A PROJECT REPORT

ON

Recruitment and Selection

SUMMER TRAINING PROJECT REPORT

SUBMITTED TOWARDS PARTIAL FULFILLMENT
OF
BACHELOR OF BUSINESS ADMINISTRATION
(2001-2004)

Submitted By:

ASHVINI TYAGI
Roll No. : 9155501

INSTITUTE OF PROFESSIONAL STUDIES

KH-3, Kavi Nagar, Ghaziabad

INDEX
ACKNOWLEDGEMENT
PREFACE
PROFILE OF THE COMPANY
RECRUITMENT AND SELECTION PROCESS
FINDINGS
COMMITMENT
SUGGESTIONS
CONCLUSION
BIBLIOGRAPHY

ACKNOWLEDGEMENT
I take this opportunity to express my heartfelt thanks to IPS for grooming me for
the past two years and making me feel confident for taking up such assignment
and coming up with efficient and effective results.
I am extremely thankful for all the support that I got from Mrs. Binky Srivastava
(Co-ordinator, BBA) and Mrs. Shashi Garg (Director of IPS) who gave me the
vision insight and knowledge base, with there active involvement and assistance
at all stages despite there busy schedules.

Last but not least I would like to give my thanks to all my colleagues who
helped me during my project report.

ASHVINI TYAGI
BBA-IV SEM.

PROFILE
OF
THE
COMPANY

HRD DEPARTMENT ACTIVITIES

Man power planning:
Planning to have right number, tight kind of people at right place and at right
time recruitment, selection, placement and performance appraisal of
personnal viz trainees, supervisor office and above.

Training:
Conduction training programme for job effectiveness, to improve behavioral
and managerial skill, team building, training needs, identification job
rotation, internal & external training courses.

Carrier planning:
For growth, to meet organization need, right people in leadership position,
workmen training through worker Education center, skill development
courses, Literacy classes.

RECRUITMENT

AND

SELECTION

PROCESS

RECRUITMENT AND SELECTION PROCESS

Recruitment is the process of exploring the sources of supply of the required
personal and stimulating the prospective employee to apply for job in the organization.
Its per pose is to create pool of candidates from which the most suitable person may be
selected for different jobs. Recruitment as a positive process because it attracts a large
number of qualified people from which the final selection can be made. Recruitment is
the first in employment process, which aim to developing and maintaining manpower
resources for the organization.

INTERNAL SOURCES
Internal sources are the most obvious sources. These include personal already on
the pay roll of an organization. Its present working force. The internal sources of
recruitment improve the morale of the employees, for they are assured the fact that they
would be referred over outside when vacancies occur. It promotes the loyalty among the
employees, for it hives them a sense of job security and opportunity for advancement. As
the present employees in the company procedure they require little and the change are
that they would. It is also less costly than going out side to recruit. There are two main
internal sources of recruitment Manley promotion and transfer. Promotion means shifting
and employee to a higher position carrying greater pay status and Responsibility. Transfer
implies shifting employees from one section

Or branch to another, of the same rank it involves no significant change in the pay
status and responsibility of the employee.

EXTERNAL SOURCES:
These sources lie outside the organization they usually include:
i.

New entrant to labour force i.e. young mostly in experienced potential

employees the college student; School, college and professional Institute alter
opportunities for recruiting their students. They operate placement services
where complete bio-data and other particular of the student are available. The
prospective employee can review credential and interview candidate for
management trainees or probationers whether the educational sought involve a
lighter secondary certificate, specific vocational training or a college
background with bachelors masters or Doctoral from entry levels position in
organization.

ii.

The unemployed-with a wide range of skill and abilities; the unemployed with
a wide range of skills and abilities are available of the organization through
giving advertisement in the News paper and consultancy.

iii.

Retired experienced person such mechanics, machinists, welder, accountants;

The person who have ever worked in the enterprises and are laid off or have
left the organization for personal reason and now are eager to return.

iv.

Gate hiring: recruitment to gate caller is the suitable method fro recruiting
unkilled worker only. The number of vacancies, nature of work and time of
interview are notified at the black board at the gate.

METHODS OF RECRUITMENT
I.

Direct Method:
These include sending traveling recruiters to educational and professional
institution, employee contact with public and manned exhibits.

Most college recruiting is done co-operation help in attracting students,

arranging interviews furnishing spaces, and providing student resumes. Some
times firm directly solicit information from the concerned professor about
student with an outstanding record. Person regarding for MBA or other
technical diplomas are picked up in this manners.
Other, direct method include sending recruiters to conventions and seminars,
selling up exhibits at fairs, and using mobile office to go to the desiredcenters.
II.

