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Do Just

Denim

TARGET DENIM & CASUALWEAR LIMITED|BANGLADESH

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Company

Target Group is a well known and reputed sweater manufacturer and exporter in Bangladesh since 2003.We instigate our travel with

quality manufacturing, styling accuracy, timely delivery and competitive pricing and earn satisfaction from all buyers around the world.

We always belief Production diversification, specialization, modernization will be essential to keep the competitive edge in future. Hence

we have been upgrading our technology time to time and expanding our capacity almost every single year. We always pay our highest

attention to the physical, mental and well being of workers and well aware to safety, social compliance, ethical manufacturing and all

environment issues. Now we have around 13,000 employees and exporting about 80 million United States dollars yearly.

Target Group can comprehend the swinging-pendulum of the fashion world and can therefore adapt to the taste of trendy consumers.

This keeps Target Group one step ahead of other sweater-manufacturers.

TARGET FINE-KNIT INDUSTRIES LIMITED

TARGET FINE-WEAR INDUSTRIES LIMITED

TIME SWEATER LIMITED

TARGET SWEATER INDUSTRIES LIMITED

TARGET DENIM & CASUALWEAR LIMITED

Accreditation: OEKO-TEX

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Getting To

Know

Us

When in doubt,

Wear Denim

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Location

20 kilometer away from Dhaka International Airport located at Islampur Road, Kadda, Nandun, Gazipur, Bangladesh. Situated at the end

of Vogra bypass –Nowjore Bus-stop, opposite of Reaz Filling Station and then take a decline road call Islampur Road (about 150 yards

distance)

Mission Statement

The mission of TARGET DENIM & CASUAL WEAR LTD is to manufacturing world class casual trousers with combination of modern

state of the art machineries and highly educated as well as experienced personnel to produce value for money (best quality with

competitive price) products to satisfy all buyers round the world.

Unique Features

Consist of very highly productive machines, producing 25-30 pieces of Trousers per machine in an average per day (480

minutes).

About 35% less power consumption compared to the standard machine.

No helper will be required (equipped attachment with auto trimming, auto wiping and guider).

The machine will produce very low noise because most of the machines will be based on air pressure to avoid mechanical

friction and others will be equipped with servo motors which normally doesn’t produce much noise.

Total space requirement will be 150,000 square feet which will be 50% less than similar projects with production capacity of

40,000 pieces per day. Normally to produce similar quantity, 560 machines are required.

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Professional Sample section will be equipped with 15 sewing machines and can produce 20-30 pieces of sample per day.

Professional design section will be equipped with CAD system to provide very quickly and error free pattern, editing, grading,

marker making with printing, even this system can copy buyer’s pattern easily and saved for future.

Professional cutting section will deliver 50,000 pieces of cutting garment and will be equipped with semi auto speeding

machine, auto end-cutter, and automatic numbering machines.

Professional inspection team will check quality of fabrics (prior production and during the time of receiving) with an automatic

inspecting machine equipped with computer logic system to find out quality problem and will report.

Every twenty person will have a toilet based on international standards.

Lunch will be offered to the operators at factory premises on 50/50 sharing basis.

A web based communication system will be built up for easy communication with buyer, production team, merchandising team

and commercial team.

A stand by generator will supply in need during power failure which will automatically start and stop and will be equipped with

silencer.

A professional maintenance team will work to keep all machines running and will be equipped with all necessary tools.

Full project will cover by close circuit television camera (CCTV) and maintain full security from all threat.

Finger print access control software with automatic pay roll software to maintain error free salary.

A multi-purpose Canteen with a seating capacity of 800 man/woman seat together at a time- can eat lunch and enjoy home

theater or TV show.

A modern washing factory, equipped with state of the art laser printing and environment friendly ozone machine.

Objectives and Strategies

Many factors contribute to make a business successful------great strategy, dedicated employees, good information system, and excellent

implementation. However, today’s successful companies at all levels have one thing in common---- they are strongly customer-focused

and heavily committed to marketing. We share an absolute dedication to sensing, serving, and satisfying the need of customers in well-

understood markets. We motivate everyone in the organization to produce high quality products and value for the customers. We believe

Sound marketing is critical to success of every organization. Today, almost every company, large or small, is launched in same way by

global competition. The world economy has undergone radical change during the past two decades. Geographical and cultural distance

have shrunk with the advent of jet planes, fax machines, global computer and telephone hookups, world television satellite broadcast and

other advances. This has allowed companies to expand their geographical market coverage, purchasing and manufacturing.

Our company plans, policies and operation fully concerned with producing products to meet customer’s satisfaction and doing it

profitably. Successful marketing means focusing on customers and depending on a proper marketing mix or marketing recipe. TARGET

DENIM & CASUAL WEAR LIMITED will be best Trouser manufacturing factory in Bangladesh and main objectives is to satisfy

customers with best quality with competitive price and expend geographical market From Japan, Australia, All over Europe, USA and

Canada.

Unique Selling Advantage

The unique selling advantage of TARGET DENIM & CASUAL WEAR LIMITED is its ability to induce both price-sensitive and value-

oriented consumers to purchase its products through clever manufacturing process and hopes to use its expansion as a mechanism to

amplify these advantages substantially.

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Expected Accomplishments

TARGET DENIM & CASUAL WEAR LTD. (Sewing Unit) is expected to produce 40,000 pieces Jeans pant daily or 1,0000,000 pieces of

Jeans pants per month or 12,000,000 pieces of Jeans Pants every year and expected to earn as Cutting and making basis USD

18,000,000.00 every year.

TARGET DENIM & CASUAL WEAR LTD. (Washing Unit) is expected to produce 40,000 pieces Jeans pant daily or 1,0000,000 pieces

of Jeans pants per month or 12,000,000 pieces of Jeans Pants every year and expected to earn as Washing basis USD 9,000,000.00 every

year.

