CLOTHING INDUSTRY

Clothing industry or garment industry summarizes the types of trade and industry along

the production and life chain of clothing and garments. The garment industry is a major
contributor to the economies of many countries. The industry for Ready Made Garments has
been criticized by labor advocates for the use of sweatshops, piece work and child
labour.There are considerable overlaps between the terms clothing-/garment-, textile-
and fashion industry. The clothing sector is concerned with all types of clothes,
from fashion to uniforms, e-textiles and workwear.
In 2016, the largest apparel exporting nations were China ($161 billion), Bangladesh ($28
billion), Vietnam ($25 billion), India ($18 billion), Hong Kong ($16 billion), Turkey ($15
billion) and Indonesia ($7 billion). By 2025, it is projected that the United States market will
be worth $385 billion.The garment industry of India is considered to be one of the largest
scale industries of the country employing nearly about 8 million dedicated workers. Most of
the workers employed in Indian garments manufacturer industry are women and mainly
contributes about 4% of the Gross Domestic Product or GDP of India. With today’s
changing times, lots of garments manufacturers in India are coming up with newest products
in order to meet both local and global demands.

When speaking about concentration, India has around ten primary garment-producing hubs.
These specialize in producing wide variety of garments. Tirupur, also known as India’s “T-
shirt Town”, nestled in southern state of Tamil Nadu has about 1500 units producing finest
knitwear garments. On the northern part, Noida, Gurgaon and Delhi have also emerged as
garment industry hubs for massive production as well as export of ready-made garments for
children and women. Indore and Ludhiana are best recognized for producing top quality
ready-made garments and Bareily is also known for its excellent zari works which are one of
the bests in the world. India’s textiles sector is one of the oldest industries in Indian
economy dating back several centuries. India's overall textile exports during FY 2017-18
stood at US$ 39.2 billion in FY18 and is expected to increase to US$ 82.00 billion by 2021
from US$ 31.65 billion in FY19 (up to Jan 19).

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The Indian textiles industry is extremely varied, with the hand-spun and hand-woven
textiles sectors at one end of the spectrum, while the capital intensive sophisticated mills
sector at the other end of the spectrum. The decentralised power looms/ hosiery and knitting
sector form the largest component of the textiles sector. The close linkage of the textile
industry to agriculture (for raw materials such as cotton) and the ancient culture and
traditions of the country in terms of textiles make the Indian textiles sector unique in
comparison to the industries of other countries.

The Indian textile industry has the capacity to produce a wide variety of products suitable to
different market segments, both within India and across the world. The Indian textiles
industry, currently estimated at around US$ 150 billion, is expected to reach US$ 250
billion by 2019. India’s textiles industry contributed seven per cent of the industry output (in
value terms) of India in 2017-18.It contributed two per cent to the GDP of India and
employs more than 45 million people in 2017-18.The sector contributed 15 per cent to the
export earnings of India in 2017-18.
The production of raw cotton in India is estimated to have reached 36.1 million bales in
FY19

The textiles sector has witnessed a spurt in investment during the last five years. The
industry (including dyed and printed) attracted Foreign Direct Investment (FDI) worth US$
3.12 billion during April 2000 to March 2018.
Some of the major investments in the Indian textiles industry are as follows:

 In May 2018, textiles sector recorded investments worth Rs 27,000 crore (US$ 4.19
billion) since June 2017.
 The Government of India announced a Special Package to boost exports by US$ 31
billion, create one crore job opportunities and attract investments worth Rs 800.00
billion (US$ 11.93 billion) during 2018-2020. As of August 2018, it generated
additional investments worth Rs 253.45 billion (US$ 3.78 billion) and exports worth
Rs 57.28 billion (US$ 854.42 million).

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The Indian government has come up with a number of export promotion policies for the
textiles sector. It has also allowed 100 per cent FDI in the Indian textiles sector under the
automatic route.
Initiatives taken by Government of India are:

 The Directorate General of Foreign Trade (DGFT) has revised rates for incentives
under the Merchandise Exports from India Scheme (MEIS) for two subsectors of
Textiles Industry - Readymade garments and Made ups - from 2 per cent to 4 per
cent.
 As of August 2018, the Government of India has increased the basic custom duty to
20 per cent from 10 per cent on 501 textile products, to boost Make in India and
indigenous production.
 The Government of India announced a Special Package to boost exports by US$ 31
billion, create one crore job opportunity and attract investments worth Rs 80,000
crore (US$ 11.93 billion) during 2018-2020. As of August 2018 it generated
additional investments worth Rs 25,345 crore (US$ 3.78 billion) and exports worth
Rs 57.28 billion (US$ 854.42 million).
 The Government of India has taken several measures including Amended
Technology Up-gradation Fund Scheme (A-TUFS), scheme is estimated to create
employment for 35 lakh people and enable investments worth Rs 95,000 crore (US$
14.17 billion) by 2022.
 Integrated Wool Development Programme (IWDP) approved by Government of
India to provide support to the wool sector starting from wool rearer to end
consumer which aims to enhance the quality and increase the production during
2017-18 and 2019-20.
 The Cabinet Committee on Economic Affairs (CCEA), Government of India has
approved a new skill development scheme named 'Scheme for Capacity Building in
Textile Sector (SCBTS)' with an outlay of Rs 1,300 crore (US$ 202.9 million) from
2017-18 to 2019-20.