INDIRECT METHOD:
Indirect method involves mostly advertising in newspaper, on the Radio, in
trade and professional journals, technical magazine and brochures.
Advertising in news paper/trade journals and magazine is the most frequently
used when qualified or experienced personnel are not available from other
sources. Senior posts are largely filled by such method when they cannot be
filled by promotion from with in. Advertising is very useful from recruiting
blue collar and hourly, workers, as well as scientific, professional and
technical employee and technical employee. Local newspaper can be good

source of blue collar worker, clerical employee and low level administrative
employee.
The main point is that the higher the position is the organization, or the more
specialized the skill sought, the more widely dispersed advertisement is likely
to be. The search for top executive might include advertisement in a national
periodical; with the advertisement of blue collar job is usually confined to the
daily newspaper or regional trade journals.
In order to be successful, an advertisement should be carefully written, if it is
not written properly, it may not draw right type of applicants or it may attract
too many applicants who are not qualified for the job. It should be so framed
as to attract attention for example, by the use of different size and type of
prints.
Firmly advertisements containing exaggerated claims and gimmickly appeals
are to be avoided. Advertising can be effective if it is media are properly
chosen.
According to advertisement tactics and strategy in personal recruitment, three
points need to be born in mind before and advertisement is inserted. First, to
visualize the type of application one trying to recruit. Second, to write our a
list of the advantages of the company offers; in otherword, why the reader
should work for the company. Third to decide where to run the advertisement,
not only in which area but in which newspaper having a local, state or nation
wide circulation.

The classified advertisement section of daily newspaper or the Sunday

weekly edition of the Hindustan Times, The times of India, The tribune,
Bharat jyoti, the National Herald, Free Press Journal, the pioneer, Amrit
Bazar Patrika, Economic Times,
The Hindu, The Indian Express etc.

III. THIRD PARTY METHOD:

These include the use of commercial or private employment agents, State
agencies, placement office of school colleges and professional association,
recruiting firms, managements consulting firms, indoctrination seminars
for college professors, Employee referrals, Trade Unions, casual labour or
application at gate etc.

USE OF PRIVATE EMPLOYMENT AGENCIES:

Private Employment Agencies are widely used. They charge a small fee from an
applicant. They specialize in specific occupations; general office help, salesman,technical
worker accountant, computer staffs engineers & executive. The private agencies are
broker who brings employer and employee together.

USE OF STATE OR PUBLIC EMPLOYMENT AGENCIES :

State pr public Employment Agencies are also known as employment or labour

exchanges are the main agencies of public employment. They provide a clearing housefor
job and job information. These agencies provide a wide range of services-counseling,
assistance in getting job, information about the labour market, labour and wages rates.

PROFESSIONAL ORGANISATIONS OR RECRUITING

FIRM OR EXECUTIVE RECRUITIERS:
These organization or firms maintain complete information recorded about employed
executives. These firms are looked upon as Head Hunters Raiders and pirtes by
organization may employ executive search firms to help them find executive talent.
These consulting firms recommend person of high caliber for managerial marketing and
production engineers post

CASUAL LABOUR OR APPLICATION AT THE GATE:

Most industrial units rely to some extent on the casual labour, which presents itself daily
at the factory gate or employment office.

UNCONSOLATED APPLICATION
For position in which large numbers of candidate are not available from other sources.
The company may gain in keeping fill of applications received from candidates who
make direct enquires about possible vacancies on their own, or may send unsoldated
application. The information may be indexed and filed for future use when there are
opening in these jobs. If necessary, the candidate may requested to meet the organization
posted with any charge in their qualification, experience or achievements made.

COMPUTER DATA BANKS:

When a companies desire a particular type of employee, job specification and
requirements are fed into a computer. Where they are matched against the resume data
sorted therein. The output is a set of resume for individuals who meet the requirements.
This method is very useful for identifying candidates for hard to fill positions which call

for as unusual combination of skills The best management policy regarding recruitment
is to look first within the organization. If that source fails, external recruitment must be
tackled

SELECTED PROCESS METHOD

The selection procedure is concerned with securing relevant information about an
applicant. This information is secured in a number of steps or stages. The objective of
selection process is to determine whether an applicant who id most likely to perform well
in that job Error committed at the time of selection may prove very costly.