TARGET DENIM & CASUAL WEAR LIMITED (Sewing Unit)

Do Just Denim

At a glance (Sewing Unit)

Name of Company Target Denim & Casual Wear Limited

Year of Establishment 2016

Type of Company Private Limited

Corporate Office House no.-06, Road no.-10, Sector-4, Uttara, Dhaka-

1230, Bangladesh

Factory Address Holding no..-SHI-126/2, Islampur Road, Kadda,

Nandun, Gazipur, Bangladesh

Type of Products Denim Trouser

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Total Area

Land 200,000 Square Feet

Building 150,000 Square Feet

Bank Mercantile Bank Limited, Uttara Branch, House no.-

10A, Road no.-7D, Sector-09, Uttara, Dhaka-1230,

Bangladesh

Total Employee 3,500

Production Capacity 40,000 Pieces/Day

Total Line of Production 20 lines

Business

TARGET DENIM CASUAL WEAR LIMITED is a 100% export-oriented Trousers (casual) Manufacturing Factory, equipped with latest

state of the art sewing machineries (computer controlled, auto trimming and special attachment for guiding perfect stitching) as well as a

modern state of art washing to meet the demand of a very high quality jeans trousers for both men & women and of course of children

The Project is designed to produce 5- pocket basic jeans trousers and western jacket ranging weight from 8 oz to 14 oz with capacity of

40,000 pieces on 8 hours/day production basis. Nevertheless, at the same time, this Project will produce western Jacket many more types

of trousers i.e. this Project will be specialized on 5-pocket jeans but will be flexible to produce other casual trousers as well.

TARGET DENIM & CASUAL WEAR LIMITED (Washing Unit)

At a glance (Washing Unit)

Name of Company Target Denim & Casual Wear Limited

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Year of Establishment 2016

Type of Company Private Limited

Corporate Office House no.-06, Road no.-10, Sector-4, Uttara, Dhaka-

1230, Bangladesh

Factory Address Jogitala, Asian Highway Bypass, Joydebpur, Gazipur,

Bangladesh

Type of Products Washing Denim Trouser

Total Area

Land 100,000 Square Feet

Building 75,000 Square Feet (2 stored)

Bank Mercantile Bank Limited, Uttara Branch, House no.-

10A, Road no.-7D, Sector-09, Uttara, Dhaka-1230,

Bangladesh

Total Employee 1,500

Production Capacity 40,000 Pieces/Day

Total Line of Production Wet , Dry & Finishing Process

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Our Core Values

CUSTOMERS are the beginning and the end of everything we do. We understand their needs,

exceed their expectations in ways that are meaningful to them, and enable their success.

PEOPLE are our most important asset. To our customers, our people are our company. We

attract the best people and create an environment where they reach their full potential.

EXCELLENCE is our enduring aspiration. We take pride in our work and continuously improve.

WINNING is our ultimate goal. We stretch ourselves, we overcome obstacles, we play fair – and

we win.

INNOVATION is our passion. With enthusiasm and creativity we develop high impact

innovations.

Quality

Principles

Peoples will produce quality goods and services when the meaning of quality is expressed daily in their relations

Inspection of process is as important as inspection of product

Probability of quality variation can be understood by scientific methods.

Workers work in the system to improve the system; Management work on the system to improve the system

Total quality management must be consistently translate into guidelines provided to the whole organization

Envision what you desire, but start working from where you actually are

Cleaner site and safer place to work is also important

Accept the responsibility of quality

Use the method of get it right, the first time, every time

Understand the quality is a journey not a destination

Philosophy

Customer doesn’t measure you on how hard you try. They measure you on what you delivered. We mean quality doing it right when no one is looking.

Concept

The concept of quality is primarily based upon recognition of the value of the workers as a human being, as someone who willingly activities on his job, his wisdom,

intelligence, experience, attitude and feelings. I t is based upon the human resource management considered as one of the key factors in the improvement of product

quality & productivity.

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Objective

The objectives of quality are multi faced

CHANGE IN ATTITUDE

From “I don’t care” to “I do care” and continuous improvement in quality of work life through humanization of work

SELF DEVELOPMENT

Bring out ‘hidden potential’ of people and people get to learn additional skill

Quality Circle

A quality circle or quality control circle is a group of workers who do the same or similar work, whom meet regularly to identify, analyze and solve work-related

problems.[1] Normally small in size, the group is usually led by a General Manager and presents its solutions to management; where possible, workers implement the

solutions themselves in order to improve the performance of the organization and motivate employees.

Typical topics for the attention of quality circles are improving occupational safety and health, improving product design, and improvement in the workplace and

manufacturing processes

1. Improvement in quality of product manufactured by the organization.

2. Improvement in methods of production.

3. Development of employees participating in QC.

4. Promoting morale of employees.

5. Respect humanity and create a happy work place worthwhile to work.

House Keeping

Good housekeeping practice for enhance productivity, quality and safety at the workplace

Effective housekeeping can eliminate some workplace hazards and help get a job done safely and properly. Poor housekeeping can

frequently contribute to accidents by hiding hazards that cause injuries. If the sight of paper, debris, clutter and spills is accepted as

normal, then other more serious health and safety hazards may be taken for granted.

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Housekeeping is not just cleanliness. It includes keeping work areas neat and orderly; maintaining halls and floors free of slip and trip

hazards; and removing of waste materials (e.g., paper, cardboard) and other fire hazards from work areas. It also requires paying attention

to important details such as the layout of the whole workplace, aisle marking, the adequacy of storage facilities, and maintenance. Good

housekeeping is also a basic part of accident and fire prevention.

Effective housekeeping is an ongoing operation: it is not a hit-and-miss cleanup done occasionally. Periodic "panic" cleanups are costly

and ineffective in reducing accidents.

Purpose Poor housekeeping can be a cause of accidents, such as:

tripping over loose objects on floors, stairs and platforms

being hit by falling objects

slipping on greasy, wet or dirty surfaces

striking against projecting, poorly stacked items or misplaced material

cutting, puncturing, or tearing the skin of hands or other parts of the body on projecting nails, wire or steel strapping

To avoid these hazards, a workplace must "maintain" order throughout a workday. Although this effort requires a great deal of

management and planning, the benefits are many.

Benefit Effective housekeeping results in:

reduced handling to ease the flow of materials

fewer tripping and slipping accidents in clutter-free and spill-free work areas

decreased fire hazards

lower worker exposures to hazardous substances (e.g. dusts, vapours)

better control of tools and materials, including inventory and supplies

more efficient equipment cleanup and maintenance

better hygienic conditions leading to improved health

more effective use of space

reduced property damage by improving preventive maintenance

less janitorial work

improved morale

improved productivity (tools and materials will be easy to find)

Program Dust and Dirt Removal

In some jobs, enclosures and exhaust ventilation systems may fail to collect dust, dirt and chips adequately. Vacuum cleaners are suitable

for removing light dust and dirt. Industrial models have special fittings for cleaning walls, ceilings, ledges, machinery, and other hard-to-

reach places where dust and dirt may accumulate.