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 The future for the Indian textile industry looks promising, buoyed by both strong
domestic consumption as well as export demand. With consumerism and disposable
income on the rise, the retail sector has experienced a rapid growth in the past
decade with the entry of several international players like Marks & Spencer, Guess
and Next into the Indian market.
 High economic growth has resulted in higher disposable income. This has led to rise
in demand for products creating a huge domestic market.
 Exchange Rate Used: INR 1 = US$ 0.0159  in FY19.
 References: Ministry of Textiles, Indian Textile Journal, Department of Industrial
Policy and Promotion, Press Information Bureau
 Note: ^ - during the cotton season October–September
 Disclaimer: This information has been collected through secondary research and
IBEF is not responsible for any errors in the same.

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Indian garments are known for unmatched quality all over the world. The demands for these
garments made by leading garments manufacturers in India are rapidly increasing
worldwide mainly because garments manufacturer India produces best value and top quality
products at generally affordable rates as compared to other countries. Major markets where
the Indian garments are in higher demands are UK, Germany, Italy, Bangladesh, France,
Turkey and Spain. Aside from increased demands on international market, India’s exclusive
fashion has certainly undergone quick changes over the years. This has essentially bolstered
the local demands.

• The rules and strategies adapted by Indian garments manufacturers revolve mainly in
the following aspects:

• Product Quality

• Fabric Quality

• Price

• Packaging

• Delivery

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Overview of the Indian garment industry 

 The Garment Industry of India is an Rs -one trillion industry. Almost 33 % of its knitwear
production and about 20% of its woven-garment production, both by volume, enters export
markets. Overall about 25 % of the volume of its garment production goes into export
markets, leaving 75 % for domestic consumption.

The Industry covers over one lakh units and employs about 6 million workers, both directly
and indirectly in almost equal proportion. The indirect portion helps to sustain the direct
production sector in the shape of items associated with the garment industry production
including sewing/embroidery thread, buttons, buckles, zippers, metal plates, cardboard
sheets, plastic butterflies and packaging material.

Organized sector of the garment industry is roughly 20% of the total industry, concentrating
chiefly on exports. These are usually limited Companies while the rest are proprietary or
partnership Companies.

Geographically, men's garments are largely produced in western and southern India while
production of ladies garments predominates in North India. Eastern section of India
specializes in children garments where in fact, these took their birth.

Fibre-wise, 80% of the production is of cotton garments, 15% of synthetic/mixed

garments .
The industry manufactures over a 100 different types of garments for men, women and
children. These includes overcoats/raincoats, suits, ensembles, jackets, dresses, skirts,

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trousers, shirts, blouses, inner-garments, T-shirts, jerseys/pullovers, babies garments as well
as accessories like shawls/scarves, handkerchiefs, gloves and parts of garments.

Fabric constitutes 65 to 70% of the cost of production with labour making up a further 15%
and the rest go for overheads and manufacturer's profit.

Retail trade in India is spread over department stores, hyper markets/discount stores and
specialty stores. A number of shopping malls have sprung up all over the country, especially
in the metros. Due to this, land prices have spiraled. Attention now shifts to "B" class, "C"
class cities and the rural area.

Government policies of economic liberalization have raised incomes, encouraged women

entrepreneurs resulting in a steep rise in family incomes and making available increasing
levels of disposable income in their hands. This has helped to increase purchase of garments
but has limited this purchase due to rise in prices of food grains on account of unseasonable
weather. The benefit of economic reforms has percolated down to rural areas coupled with
the spread of education. In fact, some of rural areas enjoy a life-style comparable to or even
better than that enjoyed by urban folk.

For the last several years, 9 to 10% of the disposable income goes into the purchase of
garments and textiles in items like house-finishing, drapers, tapestries and the like.

By the early 20th century, the industry in the developed world often involved immigrants in

"sweat shops", which were usually legal but were sometimes illegally operated. They
employed people in crowded conditions, working manual sewing machines, and being paid
less than a living wage. This trend worsened due to attempts to protect existing industries
which were being challenged by developing countries in South East Asia, the Indian
subcontinent and Central America. Although globalization saw the manufacturing largely
outsourced to overseas labor markets, there has been a trend for the areas historically
associated with the trade to shift focus to the more white collar associated industries

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of fashion design, fashion modeling and retail. Areas historically involved heavily in the
"rag trade" include London and Milan in Europe, and the SoHo district in New York City.

