1. Project On
“A Study of Human Resource Department”
Special Reference
“Bombay Rayon Fashion Limited”
Submitted By
GuruRaj KhanvilkaR
1540111
Under the Subject
HUMAN RESOURCE MANAGEMENT
(MBA – I)
Under the Guidance of
Dr. Vidya Kadam. (B.Sc,M.B.A.,Ph.D.)

2. INDEX
SR NO NAME OF OBJECT
01 INTRODUCTION
02 IMPORTANCE OF HR
03 OBECTIVE OF PROJECT
04 COMPANY PROFILE
05 HR DEPARTMENT AT BRFL
06 CONCLUSION

3. INTRODUCTION
Human Resource Managementis the process ofrecruitment, selectionof
employee, providingproper orientationandinduction, providingproper
training and the developingskills, assessment ofemployee(performance of
appraisal), providingpropercompensationandbenefits, motivating,
maintaining proper relations withlabour andwithtrade unions, maintaining
employees safety, welfare andhealthby complying withlabour laws of
concernstate or country.
Workingof human resource management department indifferent
organizationis different . arrangement adstructure is flexible in every
company . we shouldhave to take over view and understand workingofHR
department . This is project conductedinBombay rayonfashionltd. To know
workingand problem facedby HR department .

4. IMPORTANCE OF HUMAN RESOURCE MANAGEMNT
Any organization, without aproper setup for HRMis boundto suffer
from serious problems while managingits regular activities. For this reason,
today, companies must put alot of effort and energy into settingup a strong
and effective HRM.
Managing Disputes
In an organisation, there are severalissues onwhichdisputes may arise
betweenthe employeesandthe employers. Youcansay conflicts are almost
inevitable. In sucha scenario, it is the human resource department whichacts
as a consultant and mediator to sort out those issues inan effective manner.
DevelopingPublicRelations
The responsibility ofestablishinggoodpublic relations lies withthe HRMto a
great extent. They organise business meetings, seminars andvarious official
gatherings on behalf of the company inorder to build up relationships with
other business sectors
Recruitment and Training
This is one ofthe major responsibilitiesofthe humanresource team. The HR
managers come up withplans and strategies for hiringthe right kind of people.
They design the criteriawhichis best suitedfor a specific job description. Their
other tasks relatedto recruitmentinclude formulatingthe obligations ofan
employee andthe scope oftasks assigned to him or her. Based onthese two
factors, the contract ofan employeewiththe company is prepared. When
needed, they also provide trainingto the employees accordingto the
requirementsofthe organisation. Thus, the staff members get the opportunity
to sharpentheir existingskills or develop specialisedskills whichin turn, will
help them to take up some new roles.
Performance Appraisals
HRMencourages the people workinginan organisation, to workaccordingto

5. their potentialand gives them suggestions that can help them to bringabout
improvement init. The team communicates withthe staffindividually from
time to time and provides all the necessary informationregardingtheir
performancesandalso defines their respective roles
Maintaining Work Atmosphere
This is a vital aspect ofHRMbecause the performanceofan individual in an
organisationis largely driven by the workatmosphere or workculture that
prevails at the workplace. A goodworkingconditionis one of the benefits that
the employees canexpect from anefficient humanresource team

6. OBJECTIVE
Bombay rayonfashionltd. Is big company intextile organizations .
they are workingform last 3 decades ,they became successfulinIndia as well
as other 27 countries . behindsuccessfulorganizationworkforce is major
factor , BRFL group has there welltrained humanresource management
department spreadallover their branches .
Objective ofthis study is to know actual workofHR in any branchas well
as to understand training , salary planning and management withinworkplace
by HR department .

7. COMPANY PROFILE
About company
BRFL is a vertically integratedtextile company, engagedinthe manufacture of
a wide range of fabrics and garments from state ofthe art productionfacilities.
Apart from beingthe largest Shirt manufacturer in India, they are successfully
evolvedinto a multi-fibre manufacturingcompany producingfabrics suchas
Cotton, Polyester, Tinsel, Modal, Lycra, Woolandvarious blends. There yarn
dyed fabric, printingtechniques, finishing, processing, weaving, stitchingare a
markof excellence makingevery piece offabric perfect. BRFLis today one of
the most sought after brands in the Indian as well as Internationalfashion
markets. BRFLhas grownphenomenally andthe reasonhas beenour
customers.Inspiredtowards betterment, we now possess the entire knowhow
and technology for yarndyeing, fabric weaving, processingandgarment
manufacturing. BRFLis one ofIndia’s most dynamic and professionally
managed textile groups.
Address :
NH- 4, Pune- Kolhapur Highway
Islampur - 415407
Maharashtra, India
Products : Fabric