Special-purpose vacuums are useful for removing hazardous substances. For example, vacuum cleaners fitted with HEPA (high efficiency

particulate air) filters may be used to capture fine particles of asbestos or fiberglass.

Dampening (wetting) floors or using sweeping compounds before sweeping reduces the amount of airborne dust. The dust and grime that

collect in places like shelves, piping, conduits, light fixtures, reflectors, windows, cupboards and lockers may require manual cleaning.

Compressed air should not be used for removing dust, dirt or chips from equipment or work surfaces.

Employee Facilities

Employee facilities need to be adequate, clean and well maintained. Lockers are necessary for storing employees' personal belongings.

Washroom facilities require cleaning once or more each shift. They also need to have a good supply of soap, towels plus disinfectants, if

needed.

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If workers are using hazardous materials, employee facilities should provide special precautions such as showers, washing facilities and

change rooms. Some facilities may require two locker rooms with showers between. Using such double locker rooms allows workers to

shower off workplace contaminants and prevents them from contaminating their "street clothes" by keeping their work clothes separated

from the clothing that they wear home.

Smoking, eating or drinking in the work area should be prohibited where toxic materials are handled. The eating area should be separate

from the work area and should be cleaned properly each shift.

Surfaces

Floors: Poor floor conditions are a leading cause of accidents so cleaning up spilled oil and other liquids at once is important. Allowing

chips, shavings and dust to accumulate can also cause accidents. Trapping chips, shavings and dust before they reach the floor or cleaning

them up regularly can prevent their accumulation. Areas that cannot be cleaned continuously, such as entrance ways, should have anti-slip

flooring. Keeping floors in good order also means replacing any worn, ripped, or damaged flooring that poses a tripping hazard.

Walls: Light-colored walls reflect light while dirty or dark-colored walls absorb light. Contrasting colors warn of physical hazards and

mark obstructions such as pillars. Paint can highlight railings, guards and other safety equipment, but should never be used as a substitute

for guarding. The program should outline the regulations and standards for colors.

Maintain Light Fixtures

Dirty light fixtures reduce essential light levels. Clean light fixtures can improve lighting efficiency significantly.

Aisles and Stairways

Aisles should be wide enough to accommodate people and vehicles comfortably and safely. Aisle space allows for the movement of

people, products and materials. Warning signs and mirrors can improve sight-lines in blind corners. Arranging aisles properly encourages

people to use them so that they do not take shortcuts through hazardous areas.

Keeping aisles and stairways clear is important. They should not be used for temporary "overflow" or "bottleneck" storage. Stairways and

aisles also require adequate lighting.

Spill Control

The best way to control spills is to stop them before they happen. Regularly cleaning and maintaining machines and equipment is one

way. Another is to use drip pans and guards where possible spills might occur. When spills do occur, it is important to clean them up

immediately. Absorbent materials are useful for wiping up greasy, oily or other liquid spills. Used absorbents must be disposed of properly

and safely.

Tools and Equipment

Tool housekeeping is very important, whether in the tool room, on the rack, in the yard, or on the bench. Tools require suitable fixtures

with marked locations to provide orderly arrangement, both in the tool room and near the work bench. Returning them promptly after

use reduces the chance of being misplaced or lost. Workers should regularly inspect, clean and repair all tools and take any damaged or

worn tools out of service.

Maintenance

The maintenance of buildings and equipment may be the most important element of good housekeeping. Maintenance involves keeping

buildings, equipment and machinery in safe, efficient working order and in good repair. This includes maintaining sanitary facilities and

regularly painting and cleaning walls. Broken windows, damaged doors, defective plumbing and broken floor surfaces can make a

workplace look neglected; these conditions can cause accidents and affect work practices. So it is important to replace or fix broken or

damaged items as quickly as possible. A good maintenance program provides for the inspection, maintenance, upkeep and repair of tools,

equipment, machines and processes.

Waste Disposal

The regular collection, grading and sorting of scrap contribute to good housekeeping practices. It also makes it possible to separate

materials that can be recycled from those going to waste disposal facilities.

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Allowing material to build up on the floor wastes time and energy since additional time is required for cleaning it up. Placing scrap

containers near where the waste is produced encourages orderly waste disposal and makes collection easier. All waste receptacles should

be clearly labeled (e.g., recyclable glass, plastic, scrap metal, etc.).

Storage

Good organization of stored materials is essential for overcoming material storage problems whether on a temporary or permanent basis.

There will also be fewer strain injuries if the amount of handling is reduced, especially if less manual materials handling is required. The

location of the stockpiles should not interfere with work but they should still be readily available when required. Stored materials should

allow at least one meter (or about three feet) of clear space under sprinkler heads.

Stacking cartons and drums on a firm foundation and cross tying them, where necessary, reduces the chance of their movement. Stored

materials should not obstruct aisles, stairs, exits, fire equipment, emergency eyewash fountains, emergency showers, or first aid stations.

All storage areas should be clearly marked.

Flammable, combustible, toxic and other hazardous materials should be stored in approved containers in designated areas that are

appropriate for the different hazards that they pose. Storage of materials should meet all requirements specified in the fire codes and the

regulations of environmental and occupational health and safety agencies in your jurisdiction.

Concept

5S is a methodical way to organize your workplace and your working practices as well as being an overall philosophy and way of

working. It is split into 5 phases, each named after a different Japanese term beginning with the letter “S”; (Seiri, Seiton, Seiso, Seiketsu,

Shitsuke) hence the name 5 S.

These five distinct phases are (with English descriptions)

5S Seiri; Sort, Clearing, Classify

5S Seiton; Straighten, Simplify, Set in order, Configure

5S Seiso; Sweep, shine, Scrub, Clean and Check

5S Seiketsu; Standardize, stabilize, Conformity

5S Shitsuke; Sustain, self discipline, custom and practice

And for completeness, some companies add a 6th (6S) of Safety, although in my opinion this should be an integral part of the steps of 5S

and not a separate stage in itself.

