HUMAN RESOURCE MANAGEMENT (HRM)

PART-A
INTRODUCTIOIN
Human Resource Management basically deals with personnel

factor or manpower. All the resources in the form of Money, Material,

Methods and Machines would be rather insignificant without people or

men. Human Resource is the part of management function which is

primarily concerned with the human relationship within the organization.

Therefore personnel management is Planning, Organizing, Directing and

controlling of the performance of those operative function.

An organization is formed for the fulfillment of certain objectives

like earning the desired rate of objectives like earning a desired rate of

profit on investment, exploitation of certain natural recourses,

development of a given geographical area supplying to the some public

some essential goods or services..Machines, Materials, Money and all

other non human resource are the tools and aids that man uses to achieve

his tasks. Thus, a proper selection of men, their tactful handling and

proper management of an organization.

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 However, this is the most difficult of the entire management task in

an organization. Some people also say that ‘Management’ means

‘managing men tactfuly’.for Example:-Selection, Placement, Training,

Discipline, Grievance handling, Wage administration, Dismissal etc.

MEANING OF HUMAN RESOURCE MANAGEMENT

Human Resource Management means employing people developing their

resources, utilizing, maintaining and compensating their services in turn

with their job and organization requirement. As we all know that

personnel management is concerned with the people and their

relationship with their organization.

Human Resource Management is the central sub system of an

organization and it permits all type of functional management, marketing

management and financial management.

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DEFENITION OF HUMAN RESOURCE MANAGEMENT

“Personal management is that part of management that is concerned

with their relationship into an effective organisation.The men and women

who make up an enterprise and having regard for the well being of

individual and of working groups, to enable them to make their best

contribution to their success".

INSTITUTE OF PERSONAL MANAGEMENT, LONDON

“Personal management is planning, organizing, directing and controlling

of the procurement,development,compensation,integration,maintenance

and separations of human resource to the end those individual

organizational and societal; objective and accomplishment.”

“EDWARD FLIPPO”

3
 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

• This is only resourses,which is able tom produce an output greater

than its input

• It is man, who alone has the ability to think, conceive and grow,

shows satisfaction and dissatisfaction, pleasure or resentment,

acceptance or resistance towards all type of managerial actions.

• There is no fixed formula for reference of the management how to

motivate perssonel.iit can measure number of skilled muscular

motions per hour but not person’s enthusiyasasm,initiator,loyality and

devotion.

• All individual in an organization cannot be treated alike as to

individuals have different formidable and challenging task to motivate

and supervise a large number of people.

• It is the only recourse which will be com experienced and skilled as

the time passes where as other recourses generally depreciate as the

time goes on

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SCOPE OF HUMAN RESOURCE MANAGEMENT
The scope of management as in general and personnel in particular

have changed considerably, covering more areas and responsibility .it is a

fact that there is no general agreement between the authors as scope of

human resources management .how ever American society for training

and development (ASTD) contacted fairly an exhaustive study in this

field and identified nine main areas of activities of human resources

management.

They are as follows

 Human resource planning (HRP)

 Designing of organization and job

 Selection and staffing

 Training and development

 Organization development

 Compensation development

 Compensation and benefits

 Employ assistance

 Union/labor relations

 Personal research and information system

5
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

1. One of the main objectives of human resources management is an

effectives of human resources in order to achieve the organizational

goals

2. To create facilities and opportunities for individual or group

development so as to match it with the growth of organization.

3. Create and utilize and able and motivated workforce, to accomplish

the basic organizational goals.

4. To establish and maintain sound organizational structure desirable

working relationship among all the member of the organization.

5. To identify and individual and group needs by providing adequate and

equitable wages, incentives ,employs benefits and social security and

measures for challenging work, prestige ,recognisation ,security and

status etc.

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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

• Human Resource Planning.

• Good employee relation.

• Training and Development.

• Placement.

• Appraisal.

• Compensation.

• Union management.

• Employee satisfaction.

• Employee motivation.

• Improving the inter personal skills and knowledge.

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Introduction about Quality Circle

All organization operates under dynamic environment. In the present

day corporate world survival of the fittest is the order of the day.

Every organization has to find ways and means in order to face the cut

throat competition successfully and to survive the long run.

People in the organization are the key to success. Their participation

with attitude is one of the major factors that contributes to the growth and

success of the organization. There are many systems, methodologies and

process in every organization to ensure active participation and positive

attitude building among the people. One such system is “Quality Circle”.

This is gaining popularity in large number of organization in India.

Quality Circle is a people movement and people are the soul of it. It

promotes interpersonal relationship, team spirit and self development. It

provides opportunity to development of analytical and creative abilities

among the employees. While organization gets direct and indirect benefit

from Quality Circle.

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Meaning;

“Quality Circle” is a voluntary forum where employees are in the same

work area or doing similar type of work decide to form a small group of

their own and meet regularly for about one hour every week to identify,

analyze and solve work related problems with an ultimate objectives of

improvement of their total performance and enrichment of their work life.

Essential features of Quality Circle;

The main features of Quality Circle are;

 Voluntary forum:

Means employees decide to join Quality Circle on their own will.

No competition or pressure is to be brought on them to join or not to

join or can anyone be debarred from joining Quality Circle on any

ground like one’s being a union leader or lacking educational

qualification etc.

The management at all levels should take earnest steps to highlight

the benefit of Quality Circle movement. So that the people working in

9
the organization will feel that the necessity to come forward to

participate in the mission to improve the quality of their work life.

 Small group of employees:

Review of literature indicates that the optimum numbers of

members in any Quality Circle 2 members are enough. Research

studies reveals that any Quality Circle formed with less than 5

members would lose its vitality, because the absence of few members

at the meeting may cause a Quality Circle to become inactive. At the

same time more than 15members in a Quality Circle would result in

deprivation of opportunity for active participation by everyone in the

circle and also discussion not being very purposeful. As such the

minimum and maximum strength of Quality Circle is recommended as

5 and 15 respectively.

 In the same work area or doing similar type of work:

Research studies reveal that the members of Quality Circle must

be from the same work areas that do the same or similar type of

work, so that problems they identify will be familiar to all

members for effective discussion.

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 Meet regularly for about one hour every week:

The regularity of such meeting is of great importance in every

organization.

 To identify ,analyze and resolve work related problems:

Quality Circle helps the employees working in the same work area

day after day know best what problems are hindering the achievement

of good quality, productivity and optimum performance and also how

they can be solved. As such, the employees are the right person to

identify and solve the problems.

 Leading to improvement in their total performance:

As Quality Circle resolves work related problems relating to quality,

productivity, cost reduction, safety etc.It helps to improve the total

performance of work area it leads the organization naturally improve

resulting in both quantifiable as well as intangible gains.

 Enrichment of their work life:

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 The benefit of Quality Circle to the organization includes enrichment

of the work life of the employees because of the following;

What Quality Circles are not?

One of the pre requisites for successful operation of Quality Circle is

proper understanding of Quality Circle philosophy. In order to avoid

non- understanding of the concept among the members, it is better to

know about what Quality Circle are not?

 Quality Circle first does not confine only to quality of product or

service related problems. The Quality Circle philosophy includes

everything of work life such as housekeeping, improving the

information system, disposal of old records, segregation of ledger in to

operatives and in operatives, analyzing the causes and finding

solutions for delay in clearance of out station instruments etc.

 Quality Circle is formed with the objectives of improving the

quality of work, working environment and problem solving process. It

should not become a forum to high light individual grievances of

employees.

