Human Resource Management
Final Report
Training & Development at
‘Soorty’
Group Members:
Dania Atif
Adiba Soomro
Bilal Kafil
Wahaj Ismail
Abdullah Zaheer Kazi
Table of Content
1
Letter of Transmittal 3
Letter of Acknowledgment 4
Executive Summary 5
Mission 6
Vision 6
About Soorty 7
Training and developing 7
Training and Developing Employees at Soorty 7
Soorty’s Training and Development Process: 8
Intergroup development 10
Training Methods: 11
Issues and challenges faced for the organisation in training and development 12
Conclusion 14
Recommendations 15
Questionnaire 16
2
Letter of Transmittal
21ST April 19, 2022
Ma'am Saba Gulzar
Course Instructor- Human Resource Management
Institute Of Business Management (IoBM)
Karachi, Pakistan
Respected Ma'am,
With great pleasure we, students of BBA present this report of training and development on the
company ‘Soorty’ under the course Human Resource Management.
Though we are under the learning curve, this report has enabled us to gain insight on the
importance of training and development of employees. It has been a challenging and extremely
interesting experience for us. We have applied the concepts you taught us and followed the
instructions you provided us in the class.
Your consideration and review of our efforts on this report will be immensely appreciated.
Yours sincerely,
Abdullah Zaheer Kazi
Adiba Soomro
Bilal Kafil
Dania Atif
Wahaj Ismail
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Letter of Acknowledgment
We are thankful to almighty Allah for providing us with the ability and unity to complete our
Term Report on Soorty for our Human Resource and Management course. As part of a group
assignment, each participant has put out their best and most determined efforts to complete this
term report in collaboration and without conflict. This report would not have been completed
without each other's continual assistance.
We want to express our gratitude to Ma'am Saba Gulzar, our course instructor, whose
unwavering devotion and dedication enabled us to evaluate all of the data in relation to the
report. We were able to complete this term report thanks to her guidance, direction, and lessons.
We are grateful for her never-ending inspiration in regards to our term report.
We are also immensely grateful to Mr. Noman Faisal, General Manager Human Resource
Management Soorty for the information and processes of Soorty to write this report.
Sincerely,
Dania Atif
Adiba Soomro
Bilal Kafil
Wahaj Ismail
Abdullah Zaheer Kazi
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Executive Summary
This report examines the human resources department of Soorty, Pakistan's largest and most
sustainable vertically integrated denim firm, with a focus on training and development of
employees. What began as a garment tailoring shop in the 1980s has grown to encompass Pakistani
spinning and denim mills, garment factories in Pakistan and Bangladesh, Turkish co-creation wash
labs, and New York and Amsterdam design studios. Soorty is at the forefront of design, innovation,
and sustainability. Soorty is the first vertical LEED Platinum and vertical Cradle2Cradle
production system in the world, and it covers both fabric and clothing.
In our analysis, we looked at how the company trains and develops its employees, tracks their
performance and reviews, and manages their career and retention. An in-depth assessment was
done through an interview with the General Manager HR, and the results are included in this report.
We also examined the company's history, did research on the problem area, presented our findings,
and made recommendations for the company to remedy the problem.
A summary of the questions used during the interview is also included in this report. There are a
few ideas for the company to consider in order to boost employee motivation.
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Mission
Our dream is to inspire everyone to love their denim, and for denim to be completely sustainable.
Soorty will be at the forefront of the creation of denim fabrics and jeans, with a special emphasis
on quality, cost and delivery of our products.
Vision
More than ten years ago, we had a vision — an inbound world “Soorty Enterprises “plans to
vertically integrate their business by installing their own industrial sewing thread manufacturing
facility as per the need of the business.
Vision is to install a sustainable & environmentally friendly product that can serve and value our
prestigious customers with high quality standards products and have care for our people working
via providing them with a working environment with safe ethical culture, diversified, so that they
can feel like home.
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About Soorty
Soorty started as a shop during the 1980s, delivering its first export order in 1983. Over the next
ten years Soorty developed a differentiation in line production system for apparel production.
Under the vision of Soorty’s Managing Director, Mr. Shahid Soorty, started to focus on denim.
In the mid 90’s, after extensive research Mr. Soorty put up one of the most complicated laundries
for denim wet handling, giving Soorty a reasonable upper hand in this field.