Selection process follows a standard beginning with an initial screening interview and
concluding with the final employment decision. The traditional selection process
includes:

Preliminary/ Screening

Completion of application from

Employment test

Comprehensive interview

Background investigation

Physical examination

And final employment decision to hire

Selection procedure adopted by an organization is mostly tailor made to meet its

particular need. The thoroughness of the procedure depend upon three factors:
Firstly, the nature of selection, whether faulty or safe because a faulty selection
efforts not only the training period they may be needed but also results in heavy
expenditure on the new employee and loss that may incurred by the organization
incase the job occupant tails on the job.

Second, the policy of the company and the attitude of the management. As a practice
some company usually hire more than the actual number needed with a view to removing
the unift person from the job.
Thirdly, the length of the probationary or the trial period. The longer the period, the
greater the uncertainly in the mind of selected candidate about the future.
The following is a popular procedure for the selection but it may be modified to suit
individual situation:
The following is a poplar procedure for the selection but it may be modified to suit
individual situation.

PRILIMINARY INTERVIREW OR SCREENING:

The initial screening is usually conducted by a special is interview or a high caliber
receptionist in the employment office. Even a large number of applicants are available,
the preliminary interview desirable both from the companys point of view and that of the
applicants seeking employment. The interview is essentially a sorting process in which
prospective applicants are given the necessary information about the nature of job in the
organization. The necessary information then is elicited from the candidate relating to
their education, experience, skill, salary demand, the reason for leaving their present job,
their, job interest and whether they are available for the job their physical appearance,
age, Drive and faculty in speech. If the candidate meets with requirements of the
organizations, he may be selected for further action. If he does not fit into the
organization structure, he eliminated at the preliminary stage. Such

interviews are short and may be conducted on the desk, across a counter or railing and
They are known as stand up interview.

APPLICATION BLANKS:
An application blank is a traditional, widely accepted device for getting information from
a prospective applicant which enables a management to make a proper selection.
The blank provides preliminary information as well as aid in the interview by indicating
area of interest and discussion. It is a good mean of quickly collecting verifiable (and
there fore fairly accurate) basic historical data from the candidate. It also serves as a
convenient device for storing information for later references. The information required
to be given in the applicant own hand writing is need to identify him properly and to
drawn tentative inferences about his suitability for employment.
The information is generally called on the following items:
(A) BIOGRAPHICAL DATA:
Name, fathers name. Date and place of birth, Age, Sex, Nationality, Height.
Weight, Identification mark, Physical Disability (If any), Marital status and
number of dependents.

(B) EDUCATIONAL ATTENMAINT:

Education (subject offered and grades secured), Training acquired in special field and
knowledge giant from professional/ Technical institute or evening classes or through
correspondence courses.

(C) WORK EXPERIENCE:

Previous experience, the number of job held with the same or other employer, including
the nature of duties and responsibilities and the duration of various assignments, salary
received, grade and reason for leaving present employer.
(D) SALARY:
Demanded and other benefits expected.
(E) PERSONAL ITEMS:
Association membership of NCC or NSS, extra curricular activities, sports,

Hobbies

and other pertinent information supporting a candidates suitability for a job.

(F) OTHER ITEMS:

Name and address of the previous employers, references etc.and a application blank is a
brief history sheet of an employees back ground and van be used for future references, in
case of need.

EMPLOYMENT TEST:
Employment test occupy an important place in the process of selection. The ability and
skill of the applicant are judged through them. These test can be divided into the
following three parts;

(A)

Proficiency Test:
i. Special trade efficiency test
ii. Dexterity test

(B)

(C)

(A)

Psychological Test
i.

Interest test

ii.

Intelligence test

iii.

Apptitude test

iv.

Personality test

Other Test:

i.

Knowledge of language test

ii.

General knowledge test

PROFICIENCY TEST:
Proficiency test checks the qualification and skill of an application at the time of
conducting the test. Special care is taken to check the authenticity of the
qualification and skill as told by the applicant.
Proficiency test are of two types:

I.

SPECIAL TRADE EFFICIENCY TEST:

This test is designed to cheek the special trade efficiency an applicant in some
particular trade. Trade here signifies, any business, but some field of
specialization. This test can again be of two types.

Theoretical knowledge test and practical knowledge test.

Theoretical knowledge test aim at checking the technical
knowledge in the relevant field. Practice knowledge test aim to
asking the applicant to some practice work in the filed of this
specialization.

II. DEXTERITY TEST:

This test is designed to check the adoritness, cleverness, righthandedness of the applicant.
(B) PHYCHOLOGICAL TEST:
Some selection test are of psychological nature on the basis of which
the conduct and efficiency of an applicant is judges.
Two or more person can be expert in the same filed but their can be
difference in their personality, intelligence, taste, conduct etc. the
special purpose of these Psychological test is to judge the mental
ability, interest for the work, maturity etc. of the applicant. Major
psychological test are following:
I.