 Quality Circle should not be used as a means to unload all

problems of management.

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  Quality Circle will not simply identify the problems but commit till

solutions are found and properly implemented.

 The Quality Circle would not add for change the existing

organizational structure.

 As the scope, functions and process of Quality Circle are limited.

We cannot pre suppose that it would find solution to all problems.

Objectives of Quality Circle;

In order to achieve success in the Quality Circle programs it is extremely

important to lay down objectives or goals. Well defined objectives help

the organization to direct various activities of efforts and to plant personal

and finding future growth.

There are a number of objectives that can be accomplished in Quality

Circle program. The following are the important objective of Quality

Circle;

• To provide an opportunity for employees to use their creative and

innovative talents.

• To promote self discipline.

• To improve effective team work among the employees.

• To provide work satisfaction.

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 • To develop great safety awareness.

• To promote personal and leadership development.

• To improve communication in the organization.

• To catalyze attitudinal change.

• To help employees in experiencing greater feelings of

achievement.

• To encourage problem solving capacity.

• To bring about active root participation.

• To improve productivity.

• To bring about cost reduction.

• To build an attitude of problem prevention capacity.

• To generate a great sense of belonging and recognition among the

employees.

• To reduce abscentism.

Philosophy of Quality Circle;

• The worker knows where the shoe pinches, that is the man on the

job is in a better position to identify and spell out the defects in the

system.

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 • The solution to the problem from the persons involved will be far

more practical and feasible.

• The group approach in problem solving provides various

alternative solutions of which the best feasible solution could be

implemented.

• The frequent meeting and discussions on work related problems

improves thei9r awareness ensures people’s involvement and helps

co-operation resulting in improved quality of work life.

• The high needs of the organization will be fulfilled and self

development of the individual will also take place.

• Genuine and whole hearted commitment of top management in the

key input.

Code of conduct of Quality Circle;

• Attend the entire Quality Circle meeting and be on time.

• Listen to and show respect for the views of the other members.

• Criticize ideas, not persons.

• Everyone is equal during Quality Circle meetings

• Carry out assignment on schedule.

• Ensure that credit is given to those to whom it is due.

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 • Show thanks and appreciation to non members who gave

assistance.

• Always strive for win-win situation.

• Don’t be little to the ideas or opinion of others you are not the

judge.

• Before you criticize, give praise and honest appreciation.

Advantages of Quality Circle;

Quality Circle as a part of Total Quality Circle program brings to all the

parties of industry the benefits. Following are the advantages of Quality

Circle.

• Provides job satisfaction and job enrichment.

• Provides opportunity to develop human/social relation skill.

• Provides recognition.

• Ensures self development.

• Prepares employees for assuring higher responsibility.

• Develop[s problems solving and problem prevention capacity.

• Provides a forum for expression of creative idea and opportunity to

discuss problem and solve them.

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The following benefits will acquire by introduction of Quality Circle to

the organization.

• Quality Circle makes work place a pleasant one.

• It encourages small group activity and helps to accomplish pre –

determined goals.

• It improves the quality of work life and ensures harmony.

• It improves the communication skill.

• Better productivity through new ideas, innovation, problem solving,

involvement of the employee.

• No change is needed in the organizational structure and is flexible

enough for adoption of any type of function

• Organization gets the total man.

• Prepare the employer and employees to meet the challenges of the

changing time and conditions successfully.

Disadvantages of Quality Circle;

• Quality Circle is not formed on voluntary basis.

• Domination by few Quality Circle members.

• Insufficient training.

• Lack of management support.

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• Non implementation of Quality Circle recommendation by the

management.

• Multiplicity of languages.

• Management expecting quick tangible result.

• Non maintenance of Quality Circle records.

• Quality Circle meetings are not conducted regularly.

• Quality Circle meeting belong for more than one hour.

• Most of the project taken up was not completed within a reasonable

period of time.

• Management presentation was not made for most of the project

completed.

Structure of Quality Circle;

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One of the factors for the success of any organization is compatibility

between the organization structure and its function. For the success of

Quality Circle structural support is essential.

The Quality Circle consists of members, leaders, facilitators, steering

committee, top management and coordinating agency.

1. Coordinating Agency;

The coordinating agency coordinates the activity Quality Circle

throughout the organization for the smooth functioning of Quality Circle.

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There should be a senior officer to carry out the administration,

responsibility involved in the Quality Circle operation.

Functions of coordinator;

• Prepare a budget to carry out the Quality Circle activities and

submit it to the steering committee for the approval.

• Assist the steering committee in producing motivation and

recognition to Quality Circle.

• Maintain a library of publication on Quality Circle.

• Obtain permission from top management to send the Quality Circle

teams for case study, presentation contest conducted by reputed

organization and association.

• Arrange study tours for Quality Circle members to organization

where Quality Circle is functioning well.

• Organizes management presentation at regular intervals in

consultation with the steering committee members.

• Maintain record and monthly of all Quality Circle.

• Organize steering committee meeting regularly and keeps the

minutes of the steering committee meeting.

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• Organize training program for the facilitator, leader and members

at regular intervals.

• Promote Quality Circle activities throughout the organization.

• Communicate the decision of top management on the propose

solution on problem to concerned facilitators.

2. Top management;

Without an enthusiastic support from top management Quality

Circle cannot be expected to succeed for the continuous growth of

programs of the top management must support Quality Circle by

providing the following facilities.

• Producing recognition to achievement in quality and seeing the

provided the organization is appreciated by Quality Circle

members.

• Guidance assistance in conducting training program.

• Guiding in providing adequate infrastructure.

• Taking necessary steps to identify the need for effective

functioning of Quality Circle.

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 • Guiding in publishing Quality Circle activities.

• Providing financial and budgetary support.

• Prompt implementation of recommendation.

3. Steering committee;

The steering committee sets goals for Quality Circle activities. it

formulates operational guidelines and controls rates of expansion. It is

comprised of heads of major functions as members and chief

executives of the organization as the chairman.

Functions of steering committee;

• Interact with the facilitators for smooth and successful

functioning of Quality Circle.

• Evaluate in the activities of Quality Circle at regular intervals.

• Attending all management presentation.

• All management presentation must be selected the guideline for

selection of best management presentation must be laid down

• Establishing promotion and publicity plan

• Determine the requirement of consultancy service

• Understanding the problem faced by quality circle and finding

right solution

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 • Taking decision on important recommendation of quality circle

falling outside the boundary of facilitator which are hence

reported to steering committee

• The primary task of steering committee is to select the

facilitator.

4. Facilitator;

The facilitator is usually senior officer of department, where Quality

Circle are functioning and is nominated by the management. It acts as a

connecting link between higher level of management and Quality Circle.

Basically the facilitator is a friend, philosopher and guide to the Quality

Circle members.

Traits of Facilitators;

• Must enjoy working with the people.

• Must be excellent in communication skills.

• A facilitator needs a good working knowledge of all the activities

of the organization.

• Do not complain condemn or criticize in public.

• The general requirement to be possessed.

• He should have good educational background.

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 Function of Facilitator;

• Work closely with steering committee.

• Provides necessary support and infrastructure for smooth conduct of

Quality Circle.

• Maintain Quality Circle records.

• Facilitate management presentation.

• Help the leader during training of members of Quality Circle.

• Help the members of Quality Circle in selecting leaders, deputy

leaders in case of request from members of Quality Circle.

• Attend Quality Circle meetings regularly till Quality Circle becomes

operational its own.

• Ensure that Quality Circle meetings are held regularly.

