designs and garment samples meeting the stringent quality required have made a preferred garment supplier to discerning from Europe and USA. We enjoy a steady market for our products in this segment and have established significant brand goodwill among overseas buyers for our garments. In addition to above we are now focusing on significant reduction in turn around time.
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Export of Made Ups/Home Textiles We believe that in the post- WTO era, home textiles will be a driving force of Indian textile exports. With the closure of home textile plants in the US and shift in international buying patterns towards Aspic Pacific Region, there is expected to be considerable demand for home textiles out of Asian countries. STRUCTURE OF MARKETING DEPARTMENT
MARKETING MANAGER
SENIOR MARKETING EXECUTIVE
ASSISTANT MARKETING EXECUTIVE
IDENTIFICATION OF THE PROBLEMS: Lack of advertisement in Medias like T.V, newspaper to publicity of the organization product. The company is not providing attractive incentives for sales staff. There is a need for appointing number of sales agents.
4.4 PRODUCTION DEPARTMENT

OPERATIONAL DEFINITIONS:
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Production implies the creation of goods and services to satisfy human needs. It involves conversion of inputs (resources) into outputs (products). It is a process by which; raw materials and other inputs are converted into finished products. Any process which involves the conversion of raw materials and bought out components into finished products for sale is known as production. Such conversion of inputs adds to the value or utility of the products produced by the conversion or transformation process. The utility or added value is the difference between the value of outputs and the value of inputs. The value addition to inputs is brought about by alteration, transportation, storage or preservation and quality assurance. Production Department Production management to the application of management principles to the production process in a factory. In other words production management involves application of planning, organization, directing and controlling the production process. The planning department suggests the type of raw materials should by used to manufacture the product and then the production is carried in systematic manner in which different shops produce, where final product of the company is assembled. Production Function: Production function may be defined as the creation of useful products for sale with the help of inputs such as materials, machines labors land, capital and management. The production function represents between inputs and output. Objectives of production management: 1. Maximum customer satisfaction through quality, reliability, cost and delivery time. 2. Minimum scrap/rework resulting in better product quality. 3. Maximum possible inventory levels (i.e. optimum inventory levels). 4. Maximum utilization of all kinds of resources needed. 5. Minimum cash out flow.
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6. Maximum employee satisfaction. 7. Maximum possible production (i.e. outputs). 8. Higher operating efficiency. 9. Minimum production cycle time. 10. Maximum possible profit or return on investment.
FUNCTIONS OF THE PRODUCTION DEPARTMENT Garment factory work Tailoring Cutting cloth Fixing buttons Finishing Checking Ironing, Packing
Brief Description of different steps involved in garment manufacturing is as follows. Procurement of fabric: Based on the order and design, the fabric and appropriate fabric source are identified and the quantity required is assessed based on the consumption of fabric per garment,. We have a team of skilled professionals who makes this assessment. We source majority of the fabric required from our fabrics weaving plants at village sonale in Thane district, Navi Mumbai and silvassa. Fabric checking Besides fabric, the accessories are also thoroughly checked for defects and damages. Fabric cutting and garment stitching
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The fabric is laid on the cutting table and then plotted with the help of CAD /CAM machinery as per the specific patterns. This is a system for consumption planning and ensures optimum usage of fabric keeping the cutting wastage at the minimum level. After plotting the fabric is cut with the help of cutting machines. Different parts of shirt are then stickered for identification of size and shade. This process is known as sorting of fabric. The sorted fabric is then bundled and sent for fusing of the three main parts namely collars and plackets. Then collars and cuffs are attached to the main body completing the first stage. Final checking of garments We subject 100% of the garments that we manufacture to stringent quality control measures. To ensure that every piece manufactured is as per specification and the required quality standards, responsible for ensuring that all finished goods are free from defects and stitched as per measurement. This team compares the final product with the measurement chart and style chart given by the design department. Any variance beyond acceptable limits is rejected. PRODUCT PLANNING AND DEVELOPMENT Product planning and development is the process of searching ideas for new products, screening them systematically, converting them into tangible products and introducing the new products into markets. It is also involves formulation of product strategies and policies. It includes improvement in existing product as well as new development products. Product planning includes all activities starting from the concept of product ideas and ending up with full scale production and introduction of the product in the target market. MANUFACTURING TRIMMING DESPATCH TO MARKETS FINISHED GOODS PACKING WASHING OF GARMENTS & IRONING Page 49 PROCESS AFTER CUTTING, MAKING AND
STRUCTURE OF PRODUCTION DEPARTMENT