Practice

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We practice 5s system in workplace that improves workplace efficiency and eliminates waste. Managers and workers achieve greater

organization, standardization, and efficiency—all while reducing costs and boosting productivity. The core principles of 5S involve

creating and maintaining:

Visual order

Organization

Cleanliness

Standardization

With these goals in place, the workplace becomes organized, work is done efficiently and safely, and problems are quickly found and

eliminated.

Advantage

The key benefits of 5S are:

Less Waste (Improved Efficiency)

Reduced Space Used For Storage

Improved Maintenance

Improved Safety

Better, More Committed Employees

Improved Quality

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Waste Management

- so much more than skips and bins.

We care passionately about keeping our communities, our people and our environment clean and above all, safe.

But the challenge of managing our nation’s waste is not as simple as supplying skips and bins for commercial and household collections or

weekend clean ups. Effective waste disposal requires our sophisticated engineering and technical expertise to manage the waste in an

environmentally responsible way.

Waste to resources.

We’re heavily focused on recycling, waste treatment and other modern safe and sustainable waste management services; 30% of what we

collect is recycled and reused. We use sustainable landfill technology to store the remaining residual waste after we’ve exhausted all

opportunities to recycle and reuse.

Waste and wastes are unwanted or unusable materials. Waste is any substance which is discarded after primary use, or it is worthless, defective and of

no use.

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Welfare

Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages.

Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare

measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions,

creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and

unemployment for the workers and their families.

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident

initial medication can be provided to the needed employee.

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4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are

also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the

employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be

provided in convenient places and some are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in

the port area in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office

premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets,

bathrooms, etc.

HEALTH & SAFETY

We believe that a safe and healthy workplace is a fundamental right of every person and also a business imperative. Our Workplace

Rights Policy requires that we take responsibility for maintaining a productive workplace in every part of our Company by doing what we

can to minimize the risk of accidents, injury and exposure to health hazards for all of our associates.

Safety is non-negotiable

Safety and Health at Work to be at the forefront of accident prevention in the industry, we implement in all our sites the mandatory,

Occupational Safety and Health Management System, which meets or exceeds the requirements of the health and safety laws applicable

in the countries in which we operate.

Compliance

This Policy on Safety and Health at Work is based on our Business Principles and Management and Leadership Principles, we believe that

sustainable success can be reached only through people. No other asset in the company is as important as the people that contribute with

their work to our culture and our business results. Therefore, we devote all the necessary energy and attention to protect employees,

contractors and any other people involved with the company along the value chain, including suppliers, customers and the public.

Strong safety and health organization

We believes that accidents are preventable and therefore “one accident is one too many”. We integrate Safety and Health in the

management of our business in such a way that all activities are considered with a perspective of prevention of all types of accidents and

protection of the people at work. To advance a strong safety culture that effectively prevents accidents; we establish local safety and

health organizations that provide specialist advice to managers and employees.

We commit to perform systematic identification of hazards and to manage them with appropriate risk assessments and subsequent actions

to minimize danger. We establish emergency and contingency plans to deal with residual risks. This approach also minimizes threats to

the business, protecting our shareholders’ interests.

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Continuous improvement

Our Occupational Safety and Health management system is based on the concept of continuous improvement. We improve constantly

our performance by designing and adapting processes, work practices and systems in the direction of better ergonomics and greater

safety.

We base our improvement on the monitoring of safety and health performance as well as on the analysis of incidents that produce injuries

and of workplace activities whose cumulative effects may lead to illnesses.

Leadership and participation

Safety and Health at Work at the same time, we judge that employee involvement is indispensable to establish and maintain safety and health in the

workplace. Respect of safety principles, standards and procedures is a condition of employment. Conversely, employees are empowered to:

challenge any unsafe acts they see or perceive; put a task on hold if they judge that safety is not adequate, until a competent person takes

appropriate risk control measures. Employees are responsible for working in a safe manner to prevent injury to themselves, fellow workers and

other persons. They are asked to become actively involved in programs to improve health and safety performance in the workplace.

We recognizes the critical role of senior management to ensure a safe and healthy work environment. As an integral part of managing the

business, our managers – at all levels – are accountable for managing workplace health and safety with strong leadership and credibility. Their

annual objectives include a contribution to the safety culture and performance. To reinforce an already strong safety culture, We sets ambitious

goals and high standards, as part of its Occupational Safety and Health management process.

Behavioral approach

We attributes the highest importance to people’s behaviors as the main factor for the prevention of accidents. We believe that every time

an accident occurs, the root causes can be traced to someone’s behavior. Therefore, Nestlé implements programs that encourage

employees to engage in dialogue – with peers and management – about safe and at risk behaviors.

Communication, education and training

We build a proactive safety culture by:

Driving the implementation and continual improvement of Occupational Safety and Health Management System through

communication with employees, Buyers and other stakeholders;

Educating, training and equipping employees to ensure that they are empowered to avoid unsafe situations and to respond

rapidly to unexpected events;

Influencing training and education of contractors, suppliers and community.

Medical & Daycare Facilities

Round the clock medical treatment facility, including physicians, trained nurses and medication is available to meet any emergency. Day-

care centers for the babies of the workers.

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Industrial Engineering

Industrial engineering deals with the optimization of complex processes, systems or organizations. Industrial engineers work to eliminate

waste of time, money, materials, man-hours, machine time, energy and other resources that do not generate value. According to the

Institute of Industrial and Systems Engineers, they figure out how to do things better, they engineer processes and systems that improve

quality and productivity.

Work study is the systematic examination of the method of carrying activities, so as to input the effective use of resources and to setup

standards and performance for the activities being carried out. Management frequently Calls on specialist to assist it in improving

productivity .One of the most powerful tools they can use is that of Work-Study.

Daily Schedule

1. Recruitment of sewing operators through standard test.

2. Evaluation of existing production target and fix a new production target.

3. Extend work measurement in other processes like cutting section and finishing section.

4. Constant control of direct labor cost.

5. Data analysis and look into monthly trends of each KPIs

6. Preparing daily production reports, Monthly improvements reports with graphical presentation.

7. Time study and updating time study database including videos on constant basis.

8. Research on motion study and implementation of the better system to eliminate excess motions.

9. Research on new machinery and latest systems that meets companies long term goal and preparing cost benefits analysis and

ROI for the same.

