MUHAMMAD NAVEED

ANJUM
MC100400356
FALL 2012
MBA
HRM

CRESCENT BAHUMAN MILL

BRIEF INTRODUCTION OF THE ORGANIZATIONS BUSINESS SECTOR

Crescent Bahuman Limited prepares jeans and denims related items

for the manufacturers all over the world. Levis, Stonage, Blend, Ben
Sherman, Mastung, Gap, Big Star, Carrera, Nautica Jeans Co., Espirit,
Denim, Colorado, Mc Gordon, Identity, Arezona, Limited Express are
the main customers of Crescent Bahuman Limited in business sector.
Jeans, shirt, upper of jeans, T- Shirts on demand, Levis & Express are
the major Products and services of Crescent Bahuman Limited.
Crescent Bahuman Limited is giving special attention on the
manufacturing process of its products. Customer satisfaction is the
main objective of Crescent Bahuman Limited that is why it is
producing quality products like denim. Management of the Crescent
Bahuman Limited is involved in the continuous process of its jeans
products that is the reason of its survival in the market. Effective
measure is being taken for quality products by the management of
CBL.

BUSINESS
VOLUME

YEAR 2006 /2005

SALES
1, 635, 312, 9741, 576, 661, 597
COST OF SALES
1, 335, 183, 1231, 373, 637, 814
GROSS PROFIT
300, 129, 851203, 023, 783

OTHER OPERATING INCOME

13, 744, 095642, 583, 313, 873, 946203, 666, 366

DISTRIBUTION COST
109, 577, 996101, 943, 921

ADMINISTRATIVE EXPENSES
25, 295, 36524, 414, 544

OTHER OPERATING EXPENSES

3, 594, 9491, 720, 656

FINANCE COST
114, 277, 71246, 032, 774252, 746, 022174, 111, 895

PROFIT FOR THE YEAR BEFORE TAXATION

61, 127, 92429, 554, 47

COMPETITORS

These are the major competitors of Crescent

Bahuman Limited.
US APPAREL
AZGARD 9
MASTER

ORGANIZATIONAL
HIERARCHY CHART

Executive Group
E1

CHIEF EXECUTIVE OFFICER

E2

PRESIDENT OF FINANCE
E3

VICE PORESIDENT OF FINANCE

E4

ASSISTANT VICE PRESIDENT

Managerial Group
M1

MANAGER OF FINANCE
M2

SENIOR DEPUTY MANAGER

M3

JUNIOR DEPUTY MANAGER

M4

SENIOR ASSISTANT MANAGER

M5

JUNIOR ASSISTANT MANAGER

M6

(Staff)
S1
S2

(Workers)
S3
S4
S5

Office Boy

TRAINING PROGRAM

FINANCE DEPARTMENT
PREPARE THE CARDS OF EMPLOYEE AND

DISTRIBUTION
HRM DEPARTMENT
DAILY EMPLOYEES CLAIMS FILE
MAINTENANCE

STRUCTURE OF HRM DEPARTMENT

FUNCTION OF HRM
HUMAN RESOURCE PLANNING AND FORECASTING

HRP process
Forecasting HR requirements
Methods to forecast HR needs

B. EMPLOYEES RECRUITMENT & SELECTION

SOURCES OF CANDIDATES
Internal sources
External sources
EMPLOYMENT SELECTION PROCESS

C. TRAINING & DEVELOPMENT

Training need assessment
Employee development

D. PERFORMANCE MANAGEMENT
Setting performance standards &

expectations
How performance reports are written
E. EMPLOYEE COMPENSATION & BENEFITS
Type of compensation & benefts

 ORGANIZATIONAL CAREER MANAGEMENT

Employee job changes
Job changes with the organization
Promotion
Transfer
Demotion
Separations
Layoff
Termination
Resignation
Retirement

G. LABOR MANAGEMENT RELATIONS

CRITICAL ANALYSIS

During my internship at the time of recruitment, the selection committee does not

select employee on the qualifcation base it is selected more on reference base.