5. Leader;

For the successful functioning of Quality Circle, the role of leader is

very important. The leader and deputy leader are to be chosen by the

Quality Circle members. A leader once selected should not remain the

leader for ever. It is desirable to rotate the Quality Circle leadership either

at regular intervals or after the competition of the project. This rotation

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procedure gives every member an opportunity to become a leader. This

enables the Quality Circle members to develop leadership capabilities.

Functions of Leader;

• Conduct the Quality Circle meeting

• Ensure that Quality Circle members work as a motivated and

dynamic team.

• Plan the agenda of meeting and ensure discipline.

• Records the minutes of meeting .

• Holds discussion with the facilitator before and after the meeting.

• Helps to identify the problem.

• Helps to create a climate of least among members.

• Organizes management presentation.

• Involves every members activity.

• Teach and train circle members in Quality Circle took.

Members;

Member is the most important person in the entire structure because

without members there can be no circle and no programs at all. Hence

the members are heart of circle programs and proper utilization of

their untapped brain process in the key to its success

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Functions of Members

• Actively participate in Quality Circle meeting

• Contribute their best in identifying the problem

• Contribute the idea for solving the problem

• Help the leader in preparing management presentation

• Motivates other employer to become members of Quality Circle

• Carry out assignments as per the schedule

• Listen to and show respect for the views of other members

• Always strives for the win- win situation

• Participating in training program and obtains their learning

• Criticize ideas but not person

Conclusion;

For the above analysis that it is clearly that Quality Circle can

contribute both tangible and intangible gain to the organization

provided people at different levels activity participate in Quality

Circle programs.

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 Remedial Measures;

1. Keep the program voluntary

The participation of Quality meeting must be voluntary that is

instead of bringing pressure on the employees or not to join Quality

Circle, management at all levels should take steps to highlight the

benefit of Quality Circle movement. So that people working in the

organization will voluntary come forward to participate in the mission

in order to improve the quality of work life.

2. Control

A few members in the circle dominate the meeting, other members

look interest therefore, and the leader could facilitator must be trained

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 to control and guide the members. So that everyone gets on

opportunity to participate in a very effective manner

3. Long life learning

Management should make arrangement to provide adequate training to

all the employees and the method of training should be simple.

To make the practice of Quality Circle more meaning full all

training programs should have a session on Quality Circle.

Training should be a continues activity for the successful

functioning of the Quality Circle. The training to employees should

includes the following topics

a. Quality Circle concept

b. Different looks of Quality Circle and its application

c. Quality Circle structure, management presentation, maintenance

of records.

d. Human relation, group dynamics, public, speaking, etc.

4. Obtain commitment from top management

For the success of Quality Circle moral support and commitment of

the top Management is essential. Top management should attend

Quality Circle meeting regularly. Still elements of complaints are issued

out and the members are capable of identifying and solving the problems

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themselves with in the reasonable time. Top management can send

application letters to the home address of the Quality Circle members or

certificate showing the competition of project can be presented to the

members along with furnished projects displayed in a notice board or a

monthly booklet can be published by the organization to report Quality

Circle activities.

5. Implementation of circle recommendation

The steering committee should attend to all the recommendation of

Quality Circle immediately, whenever the recommendation can be

implemented it should done without delay. Where the recommendation

cannot be implemented the circle should be explained the reason for non

implementation in convincing manners.

6. Common language

In a country like India, multiplicity of language is problem especially

at operating level. Therefore the leaders should encourage the member to

contact the meeting in a language which is familiar to all member of

Quality Circle.

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7. Start slowly grow slowly

Experience has procured that it takes time to get result from Quality

Circle find its route; it becomes a continuous result yielding tree. It can

be compared coconut tree. Which take time to yield coconut but once it

starts yielding. The yield is continues forever. In other words

management should not expect quick tangible results.

8. Maintenance of Quality Circle rewards

To develops self confidence of Quality Circle members and to

maintain the high morale of Quality Circle members Quality Circle

should maintain register for recording minutes of the meeting and

progress of problems.

9. Quality Circle meetings

The danger of Quality Circle meetings at longer intervals is that the

intervals tend to eventually a final meeting is stopped altogether. If there

is a policy of holding Quality Circle meetings every week. Quality Circle

can be expected to meet at least twice or thrice a month.

The facilitator should take necessary steps to formulate policies with

regard to Quality Circle meetings and infra structure for the meeting and

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Such policies should be clearly defined and communicated to all the

members.

10. Duration of Quality Circle meetings

Quality Circle prolonging for more than one hour can be avoided, if the

facilitator can take one or more of the following steps;

• Prior notice of Quality Circle meeting should be circulated to

members.

• Insist only the topic included in the agenda should be discussed in

the meeting.

• Keep the discussion moving have question already to ask if the

question lags.

• Change the seating arrangements of the members in every Quality

Circle meeting.

• Ensure the minute of the meeting popularly recorded and

distributed.

• Conclude the Quality Circle meeting on time or ahead of time.

11.Themes of Quality Circle meeting;

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 As the project taken up is not completed within a reasonable period of

time, the facilitator can take one or more of the following steps;

• Provide full support to the member for early completion of the

project taken up.

• Encouraging the circle to call in an expert for temporary guidance.

• Suggest a review of a training technique that has potential for use

by the Quality Circle at this time.

12. Management Presentation;

The facilitator should report to their management what project they had

been working and what recommendation they wish to make, within a

reasonable time. All the members of the circle and their leader should

attempt management presentation.

If the facilitator fails to report management presentation, the steering

committee should carry out the correspondable regularly with the

facilitator and encourage them to make management presentation as early

as possible.

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 RESEARCH DESIGN

A study of Quality Circle at “BOMBAY RAYON FASHION

LTD”

People in the organization are the key to success. Their participation

with attitude is one of the major factors that contributes to the growth and

success of the organization. There are many systems, methodologies and

process in every organization to ensure active participation and positive

33
attitude building among the people. One such system is “Quality Circle”.

This is gaining popularity in large number of organization in India.

“Quality Circle” is a people movement and people are the soul of it. It

promotes interpersonal relationship, team spirit and self development. It

provides opportunity to the development of analytical and creative

abilities among the employees, while organization gets direct and indirect

benefits from “Quality Circle”.

Statement of the problem:

In today’s’ business world, most of the organization are dynamic and

changing business environment. The study is aimed at the analysis of

involved process of diagnosing and improving the effectiveness of the

work group with particular attention to work procedure and inter personal

relation. Quality Circle is the effective techniques by which members of

Group diagnose together to solve the problem and improve their

effectiveness

The effort in this study is to make a survey of employees at BRFL,

Doddaballapur to find out the opinion pattern, access and combine the

trait of employees to form a overall impression and identify how people

understand the cause of such opinion and speculate the reason for the

same

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Objectives:
• To study the opinion of the employees with specific references to of

concept of “Quality Circle”, participation, working at the organization.

• To ascertain employees opinion concerning system, methodologies

and process to ensure participation and building the attitude towards

“Quality Circle”.

• To suggest improvement in the direction.

Scope

This study was conducted to find out the performance of Quality

Circle at BRFL, DODDABALLAPUR This will serve for future research

work.

Operational Definition of the concept Quality Circle:

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 “Quality Circle” is a voluntary forum where in the same work area or

doing similar type of work decides to form a small informal group of

their own and meet regularly for about one hour every week to identify,

analyze and solve work related problems with an ultimate objective of

their total performance and enrichment of their total work life.

Limitations of the study:

• Time of the study was limited.