There are considerable overlaps between the terms clothing-/garment-, textile- and fashion

industry. The clothing sector is concerned with all types of clothes,
from fashion to uniforms, e-textiles and workwear. Textile industry is less concerned with
the fashion aspect but produces the fabrics and fibres that are required for tailoring. The
fashion industry closely follows - and sets - fashion trends to always supply the latest in
non-functional clothing. The garment industry is a major contributor to the economies of
many countries. The industry for Ready Made Garments has been criticized by labor
advocates for the use of sweatshops, piece work and child labor.

Working conditions in low-cost countries have received critical media coverage, especially

in the aftermath of large scale disasters like the 2013 Savar building collapse or the Triangle
Shirtwaist Factory fire.

In 2016, the largest apparel exporting nations were China ($161 billion), Bangladesh ($28

billion), Vietnam ($25 billion), India ($18 billion), Hong Kong ($16 billion), Turkey ($15
billion) and Indonesia ($7 billion). By 2025, it is projected that the United States market will
be worth $385 billion.] It is also projected that the e-commerce revenue will be worth $146
billion in the United States by 2023.

The Textile & garments industry in India is highly diversified with a wide range of
segments ranging from products of traditional handloom, handicrafts, wool and silk
products to the organized textile industry. The organized textile industry is characterized by
the use of capital-intensive technology for mass production of textile products and includes
spinning, weaving, processing, apparel, and garment.
The domestic Textile & Garments industry stood at $ 140 bn in 2018. Out of $ 140 bn,
textile worth $ 100 bn was domestically consumed while the remaining portion worth $ 40
was exported to the world market.
Further, the domestic consumption of $ 100 bn was divided into household consumption at
$ 81 bn and the technical textiles at $ 19 bn.

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Indian textile industry is one of the largest industries in India. It is the second largest
industry in terms of providing employment opportunities to more than 35 million people in
the country.
The latest film by SharatKatariya casting Anushka Sharma and Varun Dhawan has brought
back the traditional art forms of the handloom and textile industry.
The film is based on 'Made in India' campaign launched by the Indian government, to
promote the country's indigenous textiles. Indian Textile industry contributes to 7 per cent of
industrial output in terms of value, 2 per cent of India's GDP and to 15 per cent of country's
export earnings.

India's overall textile exports during FY 2017-18 stood at US$ 39.2 billion.
The size of India's textile and apparel market recorded USD 108.5 billion in 2015 and is
expected to reach USD 226 billion by 2023, growing at a CAGR of 8.7 per cent between
2009 and 2023.

Despite its size, India's textile industry has struggled on the global market. India’s share
in global textile exports has declined while countries like Bangladesh and Vietnam are
expanding their market share. A new study suggests India’s textile exports are constrained
by high costs, unhelpful customs policies and competition from abroad.
In an article published on Ideas for India, a policy research portal, Saon Ray of the Indian
Council for Research on International Economic Relations (ICRIER) explores the reasons
for Indian garment exporters' struggles by drawing on data from surveys conducted in 2010.
The survey covered 127 firms and 25 respondents in five apparel production centers in
Bangalore, Delhi, Kolkata, Ludhiana, and Tirupur.
She finds that, partly because of India’s large domestic garment market, garment production
in India is organized according to the production logistics of a handful of large firms. This
results in low integration of Indian garment exporters into the global value chain. According
to the survey, the biggest constraints for Indian firms are production costs, time involved in
exports and competition from other countries. Specifically, factors such as high electricity

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and raw material costs make it difficult for manufacturers to meet strict quality requirements
for exports and deliver exports on schedule.
In terms of competition, India’s garment export competition comes from countries like
China, Vietnam and Cambodia which produce similar garments, rather than neighbouring
countries such as Bangladesh and Sri Lanka which produce different types of garments. To
make Indian textiles more competitive, the government should improve infrastructure
networks to streamline the textile input-procurement process and ease credit constraints for
textile exporters, the authors suggest.

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DHRUV GLOBALS LTD. UNIT 5

14/2, Mathura Road, Pocket B, Sector 27, Faridabad, Haryanya

FROM 3RD JUNE TO 31ST JULY

Mr. Sri Ram Goyal, the true professional, who always endeavor to write a success story
with every step they stride. And one such story is Dhruv Globals Ltd.

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 • Dhruv Globals Ltd was promoted by the energetic and innovative entrepreneur in the
year 2000. This vertically integrated plant, with a total covered area of 3, 00,000 sq
ft., is located in Faridabad , a well-developed and easily accessible industrial area, on
main Mathura Road adjoining Delhi.

The company has state-of-the-art technology for garment manufacturing under one
roof, which ensures stringent quality controls with shortest lead time for every
garment produced. The plant has been approved to name of you by reputed  buyers
like Wall mart , Sears , K mart , Nordstrom, Carrrefour, Tesco, Super Dry, PVH and
many more.