From that point growth started to compound. In 2007 Soorty denim was established. The way of
life at Soorty, from top to the bottom, is about denim, since the time the plant was set up. They
have fostered a solid energy for denim, and they want to instil this enthusiasm for denim in their
end shoppers.
Training and developing
Both Employee training and development are similar, except that their time frames differ.
Employee training is more current; it concentrates on people's current tasks, strengthening the
precise skills and abilities required to execute their duties instantly. It contains training that will
help you be more productive in your current position.
Employee development, on the other hand, is usually focused on the organisation's future jobs.
You'll require new skills and abilities as your profession and career advance. Employee
development programmes can assist you in preparing for that day as you are trained for positions
of higher authority.
Training and Developing Employees at Soorty
To carry out its tasks, any organisation needs employees who are well-adjusted, trained, and
skilled. Employee education has become increasingly important as positions in today 's
competitive firms have become more complicated.
Training and development are the most important aspects of every business. The purpose of a
training need analysis is to identify the disparity between what is needed and what is available.
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Development, on the opposite end, is the act of honing an employee's skills so that he may do a
better job performance. In today's business world, development planning is fundamentally the
most important thing to do. Every organisation's main focus. Soorty's performance management
system is well-organised. This shows you how each employee's performance has changed over
time. Workers who have been terminated and selected for development are picked based on their
performance, with the goal of improving their performance.
Analysis
The following data contains information regarding Soorty's internal T&D practices, as well as
some facts about how Soorty handles customer training. Furthermore, the Analysis includes a
thorough examination or scrutiny of Soorty's T & D process in order to determine the system's
performance and flaws.
Soorty’s Training and Development Process:
The management places an emphasis on T&D since they believe that if a company is serious
about adapting to today's market practices/technology, it is critical to train its personnel
appropriately. Soorty is an organisation that is keen to learn and adapt to the changes in this
dynamic world which is why they prioritise training and development within the organisation.
Following is the process described comprehensively
1. The procedure begins with HR managers doing an analysis or assessment of the
employees' "BEFORE TRAINING NEEDS ASSESSMENT." The assessment aids in
detecting gaps between individuals' actual performance and their expected/required
performance based on organisational needs. Surveys, questionnaires, one-on-one
meetings, and other methods can be used.
Soorty considers the following issues when it comes to assessing training needs
● Job skills, Knowledge and ability: There is a certain set of skills that every
employee is required or expected to possess. Similarly every employee should
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have knowledge about the job that they perform and should be capable of
performing it. When a gap arises between the current and the expected skills,
knowledge and abilities through the assessment, training needs to be conducted.
● Organisational issues: Certain organisational issues exist that need to be assessed
and solved. These issues may be low morale, low motivation or productivity,
reduced supervision, increased conflicts and negative feelings among coworkers
etc. All of these are issues that need to be handled and solved immediately,
therefore, training should be conducted in order to resolve them.
● Technological issues: As technology is advancing with the passage of time, there
is also an increase in the number of people who find it hard to keep up with this
change. In large organisations especially, there is a need for upgrading technology
and using new techniques which might be complicated for older or all the
employees. Therefore, employees who find it hard to cope with advancing
technology or using a certain new software, should be properly trained so they can
contribute to the success and growth of their organisation.
2. Designing the entire training procedure is the second step in Soorty's training and
development approach. As a result, their HR department creates the Training Modules
and presents them to high management. They then go over the modules and make any
necessary changes to enhance the process. Soorty’s top management is highly involved in
the training, development and orientation process. Orientation, the training needs analysis
and most of the training is done by the senior management at soorty. The involvement of
the top and senior management helps in properly and appropriately conducting the whole
process.
3. Soorty's HR managers construct a proper "SCHEDULE" whether yearly, quarterly, or
monthly based on the need of organisation in the third and fourth steps, which include
generating other course content and administering the programme. This plan is based on a
particular, targeted group of people. They are required to participate in the programme.
Some employees, however, can contribute 'Voluntarily' if they so desire.