8. Branches: Mumbai, pune , Islampur , Bangalore , tarapur ,
Doddaballapur,
STRUCTURE OF HUMAN RESOURNCE DEPARMENT
# At Bombay rayon:
Senior level:
1. Chief HR officer
2. GeneralHR manager
3. Asst. HR
Middle level :
1. Senior executive HR

9. 2. HR technical supervisor
Field level :
1. Recruiter
2. Coordinator ( general Staff )
3. HR associate
4. HR trainee
5. Employment manager
1. Total 16 people are workingin BRFL islampur branchfor human
resource department
2. 11 men + 5 women = 16 people .
3. There work is divided as per position and requirement .
4. Human resource office is placed at main building were it comes
at central area of factory
5. HR department is playing big role and working24 hours in plant
, they are working in 3 shifts , duties are changed according to
requirement .
6. Senior human resource director had decided some norms and
according to that general HR manager implement it in islampur
branch.
7. Senior human resource manager having total control , he is
working from MUMBAI , but day to day reports are submitted
regularly from every branch all over India .

10. Bombay rayon fashion Responsibility Guidelines-
 Labor Forced.
Bombay Rayon prohibits the use offorcedlaborinour operations, i.e.,any work
or service that aworker performs involuntarily, Forcedincludingunder threat of
physical harm or other penalty.
 Child Labor.
Bombay Rayonprohibits the unlawful employment or exploitationof children
in ourworkplace. Inaccordancewiththe conventionsofthe InternationalLabor
Organization (ILO) and national laws, the minimum age for employment is the
highest of the following ages: (i) 15 years of age, (ii) the local minimum
employment age, or (iii) the mandatory schooling age. All temporary workers
usedby BombayRayonandall third-partycontractorswhoperformworkonour
premises are required to meet these minimum-age requirements.
 Diversity and Inclusion.
We prize a diverse and inclusive workplace and aim to promote cultural and
individual differences. Bombay Rayon does not discriminate in employment or
employeetreatmentbaseduponanyofthe followingcharacteristics:race,color,
religion, gender, age, ethnic or national origin, veteranstatus, disability, sexual

11. orientation or preference, gender identity, marital status, citizenship status,
genetic information, or any legally protected personal characteristic or status.
 Harassment and Abuse.
Bombay Rayon will not tolerate any form of harassment including harassment
based on race, color, religion, gender, age, ethnic or national origin, veteran
status, disability, sexual orientation or preference, gender identity, marital
status, citizenship status, genetic information, or any legally protectedpersonal
characteristic or status.
 Safety and Health.
We use internal and external expertise to provide a safe work
environment. Specifically, we: (i) provide safety training for all employees as
requiredfor their work; (ii) establishfirst aid and medicaltreatment procedures
to provide employees withappropriate care; (iii) conduct carefulinvestigations
ofaccidentsto avoidrecurrence,andstudy the safety andhealth featuresofany
equipment, materials or process; and (iv) solicit employee involvement and
support through safety committees or other avenues for employee input.
 Use Of Technology-
Given the unlimited uses of technology it is used in almost every department in
an organization.
 Recruitment-
This has beenaided bye-recruitmentwebportalswhereemployersmanagerwill
have to use technology. Technology will allow the team to access required
documents of every specific.
 Training and Development-
After the process of recruitingis finished human resources managers will have
to use technology to train new employees. Training program is depend upon
work and position of new employee . workers has theory and practical based
training programs from 25 to 30 days . training program help to analyze skill of
an employee so that proper workwill given to particular personwhich help to
maximum utilization od work force without wasting time and money .

13. CONCLUSION

14. • At Bombay Rayon, They designed HUMAN RESOURCE
management department according to their need so they can
work more effectively and deal with day to day activities in the
manufacturing unit .
• Through this study we come to know that HR management has
vital role which impacts directly on activities related from supply
to sale in organization.
• It is proves that human resource management need to be well
designed in the way that supports contentious working of
company and proper utilization of resource so can saves input to
maximize profit.