• The sample size was only 35 and the study was based on those

samples.

• The study is limited to BRFL Company.

Methodology of data collection:

• Primary Data;

Question was asked to the employees about the Quality Circle at

MRF Limited, Kottayam.

• Secondary Data;

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 Other than questionnaire been asked, various books were referred

like annual reports, broachers and other magazines and web site of the

organization.

Sampling Design

Sample size;

The size chosen a sample for the study is 35.

Tools and Techniques of data collection:

Structured questionnaire were designed to collect primary data and also

interviews were taken to collect the data.

Plan of Analysis:
• Stratification of data.

• Tabulation of data sequencing and arranging the data logically in

line with the objectives.

• Graphical representation of tabulated data.

• Arriving at the key findings based on human resource inputs in the

graph.

• Drawing conclusions from key findings in comparison with

objectives.

37
Overview of the Chapter Scheme:
Chapter1: Introduction.

Introduces the subject matter of the study. This chapter covers the

importance of Human Resource and about the concept Quality Circle.

Chapter2: Research Design.

It gives information about the objectives, scope, limitations and method

of data collection.

Chapter3: Company Profile.

It gives all information about the company.

Chapter4: Analysis and Data Interpretation.

This chapter gives an analysis and interpretation of data collected from

the employees.

Chapter5: Summary and Findings.

This chapter gives findings and customer survey.

Chapter6: Suggestions and Conclusion.

This chapter gives relevant suggestions to the company for further

improvement.

Chapter7: Appendices and Annexure.

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This chapter includes the copy of the questionnaire and all other useful

material collected from the organization.

Chapter8: Bibliography.

This chapter includes the reference made from text books, journals and

magazines.

3. INTRODUCTION TO BOMBAY RAYON

FASHION LIMITED

INTRODUCTION:-

39
BRFL is a multi divisional textile company engaged in the
manufacture of a variety of fabrics and garments with
modern production facilities. This company was promoted
by janardan agarwal in 1986, with a modest beginning of
manufacturing fabrics, they expanded there fabrics
capacities and started catering to premium shirtings
segment. Realizing the potential there group has 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.

Presently they are exporting 100% of their

garments. However they supply fabrics to the domestic
garment exporters they have positioned there selves as a
multi product, multi fibre and multi market player
ensuring that there target market is a diverse mix of the
domestic fabrics market, garment export trade and
international market. There 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. They
currently employ over 5000 people.

Presently they have 250 weaving machines

producing approximately 20 million meters of woven

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fabric per annum and 2800 sewing machines with
production capacity of 8.4 millions garments per annum.

• STRATEGY OF THE COMPANY

1. To strengthen the fabric business in order to have full

control of entire fabric supply chain- from yarn
dyeing, weaving to processing of fabrics. They intend
to achieve this through implementation of new
project facilities. This would not only help them to
achieve total quality control at each stage, it would
enable them to cut out delays in delivery of fabrics to
there garment units. These apart there stress on
building & enhancing there design capabilities
enables them to present there own collections & offer
a total package solutions to the customers.
2. To rapidly expand garments capacity to meet the
growing opportunity in the market place and in the
process actively consume 30-50% of there own
production of fabric.
3. Position there selves in the mid to high end garment
segment such that they enhance there acceptance
and improve there capabilities to meet the stringent
compliance stipulated by such customers once this is
achieved, entering the commodity market would
pose little difficulty.

41
 • BUSINESS MODEL OF BRFL
They are a multi product, multi fibre and multi market
company operating in the manufacture of woven fabric &
garments. There presence in the total value addition chain
in textiles is indicated below:

Fibers Yarn Weavin Processi Garmen

g ng ts /
(natural/ (Spinning
home
& _
man Textiles
Texturisin
Yarn &
made) g)
fabrics

X

**

X

(  Denotes there presence in the business segment)

(* activity proposed under the Expansion project)

(X denotes that they are not into the business segment)

42
 • COMPETITIVE STRENTHS OF COMPANY

• Experience of promoters
• Flexibility in manufacture of garments
• Designing capabilities
• Lower turnaround time
• Low labour cost
• Economies of scale
• High productivity
• Low interest cost
• quality assurance
• sampling capabilities
•
• VISION AND MISSION OF THE BRFL COMPANY

• MISSION

• Most innovative – sought after Fashion Apparel and

Fabrics Manufacturer.
• Most dependable for shortest turn around time.
• Most reliable for quality, service and deliveries.
• Most permanently bonded with customers, suppliers
and other stake holders.

43
• Most valued employer.
• Most looked up to for transparency, governance and
social responsibility.

• VISION

Be 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 Par Excellence.

• MARKETING AND SELLING STRATEGY OF THE

ORGANISATION
They have positioned there company in a
reasonably strong position in all the business segments
in which they operate due to there quality, consistency,
pricing and delivery schedules. There customer profiles
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, they have
developed a strong network of marketing agents who
sell fabrics to various small sized units and traders
thereby ensuring greater penetration of markets. As far
as garment customers go, top labels in garments in the
European and US markets are on there customers list.

44
 • DISTRIBUTION CHANNELS
They use the following distribution channels for
marketing there products:

Products/ market Distribution channel

segments
Fabrics- domestic sale BRFL- marketing agents /
wholesalers / garment
manufacturers / retailers
Fabrics- exporters
BRFL-overseas garment
manufacturer / exporters /

Garments- exporters international buying houses

BRFL- buying houses /

international brands / retailers

45
CUSTOMERS PROFILE
Federated stores – U S A
V F (WRAGLER) – U S A
Liz Claiborne – U S A
DKNY – U S A
ECKO – U S A
MARK ECKO – U S A
Guess – Italy
Roberto Cavalli – Italy
Tom Tailor – Germany
Otto’s – Germany & Switzerland
C & A Chain of Stores – Germany
Kiabi Stores – France

WR Replay – Italy
BHS – UK
Burtons – UK
Topman - UK
Kickers – UK
Next – UK
GEORGE – UK

46
 • MILESTONES OF THE BRFL
• 1986 Bombay Rayon Group was established by Mr.
Janardhan Agarwal.
• 1990 First fabric manufacturing facility came into
existence in Maharashtra.
• 1998 Bombay Rayon group commenced export of fabrics.
• 2001 Garment division was launched.
• 2005 Bombay Rayon Group�s business was consolidated
into BRFL.
The company made a successful IPO and is listed
on all the stock exchanges in India.
BRFL also acquired DPJ Clothing U.K., supplying to
high street retailers in U.K.
• 2005 BRFL set up 7 garment manufacturing facilities in
Bangalore with 7000 machines.
• 2007 BRFL acquired �Leela Scottish Lace� one of the
largest garment manufacturing units set up in
India, making BRFL one of the largest apparel
groups in India.
• 2007 BRFL also acquired �LNJ Apparel� a 1000 machine
specialized bottoms plant.
• 2007 BRFL marked the commencement of the mega USD
250 million textiles and garment project under
a special MOU signed with the government of
Maharashtra.
• 2008 BRFL acquired the iconic brand �Guru.�

47
PRODUCT PROFIL

• FABRIC

Every fabric in the Bombay Rayon collection must pass the ultimate
comfort test. That’s why we take the time and expense to ensure it stays
so unbelievably soft and comfortable. Our commitment to genuine
Bombay Rayon quality shows in the fabrics we use. Along with our
incredible fabrics and size offerings, at Bombay Rayon you'll find colour!
Vibrant and subdued, classic and contemporary, be on the watch for the
new Summer-Monsoon collection to unfurl shortly.

