HRM PRACTICES IN MAS HOLDINGS (BODYLINE)

• This Group Assignment presented in partial fulfillment of the requirement for the course unit EX-5113.-HRM in Plantation Sector.

• Presented by - M.M.C.B Ehelamalpe

MAS Holdings is..

• One of Sri lanka’s largest apparel manufacturers, employing more than 34,450 people in 21 factories in 10 countries but is Headquartered in colombo, the capital of sri lanka.

• The Acronym comprises the initials of founding 03 brothers Mahesh , Ajay and Sharad in Amalean family.

• Ninety-five sportspersons who represented sri lanka in 21 different sports work at MAS.

• Swimmers from 13 countries competing in Olympics wore Speedo FastSkin swimsuits manufactured by MAS.

• A Unique feature of the FastSkin swimsuit is the fabric, which increases water resistance by replicating the biological skin characteristics of the shark.

• MAS comprises: MAS Intimates, MAS Active, MAS Fabrics and MAS investment and there manufactures World famous Bras, panties, briefs, elastic, fabrics, lace and IT equipments.

MAS Sample Clients List..

• Bodyline is a joint venture of MAS (Sri lanka), MAST Inc(USA) and Triumph international (Germany).

• Products are intimate wear, Swimwear, Sportswear, and Performance wear.

• Customers includes Victoria’s secret, NIKE, Triumphs and Dillards.

• Factory Situated at Ratnapura Road, Gurugoda, Horana.

HRM Planning

• BODYLINE’s complete HRM Plan is based on 04 pillars–Attraction

–Engagement

–Development

– Inspiration

• They practice Long term HRM plan and short term HRM plan also for achieved their business Objectives.

Recruitment and SelectionPillar 01. Attraction

• In Recruitment and Selection Two different criteria used– Category 01.- Shop floor operations (includes

machine operators, Line crew, drivers,etc.)• Selection –first priority to Internal references and

through CSR activities, operational areas • from Paper Advertisements

– Category 02.- Staff (Assistants), Executives (Mangers)and above (DGM,GM)• Through Social media( , and Internet )• Head Hunting

Compensation Management and Rewards Pillar 02. Engagement

• Shop floor– Bonuses – Attendants Incentives– Productivity Incentives– Free Foods ,Medical, Transport and Uniforms.

• Staff– PRP (Performance Related Pay)– Bonuses and Refreshments ,Holiday packages

• Above (DGM,GM)– Vehicle (as personal choice), loans , Fuel– Refreshments, overseas/ local Holiday packages– Loyalty cards

Training and Development Pillar 03. Development

• With the job specification and competency Identified Needs base on the Nine Box Matrix Theory.

Training and Development..

• For Shop floor – Training and Development base on Level of Skill and

Knowledge• Management skill Development– Mix of on-the-job Trainings• Job enlargement• Job Enrichment• Special Projects• Outer bound Trainings (eg. India)• Job Rotation ( Within County or between countries )

Training and Development..

Employee Relations Pillar 04. Inspiration

• Improve engagement– Social engagement• Organized events• CSR Activity committee• Special Project

– Work engagement• Empowered employee• Suggestion Team• Problem solving

Committee Employee Information Kiosk- To check their monthly wage and Overtime payments while lunch time.

Events..

Empowered Employees

• Women Go Beyond concept– Aimed to promote career

advancement by skills-learning and knowledge building training programmes.

– Employee received training in computer skills, English language skills and leadership abilities.

– Organized annual ‘Empowered Women of the year’ awards.

Empowered Employees –“Empowered Women of the Year” Awards

The Day ,Mother / Wife become a Star…

Grievances Handling

• JCC –Joint Consultative Committee (Represented by Employees)

• Suggestion Box (Grievance →Direct to MD)• Employee can forward their Grievances

through..– JCC– Supervisor– HR Manager

Industrial Relations

• No Employee Union inside.• Company provide “Employee Hand Book” to

each Employee for Educate Rules and Regulations and general conduct

• Identified disputes solved throughout the Normal Procedures of Labour Law.

Change Management• MAS Started with Tailor shop

products.• But now produce 52% of production

their Own Development and innovations. (eg.”amante”-Intimates,Speedo FastSkin –Swim Wear)

Strengths and Weaknesses

• Strengths-– Production, Skill and Employee relationship.– Talent to Attraction and Retention.( Low turn-outs)– Strong HR and Business Strategy.

• Weaknesses-– Time limitation to Training and Development activities for

Staff and above category due to business competition.– Labour requirement not fulfill due to Market demand.

No Second Team of Trained employee to meet future production expectations due to low turnouts.

Improvement and Suggestions

• 2019 Be a Employer of choice (based on 04 pillars.)

• Organization Family concept (Family become organization family and treated individuals as family member and a partner in progress)

• Build a second team for fulfill future production expectations.

Factor Contributing to HRM Interrelationship and likely Impacts

• Better Attraction• Low Turnouts• Worker friendly family concept• More Engagement and Retention• Better inspiration• Be the Leader and Bench Mark for the

Garment Industry.

Thank You

Special Thanks :Mr. SANJAYA R. DISSANAYAKE

MBA(UK), PQHRM(IPM), Dip(QM)DGM-Human Resource

BODYLINE (PRIVATE)LIMITEDHorana.