PRODUCTION MANAGER ASSISTANT PRODUCTION MANAGER FLORE INCHARGE
SUPERVISOR
TEAM LEADER
WORKERS
IDENTIFICATION OF THE PROBLEMS: The many of workers are unskilled and they required training, so it takes more time to set the workers to the particular work. The employee turnover is more in garment industry and this will reduce the production. The workers need regular Motivation.
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5. SWOT ANALYSIS AND FINANCIAL ANALYSIS: 5.1 SWOT ANALYSIS:

A seen of the internal and external environment is an important part of the strategic planning process. Environmental factor internal to the firm usually can be classified as the strengths or weakness and those external to the firm can be classified as the opportunities or threats. Such an analysis of the strategic environment is referred as SWOT analysis. The SWOT analysis provides information that helpful in matching the firms resource and capabilities to the competitive environment in which it operates. As such, it is an instrumental in the strategy formulation and selection in and administration of the company.
STRENGTH:
BRFL is giving great importance on quality and environment responsibility. Experience of our promoters is remarkable. Flexibility in manufacture of garments as to accommodate timely delivery. Designing capabilities are present in house. Lower turnaround time. Low labor cost. Economies of scale. Quality assurance. Sampling capabilities.
WEAKNESSES:
Unstable market share.
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Relatively lower volume of production leading to higher cost of production. Under utilization of asset structure. The Employees turnover is higher.
OPPORTUNITIES:
In carrying out their duties and responsibilities, Board Member and Senior Management Personnel should consider the following; Company can grab the market with small period as it is all ready established. Huge market potential in domestic. Continuous increase in demand. Develop local skills based through increased training. The product of BRFL range to cater different need of customer so it can utilize this opportunity against competitors threat.
THREATS:
The threat of Industrial unrest in terms of labor strikes. Change in customer demand due to change in taste and preference. Availability of skilled labors locally s not there. Unexpected price fluctuation and the variation in currency exchange. Heavy Competitions in the local markets.
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5.2 FINANCIAL ANALYSIS

COMPARATIVE BALANCE SHEET
Particulars
SOUR CES OF FUN D S Owne rs Funds Equity Share Capital Share Appication Money Reserves and Surplus Secured loan Unsecured loan Totals
M ar' 2010
M ar' 2011 Amt of Incre ase /D e cre as % of Incre ase /De cre ase e
11,19,000 2,02,700 1,79,74,200 2,14,67,200 33,34,200 4,40,97,300
12,79,000 8,60,200 2,45,12,400 2,76,55,500 36,42,400 5,79,49,500
1,60,000 6,57,500 65,38,200 61,88,300 3,08,200 1,38,52,200
14 324 36 29 9 31.41
APPLICATION OF FUN DS Fixe d Ass e ts Gross Block Less: Accumulated depreciation Ne t Block Add: C apital work-in-progress A Inve stme nts B Curre nt ass e ts, loans and advance s Less:Currnet Liabilities and Provisions Ne t Curre nt Asse tts C
Totals (A+ C) B+
2,09,14,400 16,55,200 1,92,59,200 55,42,600 2,48,01,800 4394800 17797800 28,97,100 1,49,00,700 4,40,97,300
3,16,98,200 30,16,300 2,86,81,900 63,75,700 3,50,57,600 2227200 25943800 52,79,100 2,06,64,700 5,79,49,500
1,07,83,800 13,61,100 94,22,700 8,33,100 1,02,55,800 -21,67,600 81,46,000 23,82,000 57,64,000 1,38,52,200
51.56 82.23 48.93 15.03 41.35 -49.32 45.77 82.22 38.68 31.41
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INTERPRETATION:
Current financial position and Liquidity Position; Current Ratio=Current Asset/Current Liability For 2010 = 17797800/2897100 = 6.143 For 2011 = 25943800/5279100 = 4.914 6.143-4.914 = 1.29 When 2010 financial statement is compared with 2011, the Current Ratio is Decreased by 1.22, but the Current Ratio i.e. 6.143 in 2010 and 4.914 in 2011; hence it is satisfactory because it is more than the standard which is 2:1.
Profitability of the concern: The profit of the company has been increased which is a good sign for a company. The net profit has been increased in the year 2010-2011 by 29.32% which compared to the year 2009-2010 which is 23.53%. The Balance Sheet shows that the fixed assets increased 41.35% more than the long term liability 31.41%. The Reserves and Surplus have been increased by 36.38%, it shows that the company made good profit. The overall financial position of a company is quite satisfactory.
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6. FINDINGS, SUGGESTIONS AND CONCLUSIONS 6.1Summary of Findings:

