A brief overview of one of the largest denim producing industry of the southest asia...

2. ADP(cs) Third semester
Submitted To: Sir Waseem Shehzad
Date of submission:25th of march 2015

3.  I would like to dedicate this report to my dear parents
and respected teachers especially Sir Waseem Shehzad
who guided me through my studying carrier and still
doing his best for me. To be here in this institution at
this level I am just because of my parents, especially
their training, guidance, love, affection and
motivation. I pray that I can serve my parents as best
as I can.
“Parent’s Blessings are Our Most Valuable Assets”

4.  CHIEF EXECUTIVE OFFICER (E1)


 PRESIDENT OF FINANCE (E2)
 VICE PORESIDENT OF FINANCE (E3)
 ASSISTANT VICE PRESIDENT (E4)
 MANAGER OF FINANCE (M1)
 SENIOR DEPUTY MANAGER(M2)
 JUNIOR DEPUTY MANAGER (M3)
 SENIOR ASSISTANT MANAGER (M4)
 JUNIOR ASSISTANT MANAGER (M4)
 S1
 S2
 S3
 S4
 S5
 OFFICE BOYS

5. Executive E1 to E5 (EVP, SVP, AVP)
Manageria
l
M1 to M6 (SM, SDM, DM, SAM, AM)
Staff
grades
S1 to S2(officers, Junior officers, &
supervisors)
Work man S3 to S5 (operators, Senior operators, and
assist operators)

6. Departments and Their Abbreviations:
•GQ Garment Quality
•HR Human Resource
•BFL Bahuman Forestry Limited
•IT Information Technology
•PG Power Generation
•SY Security
•IE Industrial Engineering
•SW Sewing
•SV Services
•SCH School
•WP Garment wet Processing
•HO Head Office
•IR Industrial Relation
•CV Civil
•CT Cutting
•WV Weaving
•QA Quality Assurance

7. 
 Crescent Bahuman, the largest vertically integrated denim
manufacturing facility in Southeast Asia
 Crescent Bahuman prepares jeans and denims related
items for the manufacturers. We will expand production
capacity of jeans and denims & threads. We prepare the top
five percent, in terms of quality standards, of all jeans on
the market. Our customers seek this product as it provides
them with a point of differentiation to specialty roasters. In
the past six years, demand for our products has exceeded
the amount we are able to supply and we have been forced
to refuse requests for larger shipments.

9.  Mission:
“To be the best supplier of the products and
services to our global communication customers
at the lowest total cost of ownership”
 Vision :
To promote the products and services in
international markets. To be a customer
focused organization with product quality and
Service excellence

10.  1:The most big challenge for the
organization is to maintain the quality of
their product and to provide a better
product to the people as compaired to their
competitor.
 2:The other big challenge faced by the
organization is to provide a friendly
environment to their employees and to also
provide the basic facilities to the employees
working in their organization.

11.  A. HR department plays a linkage role
between the processes, strategies, and
people. The main function of this
department is to facilitate the stakeholders.
 B. Recruitment and selection process fulfill
the future requirements of talented sourcing
and their appointments or entry in the
organization. Once a new employee or
associate selected his naturalization process
begins.

12. C. Training and development function is
directed towards individuals, who have
potential to grow and commit for long term
association with CBL.
Three main areas:
Human Resource
Industrial Relation
Co- workers services

13.  Strengths:
 1:Biggest Unit
 Biggest unit in South Asia and exports 9 billion jeans per
year..
 2:Independent Manufacturing Firm
 The organization is completely independent
manufacturing firm, it takes cotton as input and gives
output in the form of garments, fabric, and yarn.
 3:Quality Conscious
 Quality is the main factor for the success of any
organization. That’s why CBL is ISO 9001 certified
company for his quality products.

14. 4:Own power generation plant
CBL is having its own power generation plant.
So can’t be affected by energy crisis faced by
the industry now days.
5:No illiterate labor
Illiterate labor intake is zero, minimum
education level for worker class is middle but
primary is also accepted.
ths:

15. WEAKNESSES:
1:High turnover rate
Turnover rate is very high at worker level, which effects the
hiring and trainings cost.
2:Complex Hierarchy
Management is divided into many levels (like SAM AM and
JAM) so low career development chances for management
level employees.
3:Marketing Department cost
There is a market department in CBL but is not that much
effective as it should be as marketing department of being the
biggest unit of South Asia.Other competitor are spending more
on it as compare to CBL
4:No Advertising
Local sales are very low, Because no advertisement on radio
or T.V. by using advertisement in local country it can increase
its sales.

16. OPPORTUNITIES
1: First movers
CBL enjoys opportunity of first movers in that
industry. So is much developed and well reputed in
the industry internationally
2: Still Biggest contractor of LEVI STRAUSS
LEVI STRAUSS is the most renounced brand of
jeans, and CBL is the biggest manufacturer of LEVI
STRAUSS in Pakistan yet.
3: Economical Barriers To new entrants
The industry is quiet expensive to enter for any new
comer, especially in the current scenario of
economic and energy crisis.

17. THREATS
Market share is divided with competitors
Now LEVI’s has given a part of the contracts to
new firms like US Apparel and Auzgard.
1:Foreign investors
Foreign investment in textile sector in Sri Lanka,
Bangladesh and India is a danger in future for
Crescent Textile Mills .
2:Dumping duties
South Africa is thinking about to impose the anti-
dumping duties on Pakistan textile exports. If it is
imposed, a reasonable export share and big market
may be lost.

18.  I got a lot of experience from Crescent
Textile Mills. During my internship we came
to know that how the different activities
take place, what are the procedures
 The Crescent Textile Mills is on the way of
progress. It has been earning profit for the
last five years. The management is
professionally qualified and experienced.

19. The Crescent Textile Mills should motivate their
employees by providing different incentives. Their
salary package is also not attractive. The performance
of the Human Resource department is also not
satisfactory.
Crescent Textile Mill’s product is of high quality. The
demand of Crescent Textile Mill’s 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 profit and improve
the economy of the
Pakistan.

20. l
Analyzing all the chapters conclusions and the interviews and
surveys that I have conducted, it is finally concluded that CBL
management is working in a more focused and formalized
manner.
However, to achieve their objectives successfully on the
International standards, the following suggestions are offered:
•The CBL should also take interest in the local marketing to
increase the profit.
•It is recommended to CBL that they should go for news paper
advertisement also, both for recruitment purpose

21. •It is recommended to the CBL management, that the
department mangers must also be given opportunity to
go abroad for updated training courses.
•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.
•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.

22. For the completion of this Report I collect information from the following
sources
Search engines:
Name of websiteDate visited time visited
www.google.com 28.02.2015 01:20pm
www.wikipedia.com 01.03.2015 5:30Pm
www.cbl.com.pk 02.03.2015 6:00Pm
Practical Internship at: