Include HRM Practices In MAS Holdings

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.