Over the years, the company has formed strong relationships with its esteemed clients, all
over the world. The revered list includes:

USA CANADA EU AUSTRALIA

NORDSTROM WALMART  MANGO  KMART 

LUCKY BRAND PULL AND WEAR  
IZOD   GEORGE 
VAN HEUSEN ZARA 
CALVIN KLIEN TESCO
ARROW BERSHKA 
POLO RALPHLAUREN CARREFOR 
NY & CO SUPER DRY
SEARS  

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TJMAX
BASSPRO
DOLLAR GENERAL

13
Garment Division has 400 machines of Juki/Pegasus along with Eastman cutters, band
knife and HASIMA fusing. We have an in-house garment washing facility which includes
washing hydro, tumbler and perk machine.
Production capacity is 2,50,000 PCS Per Month.

An organizational chart is a diagram that visually conveys a company's internal structure

by detailing the roles, responsibilities, and relationships between individuals within an
entity. Organizational charts either broadly depict an enterprise company-wide or drill
down to a specific department or unit.

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Knitted Garment Division is totally modernized with centralized machines. It has all basic
imported machines to make all structures like jersey, pique, waffle, honey comb,rib,
interlock, jersey jacquard, auto striper, different eight lock structures, French jersey, French
rib and lycra in jersey and rib. Apart from this it has the world's best SHIMA SEIKI Flat
knitting computerised machines to make plain and jacquard collars.

The capacity of this division is 75 TONS per months

Garment Division has 400 machines of Juki/Pegasus along with Eastman cutters, band
knife and HASIMA fusing. We have an in-house garment washing facility which includes
washing hydro, tumbler and perk machine.
Production capacity is 2,50,000 PCS Per Month.

QUALITY STATEMENT

It is the main objective of the corporate to produce garments to the highest possible standard
& to adopt the best practices in order to achieve this objective.
The purpose of this manual is to outline the various stages & control systems within each
stage of the manufacturing process.
The Quality Control Systems designed to help maintain control over the quality of the
garment through the manufacturing process.
The QC Department has the quality responsibility along with the staffs and management of
manufacturing and finished goods. This includes controlling the in coming raw materials,
the work in process and auditing the finished lots to ensure product's quality is at an
acceptable AQL level and correspond to the client requirement.

QUALITY CONTROL STAGES

Quality Control is present al the following stages:

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 RAW MATERIAL
 Material Inspection
 Trims Inspection

Laboratory Procedure
 Lab Testing

Cutting Room
 Marker Checking
 Laying Checking
 Cutting checking
 Printing & Embroidery Quality Audit
 Fusing Checking
 Bundling Checking

Sewing Department
 In Line Inspection
 In Process Station Checking
o End Line Inspection
o Final appearance and measurements audit

Packing Department
 Packaging Inspection
AQL acceptance sampling of completed lots prior to shipment.

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DEFECTS AND CLASSIFICATION
To control quality conformity and problem seriousness, the quality department must put in a
place a list of possible defects related to safety, appearance, and measurement based on the
garment types produced in the factory. In some cases the list could be obtained from the
buyer. The QC staffs, checkers, and auditors use the defects list to identify the problem.
Each type of defect should be related to a classification such as: critical, major or minor.

Critical : A fault that is likely to cause injury.

A legal requirement such as labeling.
Evidence of infestation.
Chemical odors.

CLASSIFICATION EXAMPLE AS PER Norms

Critical – AQL 0%
Incorrect country of origin / Fiber composition
Inconsistent labeling between UPC and outer box
Needle / Pin in product
Rough sharp edges metal / plastic trims and components
Missing safety warning
6Missing sewn – in label
Chemical odors

Major defects – AQL 1% - 2,5%

Fabric flaws on presentation area and visible at arms levels
Snags, pulls in fabric, embroidery, lace
Shade variation
Soiling, dirty marks

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 Non-inclusion

TRAINEE’S PROFILE

My name is harshitsinghal . I am a student of the college DAV INSTITUTE OF

MANAGEMENT , NIT -3 . I am persuingbbacam . After 2 nd year we have to do the
summer training . I did my summer training in dhruvglobals ltd. near havells chowk.
It is a manufacturing company which manufactures garments and exports to the
companies like zara, nordstom, van heusen. It has 8 production units. I have worked
in 5th unit. I worked under hr department. I was working under 4 people. I did all the
work of hr officials. I managed the workers of the organization. I made sure they are
working properly. I resolved the issues and queries of the workers efficiently. I
managed the various events and workshopswhich held in our organization. I
recruited the workers according to the requirement in our organization. I did all the
formalities like recording the information of the workers and I made their id cards. I
filled the provident fund of the workers .

A trainee is commonly known as an individual taking part in a trainee program or

a graduate program within a company after having graduated
from university or college
• A trainee is an official employee of the firm that is being trained to the job he/she
was originally hired for. Literally, a trainee is an employee in training.
• As shown in the picture in the last slide the trainee stands in the bottom of the
organization tree .
• The trainee programs most often consist of a combination of theory and practice and
is aimed at having the trainee to learn the company from the ground up. Many
traines are able to take advantage of their contact network from the trainee program
and climb the corporate ladder and become key individuals in many companies.
• I have worked in the human resource department of the organization.