It is observed that the organization hierarchy is professional. The employees of the each department are well-versed or experienced with their activities and responsibilities. It is observed that large numbers of employees are under stress in view to increase the productivity. It is found that every one works with a team spirit and are all self motivated. It is found that there is need of strong information system to communicate effectively in the business system. The working capital turnover ratio is been favorable to the company. The company does not seems to be following a fixed policy as per as gross profit margin is concerned.
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6.1SUGGESTIONS:
Some suggestions are listed in general for overall development of the organization. BRFL should give more advertisement in medias like T.V and News paper to effectively by considering the type of programme and the time of airing an ad in TV and company should also explore the ad giving in magazine to improve its marketing position in the market. It is an essential for employees to design their own strategy and it is equally important for organization to develop programs that will help to reduce organization effect like absenteeism, poor industrial relation etc. It suggested redesigning the job as to use the maximum potential of the employee with an emphasis on employee involvement in such redesigning. This reduces the stress caused by monotony, anxiety boredom and fatigue etc. Meditation is also a strategy where it keeps employees mind away from stress factors and hence it will reduce behavioral effects. It is better for the employees to make some physical exercise like walking, jogging, swimming or playing games helps the employees to overcome from stress.
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It would be better for employees to make some sort of yoga when they are free. Yoga is effective stress modifier which helps in reducing both physical illness and mental disorder caused by stress. It is essential for employees to have proper time management. If they are planed their daily activities properly, then they can accomplish their work twice than the person who is not properly planed. It would be better for the organization to make counseling to employees in the matters like career planning, helping them in identifying their strengths and weakness help them to better to cope with stress. It is recommended for the organization to arrange work shop for control and reduction of stress. Such workshops may help individuals to learn dynamic stress and method of overcoming their ill effects.
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6.3 CONCLUSION:
From the overall study it was found that all the employees are stressed at their work place and stress had various effects on employees like psychological, behavioral, organizational and cognitive effects and even stress had considerable impact on their family. Most of the employees also tried to overcome from it, most of the employees agree that there is change in their behavior in the form of sleeplessness, experience high heart beat and blood pressure, poor in productivity and increase in accidents etc. It can be thus conclude that the stress is becoming an inevitable part of employees life and also they undergone various effects. It is necessary both for employees and organization by adopting either individual strategy like time management, physical exercise, relaxation, social support, open up to others etc. or organizational strategy like supportive organizational climate, improved communication personal well being etc.
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ORGANIZATIONAL STUDY

1.1 MEANING OF THE ORGANIZATION:

1.2 IMPORTANCE OF THE ORGANISATIONAL STUDY:

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

1.3 SCOPE OF THE STUDY:

1.4 OBJECTIVES OF THE STUDY:

1.5 DATA COLLECTION METHOD:

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

Company profile and Records Reports Internet

1.6 LIMITATIONS OF THE STUDY:

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2.1 ORIGIN OF THE INDUSTRY:

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REVA INSTITUTE OF SCIENCE AND MANAGEMENT

2.2 GROWTH OF THE INDUSTRY:

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

2.3 MAJOR PLAYERS OF THE INDUSTRY:

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2.4 CHALLENGES OF THE INDUSTRY:

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

3.1 HISTORY OF THE COMPANY:

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REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

Business Operation Background

Company Secretary Bankers Auditors

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

Company Secretary Director Nominee (EXIM)

Suresh Vishwasrao Prachi Deshpande M M Agarwal Mukul Sarkar

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

Bombay Rayon Fashions to set up apparel unit at Doddaballapur Apparel Park

3.2 VISION, MISSION AND QUALITY POLICY:

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3.3 NATURE OF BUSINESS:

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3.4 PRODUCT PROFILE:

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REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

VICE PRESIDENT GENERAL MANAGER

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

SUPERVISOR TEAM LEADER

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

FUNCTIONAL DEPARTMENTS 4.1 HUMAN RESOURCE DEPARTMENT OPERATIONAL DEFINITIONS:

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REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

Welfare measures: Transport. Canteen. Medical facility.

REVA INSTITUTE OF SCIENCE AND MANAGEMENT

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4.00pm to 5.00pm and report their grievance.