Bombay Rayon is a leading supplier of quality fabrics worldwide. We at

Bombay Rayon understand the needs of this exciting industry and are
committed to supporting our customers’ requirements. Our line combines
quality and style with an extensive offering of men’s styling.

You're sure to find the perfect jacket while browsing

through our on-line catalogue. We offer a large variety of
fabrics to choose from and pricing options to fit every
budget. We feature premium Shirting, Suiting, Voiles and
Fashion Garments - all of which co-ordinate wonderfully
with every fabric.

• APPAREL

Comfortable, pure and simple - that’s what the Apparel Collection from
Bombay Rayon is all about. Great clothes in easy, contemporary styles
made from soft, durable fabrics that you’ll enjoy wearing to the office, on

48
the road and over the weekend…whenever and wherever your active life
takes you.

Our collections are made up of true wardrobe essentials for today’s work
environment. Whether you need a uniform for your team, a gift or
program item, Bombay Rayon’s apparel collection has just the right looks
to fit both casual and more formal occasions.

The corporate casual collection reduces the time and effort spent in
looking great with natural coordinating combinations you'll love for both
work and leisure. In this collection of Bombay Rayon apparel, we're
proud to offer apparels of the highest quality, with construction details
that are evident in every style we make. Our styles have the look and
functionality of outdoor apparel, but are made in everyday friendly
fabrics that easily transition into the workplace.

And the best part is, we're priced right. Value is a large part of the
equation that's kept the Bombay Rayon Apparel Collection so popular
over the years. You can afford the best! For the most comprehensive
selection of quality corporate casual apparels, take a close look at our
collection.

INITIATIVES

• SOCIAL INITIATIVES

49
Bombay Rayon has initiated the implementation of SA8000 for its
Doddaballapur Mill. SA8000 is a global social accountability standard for
decent working conditions, developed and overseen by Social
Accountability International (SAI). SAI offers training in SA8000 and
other workplace standards to managers, workers and auditors. It contracts
with a global accreditation agency, Social Accountability Accreditation
Services (SAAS) that licenses and oversees auditing organizations to
award certification to employers that comply with SA8000.

SA8000 is based on the UN Universal Declaration of Human Rights,

Convention on the Rights of the Child and various International Labour
Organization (ILO) conventions. SA8000 covers the following areas of
accountability:

CHILD LABOUR:
No workers under the age of 15; 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 labor, including prison or debt bondage labor; no lodging of
deposits or identity papers by employers or outside recruiters.

WORK PLACE SAFETY & HEALTHY:

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.

FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE

BARGAINING:

50
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

DISIPLINE:
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 & SAFETY:

We follow a strict code of Health & Safety practices at conditions in the

51
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 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 Rayon’s 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.

We view all environmental regulations and legislation as the minimum

standard to be attained and strive to exceed them significantly where
possible as the needs of the retail industry have changed. Bombay Rayon
has worked closely with our retail partners to develop economic and
environmentally friendly solutions to their waste problems.

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.

52
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 endeavors 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 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.

TECHNOLOGY INITIATIVES:

53
Bombay Rayon Fashions Limited has partnered wit Datatex and SAP to
implement a company wide Enterprise Resource Planning tool (ERP) to
cover all textiles and garmenting processes under one roof.

Datatex specializes in the Textile and Garment industry.

Today there are over 11500 workstations using datatex
ERP in 38 countries in 14 different languages. Its
customers include some of the world's largest and most
important textile manufacturers. Datatex serves its
international customers through its offices in Italy, Israel,
the USA, Germany and Switzerland.

PRESENT STATUS OF BOMBAY RAYON

FASHION LTD:

Bombay Rayon Fashions (BRFL) manufactures woven fabrics and

readymade garments (mainly men’s shirts). The company’s 140 weaving
machines are spread at three locations -- village Sonale in Thane district,
Navi Mumbai and Silvassa -- producing approximately 10.9 million
meters of fabric per annum. Two facilities in Bangalore produce around
6,000 garments per day.

BRFL is setting up an integrated yarn dyeing, weaving, processing and

garment manufacturing facility at the apparel park being developed by the
Karnataka Industrial Area Development Board (KIADB) in Doddballapur
near Bangalore. The Rs 161.72-crore project includes Rs 17.42 crore for
working capital. The company is raising Rs 101.72 crore through a rupee

54
term loan under the Technology Upgradation Fund Scheme (TUFS), with
5% interest subsidy. The balance is to be raised through the present IPO.

Post- expansion, BRFL will add two new divisions -- yarn dyeing and
processing -- apart from expanding its capacity in weaving and garment
manufacturing. The yarn dyeing division’s capacity will be 2,000 kg per
day, and the processing division’s 93,999 metres per day. The weaving
capacity is to be increased by 48 machines to 198. The garment capacity
will go up more than four times to 28,000 pieces per day.

The prospectus also mentions that, along with other intermittent

expansions, the garment capacity will increase 10 times to 60,000 pieces
per day by April 2006.

Strengths

• The abolition of the quota regime has opened new

growth avenues for export-oriented garment
companies such as BRFL.

• Besides expanding garment-manufacturing capacity,

product portfolio is to be diversified to include ladies
tops, kids wear, and bottoms for men and women.

Weaknesses

• The post-quota regime has lead to an increase in

competition. This could affect the profit margin,
going forward.

55
 • Considering the current status, the expansion of
capacity is unlikely to be completed and
commissioned by March 2006.
• The project size and scope is larger than the current
scale of operations.

Valuation

In FY 2005, BRFL reported a profit of Rs 7.26 crore with an EPS of Rs

1.5 on diluted equity. The P/E ratio stands 40 times the lower end of the
offer price (Rs 60) and 47 times the higher end (Rs 70). On the other
hand, Gokaldas Exports and SPL Industries, much better placed than
BRFL, are trading at a P/E of 19 and 17 times, respectively.

The first quarter results of FY 2006 give an annualized EPS of Rs 3.9.

Notably, the company merged two partnership firms with it on 1 March
2005, boosting the results. Considering this EPS, P/E will be 15 to 18
times. On the same basis, P/E on an annualised EPS of Gokaldas Exports
and SPL Industries is 15 and 14 times, respectively.

• HR STRUCTURE OF THE COMPANY

MANAGER-HR

WELFARE OFFICER HR-EXECUTIVE

56
ORGANISATION STRUCTURE

CEO

MANAGING DIRECTOR

GENERAL MANAGER

ASST.GENERAL MANAGER

MANAGER

MANAGER-HR PERSONAL OFFICER

WELFARE HR- PERSONAL PERSONAL

OFFICER EXECUTIVE ASSISTANT ASSUSTANT

S
MANAGER-ASSISTANT

SUPERITENDENT

SECTION HEAD
57
 WORKER ASSISTANT

FUTURE PROSPECTS OF THE COMPANY

Bombay Rayon Fashions Ltd plans to invest Rs 1,100

crore in Maharashtra for setting up fabric and garment
making facilities. The company signed a memorandum of
understanding with the Government of Maharashtra. New
facilities will come up at Tarapur, Islampur, Ichalkaranji,
Latur, Nanded, Osmanabad and Amravati.About 32,000
direct and 50,000 indirect jobs will be created. The
company has Rs 400 crore as equity capital, the balance
will be obtained as debt, which has already been tied up.
Yarn dyeing and fabric processing will see an investment
of Rs 450 crore each while garment manufacturing will get
Rs 200 crore. Production at two of the garment plants at
Osmanabad and Ichalkaranji in Maharashtra has already
started.