10. Initiative on lean manufacturing, learning of lean tools and looking for scope of implementation.

11. Research and development for samples prior to production start.

Objectives

1. Lower cost.

2. Increase productivity.

3. Increase profitability.

4. Increase job security.

5. To make the work easier.

6. Establish fair task for everyone.

7. Check achievements against standard.

Pre-Production Activities

Size set sample making

Pre-production meeting

Break down

Layout

Machine & work process flow chart

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Production Follow Up Cycle check

Bottle neck

Line balancing

Production study

Method study

Benefit 1. It increases productivity at cheap cost.

2. It is a systematic and comprehensive method of analyzing a problem. So low factor is overlook in evaluating the problem and

finding out the solution.

3. It can be easily and quickly implemented.

4. It provokes benefit as soon as it is applied and continuous till it is in use.

5. It can reduce hazard by developing made of work.

6. It is the most accurate method of setting time of performance upon which effective planning and production control relies

upon.

7. Production quota can be determined for daily or hourly workers.

8. Production capacity of a mill or machine can be determined.

Human Resource Management

Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and

providing direction for the people who work in an organization and includes conducting job analyses, planning personnel needs,

recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating

performance, resolving disputes, and communicating with all employees at all levels

Changing Focus

HRM is the organizational function that deals with or provides leadership and advice for dealing with all issues related to the people in an

organization. HRM, as such, deals with compensation, hiring, performance management, organization development, safety, wellness,

benefits, employee motivation, communication, administration, and training.

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HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM

enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the

organization's goals and objectives.

The HRM function is now expected to add value to the strategic utilization of employees and to ensure that employee programs

recommended and implemented impact the business in positive measurable ways.

New Expectations

Gone are the days when HR staff received direction from the executive team as to their priorities and needs. HR is now expected to sit at

the executive table and recommend processes, approaches, and business solutions that improve the ability of the organization's people to

effectively contribute.

The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate their value. Employees who work

in HRM must demonstrate their value by keeping their employer and company safe from lawsuits and the resulting workplace chaos.

They must perform a balancing act to serve all of an organization's stakeholders: customers, executives, owners, managers, employees,

and stockholders.

It is difficult to underestimate the importance of an effective, modern HRM function within an organization. An employee who retired

from HRM twenty years ago would not recognize the competence and capability of the best HRM organizations today. You can choose

to move your HRM function out of the dark days and into the light. Organizations that do - are best served.

Human resource policies

Human resource policies are continuing guidelines on the approach the organization intends to adopt in managing its people.[1] It

represents specific guidelines to HR managers various matters concerning employments. It states the intend of the organization about

different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc.[2] They define

the conception and value of the organization on how people and things should be treated. Therefore, it serves as a reference point when

human resources management practices are being developed or when decisions are being made about people. A good HR policy could

provide generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of

employments. A procedure spells out precisely what action should be taken in line with the policy.[1]

However, each company has a different set of circumstances, and so develops an individual set of human resource policies.[3]

Purposes

The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for

diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. For example,

in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be

necessary to meet provisions within employment contracts and collective bargaining agreements.[4] The establishment of an HR Policy

which sets out obligations, standards of behavior and document disciplinary procedures, is now the standard approach to meeting these

obligations. They provide frameworks within which consistent decisions are made and promote equity in the way in which people are

treated.[5]

HR policies can also be very effective at supporting and building the desired organizational culture.[6]For example, recruitment and

retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by

offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the year.

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In actuality, policies and procedures serves a number of purposes :[7]

1. They provide clear communication between the organization and their employees regarding their condition of employment.

2. They form a basis for treating all employees fairly and equally.

3. They are a set of guidelines for supervisors and managers.

4. They create a basis for developing the employees handbook.

5. They establish a basis for regularly reviewing possible changes affecting employees.

6. They form a context for supervisor training programs and employee orientation programs.

Development

In developing HR Policies, there should be clear and consistent statements of the organization's policies regarding to all conditions of

employment and procedures for their equal and fair implementation. In order to fulfill this objective, policies and procedures should be:[8]

Clear and specific, but provide enough flexibility to meet the changing conditions.

Comply with all appropriate law and regulation.

Agree with one another and reflect an overall true and fair view approach to all employees.

The HR policies are developed by making decisions and taking actions on the day-to-day problems of the organization. The Process on

developing HR policies involved the assessment of the following factors:[9]

1. Identify the purpose and objectives which the organization wish to attain regarding to its Human Resources department.

2. Analysis of all the factors under which the organization's HR policy will be operating.

3. Examining the possible alternatives in each area which the HR policy statement is necessary.

4. Implementation of the policy through the development of a procedure to support the policy.

5. Communication of the policy and procedures adapted to the entire organization.

6. Auditing the policy so as to reveal the necessary areas requiring change.

7. Continuous revaluation and revision of policy to meet the current needs of the organization.

Formulation

Human Resource Management consists of deliberate organizational activities designed to improve employee productivity and

administration through such means as recruitment, compensation, performance, evaluation, training, record keeping and compliance. HR

policies should be developed for key HR management functions covering eight commonly accepted responsibilities:[10]

1. Compensation and Benefits.

2. Employee and Labor Relations.

3. Employment Practices & Placement.

4. Workplace Diversity.

5. Health, Safety and Security.

6. Human Resources Information Systems.

7. Human Resource Research.

8. Training and Development.

The following steps should be taken when formulating or revising policies:[11]

1. Gain understanding of the corporate culture and its shared values

2. Analyse existing policies: both written and unwritten existing policies.

3. Analyse external influences: HR policies are subject to the influence of many legislation, regulations and authorities, thus the

codes of practice issued by the professional institutions, should also be consulted.

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4. Assess any areas where new policies are needed or existing policies are inadequate.

5. Check with managers, preferably starting at the top, on their views about HR policies and where they think could be improved.

6. Seek the view of employees about the HR policies, especially to the extend for which they are inherently fair and equitable and

are implemented fairly and consistently.

7. Seek the view of the union's representatives.

8. Analyse the information retained in the previous steps and prepare the draft policies.

9. Consult, discuss and agree policies with management and union representatives.

In order to write the first draft of the policies as step 7 have stated, the following content should be included:[12]

Policy name

Effective date of the policy and the date of any revisions

Approval status - At this stage the status should be 'DRAFT'

References - list other policies or documents related to this policy

Purpose of the policy - what is it intended to promote or achieve

Main policy statement

Definition of any key concepts or terms mentioned in the policy need to be defined

Eligibility or scope - Any stakeholders are covered by the policy

How to deal with potential exceptions

Positions in the organizations responsible for implementing and monitoring the policy

Procedures for carrying out the policy - preferably written in numbered steps

Types

HR policies could be classified on the basis of sources or description.[9]

On the basis of source

On the basis of their source, policies could be classified into

1. Originated Policies - These are the policies usually established by the senior managers in order to guide their subordinates.

