This document summarizes the HRM practices at Bodyline, a joint venture apparel manufacturer in Sri Lanka. It discusses Bodyline's 4 pillar HRM plan focusing on attraction, engagement, development, and inspiration. Key practices include recruitment through CSR activities, incentives and bonuses, on-the-job and external training programs, empowering women employees, and maintaining good employee relations through events and grievance processes. The HRM practices help Bodyline achieve low turnover while strengthening its business strategy and talent retention. Areas for improvement include building a second team to meet future production needs and making training programs less limited by business demands.

1. 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

2. 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.

4. MAS Sample Clients List..

6. • 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.

7. 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.

8. Recruitment and Selection
Pillar 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

9. 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

11. Training and Development
Pillar 03. Development
• With the job
specification and
competency
Identified Needs
base on the Nine
Box Matrix
Theory.

12. 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 )

13. Training and Development..

14. 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.

15. Events..

16. 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.

17. Empowered Employees –
“Empowered Women of the Year” Awards
The Day ,Mother / Wife become a Star…

18. 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

19. 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.

20. 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)

21. 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.

22. 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.

23. 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.

24. Thank You
Special Thanks :
Mr. SANJAYA R. DISSANAYAKE
MBA(UK), PQHRM(IPM), Dip(QM)
DGM-Human Resource
BODYLINE (PRIVATE)LIMITED
Horana.