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4. Soorty undertakes Post-Training Analysis as the final phase in the T & D process. They
determine whether the Training Program was efficient and effective as well as successful
through this method. In an interview with General Manager HR Mr. Noman Faisal, he
stated that he believes a critical aspect is missing from all of the processes outlined
above. He highlighted this component as "DEVELOPMENT," which he defined as
employees' ability to repeat and implement what they learned during the training
procedure. Soorty, he claims, pays close attention to the development aspect. As a result,
they not only train their staff, but also provide an atmosphere in which they can put what
they've learned into practice by performing relevant, demanding, and engaging Activities
and Projects. As a result of this development process, the General Manager has
recognised the program's true efficacy. Soorty's senior management mostly conducts the
training programs, however, if they feel themselves lacking in a certain aspect, they
outsource the training process as well. They express their requirements to the appropriate
companies, who subsequently submit proposals.
Intergroup development
The goal of intergroup development is to achieve synergy among various work groups.
Intergroup development, in other words, is to alter the attitudes, preconceptions, and perceptions
that one group may hold about another. As a result, improved coordination between the various
groups can be achieved.
Soorty believes that every employee should respect each other and work together in harmony.
Only then can an organisation succeed and grow. They hired 40 individuals with hearing
disabilities with a view to normalise it and eradicate the taboo that is linked with hiring people
with disabilities as well as teach their employees that it is important to respect individuals that
are different. Soorty understands that every individual should be given a chance to work and
express themselves regardless of their race, gender or disability.
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Training Methods:
1) The first and foremost training that is given to a new employee is the orientation where the
employee is introduced to the culture and norms of Soorty, the employees are given a chance to
meet and know the other people that they are going to work with and they are given a chance to
build relationships and achieve a sense of belongingness with the organisation. Employees are
made aware of the basic rules and regulations of the organisation as well.
2) The new employees work under a manager who supervises their performances, trains them for
the particular task or job and tells them what mistakes they made and how they can fix them,
while summarising their overall performance. New employees go through wide activity-based
training which includes collective activities that help to achieve certain goals with some rewards
too.
3) Job-rotation is very common within Soorty, especially among the experienced employees.
Employees are trained and their skill-set is enhanced so that they can perform other duties and
tasks. This helps Soorty in the Succession Planning process as it is easy to decide which
employee possesses and has developed the required skills to be promoted for a particular post.
Since many employees take leaves as well, for example vacation or sick leave, job rotation
allows other employees to work as replacements.
4) Employees are also trained through case studies and encouraged to participate in decision
games as it improves their decision-making process which can be beneficial for the organisation
in the long run. Most of these case studies and decision games are also held in team work so that
employees can build relationships with one another and understand the importance of teamwork.
5) Moreover, employees also go through Seminars and encouraged to take part in distance/online
training where senior employees and leaders of the organisation form an interactive session by
sharing their experiences and challenges they faced throughout working for the organisation,
they tend to guide them on skills they need to develop, steps they need to take to deal with
particular situations and the long term objectives of the company.
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6) In Soorty, on-the-job training is given to employees for skill enhancement for example,
training an employee on how to use a particular machine, for that on-the-job training would be
given however but if someone has to be trained to develop soft skills for instance, learning how
to write an email, then off the job training would be carried out.
7) If the management feels that the skills that they need to develop are available within the
organisation, internal trainers are used; however if they require a particular skill that can only be
developed by training experts or training firms, in those cases the training processes are
outsourced.
Issues and challenges faced for the organisation in training and development
In manufacturing firms like SOORTY, Training and development is one of the key factors to the
organisation’s success. Though SOORTY gives high priority to employee training and
development, it still has flaws that need to be addressed.
The Skill gap: Soorty is one of the leading manufacturers in the textile industry of Pakistan.
Automation and Computer controlled machinery are a huge part of their manufacturing process.
Very often, they supplant manual labour. The need for workers who have the knowledge of
technology and are multi-skilled is huge as they can perform several tasks with minimal
supervision.
o The issue here is, that the skills required to perform the highly specialised
tasks like programming automation and operating multiple of these machines
simultaneously cannot be taught from scratch and prior knowledge of the field is
required.
o Finding the right people for these skills and training them further as the
technology is constantly evolving and SOORTY has to keep up by training their
employees along with filling the skill gap.
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o SOLUTION: Soorty can train the employees virtually using Learning
Management Systems before they are assigned the tasks. They can also bring in
foreign talent to fill this gap especially for supervision roles.
