Hirdaramani Group is a pioneer organization in Asia that has operated for over 100 years. It operates across several industries including apparel, retail, tourism, power, and IT/finance. The organizational culture of Hirdaramani Group can be understood through its basic assumptions, values, and observable artefacts. Some of Hirdaramani's basic assumptions include an eco-friendly relationship with the environment and a view of human nature that promotes teamwork and equality. Core values include legality, quality, and sustainability. Artefacts on display throughout Hirdaramani include its logo, physical workspaces, awards, and emphasis on health and safety.

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2. Hirdaramani Group of
Companies
Group No: 08 Department of Business Economics
Organisational Culture of

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CONTENT
Introduction of
Hirdaramani Group
Definition of
Organisational
Culture
Layers of Culture Artefacts of
Hirdaramani
Conclusion
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4. Introduction of Hirdaramani Group

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INTRODUCTION
Hirdaramani Group of Companies is
one of the pioneer organisation in
the Asia over 100 years.
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Apparel
Retail
Tourism
Power
IT & Finance
Industry
Sectors

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HISTORY
Clean
Water
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Evergreen
Foliage
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Healthy
Vegetables
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6Retail Store in Fort
16 years old Paramanand Hirdaramani who is the
owner of Hirdaramani Group borrowed some money
and opened a tiny store in the commercial center of
Colombo, Sri Lanka.
He made a name for himself in the early 1900s by
introducing the concept of same-day tailoring to the
passengers of cruise liners that docked at the
Colombo Harbor.

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APPAREL INDUSTRY
Changing
Climate
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Water
Shortages
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Longer
Winters
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New
Terrain
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Industrial
Impact
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A pioneer in the Sri Lankan Apparel Industry, Hirdaramani boasts a cohesive
infrastructure providing end-to-end supply chain solutions to the industry through
factories in Sri Lanka, Bangladesh, Vietnam and Ethiopia. Hirdaramani enduring
partnerships with leading global brands further asserts a reputation for streamlined
processes and top-quality products.
Global Brands

8. Definition of Organisational Culture

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ORGANISATIONAL
CULTURE
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A pattern of shared basic assumptions
that the group learned as it solved its
problems of external adaptation and
internal integration, that has worked
well enough to be considered and,
therefore, to be taught to new
members as the correct way to
perceive, think, and feel in relation to
those problems.
Schein, 2010, p.18

10. Layers of Organisational Culture

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LAYERS OF CULTURE
The organisational culture exists at two levels,
visible and hidden. The visible aspects of the
organisation is reflected in artefacts, symbols &
visible behaviors. The hidden aspect is related to
underlying values & assumptions that employees
make regarding the acceptable & unacceptable
behaviors.
Artefacts and creations
Technology
Art
Visible and audible behavioral patterns
Values
Testable in the physical environment
Testable only by social consensus
Basic Assumptions
Relationships to environment
Natures of reality, time and space
Nature of human nature
Nature of human activity
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BASIC
ASSUMPTIONS
 Relationship to environment
- Eco Friendly
- Zero Wastage
- Metal Free Environment
 Nature of reality time and space
 Nature of human activity
 Nature of human relationship
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VALUES
 Legality
-Avoid by using forced labor, child labor and prison labor
 Equality
-They hear to employees voice when they are going to take a decision
 Teamwork
-Promote the concept of team working
 Heath and Safety
-Try to buildup safety working environment

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 Flexible working time
-Never exceed regular working schedule
 Eco friendly concept
-Maintaining a unique environmental policy
 Quality
-Check their quality during the whole
production process
 Humanity
-Protect the family bonds of organizational
employees
 Sustainability
-sustainability is not just about corporate
responsibility. It is a way of life

15. Artefacts of the Organization

16.  Hirdaramani Logo and dress code
 Traffic Light System (With three colors)
 Vision & Mission
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Symbols and Signs

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Physical Structure
 Main building
• Production Section
cutting, sawing,finishing
• Designing Section
• Merchandising Section
 Canteen
 Store Room
 Budu Madura
 Research And Development Centre
 Emergency Assembly Point
 Garden

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Ceremonies & Events
 Celebrating religious festival
- Christmas Parties
- Awurudu Uthsawa
 Annual trips
 Talent shows
- singing star(for internal employees)
- dancing events
 Sport festivals

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Language
 Top management – English, Tamil
 Middle management – English ,Sinhala
, Tamil
 Workers – Sinhala ,Tamil

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Communication
 Friendly speaking patterns
 Oath

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Technology
 RFID system
 Centre to validate and run trials and
models
 Quality checking machines

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Awards & Standards
 Awards for Mihila ( Mother Earth)
 Gold award from JASTECA

23.  Insurance
 Free meals
 Free transport
 ARPICO gift vouchers
 Badu malla
 CSR projects
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Welfare

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Health & Security
 Safety precautions
 Using masks and gloves

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History
 Antique collection
Punishment
 Cards with a sad face
Work Schedule
 Working Time (7.30AM - 7.30PM)

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Basic
Assumptions
Values Artefacts
Green Concept
Sustainability &
Eco friendly
Mihila Factory
Examples

27. Conclusion

28. Thank You+