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• Human resources is used to describe both the people who work for a company or
organization and the department responsible for managing resources related to

19
 employees. Human resource management is a contemporary, umbrella term used to
describe the management and development of employees in an organization. Human
resource management is therefore focused on a number of major areas, including:

• Recruiting and staffing

• Compensation and benefits

• Training and learning

• Labor and employee relations

• Organization development

• An efficiently run human resources department can provide your organization with
structure and the ability to meet business needs through managing your company's
most valuable resources – its employees. The six main function of HR are
recruitment, workplace safety, employee relations, compensation planning, labor law
compliance and training.

Recruiting the Right People for the Right Job

The success of recruiters and employment specialists generally is measured by the

number of positions they fill and the time it takes to fill those positions. Recruiters
who work in-house – as opposed to companies that provide recruiting and staffing
services – play a key role in developing the employer's workforce. They advertise
job postings, source candidates, screen applicants, conduct preliminary interviews
and coordinate hiring efforts with managers responsible for making the final
selection of candidate.

• Maintaining a Safe Environment

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 Workplace safety is an important factor. Under the Occupational Safety and Health
Act of 1970, employers have an obligation to provide a safe working environment
for employees. One of the main functions of HR is to support workplace safety
training and maintain federally mandated logs for workplace injury and fatality
reporting. In addition, HR safety and risk specialists often work closely with HR
benefits specialists to manage the company's workers compensation issues.

• Employer-Employee Relations

In a unionized work environment, the employee and labor relations functions of HR

may be combined and handled by one specialist or be entirely separate functions
managed by two HR specialists with specific expertise in each area. Employee
relations is the HR discipline concerned with strengthening the employer-employee
relationship through measuring job satisfaction, employee engagement and resolving
workplace conflict. Labor relations functions may include developing management
response to union organizing campaigns.

• Compensation and Benefits

Like employee and labor relations, the compensation and benefits functions of HR
often can be handled by one HR specialist with dual expertise. On the compensation
side, the HR functions include setting compensation structures and evaluating
competitive pay practices. A comp and benefits specialist also may negotiate group
health coverage rates with insurers and coordinate activities with the retirement
savings fund administrator. Payroll can be a component of the compensation and
benefits section of HR; however, in many cases, employers outsource such
administrative functions as payroll.

• Labor Law Compliance

Compliance with labor and employment laws is a critical HR function.

Noncompliance can result in workplace complaints based on unfair employment
practices, unsafe working conditions and general dissatisfaction with working

21
 conditions that can affect productivity and ultimately, profitability. HR staff must be
aware of federal and state employment laws such as Title VII of the Civil Rights
Act, the Fair Labor Standards Act, the National Labor Relations Act and many other
rules and regulations.

• Training and Development

Employers must provide employees with the tools necessary for their success
which, in many cases, means giving new employees extensive orientation training to
help them transition into a new organizational culture. Many HR departments also
provide leadership training and professional development. Leadership training may
be required of newly hired and promoted supervisors and managers on topics such as
performance management and how to handle employee relations matters at the
department level.

Responsibilities

1. I was responsible for managing the workers.

2. I was responsible for solving the workers grievances.
3. I was responsible to seek the suggestions of the workers.
4. I was responsible to keep a check on workers
5. I was responsible to examine the relation between employees and
employers.

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23
RESEARCH METHODOLOGY

Research Methodology is the specification of the method for acquiring the information
needed to structure the study. The process used to collect information and data for the
purpose of making business decisions. The methodology may include publication research,
interviews, surveys and other research techniques and could include both present and
historical information.

 The research methodology enabled the team to organize their effort into one
cohesive and conceptual product idea generation for us.
 You need to have good research methodology in place when trying to figure out new
ideas for your company.
 Our research methodology was really good and I consider it to be the best available
in the business world today.

Research methodology is the process used to collect information and data for the purpose of
making business decisions. The methodology may include publication research, interviews,
surveys and other research techniques, and could include both present and historical
information.There are several important aspects to research methodology. Researchers
organize their research by formulating and defining research problem. This helps them
focus the research process so that they can draw conclusions reflecting the real world

Since it is training report and I did my training at dhruvglobals ,my purpose was to know
about the organizational climate and its workers and employees regarding hr department
being done with in the company.

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Nature of the study

The nature of the study is descriptive so it is a “descriptive rearch” that studies the
preferences and opinions of the individuals towards the organizational.

