HRM report on KLASH Pvt ltd Company.

1. HUMAN RESOURCE MANAGEMENT REPORT
SUBMITTED TO: SIR USMAN ZAFAR
ORGANIZATION: KLASH PVT. Ltd
REPORTBY:
• Rida Gahzal (9510)

2. BRIEF CONTENTS
 History of KLASH
 Introduction
 Mission
 Vision
 Mission Statement
 Organization values
 Quality policy
 Goals
 Achievement
 Departments
 HRM in KLASH
 Functions of HR
 Recruitment
 Training and development
 Rewards and benefits
 Facilities provided
 Draw Backs
 Clients of KLASH
 Exports and Imports
 SWOT Analysis
 Pre covid-19 and Post covid-19 Effect
 Conclusion
 Recommendation
 References

3. HISTORY OF KLASH
KLASH Pvt. Founded in 1990 in U.K, it now owns vertically integrated
divisions KLASH Clothing Ltd in U.K, While in Pakistan KLASH (Pvt.)
Ltd., KLASH Dye House and KLASH Textile (Pvt.) Ltd and other units
of KLASH Pvt.
KLASH Pvt. ltd start their journey in Pakistan on 2002 and fully
functional on 2003
2003 – 2004 (KLASH Textile unit -1)
2005 (KLASH-2 & KLASH-3)
2006-2007 (KLASH Dyeing House)
2012 (KLASH-4)
2013 (KLASH-5)
2017 (KLASH-8)
2018 (KLASH-9)
INTRODUCTION
KLASH group was founded in 2002 as a Manufacturer. Mr. QAMAR
is the CEO of Company.
Company is situated in 117 J.B, near PAHARANG Drainage
MILLAT Road, DHANOLA, Faisalabad, Pakistan.
Company’s main target region is United Kingdom
It’s trade category is Pajamas, Bath-robs, Knitted or Crocheted. And
its main products are T-shirt, hoody, Polo and Jogger short.
MISSION:
• Provide best quality products

4. • Provide more jobs
VISION:
• To manufacture products comparable to international standards,
and to be customer focused through better quality, latest
technology, and continuous innovation.
• KLASH has currently 12000 employees and their vision is to
have 20,000 employees by September.
MISSION STATEMENT
With a blend of the latest technology, innovative approach and over 25
years of experience within the garment manufacturing industry. They
aim to be the leaders in creating, developing and manufacturing knitted
apparel products. They design and manufacture a vast range of garments
starting from basic to highly fashioned, responding rapidly to the ever
changing trends within the clothing industry. They translate conceptual
ideas into reality and develop them with their technical skills and
professional approach into finished products. They firmly believe that
customer satisfaction is essential in the further development and growth
of their business.
Organization Values:
o Trust
o Integrity
o Respect
Quality Policy:
o Customer Satisfaction
o Zero defect
o Total quality management
GOALS OF KLASH
KLASH is committed to providing our customers with the highest
quality products and services. They are an IOS certified textile

5. company and their commitment is summarized in their Quality Policy
below:
“KLASH will supply products that are fully conform to their
customer quality and delivery requirements. They will continue to
improve their products and services to meet or exceed their
customer expectations through constant evaluation and
improvement of the effectiveness of their quality management
system
ACHEIVMENT
KLASH is IOS-9001-2000 Certified because of which customers
believe in the quality of the company’s products. KLASH has also won a
number of awards by its customers and it has become the WRAP
certified.
WRAP Certification has eliminated any need of audit and also
strengthened company’s image and customer’s trust on it.
DEPARTMENTS OF KLASH
Departments can be distinguished into three categories operations,
services and finance
OPERATION:
 Production planning & control (PPC)
 Industrial Engineering
 Production
 Quality Control
SERVICES:
 Human Resource
 Information Technology
 Purchase or Procurement
 Quality assurance
 Product development

6. FINANCE:
 Account
 Inventory
HR DEPARTMENT
The HR department at KLASH has been formed at the end of 2006 to
accomplish international quality standards at every level.
The department is providing support to top level management in
recruitment, selection, compensation as well as in the field of training
and development.
HR department of KLASH textile is not so much active as compare to
current scenario. It performs traditional functions more as compare to
evolving function.
The HRD in KLASH textile is all about measuring the organization need
to identify the numbers of employees and skills require to do those Jobs.
The management is consisting on Rankers and these peoples not having
such a specialization operate and manage the department. The
Qualification of these people are not compatible with their posts.
FUNCTIONS OF HR DEPARTMENT
 Recruitment
 Training and Development
 Reward and Benefit
 Compensation
 Time Management
RECRUITMENT OF EMPLOYEES
The process of recruitment revolves around the three stake holders.

