Swot Analysis: SWOT Analysis Of Nishat Textile

implemented flextime and has allowed telecommuting to salaried employees. They also reward the work of their employees when they meet company goals in a variety of ways such as giving them bonuses.

the welfare of their employees and how they want to keep their employees satisfied in turn

* Greatly loyalty - Employees are more likely to "go the extra mile" of they feel their employer helps them with their concerns. This results in increased motivation, productivity and low staff turnover. *

Oswal Woolen Mills Ltd., the flagship company of Nahar group began its operation in 1949 in Ludhina, Punjab. Initial focus was on hosiery and textile fabrics. In 1972 it set up its wool combing unit sensing the huge business opportunity in the domestic readymade knitwear. Then in 1984 when Monte Carlo was launched as a brand, which was a significant step in the evolution of branded garment industry in India.

Well-established and enjoys a good reputation and good relationships with its retailers. A respectable name in the industry is very important when it comes to standing out from the competition and contracting with different retailers.

Before investing in Nila I would ask the founders how they plan to encourage their target audience of movie studios and live event planners to buy their products. If they planned on doing things like letting entertainment industry representatives tryout the LEDs for a trial period or offer them special deals if they decided to buy in bulk as a way to incentivize their purchase I would be satisfied. Another question I would ask is how they plan to maintain a strong foothold in the lighting industry given how much well established competition they would be facing. If they answered something along the lines of by providing a product that outperforms the competition in terms of energy efficiency, while offering a greater deal of versatility over that of its peers would suffice as a response. Finally I would ask them how they plan to mass produce and sell their product to a global market. If they offered proof of factories they own or have partnered up with and different countries they’re already marketing in or at least planning to would be more confident in my choice.

They have make attitude because they are getting employees from zero and they rae training and developing to be a good workers.

NIBCO already had an established customer base. Prior to the upgrade to SAP R/3, NIBCO’s last big IT investment was made about 5 years ago and their IT applications were considerably old.

By offering employees an increase based on good work performance or by completing jobs on a timely basis employees are motivated to do the best they can for the company. Employees will strive to do the best they can and excel at their job. The company also benefits by being able to set up guidelines of what is expected and by rewarding employees they will have employees that are accomplishing more and have a better attitude about their job. Long term by giving employees increases employees will be apt to stay with the company and this benefits the company in not having a high turn-over

The company lays emphasis on its culture, which entails individuality, infirmity, growth, non- conformity and pride in what the company produces. It also focuses on providing excellent wages and benefits, superior training and advancement opportunities and also providing excellence which is the key to success for every business.

Culture and Employee skills: Deep rooted quality consciousness and team spirit. Highly skilled staff and high morale. Good labor elation with effective policies leading to high level of empowerment.

The company motto is “Live the Dream” and they aim to fulfil their customers need and desire for comfortable clothes and equipment for travel and adventure sport. Kathmandu has described quality and performance as the key to their new design initiatives and they invest substantial resources that focuses on design, quality, technical development, merchandising and supplier management functions. They develop products that are

Textile was started its operations in 1986 in a single building with a single frame and only a few employees, tasked to produced thread. The product became quite successful, and with increasing revenues, the company was able to expand in 1995 to a two buildings facility in the company at Multan Road Tibba Sultan Pur. The number of

Faruqui, M. (2014, July). Nobody can beat Bangladesh in price and quality. Retrieved from http://www.textiletoday.com.bd/magazine/873

The case explains that for 10 years, Shanghai Fabric Ltd., a Chinese fabrics company, and Rocky River Industries, a United States textile manufacturer, have been part of a 50-50 joint venture to produce dye and fabric. This venture, called Shui Fabrics, produced dye and coat fabric for domestic and international sportswear markets. Ray Betzell, general manager for five of