58
 ANALYSIS AND INTERPRETATION

The data after collection has to be processed and analyzed in

accordance with outline laid for the purpose at the time of developing the
plan. This is essential for a scientific study and for ensuring that we have
all relevant data for making complete comparison and analysis.

The study was designed to elicit information

regarding the opinion of the employees at Bombay
rayon fashion ltd then was classified and tabulated so
that raw data could be arranged in a concise and logical
order, the enabled comparison and formed a basis for
graph which are used to analyze the data

The objectives of the study are;

• To study the opinion of the employees with

specific reference to the concept of Quality Circle,
participation, working at the organization.
• To ascertain employees opinion concerning
system, methodologies and process to ensure

59
participation and building the attitude towards Quality
Circle.
• To suggest improvement in the direction

Table no: 1 showing the age profile of the respondents

Age No. of respondents Percentage

Less than 30 8 22.85

30-40 14 40
40-50 5 14.30
50 and above 8 22.85
Total 35 100

Analysis:

From the above statement we can see that

14.30% of respondents belong to age group 40-50,

22.85% of respondents belong to age group of 30-

40, 40-50 each and 40% of the respondents belong

to the age group of 30-40.

Inference:

From the above analysis, it is evident that

majority of respondents are in the age group of 30-

60
40, so majority of people have reasonable number

of years experience who are middle aged.

Chart No.1 Showing age profile of the respondents

Responses

Less than 30

30-40

40-50

50&above

61
Table no.2 showing the gender of respondents

Gender No. of respondents Percentage

Male 35 40
Female 25 60
Total 60 100

Analysis:

From the above response we can see that 40% of the respondents are

male & 60% of the respondents are Female.

Inference:

62
 From the above analysis, we can infer that 40% respondents are male &

60% of respondent are female. The sample selected for our survey was

from the production unit, which involved male and female employees.

Chart No.2 Gender of respondents

63
 60

50

40
Percentage

30
Gender

20

10

0
Male Female
Gender

64
Table no.3 showing the education qualification of respondents

Qualification No. of respondents Percentage

IT/Diploma 13 38.15
Degree 14 40
PG 8 22.85
Total 35 100

Analysis;

From the above statement it reveals that 22.85% of the respondent

having P.G Qualification having, 38.15%respondents having I.T/diploma

Qualification,40% of respondents having Degree Qualification.

Inference:

From the above analysis it shows that majority of people having

minimum degree qualification. There has been a maximum sample of the

proportion who are degree holder are comparatively higher than that of

ITI/Diploma and P.G

65
Chart No.3 Education qualification

IT/Diploma
Degree
PG

66
Table No.4 Showing the departments of respondents

Department No. of respondents Percentage

Production 12 34.28
Engineering 9 25.72
Quality Assuuarence 4 11.43
Plant Technical 10 28.57
Total 35 100

Analysis:

It is observed from the above table 11.43% of the respondents belong to

Quality Assurance department, 25.72% of the respondents belong to

Engineering department, 28.57% of the respondents belong to Plant

Technical department and 34.28% belong to Production department.

Inference:

It is infer from the above analysis that majority of the respondents

belongs to Production department. Which requires more professional and

more employees rather than other department.

67
 Chart No.4 Department of respondents

Production
Engineering
Quality assurance
Plant technical

Table No.5; Showing the years of experience of respondents

68
Years of experience No. of respondents Percentage
Less than 10 10 28.57
10-20 12 34.28
20-30 8 22.87
30 & above 5 14.28
Total 35 100

Analysis;

The above table depicts that 14.28% of the respondents having 30 and

above years of experience, 22.87% of the respondents have an experience

of 20-30 years, 28.57% of the respondents having less than 10 years

experience and 34.28% of the respondents having 10-20 years of

experience.

Inference;

From the above analysis, we can infer that the majority of the

respondents having 10-20 years of experience. It helps the organization to

carry out the project through better way and it also increases the

productivity with a greater command over bottle neck.

69
Chart No.5 Years of experience of
respondents

less than 10
20-Oct
20-30
30 & above

70
Table No.6 showing employees feel about the organization

Response No. of respondents Percentage

Very good 6 17.15
Good 15 42.85
Ok 14 40
Total 35 100

Analysis:

From the above statement, it reveals that 17.15% of the respondents

feel that their organization is very good, 40% of the respondents feel that

Ok and 42.85% of the respondents feels good.

Inference:

From the above analysis, we can infer that 42.85% of the respondents

feel that their organization is good. The organization has been able to

provide an opportunity to the employee to extend creative and innovative

talent and in achievement of personal goal in the means of achieve

organizational goals.

71
 Chart No.6 Employees feel about organisation

45

40

35

30
percentage

25

20 Response

15

10

0
Very good Good Ok
Response

72
Table No.7 Showing the self association of employees with BRFL.

.
Responses No. of respondents Percentage
Reputation of employees 7 20
The job is challenging 0 0
Fulfills the requirements 20 57.15
Provides opportunity to

utilize my skills and 8 22.85

knowledge
Total 35 100

Analysis:
From the above attribute we can see that 20% of the respondents
associate themselves with the organization due to the reputation of the
company, 22.85% associate with the organization to utilize their skills
and knowledge, 57.15% of the respondents’ associates to fulfill the
requirements
Inference:

From the above analysis, it clears that 57.15% of the respondents

associate themselves with the organization to fulfill the requirement. The
organization helps them to fulfill their basic and higher level of needs.

73
Chart No.7 Self assosiation of employees
Reputation of
the company

The job is
challenging

Fulfills the
rquirement

Provide
opportunity to
utilise my skills
and knowledge

74
Table No.8 Showing employees awareness of Quality Circle

Responses No. of respondent Percentage

Yes 35 100

No 0 0

Total 35 100

Analysis:

From the above statement, it sounds that 100% of the respondents

acquainted with the concept of Quality Circle.

Inference:

It is inferred from the above analysis 100% of the resp0ondentsd have

heard about the concept quality circle. All the respondents who has been

a source for own study is the members of Quality Circle.

75
 Chart No.8 Employees awareness of
Quallity Circle

100
90
80
70
Percentage

60
50
40
30
20
10
0
Yes No
Responses

Table No.9 Showing Quality Circle in the organization

76
 Response No. of respondent Percentage

Yes 35 100

No 0 0

Total 35 100

Analysis

From the above table it reveals that 100% of the respondents say they

have Quality Circle in their organization.

Inference;

From the above analysis we can inferred that 100% of the respondents

says, they have Quality circle in their organization. All the respondents

who have been a source for our study are the members of Quality circle at

BRFL.

77
 Chart No.9 Quality circle in the organisation

100
90
80
70
Percntage

60
50
40
30
20
10
0
Yes No
responses

78
Table No.10 Showing Quality Circle in all departments

Responses No. of respondents Percentage

Yes 35 100
No 0 0
Total 35 100

Analysis:

From the above statement, it reveals that 100% of the respondent says

they have Quality Circle in all departments.

Inference:

It is inferred from the above analysis, 100% of the respondents says

they have Quality Circle in all department. It is very useful to the

organization for the smooth running of their activities; it promotes

interpersonal relationship, team spirit and self development which ensure

direct and indirect benefit to individual and department as a whole.

