qaisar sardar khokher presentation. masood textile mills were incorporated in 1984 with 4 spinning...
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MTM HISTORY
•Masood Textile mills were incorporated in 1984 with 4 spinning mills. It is a public limited company with its registered office at Faisalabad and listed in all stock exchanges of Pakistan.
•It is vertically integrated textile unit. It has its own spinning, knitting, processing and stitching units. Initially it was engaged only in spinning. But in 1993 company changed its strategy in adding up most process and disposed off three spinning units. In 1995 company made, its own garments units with only 35 stitching machines but today it has about 1000 stitching machines of different brands. All credit of this success goes to visionary personality of Mr. Shahid Nazir, the Chief Executive of the company.
•Kohistan Bus Services that was established in 1973•Aizad Beverages (Coca Cola) was established in 1983•Rabia Trust Hospital was established in 1994•KakaKhel Ghee Mills was established1994•Manthar Metro Urban Services was established in 2004•Masood Textile Mills limited was established in1984•Masood Garments was established by Mr. Shahid Nazir (CEO) in 1995
Management Levels
Top Level Management Chief Executive Office Directors General Manager Middle Level Management Sr. Manager Manager Deputy Manager Assistant Manager Senior Officer OfficerLower Level Management Supervisor Operator Helpers
Major Departments:
Human Resource
Finance
Marketing
Production Planning & Control
Production
Quality Assurance
Industrial Engineering
Store
HR WINGS/ Sub Depts.
Recruitment & SelectionTraining & DevelopmentPerformance ManagementCompensation & BenefitsDisciplinary ActionsEmployee Relationship
Function of HRM
Recruitment & Selection
Training & Development
Performance Management
Compensation & Benefits
Disciplinary Actions
Employee Relationship
HR
Recruitment & Selection
Staffing (Recruitment & Selection):o MTM’s concept of Staffing?o Methods of Staffing at MTM
Staffing ProcessStaffing Process of MTM
o Hiring of Management Staff (Management-Level)o Recruitment of Trainees (Officer-Level)o Hiring against personal references (Supervisory Level)
Flow chart of Staffing at MTMo Flow Chart of Recruitmento Flow Chart of Confirmation
Recruitment Policy of MTMo General recruitment Policyo Career Path Recruitment Policies
Glimpses of HRMS/OPD of Recruitment Section at MTMSuggestions for improvement
Hiring Process of Management Staff at MTM:
Need AnalysisJob Openings
Job Announcement:AdvertisementSourcingScreening & selectionJob TestsInterviewingCompiling the ResultsJob OffersOn boardingOrientationTrainingSocializationInduction to Relevant departmentMonitoringEvaluationRecord keeping. . . . . ..
Career Plans:To develop the professionals in MTM to achieve organizational vision, considering the concept:
HR ATTRACT RETAIN
DEVELOP
Career Plan for MT’s:
Step Designation Level Salary
1. On Joining Management Trainee M6 15000
2. After 6 Months Officer (Confirmation) M6 18,000
3. After 1 Year Sr. Officer M5 21,000
4. After 2 Year Assistant Manager M4 25,000
5. After 3 Years Assistant Manager M4 30,000
Career Plan for Trainee Engineers:
Step Designation Level Salary
1. On Joining Trainee Engineers M6 18,000
2. After 6 Months Engineers (Confirmation) M6 21000
3. After 1 Year Engineers M6 25000
4. After 2 Year Assistant Manager M4 30000
5. After 3 Years Assistant Manager M4 35000
MTM General Recruitment Policy:Be fair and consistent; be non-discriminatory on the grounds of sex, race, age, religion or disability;All appointees will receive orientation/training in effective manner.General Terms
Duly filled Personal Data FormPhoto copy of national identity card Educational and service certificates.Employee must notify to Manager HR as early as possible, any change in their personal data e.g. marital status, educational/professional qualification, change of home address, birth of children.It is compulsory for all the employees to give thumb impression on the time of recruitment for identification and security reason.