2. Implicit Policies - These are the policies which are not formally expressed, they are inferred from the behavior of managers,

which are also known as the implied policies.

3. Imposed Policies - Policies are sometimes imposed on the business by external agencies such as government, trade associations

and trade unions.

4. Appealed Policies - Appealed policies arise because the particular case is not covered by the earlier policies. In order to know

how to handle some situations, subordinates may request or appeal for the formulation of specific policies.

On the basis of description

On the basis of description, policies maybe general or specific.

1. General Policies - These policies do not related to any specific issue in particular. General policies are formulated by the top

management, this kind of policies are called 'general' because they do not related to any specific issue in particular.

2. Specific Policies - These policies are related to specific issues like staffing, compensation, collective bargaining etc. Specific

policies must confirm to the board pattern laid down by the general policies.

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Advantages

The following advantages could be achieved by the set up of HR policies:[9]

1. It helps the managers at various levels of decision making to take decisions without the consulting their superiors. Subordinates

are more willing to accept responsibility because policies indicate what is expected of them and they can quote a written policy

to justify their action.

2. It ensures long term welfare of employees and makes for good employee relationship as favoritism and discrimination are

reduced. Well-established policies ensure uniform and consistent treatment of all employees throughout the organization.

3. It lays down the guidelines pursued in the organization and thereby minimizes the personal bias of managers.

4. It ensure prompt action for taking decisions because the policies serve as standards to be followed. they prevent the wastage of

time and energy involved in repeated analyses for solving problems of a similar nature.

5. It establishes consistency in the application of the policies over a period of time so that each one in the organization gets a fair

and just treatment. Employees know what action to expect in circumstances covered by the policies. Policies set patterns of

behavior and permit employees to work more confidently.

Influential factors

The following factors will influence the HR policy of an organization:

Laws of the country

The various labor laws and legislation pertaining to labor have to be taken into consideration. Policies should be conformity with the laws

of the country otherwise they are bound to cause problems for the organization.

Social values and customs

Social values and customs have to be respected; otherwise the employees may be offended. Thus, the values and customs of all

communities should be taken into accounts while framing policies.

Management philosophy and values

Management philosophy and values influence its action on matters concerning the employees. Therefore, without a clear broad

philosophy and set values, it would be difficult for the employees to understand management.

Financial impact

HR policies cost money, which will reflect in the price of the product. Thus, the prices set the absolute limit to organization's HR

policies.

Serial Name of Training

1 Company Policy/ Labor Law

2 Management Policy

3 Mannerism/ Approaching Policy

4 Buyers’ COC

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5 5S system

6 Compliance Policy

7 House Keeping Training

8 Fire Safety training

9 Electrical Safety training

10 Security of the factory

11 Machine using Training

12 First Aid Training

13 Cleanliness Training

14 Sewing Training

15 Quality Training

16 Utmost productivity Training

Marketing

Objectives and Strategies

Many factors contribute to make a business successful------great strategy, dedicated employees, good information system, and excellent

implementation. However, today’s successful companies at all levels have one thing in common---- they are strongly customer-focused and heavily

committed to marketing. These companies share an absolute dedication to sensing, serving, and satisfying the need of customers in well-understood

markets. They motivate everyone in the organization to produce high quality products and value for the customers.

Sound marketing is critical to success of every organization. Today, almost every company, large or small, is launched in same way by global

competition. The world economy has undergone radical change during the past two decades. Geographical and cultural distance has shrunk with the

advent of jet planes, fax machines, global computer and telephone hookups, and world

Television satellite broadcast and other advances. This has allowed companies to expand their geographical market coverage, purchasing and

manufacturing.

Anyway, in view of many people in business, the firm exists for the satisfaction of its customers. All company plans, policies and operation should be

concerned with producing products to meet customer’s satisfaction and doing it profitably. Successful marketing means focusing on customers and

depending on a proper marketing mix or marketing recipe.

TARGET DENIM & CASUALWEAR LIMITED will be best Trouser manufacturing factory in Bangladesh and main objectives is to satisfy customers

with best quality with competitive price and expend geographical market From Japan, Australia, All over Europe, USA and Canada.

These objectives will be pursued through an aggressive pull strategy of advertising and promotions aimed at customers of the TARGET DENIM &

CASUALWEAR LIMITED products. This approach is designed to stimulate demand at the export market by promoting the products to customer

who will then seek to find the Jeans Trousers on the shelves of the retail stores, chain store and super market.

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Market Research

Denim has become a 'wardrobe staple'. Denim garments come under the category of semi-formal wear. Fit, comfort and price are the most important

factors affecting the purchase of denim jeans. Due to longer life span of jeans, the denim industry continues to hold an advantageous position over

other types of apparel. Jeans can be worn on different kinds of social and even official occasions. So, as compared to other bottoms, it makes

economic sense for consumers to buy more jeans

GIA (Global Industry Analysts) announces the release of a comprehensive global report on Denim Jeans market. The world market for denim jeans is

projected to exceed $65 billion by the year 2015. This is primarily driven by a rapid rise in the number of customers purchasing denim jeans that offer

better fit, superior style, durable quality, and an affordable price tag. Additionally, lifestyle factors, fashion trends, celebrity endorsements, and

employment conditions also will contribute to the market growth.

The trend of using denim wear in America and Europe is increasing day by day. Jeans has been a popular choice of clothing in North America for

numerous decades and now more that ever, jeans are becoming increasingly fashionable. Undeniably, jeans are the most widely chosen in all group

age and all background. According to a research report (based on data on the year of 2003) published in www.just-style.com dated Aug 07,2004 jeans

market value has been consider US Dollar 55 billion dollar per annum with a growth of 6.6%~7.7% annually

Over the last ten years, billions pairs of jeans have been sold in 55 countries. In addition, the demand is ever increasing. On the growing leisurewear

market, denim has taken a dominant role (Reference: Denim post). Presently, worldwide production is estimated at approximately 3,300 million to

4,000 million meter per annum, which is not surprising, as no other fabrics is so hardwearing, easy to care for, pleasant to skin and at the same time,

fashionable too.