Definition of descriptive research

By the term descriptive research we mean a type of conclusive research study ,which is
concerned with describing the characteristics of a particular individual or group. It includes
research related to specific prediction ,features or functions of person or group, the narration
of facts etc. The descriptive research aims at optaining complete and accurate information
for the study , the method adopted must be carefully planned. The researcher shoud
precisely define what he wants to measure? How does he want to measure? He should
clearly define the population of the study. It uses method like quantitative analysis of
secondary data , surveys , panels, observations, interviews, questionnaires, etc. Descriptive
research studies are concerned with describing the characteristics of a particular individual
or group. For e.g. Studies concerned with specific prediction with narration of facts and
characteristics concerning individual group or situation are example of descriptive research
also comes under descriptive research.

Data source

Since it is learning by doing with an objective to gain knowledge and experience for data, I
relied on the verbal instructions given by senior under whom I was working as trainee. The
other sources of data were the various types of perfoma and printed manuals, promotion
booklets, routine officials papers,

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Collection of Data:

Primary data:

Interview Method:- It was achieved by a direct interview from the seniors and workers.

Secondary Data:-Information was collected from secondary sources such as Magazines,

Newspapers, and Internet etc.

The purpose of research is to discover answers to questions through the application of

scientific procedures. The main aim of research is to find out the truth which is hidden and
which has not been discovered as yet. Though each research study has its own specific
purpose, we may think of research objectives as falling into a number of following broad
groupings.

ESSENTIAL REQUIREMENTS OF DSECRIPTIVE RESEARCH

✓ Clear definition objective is present.

✓ Adequate method for measuring is a must.

✓ The procedure is carefully planned since the aim is to obtain complete or accurate
information.

✓ Freedom from biasness.

✓ It is maximizing reliability.

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 ✓ Economic consideration is taken.

✓ The research design is rigid and not flexible.

WHY WE MAKE USE OF THIS TECHNIQUE?

➢ Time saving

➢ Cost saving

➢ Check the member’s accuracy and depth.

➢ Higher standard of study.

ANALYSIS PATTERN

Analysis is placing the collected data in some order or format so that the data acquire a
meaning. Raw data become information only when they are placed in a meaningful form.
Interpretation involves drawing conclusions from the gathered data.

The term analysis means the computations of certain measures or indices along with
searching for patterns of relationship that exists among data group.

“It is a process under which the relationship or differences supporting or conflicting with
original or new hypothesis should be, subjected to statistical tests of significance, determine
with validity data can be said to indicate any conclusion”.

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Types of Analysis

➢ Descriptive Analysis

➢ Casual Analysis

➢ Co-relative Analysis

➢ Inferential Analysis

OBJECTIVES

1. To know the workers perception of service provided by dhruv globals.

2. To analyze the workers satisfaction about services provide by the dhruv globals.

3. To examine the employees and employers relation.

4. To identify the workers grievances.

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5. To seek the suggestions of the workers at the unit.

These observations might prompt researchers to formulate hypotheses which could be tested in
another piece of research. So long as the aim of the research is exploratory, ie to describe what is,
rather than to test an explanation for what is, a research objective will provide an adequate guide to
the research.

In general, research objectives describe what we expect to achieve by a project.

Limitations of Research

Research is employed to establish or confirm facts, reaffirm the outcomes of previous

research work, solve new or current issues, support theorems, or develop new theories.
Research enables you to develop further knowledge on a subject. Research can be just about
anything, and we hear about all different kinds of research in news reports. Researchers
particularly those engaged in empirical research face several problems.

Lack of Training: The research methodology isn’t systematic. A lot of researchers carry
out research work without having genuine understanding of the research methods. They
simply seek out similar studies and replicate the methodologies mentioned in it. Even the
research guides don’t have a thorough knowledge of the different methodologies. This
scenario warrants the necessity for some kind of short-term training to be imparted to
researchers before undertaking research activities.

Lack of Interaction: There isn’t any proper interaction between researchers and the
businesses, government institutions, etc. This results in a substantial amount of data going
untapped. Interaction programs must be arranged between researchers and other
establishments on a regular basis. This will likely highlight what issues must be researched,
what data is needed for performing research, and how the research will be beneficial.

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Research studies overlapping each other are carried out frequently for want of sufficient
information. This leads to duplication and fritters away resources.

Lack of Confidence: The majority of the businesses are of the viewpoint that, researchers
can misuse the data given by them. As a result, they’re unwilling to reveal information about
their business. This has an effect on the research studies for which that particular data may
be very important. Thus, confidence-building measures should really be adopted that will
encourage the business units that their data will be put to productive uses, and won’t be
abused by any means by the researcher.

Absence of Code of Conduct: No specific code of conduct exists for the researchers, which
results in inter-departmental and inter-university rivalries.
Library management and functioning isn’t adequate at numerous places and a lot of the time
and energy of researchers are invested in tracing out the books, journals, reports, etc.,
instead of in tracing out relevant material from them.

Expensive Publishing: Once their research is finished, the researchers need to search for a
means to publish it. Publishing in international journals is very expensive. This discourages
the majority of the researchers from taking up research work.

For example, a research carried out in only one particular town and involving only females
has limitations which include gender, sample size and location. Furthermore, all research is
limited by the perception of the researcher.