Training & Development“Future-oriented training, focusing on the personal growth of the employee”Importance of T&D in MTMTypes of training in MTMTraining SchedulesProcedure of T&D in MTMT&D Policy of MTMTraining & Development Policy & Strategy of MTM:Policy:Scope Purpose & MethodsInduction training (New employee orientation) On the job training Departmental meetings Apprenticeship & Internship Formal training courses (internal and external)Training of Management Trainees Training and Development Strategy:Identifying development needs:Training and development plan:Resources for Training & DevelopmentBudget for Training & Development:Time allocation for training and development:Monitoring and EvaluationMaintaining 'learning logs'
Performance Management
Confirmation Evaluation
Bi-Annual Evaluation
Annual Evaluation
Increment
Promotion / Demotion
Transfers
Salaries Attendance System LeaveOut Door dutyOver timeVehicle (Fuel & Maintenance )Mobile AllowanceTransportation Housing Other BenefitsAdvance against Salary Loan
Medical (NJI)Incentives/ BonusesGratuitySocial Security BenefitsMedical BenefitsLeave Benefits Death GrantPension & GratuityWorker Welfare FundEOBIMarriage Grant
Compensation & Benefits
Designation LevelApproved Limit (Fuel & Maintenance)
Petrol (Ltrs) CNG (KGs) Maintenance
DGM G-4 80 175 4000
Sr. Manager M-1 60 152 3000
Manager M-2 50 120 2500
Dy. Manager M-3 38 90 2000
Social Security ContributionLegal requirementsContribution rate of S.S.C. is 7%Medical BenefitsSocial Security HospitalsOther Hospitals (if sufficient medical facilities are not available in S.S. hospitals and reimbursement of expenses will be claimed from S.S.I.)Food expenses @ Rs.70/- per day ( @ Rs.100/- for of T.B. and cancer patients)Leave BenefitsMedical Leaves up to121 days (Four months) with 75% pay from S.S.I.In case of serious illness like T.B and Cancer, leaves of 365 days with full pay from S.S.I.In case of accident, leaves of 180 days with full pay From S.S.I.In case of death of husband for female employee, full salary during Eddatt.Death BenefitsIn case of death of worker Rs. 5000/- will be given for his Tajheez-U-Takfeen by the S.S.I.In case of death of worker’s family member, then Rs.2,500/- will be given for Tajheez-U-Takfeen by the S.S.I.Pension & Gratuity BenefitsGratuityIn case of accident, if the disability ratio is up to 20% then worker can get the lum sum amount of gratuity.PensionIn case of accident, if the disability ratio is more then 20% then worker will become eligible for pension by S.S.I.Employee will get the disability pension according to his degree of disabilityIf Degree of disability is 80% then pension will be equal to the last salary.If Degree of disability is 40% then pension will be equal to the half of last salary.In case of accidental death of employee, the widow get pension per month equal to employee’s last salary.
EOBI1. Old age PensionAge and Service Slabs for MaleJoining Date Minimum Service PeriodBefore the age of 40 Years 15 yearsBetween 40-45 Years 7 YearsAfter 45 Years 5 YearsAge and Service Slabs for FemaleJoining Date Minimum Service PeriodBefore the age of 35 Years 15 yearsBetween 35-40 Years 7 YearsAfter 40 Years 5 YearsIn case of male employee, he can avail the pension benefits after the age of 60 years.In case of female employee, she can avail the pension benefits after the age of 55 years.Pension AmountThe minimum amount of pension is Rs.720/- while Maximum is Rs.1,760/- which is calculated by the following formulaPension = Total service period * average Salary of last year / 502. Disable PensionIf service period of an employee is 5 years he becomes disable up to 67% then he can get the pension for a period of five years. If the disability continues for more the 5 years or he becomes 60 years of age (55 years for females) then his pension will be converted to Life time pension.Disability ratio up to 67% Pension for five years If Disability continues more then 5 years then his pension will be converted to life time pension.3. Survivors PensionIn case of death of employee after completing three years of service period then his widow become eligible of his pension. Pension may also be given to his children which will continue up to their maturity.Maturity age for son = 21 years Maturity age for daughter = up to her marriage.If employee is not married then his parents can get this pension for five years only.