Most of American, European, Asian consumers say they love or enjoy wearing denim. The market was resilient during the recession, yet 2011-2012

saw strong volume and value growth for this apparel category.

This leads industry analysts to safely believe that the market is still promising for many opportunities in denim. The U.S. and global jeans market was

able to weather the recession, posting positive growth rates of 3% and 2% (US dollar fixed exchange rate) in 2008 and 2009, respectively, 2010-2011

marked a return to strong growth. While overall apparel recorded positive value growth throughout the recession, jeans outperformed the wider

market segments thanks to being one of the most versatile and consistent items of clothing in the American wardrobe.

Markets with the highest jeans volume per capita are North America, Australia and Western Europe.

The recession may have led consumers to simply buying jeans to replace old, worn-out pairs, but now the U.S. economy is experiencing a recovery.

Jeans are starting to be treated like a luxury again, with the global share of premium jeans showing increases in 2011. The spike in annual sales for

global luxury brand True Religion in 2011 illustrates the strong demand for luxury denim and the fact that jeans are no longer merely considered as

casual wear.

Improvements in the shape and fit of jeans are also boosting category sales globally. Trends from Latin America and Africa, where females prefer

clothing that shows off a curvier figure, are being exported globally. Levi`s Curve ID denim line clearly demonstrates this trend. Curve ID is a

successful collection of jeans that offer a more flattering fit for women with curvier body shapes, in Asia, Europe, North and Latin America

Whereas total market size in the EU can be estimated at 389 million pairs of jeans, value € 14.0 billion in 2007, against 373 million pairs of Jeans,

value € 13.8 billion in 2003. Bought by a population of almost 493 million, it indicates that on average 78% of all men, women and children living in

the EU bought one pair of jeans in 2007. In the UK, per capita consumption accounts for 1.1 pairs of jeans per year. In Germany, The Netherlands

and Belgium 1.0 pair per capita; in France (0.9), Italy (0.8) and Spain (0.7) less than one pair of jeans per year.

The seven major EU countries covered around 80% of the total EU market. Germany is still the largest market, despite a slight fall in consumption

during the period 2005-2007. Among the major EU countries, growth in volume was stronger than growth in value caused by slightly decreased

consumer prices.

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Americans purchase about 450 million pairs of denim jeans each year, and jean is the most extensively produced and used apparel in the US (74% of

American consumers say they love or enjoy wearing denim), as stated by the new market research report on denim jeans. The denim jean market in

the US is cyclical and sensitive to productivity, employment milieu, fashion trends, celebrity endorsements, lifestyles, and other such factors. Retailers

and manufacturers are under constant pressure due to short fashion cycles and rapid chances in customer preferences.

Unique Selling Advantage

The unique selling advantage of TARGET DENIM & CASUALWEAR LIMITED is its ability to induce both price-sensitive and value-oriented

consumers to purchase its products through clever manufacturing process. TARGETI DENIM & CASUALWEAR LIMITED hopes to use its expansion

as a mechanism to amplify these advantages substantially.

Selling Tactics

The marketing plan represents a unifying element within the marketing effort. The planning process helps to ensure that management considers all

possibilities, set realistic, achievable objectives and devises appropriate and consistent programmers to achieve those objectives.

Channels of Distribution

All shipment is made through Chittagong seaport. Thereby, all shippers can handover their consignment of export items by striping into container in

factory promises or can deliver directly to shipping line in Chittagong.

A feeder vessel carries all consignment to Singapore first and hand-over the same to a mother vessel (bigger than feeder vessel) and mother vessel

carries it to final destination port.

C h i t t a g o n g p o r t

A m e r i caJap an /A u st r al i a E u r o p e

C h an n e l o f d i st r i b u t i o n

Si n g ap o r e

Pricing

Price is an amount of money charged for a product or service. More broadly, Price is the sum of the value that customer exchanges for the benefit of

having the product and service.

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Historically, price usually set by buyers and sellers bargaining with each other. Sellers would ask for a higher price than they expect to get, and buyers

would offer less than they expect to pay. Through bargaining, they would arrive at an acceptable price. Individual buyer pays different price for the

same product, depending on their needs and bargaining skills.

Price of all products(BASED ON CUTTING+MAKING) will be from15.00/dozen to 35.00/dozen(based on cutting and making charge) in United

States Dollar or higher depending on style and order quantity and material used for certain product.

Market segmentation

Criteria for market segmentation of jeans are demographic factors, attitude towards fashion, type of activity, special circumstances and life style,

economic factors, brand awareness and preferences, price/quality ratio, developments in styles and fashion, climate and environment. Most of these

criteria are more or less similar to outerwear in general. Developments in styles and fashion and brand names in the jeans sector will be discussed

below.

Total jeans consumption in the concerned for 45% men’s jeans, 31% women’s jeans and 24% children’s jeans.

Styles and fashion

Styles in jeans do not change frequently. Developments in fashion are often small details like fashion forward seams and usage of (new) techniques of

washing and/or finishing.

The cut of jeans varies in width, rise and thigh. Most popular styles in width are illustrated

Below:-

Skinny jeans (Revival of the 80s)

Tight fit, decreasing width from the knee to leg opening (10-14 inches in circumference)

Women Men

Straight (latter Basic Jeans)

Maintains its width from the knee to the leg

Opening (14-17 inches in circumference)

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Men Women

Boot cut

Breaks on average 2 to 4 inches from the

knee to the leg opening (17-20 inches in

Circumference)

Women Men

Flare (Revival of the 70s)

Breaks on average 4 to 7 inches from the knee to the leg opening (20-23 inches in circumference)

Women Men

Wide

Full in width from the tight to the leg opening, or even have a wider hem (Leg opening: 22 inches or more in circumference)

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Based on the height or rise (the length of fabric from the crotch seam to the top of the waistband) of the jean:

High-rise jeans will generally sit at or above the navel. The rise length will average 9 ½ inches or greater.

Mid-rise jeans will generally sit 1 to 2 fingers below the navel. The rise length will average between 8 ½ and 9 ½ inches.

Low-rise jeans will generally sit on or slightly above the hip bone or approximately 3 to 4 fingers below the navel. The rise length will

average between 7 ½ and 8 ½ inches.