7.  Head of concerned department
 Manager Human Resource
 Supervisor of concerned department
In order to make suitable selection, initially the human resource
department plays its role and selects the suitable candidate for job
opening and after that concerned HOD and supervisor take the decision.
1. The HOD sends a completed Employment Requisition Form to
HR along with special requirements.
2. HR invites and screens the applications and short list the
candidates.
3. At least 5 applications for each post are recruited in order to
select from the best possible talent available.
4. KLASH uses the following recruitment method:
Advertisements on notice boards of Organization
SELECTION
While going for selecting the suitable candidate, after gathering a large
pool of candidates, different selection tools are being used by
Management.
 Test oral/ written
 Interview
 Medical Examination
 Verification of previous employment records
 Preferences and Qualification checking
 Employment Offer
 Probationary Report
Medical Examination is being carried out by Doctor appointed by the
organization.
TRAINING AND DEVELOPMENT
KLASH believes that the training of employees not only polish their
skills but also train them for their job requirements in a more effective
way. For this purpose, they train and develop their trainers first, so that

8. they could identify the training needs and could develop the other
employee for better job performance. Training is usually conducted at
the worker level by their corresponding supervisor. It is one of the draw
back in the policy of KLASH that there is no training for managerial
level. However, for workers following types of training can be
conducted by proper analyzing the need for training.
i. Job description
ii. Quality training
iii. Work instructions
iv. Corrective training
REWARDS AND BENEFITS
One of the policies of Human resource is to rewarding of those
employees who work well in organization. This reward can be
INTRINSIC and EXTRINSIC.
 Intrinsic Reward can be in the form of recognition or certain non-
monetary benefits.
 Extrinsic Rewards are financial benefits being given to the
employee who perform well in his/her job.
Facilities provided by KLASH:
• Transport facility in Faisalabad (GOJRA, SAMMUNDRI,
CHINIOTE, KHURIANWALA, and other related areas)
• Social security (Medical)
• Life Insurance
• Marriage grant
• Free accommodation
Draw Backs:
• Poor condition of food available on canteen.
• No vocations
• Poor policies in increment in salary.

9. • No over-time opportunity.
CLIENTS OF KLASH
 M & S
 NEXT
 MATALAN
 QUBA & CO
 FAT-FACE
 TOPIX
 AMERICAN EAGLE
 GEORGE
 RIVER ISLAND
EXPORTS:
K Exports its productions to its customers directly and indirectly and
through intermediaries.
U.S.A, UK, Hong Kong, Turkey, Switzerland, Australia and U.A.E
are the countries to whom KLASH exports its productions.
IMPORTS:
KLASH is one of the major customers in terms of importing textile
machinery from almost all developed countries like Germany, China,
and France, and importing thread yarn from China.
SWOT ANALYSIS
INTERNAL FACTORS
Strength:
 Quality Products
 Skilled Labor

10.  Using Modern and latest technology
 Competitive workforce
 Strong and prominent international image
 IOS certified
Weakness:
 Having low space
 High turn over
 Communication gap b/w different department
 No corporative
 High production cost
EXTERNAL FACTORS
Opportunity:
 Exploring new markets
 Capturing European countries
 Faster market growth
 Ability to move in better strategic group
Threats:
 Competition increase in that particular region
 Depends only few customers
 Low price offers other competitors just like china & India
 Politically instability in Pakistan
 Change government policies that are not in favor of textile
industry
 Globalization
PRE-CORONA AND POST-CORONA EFFECT
Pre-Covid-19 Situation:
Before Covid-19 KLASH was running its business successfully. They
are importing yarn and other equipment from abroad and exporting their
products to their customers.
Post-Covid-19 Situation:

11. During Lockdown, there business pauses for sometimes afterwards their
delayed orders are taken by their customers.
CONCLUSION
KLASH textile mill is the best knit wear in the world. In a short span of
time, the company has established a good image in the international
market. They also have established a good image in the mind of its
customers. This is all due to the company’s high quality products.
Company quality assurance department is so well established that
sometimes the customer’s request the quality inspector’s to visit some
other company’s where their other products are being manufactured, so
the quality of that company can be checked. The main advantage to the
company is of its mills unit. The company has manufactured the fabric
itself, so the cost of the production of the company is much reduced.
Raw material like fabric and ribs are produced by itself.
RECOMMENDATIONS
• Different training courses should be arranged for the up lifting
and improving the quality of work for employees.
• There is also a problem of work overload for the employees and
it should be control properly so that the employees are
motivated.
• Special incentives like bonus on EID and other special days
should be given to the employees.
• Should hire well-educated, trained and experienced young
professionals.
• Need to develop a culture of cooperation and teamwork.
• The advertising and promotional activities should be increased
in KLASH.
• KLASH should develop their own Brand.
• The misbehavior of some responsible managers with the
working force is creating unrest and feelings of being slaves
among the workers. For this purpose of improvement in this

12. sector the line management should be trained and must be
educated how to behave the workforce.
REFERENCES
The main sources and reference that we use are given below:
 Mr. ASIM Assistant Quality Manager KLASH PVT ltd unit-1
 TAQDEES Fatima MTO HR Department KLASH PVT ltd unit-1
 www.klashpvt.com
 www.wikipedia.org
 www.google.com
www.slideshare.com
THANK YOU!