Worker’s Welfare FundMarriage GrantMarriage grant is granted to following criteria,They have completed three years of their services.They can get the marriage grant only for two daughters.Amount of marriage grant is Rs 70000/- declared in 2012 Application for grant will be given within the period of three months of after Nikah.After six months, case will be considered late and Affidavit form will be attached with it.
Death GrantTheir designations are workers and Supervisor not the officers.The amount of death grant is Rs 300,000/- which is declared in 2008.Application for grant will be given within three months of death.After six months case will be considered late and Affidavit form will be attached with other documentsLast date for applying death grant is after one year and three months of deathNormally death and marriage grant can be cleared from labor department within six months.
• Petty Cash Vouchers
• Upto 10,000 payments in the form of cash.• Verification & Signed by Finance department.• Cash received from Cash Department.• Feed Voucher in GMTFAS.• Received Cash from Head Office.
• Bank Payment Voucher • All payments above Rs.10,000 made by Cheque from Head Office.
Majors Heads in Petty Cash Payment
• Entertainment Expense.• Traveling & Conveyance Expense.• Local Freight Expense.• Salaries & Wages.• Carriage & Freight Charges.• Misc. Expense.• Repair & Maintenance Expense.• Printing & Stationary Expense• Medical Expense
Verification of Payments• Salaries • Contract Wages• Over Time• PRS (Performance Reward System)• Leave Encashment • EOBI(Employee Old Age Befefits Institution)
• ESSI(Employee Scocial Security Institution)
Purchase Type & Bill
• Procurement Bills. • General Purchase Bills.• Machine Parts Bills.• Information Technology Bills.
Factory Over Heads• Salaries & Wages• Other Benefits• Suppl. Salary• Incentive / Attendance Reward• Store Consumption• Performance Reward (PRS)• Over Time • Store Consumption• Fuel & Power• Rent Rates & Taxes• Legal & Professional Charges• Fee & Subscription• Insurance• Vehicle Running• Depreciation• Communication & Postage
Profit & Loss Account• Projected vs Actual Profit & Loss Accounts• Customer Wise.• Site Wise / Unit Wise.• Purchase Order Wise• Reasons of variance
Analysis on Loss of Profit
• Rejection Analysis• Accessory Variance Analysis• Cut Part/Induction Consumption• Unabsorption of fixed Cost• Above & Allowe %age
MARKETINGThe main objective of marketing department is to attract the customer by assuring quality with competitive price, sound back track system and total customer satisfaction.
• Merchandising
Customer Merchandiser Factory
Functions of Merchandising Department
• Costing• Sampling• Fabric Developments• Pre-Production Approvals & Final Sampling• Bulk Production Monitoring & Follow up
Main customers of MTM
Industrial Engineering Department
Believe in the best
Process Improvement Team Masood Textile Mills Apparel Division
By :PITI.E Department
What is Industrial Engineering
• Discipline of utilizing, coordinating and integrating humans, machines and materials to attain a desired output rate with the optimum utilization of energy, knowledge, money and time.
• It employs certain techniques such as floor layouts, personnel organization, time standards, wage rates, incentive payment plan to control the quantity and quality of good and services produced.
Scope of Industrial Engineering Department
It is the engineering approach applied to all factors, including the human factors, involved in the production and distribution of the products and services.
Industrial Engineering is the logical way to find out
• The best way to do something.• The time required to do it.• The way to measure the results.