Ultra-low rise jeans will generally sit below the hip bone. The rise length will average 7½ inches or less

Based on the thigh:

A snug fit hugs the body through the hips, butt and thigh area. A snug fit is intended to lie flat against the skin with no extra space between

body and jeans.

A relaxed fit is a bit roomier in the hips, butt and thigh.

A loose fit is the roomiest of all three fits through the hips, butt and thigh area.

The straight (basic jeans) is the most popular nowadays and in the coming seasons, because it suits a large target group without any age limit.

Skirts

A skirt is a tube- or cone-shaped garment that hangs from the waist and covers all or part of the legs.

Western Jacket

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Western jacket, falling slightly below the waist, usually of denim, with buttoned band cuffs like a shirt and a waistband that can be adjusted by means

of buttons.

Shorts

Shorts are a bifurcated garment worn by both men and women over their pelvic area, circling the waist, and covering the upper part of the legs,

sometimes extending down to or even below the knee, but not covering the entire length of the leg. They are called "shorts" because they are a

shortened version of trousers, which cover the entire leg. Shorts are typically worn in warm weather or in an environment where comfort and airflow

are more important than the protection of the legs.

Women Men

Capri Pant

Capri pants (also known as Capris, Crop pants, long or three-quarter shorts, and clam diggers) are mid-calf pants worn in warm weather. Variants end

below the knee and calf. Though widely popular with women they are also worn by men in many countries, especially in Europe, Latin America and

Asia.

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P ro m o t io ns

Advertising

Advertising makes it possible to convey a message to millions of people. Most important and obvious use of advertising is to make ultimate consumer

aware of available goods and persuade them to buy.

The Project will have the following advertising activities:-

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1. Billboard

An attractive and alluring billboard will be placed near the International Airport road for display to the visiting new buyers who come for the first

time in Bangladesh.

2. Neon Sign

One neon sign will be placed at near Pan Pacific Sonargoan hotel or Sheraton Hotel advertising our ranges of products and the slogan “Trouser

Master”

3. Brochure Printing

A brochure will be printed with full range of products catalogue and company profile.

4. CD ROM Presentation

A corporate CD ROM presentation will be prepared as a marketing tool.

5. Advertising to Garments Directories

Advertising

Billboard

Neon Sign

Brochure Printing

CD ROM Presentation

Advertising to

Garments Directory

Web Site

Participating

Exhibitions &

Fairs

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Garments Directory is an essential tool for all related to clothing and garments business, whether he is buyer, seller, or agent? This kind of directory

usually last up to at lest one year. Advertising will be given to this kind of Garments Directory.

6. Web Site

A corporate web site will be developed as marketing tool stating company profile, objectives, missions, technical information, advantages, products

catalog and terms & conditions of order placements.

7. Exhibitions and Fairs

All products will be displayed in all popular International Exposition like BGMEA, Milan, Frankfurt and other reputed fair held internationally.

Sales Promotions

Sales promotion has been identified as a marketing tool apart from personal selling, advertising and publicity. Although promotional methods can be

successful, they are not substitute for personal selling and advertising. Good promotion is not cure of a poor product.

Sample gives buyers a chance to try/see a product. Seeing is believing. A good sample creates a good impression and it pursues customers to buy

products. Now a days sample is a very crucial factor for both buyers and manufacturers. Buyers always request to develop sample in their various

needs, and manufacturer has to develop accurately and quickly and satisfy with all efforts.

Manufacturer has to tag sample card, printed in paper and describing the detail specification and price idea (if necessary). Sometime a woven

label/leather label (with the name of manufacturer) sown with the Garment.

Type of samples, as follows:-

Photo sample

Development sample

Salesman sample

Size set sample

Production sample

Approval sample

Shipping sample

As the Project is designed to produce high quality product, hence sample will work as sales promotion. A sample section will be developed to carry

out all sample requirements very quickly and accurately as per buyer‘s demand.

Publicity and Public Relations

TARGET DENIM & CASUALWEAR LIMITED plans to generate strong publicity through a strategic public relations effort.

Management of TARGET DENIM & CASUALWEAR LIMITED is strong believers in maintaining solid business relationships, and has invested a

considerable amount of time and effort developing effective public relations skills. Strong personal relationship with different stage of people in the

industry is a key to success in future.

A Grand inaugural ceremony will launch and invite all key personal in the industry to enhance strong future business relationship.

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Security

Security means safety, as well as the measures taken to be safe or protected. Industrial premises can pose many issues when it comes to

security. With constant high volumes of visitors and workers passing through our doors, extensive stock and expensive equipment lying

around, factories make for an extremely vulnerable environment when it comes to crime.

Our unbeatable, qualified and trained factory security guards with our technological security devices provide that all important

deterrence our factory needs to warn off criminals and opportunists. Aiding our human presence with CCTV and mobile patrols they

ensure that there’s no area of our premise left uncovered.

Our highly trained security impeccable in the areas of

Static and Mobile Security

Access Control and Gatehouse Security

CCTV Installation and Surveillance

Key holding and Alarm Response

Implementing of security fencing

Patrolling premises to prevent and detect signs of intrusion

Investigating disturbances

Monitoring and authorizing arrivals and departures

Conducting and logging random searches

Updating security logs with activities and irregularities

Calling police or fire departments in the event of an emergency

Beyond Security

Health & Safety

When running an industrial factory, it is important to be as efficient as possible. While efficiency is critical, it’s also key we don’t skimp on

employee safety and site security so our profits remain profits. Instead of making security an afterthought at our facility, we put health

and safety first to prevent accidents and losses, rather than cleaning up after disaster strikes.

Keeping not only our workers and stock safe, our Security officers also promote health and safety within site and ensure that all those

visiting or operating heavy, dangerous equipment and stock are doing so in the safest possible manner. Ensuring our daily operations are

carried out appropriately allows us to get on with the job at hand and keeps our factory accidents to a minimum.

Automated Security Systems

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Hazard Training

One minor accident can put a lot of staff at risk in a facility. All factory security take training classes and pass a test before they can work

independently. Some regulations require specific hazard training, but a thorough in-house training program that covers all of the

scenarios is more effective in the long run.

It is not about profit when we make security a priority. In fact, paying for equipment and training could be an investment if it prevents

just one catastrophe. It is our responsibility to keep all our employees safe, and these are areas we never skimp on.