The limitations of the study are those characteristics of design or methodology that impacted
the research.

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LEARNING FROM THE TRAINING

Human resource departments typically conduct activities designed to train and develop
company personnel, whether to address performance problems or help prepare an employee
for a management role. In addition to formal training courses (such as instructor-led
sessions, web-based training and seminars), you should offer flexible alternatives such as
coaching, mentoring and job-rotation experiences. Developing employee capacity involves
managing programs such as employee orientation sessions, policy and procedure awareness
sessions, leadership development workshops and other options designed to enable your

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company.
Employees appreciate being able to build new skills, improve their job performance and
potentially evolve towards more challenging roles. It is interesting to note that ongoing
education is valued by employees from all age groups as key to staying relevant in the job
market.

Even more importantly, supporting and providing ongoing training opportunities show a

company’s commitment to its employees’ growth. Employees feel their value to a company
where employee education is promoted.

Finally, ongoing training opportunities can be publicized since they are an important perk in
a company’s compensation programs. However, and unlike many other perks, ongoing
education can cost very lroles.
First, it is always cheaper to source skills internally. The more junior the position, the
lower the recruiting costs, so hiring from more junior positions within the company
automatically lowers the overall recruiting costs for the position, even after accounting for
the replacement of the junior position.

Second, it is usually simpler and quicker to bring an internal hire up to speed – as the
newbie already knows everything there is to know about the company. There are no precise
statistics on the subject, but the idea that homegrown executives on average perform better
than external hires is firmly shared by most managers.

Finally, promoting internal mobility through training leads to a more engaged and loyal
workforce While new blood remains necessary, ideally it should not represent the majority
of the staff.

Overall, developing talent to staff ever-changing company needs is such a holistic circle that
volumes have been written on the subject of employee training. Introducing learning
opportunities through a digital workplace will maximize the value of all of your training
programs

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Things I learned from training are :-

1. GET TO KNOW YOUR CORE BUSINESS

I learned the core business of dhruvglobals ltd. I learned how they manage the profuctionod
the goods , sales od the goods and after sales services to the clients. One experience that
shaped me the most in the early beginning of my work in the organisation was developing
job descriptions for the company. That was something I started with. At that point I wasn’t
fully aware of how much will this part of my responsibility help me to get to know our core
business: what we do, why we do it, how we do it and what challenges do we face along
the way. When I go back, I wish I had done some things differently, but all in all it was an
amazing learning experience because it helped me understand what’s holding us back from
progressing and what’s helping us to create excellent solutions for our clients. Dhruv globals
has changed since then, but my knowledge about our core business still helps me to
understand what we do and most importantly how we do it. Knowing this enables me to
provide support to people in Dhruv globals when they are creating new processes, solutions,
ideas or when they are facing challenges.
If you are working in HR or a business unit that supports the core business, you need to
know everything about it. Just as you learn about your own responsibilities you should keep
learning about everything that’s going on with the business. It will make your job much
easier!

2. CONFLICTS MOSTLY ARISE FROM UNDEFINED PROCESSES AND

RESPONSIBILITIES

I learned that to find the main cause of the conflict is as important as solving the conflict.
The defferent perceptions of the workers and employees is the main cause of the conflicts
between them. Dhruv globals has a specific company culture. Since most of our staff are

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millennials, our company culture is very flexible and informal. Something that is valued
most in dhruvglobals is teamwork and a friendly attitude. Some times conflicts arises due to
difference in perceptions, but due to humble attitude they managed to work together and
solves the conflicts.

3. FOSTER TRANSPARENT INTERNAL COMMUNICATION

I learned that the communication in the organization should be transparent. It gives sense of
responsibility to the workers and employees and gives confidence to them. They thereby
gives more contribution to the organization. As your company starts to grow, honest and
transparent communication becomes a challenge. People don’t know everything anymore.
The management starts to slowly move away from the people. You don’t get to see people
as often as you did when there were 15 of you. So, how do you ensure that the
communication is clear and in due time, especially when it comes to crisis
communication?
As I mentioned, our company culture is quite informal. You can expect that news will run
through the company very fast. So, be very aware of the consequences that may arise if an
important piece of news isn’t shared with the people in due time. In Dhruv globals, we have
created several formal channels for communication. Except for team meetings and monthly
company meetings, most of the departments in Dhruv globals have their own weekly time
for team educations which they use to share informations. Our CEOs do something called
“Quality time with Tompa and Aki”, where they meet employees every Friday to discuss
anything they want to talk about: an idea about a project, a problem they’re facing, their
own career development and so on. There are many more ways through which
communication flows in Dhruv globals, but sharing good news was never the problem.