Role of Industrial Engineering Department
IED
Finance & Accounts
•Accurate costing•Operators performance measurement•Incentive scheme implementation
Production
•Method study•Work measurement•Quality•Work flow•WIP control
Personnel & administration
•Labour productivity•Labour cost•Selection & training
Sampling
•Product engineering•Operations•Machinery & work aids
Merchandizing
•Product engineering & costing
Key functions leading to productivity improvement
Product engineering
• Determine the optimum method of construction to achieve the required finished product efficiency.
• Establish the operations sequence
Performance development
• Apply industrial engineering techniques to develop the performance of teams and individuals by motivation and organization.
Maintenance
• Ensure the production method & equipment, workplaces, work study data and time standards are effectively and rigorously maintained.
Continuous improvement
• Constantly review the production methods to identify and take cost saving opportunities.
• Constantly monitor the operators performance against time standards and targets and take action to improve performance and eliminate causes of deviated or under performance.
Industrial Engineering Practices
I.E Leading practices in apparel manufacturing focus on increasing productivity (throughput and people) and flexibility.
Throughput
The level of production per level of manufacturing assets
People
The level of production per no. of people required
Flexibility
The no. of styles produced with in a set time
Increased fixed assets turns
Reduce labour cost Improve inventory turns and services
Industrial engineering function assist in establishing manufacturing standards across factory. Manufacturing standards enables in:
• Calculating product manufacturing costs accurately.• Assigning production resources efficiently (machines, time and labour).• Compensating operators fairly (based on work content).• Improving production compliance.• Detecting performance improvement opportunities.• Performing effective training of operators.
Industrial engineering function shall be the key to:
• Establishing performance standards.• Aiming towards continuous improvement.
The function of Method study is to determine the
Equipment , Tools, Working Conditions Work method
Which will enable the worker to produce a maximum no. of work units per unit time with a given expenditure of human energy.
The Function of Method Study
The function of time study is to estimate
The amount of production the worker should produce with given work method & expenditure of human energy during given period of time under given working conditions.
It is used to determine a wage rate for work activity which will enable the worker to earn a predetermined wage.
The Function of Time Study
Terminologies
Following terms are commonly used in industrial engineering:
1. Method study.2. Work measurement.3. Standard allowed minutes. (SAM)4. Rating.5. Standard operator.6. Standard performance.7. Capacity study.8. Efficiency9. Utilization
Method Study
A method analysis is the procedure of studying methods used to determine the best way of doing the job.
Some applications of method study are:
• Designing of work place.• Reduce the no. of motions.• Designing of work aids.• Selection of tools and equipments.• Reduction in time content by setting the correct sequence of motion.• Production enhancement and reduction in operator fatigue.
Time Study
Measure the work content in the task .How long should it take a motivated standard operator to perform the task. Some applications of time study are:
• Costing – cost of manufacturing a product can be determined.
• Manpower planning – how many people are required to produce a given volume.
• Quotas and piece rates – targets and cost of operation can be determined.
• Machine requirements – number and types of machines required for given volume.
• Production planning – capacity on the plant can be calculated which helps in order booking.
Standard Allowed Minutes (SAM)
Time taken by a normal operator to perform a defined task having a defined method under standard working conditions. SAM is widely used in manufacturing for,
• Attaching a time value to each operation being performed.• Standardization of methods to perform the operations.• Provide a bridge to measure each and every operation.
Standard operator
• Fully trained and motivated to perform a defined task (having a defined method) and is by definition average in terms of his or her work pace.
Standard Performance
It is the performance achieved by standard operator in standard working conditions.
Capacity Study
The objective of capacity study is to find out the potential performance level the operator would attain if he continues to work at the same pace with observed method.
Some applications of capacity studies are,
• Checking and proving production quotas and piece rates.• Motivate operators.• Measure the production sections capability.
Summary of I.E department Functions at MTM
• Work study • Style bulletins• Layouts designs• Machine planning• Process Improvement• Training of Machine operators• Training Of Production Supervisors.• Training of Production Management.• Training of Packing department.• Training of Quality staff.• Machine shop. (All functions)• Maintenance
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