Furthermore, Soorty has a global presence with a production facility in Bangladesh and R&D
centre in the Netherlands and a product development centre in Turkey. This has led to Soorty
having a dispersed workforce and making the training and development programs a bit difficult.
But, Soorty has started to move to webinars and virtual training sessions to reduce the issue of
geographic disparity.
Lastly, Cost has been a huge issue for SOORTY in their training and development function.
According to the head of the HR department Mr. Noman, SOORTY holds training and
development programs weekly, sometimes even multiple in a week. This comes with a cost. And
SOORTY has to bear huge expenses of these programs ranging from hiring of trainers, venue,
equipment, time and other expenses.
o SOLUTION: Soorty can move some parts and some programs of their training
online, removing their expense of transportation, venue, and other facilitation
costs.
o They also need to assess their training and development programs and remove
the unnecessary ones to reduce costs and wastage of time.
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Conclusion
Soorty’s management of its employees is surely commendable. The company is determined to let
its employees explore and learn the skills or excel in whatever fields they prefer. The staff of the
company was very motivated as the company provides the rewards and benefits to the employees
along with the training and development that is provided to them.
The training and development programs of the company is in very detail as it tries to touch every
aspect in the development of their employees. The program includes inductions training, on-the-
job training and off-the-job training. The employees are encouraged to attend different seminars
and during the covid to attend the training programs.
The HRM department of the company focuses on the employees from the start when to recruit
the employees and after selecting, focus is on the training, the supervisors put the employees on
different tasks and then see their performances, job rotation is common in the company which
enhances the skill sets of their employees.
The HRM department also keeps a track of the skills of the employees to make a succession
plan for the future of the company so that employees can be promoted accordingly. The company
also encourages its employees to work in groups to achieve synergy and so that each employee
can work with another to maintain the Soorty’s culture.
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Recommendations
Soorty provides with in-house training and development for its employee but along that some of
the training is outsourced, and they hire the trainers to train and guide their employees, learning
from a person who is not a part of the organisation leaves an impression that the company is
expecting the results from the employees that itself is not ready to expect, we recommend them
to have a more greater focus on the in-house training for their employees.
Another recommendation for the company is that they should look into the simulated learning
which prepares the employees to focus on technical platforms, it also enables them to apply their
knowledge and skills in the training sessions more efficiently and then can judge their own
performances in order to improve them.
Sooty offers their employees quite an extensive training and development options to its
employees, the new employees are often encouraged and asked to attend the training sessions but
the existing employees and the senior employees can choose it voluntarily and can skip the
sessions. We recommend Soorty to make the training sessions, especially the ones with leading
skills and techniques, to be mandatory for all the employees of all departments. This will make
sure that the learning process is not limited to the new employees only but for the whole
workforce which help them to enhance their performance in their respective fields
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Questionnaire
1. How would you describe your organisation? Brief overview of the organisation.
2. How involved is your HR department in the organisation’s strategies?
3. Do you believe that HR’s involvement is necessary in the organisations success?
4. Does your organisation consider training as part of your organisations strategy?
5. What kind of training methods do you prefer?
6. How do you conduct training evaluations?
7. How do you deal with the resistance arriving out of organisational changes?
8. How often do you conduct training programs in your organisation?
9. Do you believe training increases productivity within your organisation?
10. Which training method do you prefer, on the job or off the job?
11. Does your training include special challenges faced by managers or officers?
12. What is the success rate of your training and development programs?
13. Does the training program enable the employees to be accountable and authoritative in
making decisions?
14. How do you help employees or encourage them to socialise and come out of their
comfort zone?
15. Does your training program help maintain the employee relation rate?
16. Do you believe your organisation is keen on learning and open to adapting
continuously?
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17. A) What is your strategy regarding implementing change? Do you conduct survey
feedback?
B) which of the two strategies do you prefer, the calm water or the white water rapids?
18. How do you promote intergroup development?
19. To what extent is your top management involved in employee training, orientation and
development?
20. Do you outsource the training and development process?
21. Which of the following issues did u consider in assessing training needs?
- Job skills, knowledge and ability
- Organisational issues
- Technological changes
- Other
References:
https://pk.linkedin.com/company/soorty-enterprises-pvt.ltd.
https://soorty.com/
Interview link
https://drive.google.com/file/d/16WfYI_9qaiu0hHBdkiOMbwvRV0Y7Ep2B/view?usp=sharing
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