Chart No.10 Showing Quality Circle in all departments

79
 Responses
120

100

80

60
Responses
40

20

0
Yes No

Table No.11 Showing the membership of the respondents in Quality

80
 Circle

Responses No. of respondents Percentage

Yes 35 100
No 0 0

Total 35 100

Analysis:

From the above attribute we can see that 100% of the respondents are

the members of Quality Circle.

Inference:

From the above analysis, it is evident that 100% of the respondents are

the members of Quality Circle. The members of Quality Circle command

self respect, Self confidence, recognition, appreciation, power and

prestige that emphasis the individuals a sense of self worth.

Chart No.11 Showing the membership of respondents in Quality

Circle

81
 Responses

Yes No

Table No.12 Showing the strength of Quality Circle

82
 Responses No. of respondents Percentage
Less than 15 9 25.72
15 14 40
15 &Above 12 34.28
Total 35 100

Analysis:

From the above statement, we can see that 25.72% of the respondents

says ,the strength of the Quality Circle is less than 15,40% says the

strength is 15,34.28% says the strength is 15 and above.

Inference:

From the above analysis we can inferred that 40% of the respondent

says, the strength of the Quality Circle is 15.the optimum number of

members in any Quality Circle could be between 5 to 15.so that

discussion being very purposeful. It helps the organization to find out the

quick solution.

Chart No.12; Strength of the Quality Circle

83
84
Table No.13 Showing employees feel being a part of Quality Circle

Responses No. of respondents Percentage

Very Good 11 31.42
Good 10 28.58
Ok 14 40
Total 35 100

Analysis

It is observed from the above table 28.58% of the respondent feels good

being a part of a Quality Circle,31.42% feels very good and 40% feels

Ok.

Inference

It is inferred from the above analysis the majority of the respondents

feels Ok being a part of Quality Circle.It indicates that the Quality Circle

in the organisation should improve more from the current perfomance.

85
Chart No.13; Employees feel being a part of Quality Circle

Responses

Verygood
Good
Ok

86
Table No: 14 showing the issues dealt at Quality Circle.

Response No. of respondents Percentage

Work related problems 18 51.42
Social issues 0 0
Personal problems 0 0
All of the above 17 48.58
Total 35 100

Analysis:

From the above statement, it indicates that 48.58% of the respondents

says they are normally dealt all of the problems at Quality Circle, 51.42%

of the respondents says work related problems.

Inference:

From the above analysis, we can infer that 51.42% of the respondents

say they are normally dealt work related problems at Quality Circle

meetings. Quality Circle helps the employee working in same area do

know best the problem and how they can be solved.

87
Chart No.14 Issues dealt at Quality Circle

Responses

60
50
40
30
20 Responses
10
0
Work Social issues Personal All ofthe
related problem above
problems

88
Table No.15 Showing the source of issues to be discussed at Quality

Circle meetings.

Responses No. of respondents Percentage

Members of Quality Circle 9 25.72

Top Management 3 8.57

Leader 7 20
All of the above 16 45.71
Total 35 100

Analysis:

From the above statement, it shows that 8.57% of the respondents says

top management will extract the issues, 20% says leader will extract,

25.72% says members of Quality Circle will extract and 45.71% says all

of the above will extract the issue.

89
Inference:

It can be inferred from the above analysis 45.71% of the respondent

says all members of Quality Circle will extract the issues. It helps the

organization identify all the problems and rank them according to priority

to address the issues.

Chart No.15 Sources of issues to be discussed at Quality Circle

Meetings.

Responses

Membersof Quality
Circle
Topmanagement

Leader

All themembers

90
Table No.16 Showing the language used for Quality Circle

discussion.

Responses No. of respondents Percentage

English 21 60

National language 0 0

Regional language 14 40

Total 35 100

Analysis:

91
 From the above attribute, we can see that 40% of the respondents used

regional language for Quality Circle discussion,60% of the respondent

used English for Quality Circle discussion and no one used National

language.

Inference:

From the above analysis it can be inferred that 60% of the respondent

used English for Quality Circle discusion.Most of the employees are well

educated,so English has been a common language in Quality Circle

meeting.

Chart No.16 Language used for Quality Circle discussion.

92
 Responses
70
60
50
40
30 Responses
20
10
0
Engllish National LanguageRegional language

Table No.17 Showing Quality Circle meeting intervals at MRF

Limited Kottayam.

93
 Responses No. of respondents Percentage
Once in a week 35 100
Once in fortnight 0 0
Once in a month 0 0

Total 35 100

Analysis:

From the above statement, we can see that 100% of the respondents

say they will conduct Quality Circle meeting once in a week.

Inference:

It is inferred from the above table 100% of the respondents says they

will conduct Quality Circle meetings once in a week.it helps the

facilitator to take necessary steps to formulate policies with regard to

Quality Circle meeting and infrastructure for the meeting.

Chart No.17 Quality Circle meeting intervals at MRF Limited

Kottayam.

94
Table No.18 Showing the duration of Quality Circle meeting.

95
 Responses No. Of respondents Percentage
Less than one hour 11 31.44
One hour 16 45.72
More than one Hour 8 22.84
Total 35 100

Analysis:

From the attribute, it shows that 22.84% of respondents say, the

duration of Quality Circle meeting in more than one hour,and 31.44% of

respondents says,the duration in less than one hour and,45.72% says the

duration in one hour.

Inference:

From the above attribute we can inferred that 45.72% of the

respondents says the duration of Quality Circle meeting is one hour it

indicates that one hour is not a sufficient time to solve all the problems.

Chart No.18 The duration of Quality Circle meeting at MRF

Limited, Kottayam.

96
 Responses

Lessthanonehour
Onehour
Morethanonehour

Table No.19 Showing whether Quality Circle meeting are help

during working hours.

Responses No. Of respondents Percentage

Yes 35 100

97
 No 0 0

Total 35 100

Analysis:

From the above table we can say that 100% of the respondents say

they conduct their Quality Circle meetings during working hours.

Inference:

We can infer from the above table 100% of the respondents said that

they hold Quality Circle meeting during working hours.

Chart No.19 whether Quality Circle meeting are held during

working hours.

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Table No.20 Showing whether members are actively participating or

not.

Responses No. Of respondents Percentage

99
 Yes 23 65.72

No 12 34.28

Total 35 100

Analysis:

From the above attributes, it reveals the 34.28% of the respondent

says the members are not actively participating in Quality Circle meeting,

65.72% says the members are actively participating in Quality Circle

meeting.

Inference:

From the above analysis we can inferred that 65.72% of the

respondents says the members are actively participating in Quality Circle

meeting. It means the employees are interested in Quality Circle meeting;

it helps the organization to run smoothly.

Chart No.20 Whether members are actively participating in Quality

Circle meeting or not.

100
 Responses

70
60
50
40
Responses
30
20
10
0
Yes No

Table No.21 Showing way to motivate the Quality Circle members.

Responses No. Of respondents Percentage

101
 Train the employee 7 20
Monetary incentives 0 0
Enhancing the identity 28 80
If any other 0 0
Total 35 100

Analysis:

The above table depicts that 20% of the respondents says that,

Quality Circle members are motivated by give the proper training and

80% of the respondent says that Quality Circle members are motivated by

enhancing their identity.

Inference:

From the above analysis, we can infer that 80% of the respondents

say the Quality Circle members are motivated by enhancing their identity.

This motivation helps the employee to do their work actively and with

greater commitment.

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Chart No.21 Way to motivate the Quality Circle members.

Responses

80
70
60
50
40
30 Responses
20
10
0
Train the Monetary Enhancing If any other
employee incentives their
identity

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Table No.22; Showing support of top management to Quality Circle.