4. DEVELOP YOUR LEADERS

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I learned that you should develop your leaers whom you will follow in your training period.
Being a trainee you work at very basic level so anyone can give commands to you therefore
you should make your own leaders.Our CEO’s have very high expectations of where they
want Dhruv globals to go. Therefore, they put a lot of trust in the people in the company,
especially in the leadership body. Leadership might not seem important when there is a few
people in the company, the CEO is managing almost everything and the communication is
open and transparent. Specialties in job roles start to develop but most of you are still doing
everything. That’s definitely not the case when there are 50 of you. Our experience has
proved that you need to react before your reach that critical number when the management
can’t manage everything anymore.
Start identifying your leaders and make it clear what do you value in a leader. Who is the
best choice for a leadership position in your company? Share your vision with them, give
them regular feedback and expectations, talk to them about their development and react to
their needs. Start developing your leaders by defining their roles and responsibilities in
the organization. Also, give them necessary tools and support for leading their people.

5. MAINTAIN A HEALTHY BALANCE BETWEEN FORMAL AND INFORMAL

RELATIONS

I learned that you should maintain a balance between formal communication and informal
communication in the organization.If you want to keep the informal environment as it was
when there were 15 of you and everyone were best friends working together. But in most
cases, that’s not going to happen. Growth carries alienation with it, and it becomes harder to
be informal and friendly. It becomes easier to take care of your own work and forget that
we’re a team working for the same cause: to feel good about ourselves and create amazing
things in our line
of work.That’s why I believe that you need to maintain a healthy balance between your
formal and informal relations. This is especially hard if you’re managing someone, but your
job as HR or management is to provide your people with support. Your leaders will have to
accept the responsibilities they have, both the positive ones and the negative ones, such as

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giving feedback, getting people on the right track, communicating what’s desirable and
undesirable behavior within the team and company. If they lack leadership experience, this
will be a challenge for them. As HR or management, you should ensure that everyone gets
education and support. Encourage them to maintain a balance between formal and informal
relations, and give them support and advice when they need it. Make sure that you
encourage them to grow as leaders with all of their responsibilities and challenges.

6. TELL YOUR CEOS WHEN YOU BELIEVE SOMETHING IS GOOD FOR THE
PEOPLE

I learned that whether you are working at lower level, if you have something which is good
for people working in the organization ,you should tell that to your ceos .Dhruv globals has
two CEOs. As expected with leading any company, things will not always go as smooth as
you’d expect. Sometimes, the people in charge will have completely different opinions.
Sometimes they’ll be well intended, but the people won’t see it in the beginning, and often
they’ll try to implement new things in the company. If a company is doing well, most of
these novelties will be good for the people and the company, but what if they’re not and
they affect the people.
As an HR, I learned that you have to listen to the people. You have to get in their work and
understand what is their frustration and how can the CEOs solve it. In my experience, the
best thing to do is to talk to the people, ask them for the solution, what is it that they want to
do and how do they want to solve the problem, and then create a set of arguments and come
to your CEOs. Just tell them what you believe is right for the people in the
company. Also, encourage people to provide feedback to the CEOs. If they still decide to
implement something you or others disagree with, provide them with the necessary support.
They are the leaders and they need to grow through the choices they make. If the
management consists of good people that care for the people in the company, most of their
decisions will, hopefully, be good for the organization!

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7. I learned the spirt of teamwork during the training in dhruvglobals.

8. I learned to recruit the workers according to their skills and requirement in the
organization.

9. I learned to file the provident fund of the workers .

10. I learned to manage the workers, keep a check on them, listening to their queries, solved
their problems .

11. I have done physical monitoring of theworkers of all the departments in the
organization.

Professional communications

Working in a professional setting for the first time can be difficult to get used to. But it is
the best way to learn how to navigate the working world through real-life, hands-on
experience.

One of the most valuable skills you will gain from an internship is the ability to speak with
people in a professional setting. Discussions with bosses or coworkers are different from
discussions with lecturers or fellow students,

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After your internship, you should have a better idea of the appropriate way to behave as a
professional. This will help you a lot when you start interviewing for jobs because you will
be more confident and will sound more mature and experienced in a business setting.

Networking is important

I have learned that you should not underestimate yourself; make sure you make the most of
your internship and take advantage of all the opportunities that come with it.

Also, unglue yourself from your desk every once in awhile and get to know other interns.
Not only will you end up creating great memories and making friends, but you will widen
your professional network.

BIBLIOGRAPHY

1)http://www.dhruvglobals.com/

2) http://www.dhruvglobals.com/aboutus.aspx

3) http://www.dhruvglobals.com/products.aspx

4) http://www.dhruvglobals.com/infrastructure.aspx

5) http://www.dhruvglobals.com/quality.aspx

6) http://www.dhruvglobals.com/mission.aspx

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7) http://www.dhruvglobals.com/clients.aspx

8)http://www.dhruvglobals.com/contactus.aspx

9) http://www.dhruvglobals.com/feedback.aspx

10) http://www.dhruvglobals.com/unit2.aspx

11) http://www.dhruvglobals.com/unit3.aspx

12) http://www.dhruvglobals.com/unit4.aspx

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