The performance appraisal is not good or regular because most of the ranking occurs
on the personal bias. The chances of promotion of the relative or well known person
are high. They must strictly follow employee evaluation purely based on merit.
I observed a major HR function of training and development is neglected while all
employees should undergo periodic trainings
Due to reference base selection company is unable to get the maximum out of the
work force as they are not skilled resulting in productivity defciency and excessive
cost building?
Due to reference base recruitment most of the supervisors are relative with top
management they are not implementing company policies in good spirit in fact their
style is not professional it results in de motivating rather than motivating them.
Motivating the employee in well manner. They are lazy as the result more wastage
It is totally ignore local audience they can cover Hugh share in Pakistan market as the
products are globally recognize the quality
The CBL Collecting information about consumers, competitors, information and
channel members in Pakistan are very low
The relationship among all managerial and functional layers is not friendly infact they
lack communication
During my training the supervision of the super visors were not good their attitude
towards works is quiet harsh.

SWOT ANALYSIS
STRENGTHS
CBL has very strong image
CBL has its own power generation plant. So cant be

affected by energy crisis faced by the industry now days.

companies majority buyers are abroad
It has state of art production facility
CBL has the latest technology
According to quality the CBL product are world class
renowned across the glob
competent staff functioning for the growth of the company

WEAKNESSES
There is no job security in the crescent Bahu man
The turnover ratio is very high
Local sales are very low, because no advertisement

on radio or T.V
It has ignore the local market
There is no proper training for the employees
During my tenure I felt quality decreases as
employees are over loaded
Some time delivery late due to lack of production
planning
Wastage level is very high

OPPORTUNITIES
New regulations for Anti dumping duties in European market

are now more flexible as compare to last year that can result
in exports boost
Introduced the more modern technology like robotics system
Pakistani market is now more attractive for foreign inverstor
as devaluation of money results in more income for tham.
Having great experience and skill result of working for
worlds leading brands they can use these expertise to
launch their own top of the range product line in local
market
Highly skilled and cost effective labor gives the opportunity
to expand globally and compete any business market.

THREATS
There is a threat of competitors like USA

textile mill in Lahore

Foreign investment in textile sector in Sri
Lanka, Bangladesh and India is a danger in
future for Crescent Textile Mills
Levis gives the contract to anothers
company

CONCLUSION
During my internship I noted many things the crescent bahuman is
the multinational company the image of crescent is very high the
environment of the mill is very high. The mill on the progressive way
the communication between the employees is low standard in which
I noted if the employee gives extra time to the company the
company gives the incentives to employees. The performance of the
Human Resource department is also not satisfactory. The demand of
Crescent Textile Mills products is increasing with the passage of
time. The company is expanding its capacity to satisfy the demands
of their customers. Management of the company is trying to improve
more and more to earn proft and improve the economy of the
Pakistan. During the internship I noted the employee turnover rate is
very high and the selection methods also low O noted also the work
is more but the wages of the labor of the employees is very high.

RECOMMENDATIONS
Should be advertisement on news papers television or local country
Should be contract with the local market
Give the training properly to the workers for better the performance of workers
Should be job security to labor As the turnover rate is very high, the management should look for

the reasons and take effective steps to overcome the causes and not only the symptoms
Increase the wages of the employee because I noted that the wages are very low
Should be advertisement of the recruitment in wide areas
CBL must improve the communication skills between the employees
The CBL management must also arrange local training sessions for special purposes to be
refreshed after every 3-4 months, like stress management, time management, crises
management etc
Should be high rate of incentives or bonus of the employee
Crescent Bahuman Limited is one of the largest vertical integrated organizations of South Asia.
The efficiency of CBL can be improved to manage a training program for the management. It must
be clear to the management of CBL that only good team work can improve the performance of
the employees. Almost many managers have learnt in their professional studies but are
completely fail to utilize it in the practical feld. Either the top management is not hiring proper
brains or the brains are not being used. So it is the management employee positive relationship
that can reduce turnover and improve the performance of CBL.

THANK YOU