Responses No. Of respondents Percentage

Yes 23 65.72

No 12 34.28

Total 35 100

Analysis:

It is identified that 34.28% said that the top management not giving

any support to Quality Circle,65.72% said that the top management will

give whole hearted support to Quality Circle.

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Inference:

From the above analysis it can be inferred that majority of the people

says they will get whole hearted support to the Quality Circle. then the

Quality Circle members will get appreciation from top management.such

method may help to generate more intrest and may encourages other

employees to be a part of Quality Circle.

Chart No.22 Support of top management.

105
106
Table No.23 Showing report to the top management for further

recommendation.

Responses No. Of respondents Percentage

Yes 35 100

No 0 0

Total 35 100

Analysis;

From the above statement,we can identified that 100% of the

respondents says they will report the working of Quality Circle to the top

management for further recommendation.

Inference;

It is inferred from the above table 100% of the respondents says they

will report the working of Quality Circle to the top management for

further recommendation.it helps the Quality Circle members to get

suggestions and solutions for work related problems from the top

management.

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Chart No.23 Report to the top management for further

recommendation.

Responses

100

50
Responses
0

Yes
No

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Table No.24 Showing employees feel about the performance of

Quality Circle.

Responses No. of respondent Percentage

Very good 5 14.28
Good 12 34.28
Ok 18 51.44
Not Ok 0 0
Total 35 100

Analysis:

The above table shows the 14.28% of the respondents says they feels

very good about the performance of the Quality Circle,34.28% says

good,51.44% says that Ok and no one said not Ok.

Inference:

Majority of the respondents says that they feel good about the

performance of the Quality Circle.

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Chart No.24 Employees feel about the performance of the Quality

Circle.

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Table No.25 Showing change in employee’s total performance.

Responses No. Of respondents Percentage

Yes 35 100

No 0 0

Total 35 100

Analysis:

The above table depicts that 100% of the respondents says they have

change in their total performance after being a part of Quality Circle.

Inference:

From the above analysis we can inferred that 100% of the

respondents says they have change in their total performance as an

employee would be highly motivated and will be able to give extra

ordinary performance to the total performance of an organization.

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Chart No.25 Change in employee’s total performance.

Responses

100
90
80
70
60
50 Responses
40
30
20
10
0
Yes No

112
Table No.26 Showing extent in employee’s total performance.

Responses No. Of respondents Percentage

Great extent 4 11.42
Considerable extent 8 22.85
Some extent 23 65.73

Total 35 100

Analysis:

From the above statement, it reveals that 11.42% of the respondents

having great extent in their total performance,22.85%of the respondents

having considerable extent in their performance and 65.73% of the

respondents having some extent in their performance.

Inference:

It is inferred from the above table 65.73% of the respondent size they

have some extent in their total performance after being a part of Quality

Circle. It helps to motivate the employees in their work.

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Chart No.26 Extent in employee’s total performance.

Responses

Great extent
Considerableextent
Someextent

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Table No.27 Showing system of recording and maintenance of

Quality Circle records.

Responses No. Of respondents Percentage

Yes 35 100

No 0 0

Total 35 100

Analysis:

From the above table we can analyze that 100% of the respondents

say that t5hey have system of recording and maintenance of Quality

Circle records.

Inference:

From the above statement we can inferred that 100% of the

respondent says that they have system of recording and maintenance of

Quality Circle record. it helps the organization to arrange for the future

program.

115
Chart No.27 System of recording and maintenance of
Quality Circle

record.

Responses

100
90
80
70
60
50 Responses
40
30
20
10
0
Yes No

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 FINDINGS AND CONCLSION

Findings:

1. In the company, majority of the respondents are middle age i.e.,

30-40.

2. All the respondents are male.

3. Majority of the respondents are Degree qualification.

4. Majority of the respondents are from production department.

5. Majority of the respondents having 10-20 years of experience.

6. Majority of the respondents feels that their organization is good.

7. It is clear that, most of the respondents are associates themselves

with the organization to fulfill the requirements.

8. All of the respondents are having heard about the concept “Quality

Circle”.

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9. We can find that, all of the respondents say they have Quality

Circle in the organization.

10.At the company, all of the respondents agreed they have Quality

Circle in all departments.

11. It is cleared that, majority of the respondents are the members of

Quality Circle.

12.We can see that, majority of the respondents says their strength of

Quality Circle is 15.

13.Majority of the respondents feels that Ok being a part of Quality

Circle.

14.We can find that most of the respondents say they will discuss

work related problems at Quality Circle meetings.

15.It is cleared that, Majority of the respondents says members of the

Quality Circle are the source of issues to be discussed at Quality

Circle meetings.

16.It was found that, Majority of the respondents says they are using

English as a common language for the discussion at Quality Circle.

17.The intervals of the Quality Circle meetings are once in a week.

18.Majority of the respondents says the duration of the Quality Circle

meeting is one hour.

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19.It was found that, Majority of the respondents says Quality Circle

meetings are held during working hours.

20. Majority of the respondents are actively participating in Quality

Circle discussion.

21.It was found that majority of the respondents are motivated by

enhancing their identity.

22.Majority of the respondents feels that, the top management gives

whole hearted support to the Quality Circle.

23.All of the respondents say, they will report the activities of Quality

Circle to the top management for further recommendation.

24.Majority of the respondents feels that, the performance of the

Quality Circle is Ok.

25. All of the respondents feel that, they have change in their total

performance after being a part of Quality Circle.

26.Most of the respondents feel that they have some extent in their

total performance.

27.Majority of the respondents says, they have system of recording

and maintenance of Quality Circle records.

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Conclusion:
Quality Circle and efficiency are actually are related. If the proper

Quality Circle is there in the organization, the efficiency of the employee

as well as the productivity will improve. The researcher has found out the

details regarding Quality Circle activities at MRF Limited Kottayam.

From the overall analysis, it was found that the Quality Circle at the

organization is good. However there is still scope for further

improvement, as it will help the organization to run smoothly.

We can conclude that majority of the respondents are well graduated,

they have 10-20 years of experience also. Majority of the respondents

feels their organization is good. They have Quality Circle in all

departments and all of the respondents feel Ok being a part of Quality

Circle. They can solve their business problem easily. It also helps the

respondents to make a change in their total performance. The Quality

Circle members will report the activities of their meetings for further

recommendation. The top management gives whole hearted support for

120
the improvements of Quality Circle. They have a system of recording and

maintenance of Quality Circle records.

RECOMMENDATION

The participation of Quality meeting must be voluntary that is instead

of bringing pressure on the employees or not to join Quality Circle,

management at all levels should take steps to highlight the benefit of

Quality Circle movement. So that people working in the organization will

voluntary come forward to participate in the mission in order to improve

the quality of work life Management should make arrangement to provide

adequate training to all the employees and the method of training should

be simple. To make the practice of Quality Circle more meaning full all

training programs should have a session on Quality Circle.

• Relationship with the management and Quality Circle should be

improved further.
• Quality Circle leader should take necessary action to participate other
members actively.
• The top management should give whole hearted support to the Quality
Circle.

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• The Quality Circle members should feel very good being a part of
Quality Circle.
• The management should not expect quick tangible result from Quality
Circle.

BIBLIOGRAPHY

• Company Lecture

• Previous Records

• Human Resource Management

(Ashwathappa-Himalaya Publication)

• Human Resource Development

(Shashi K Gupta-Rosy Joshi-Kalyani Publications)

• Websites:

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www.mrftyres.com

www.google.co.in

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