HUMAN RESOURCE

MANAGEMENT
PSDA-1
•SUBMITTED BY:-
•TANYA CHAUHAN
•RITIKA CHAUHAN
•HARSH GOEL
 ABOUT KNITPRO
INTERNATIONAL
• KnitPro International" is an enterprise that
produces a range of knitting and crochet tools,
including knitting needles, crochet hooks, and
accessories. They are known for their
innovative products that cater to the needs of
knitters and crocheters.

• The company offers a variety of materials for

their needles and hooks, such as wood, metal,
and acrylic, catering to different preferences
and types of yarn. Additionally, they often
provide kits and sets that include a selection of
tools for specific projects or techniques.
 HUMAN RESOURCE
PRACTICES AT
KNITPRO
Skill-Centric Hiring: Identifying candidates with
skills relevant to the industry, such as knowledge
of knitting and crochet techniques, familiarity with
different yarn types, and understanding of crafting
trends.
Product Knowledge Training: Providing training
to employees so they have a strong understanding
of the tools the company produces, their features,
and how they are used.
Customized Recruitment: Tailoring recruitment
efforts to attract individuals who are passionate
about knitting and crochet, and who might already
be part of the crafting community.
Creative Work Environment:
Fostering a creative and innovative
atmosphere that encourages
employees to contribute ideas for new
tools, designs, and improvements.
Quality Control Awareness:
Ensuring that employees are well-
versed in quality control procedures
to maintain the high standards
required for knitting and crochet
tools.
Product Testing and Feedback:
Encouraging employees to use the
tools themselves to provide valuable
feedback for further development and
improvement.
Crafting Workshops: Offering
crafting workshops or sessions as a
team-building activity, helping
employees better understand the
tools and techniques.
Customer-Centric Training:
Training customer service staff to
provide knowledgeable assistance
to customers seeking guidance on
tool selection, techniques, and
troubleshooting.
Innovation Recognition:
Implementing a system to
recognize and reward employees
who contribute innovative ideas for
new tools or process improvements.
Industry Trends Monitoring: Encouraging employees to stay updated on crafting
trends and techniques, helping the company stay relevant in the market.

Flexible Work Arrangements: Offering flexibility to accommodate employees

who might have crafting-related commitments or interests outside of work.

Crafting Community Engagement: Encouraging employees to actively participate

in crafting communities, which can enhance their understanding of customer
needs.
Product Development Collaboration:
Facilitating cross-functional collaboration
between employees in different departments
to gather insights for new product
development.
Remote Work Options: Considering
remote work opportunities, especially for
roles like design and marketing that can be
performed effectively off-site.
Recognition of Creative Achievements:
Recognizing and celebrating employees'
personal crafting achievements, which can
foster a sense of camaraderie.
Sustainability Initiatives: Aligning HR practices with the values of the
crafting community, which often includes a focus on sustainable and eco-
friendly practices.

Crafting Competitions: Organizing internal or external crafting

competitions to promote creativity and skill development among
employees.

Lifelong Learning: Offering opportunities for continuous learning and skill

enhancement in areas such as new crafting techniques, design software,
and marketing strategies.