INTEREST TEST:
This test is designed to judge the interest of an applicant
in particular work. On the basis of this test it becomes
easier to put the applicant on the right job.

II.

INTELLIGENCE TEST

The assumption behind this test is that a more intelligent person

can easily and quickly learn any job and the enterprise does not
have to spend more on their training. In order to test the
intelligence of the applicant their reception power, their memory
and their reasoning power, one questions is prepared and the
applicant are asked to answer those questions in prescribed time
limit. On this basis their level of intelligence is tested.
III. APTITUDE TEST:
With the help of this test an effort is made of find the talent ability of the applicant
so that it can be taught with the help of training or not . In other words, the test
designed to measure the learning capacity of the candidates is known as aptitude
test.

IV. PERSONALITY TEST.

Thought this test an effort is made to know the ability of an individual to interact with
other individual, his ability to impress them and motivate others. It will also be found out
whether he has capacity to face the hurdles confronting a particular job on which he is to
be put.

(C) OTHER TEST:

The chief purpose of these tests is to judge the understanding, communication ability,
mental maturity, writing ability, alertness etc. of an applicant.
These tests can be two types:
i.

Knowledge of language test:

This test judges the idea of the applicant and how well he writes them and
how his style is how his hand writing is and what speed of writing he has.

ii.

General knowledge test

Through this test the intelligence, memory, alertness and general interest of
the applicant are judge.

PHYSICAL EXAMINATION
Certain job requires unusual stamina, strength or tolerance of hand working condition. A
physical examination revels weather or not a candidate possesses these qualities. It brings
out deficiencies not as basis of rejection but as positive aid to selective placement and as
indicating restriction on his transfer to other position.
Physical examination serves the following purpose:

i.

It gives is an indication whether a candidate is physically able to perform the

job. These who are physically unfit are rejected.

ii.

It discovers existing disabilities and obtains a record of the employee health at

the time of hiring so that the question of the companies responsibilities (both
legal and ethical) may be selected at the event a workmans compensation
claim for an injury is preferred.

iii.

It prevents the employment of those who suffer from some type of contagious
diseases.

iv.

It place properly those people who are otherwise employable but who physical
handicaps may necessitate assignment only to specific job.

The basic purpose of a physical examination is to place person in job which they can
handle without injury or damage to their health.

Candidate are medically examined either the companys physician or by a medical

officer approved by the company for the purpose.

FINAL INTERVIEW:
After having cleared the employment test, the candidate is called for final interview.
Its chief purpose is to study the facial expression, conduct, and ideal on the basis of
which his interest, presence of mind, maturity etc. are examined.

The major information about the applicant gathered during the interview
includes:
i.

Physical characteristics.

ii.

Correctness of the educational

iii.

Interest in work

iv.

Presence of mind

v.

General ability power etc.

vi.

Retentive power etc.

The final interview is usually conducted in two stages. Firstly, the personnel manger
gets a detailed information about the applicant and after they are found competent
after his assessment, they are send to department manger concerned for interviews
and secondly. The department mangers satisfy themselves after a tte--tte in detail
about the nature of work and then they are declared successful.

REFRENCE CHECKS:
If an applicant is declared successful, some personal information is collected about
the candidate from those person who have been entered in the form a reference. This
information is chiefly connected with the character of the applicant, his social
relations background etc.
To get this information the employer can contact the friends of the applicant, his
former and present employer, checks on reference are made by mail or by telephone
and occasionally in person, pr by using a reference from.

RECRUITMENT & SELECTION PROCESS

AT
GUPTA EXIM(INDIA) PVT. LTD.
WHEN VACCANCY ARISE IN ANY DEPARMENT:

In Gupta Exim (India) Pvt Ltd. The procedure of selection and recruitment starts by the
availability of vacancy in any department. The head of the related department consult
with the V.P (Technical) in case of vacancy and then process starts.

FINDING OUT EXTERNAL OR INTERNAL MEMBER:

Then nature of vacancy is main source of dependence an internal & external source of
member. The internal members are those members who are already on the payroll. First
preference should be given to internal not find out suitable. Internal sources if a post is
vacant promotion are done or the post is merged and the power and duties of that post are
given to its related post holders.
If no one is found suitable for that post then external sources are adopted.

ADVERTISEMENT IN NEWS PAPER OR SOME CONSULTANTS:

After that the advertisement for the vacancy is given in the news paper or some
Consultants by the permission of general manger (HR & Adm.) the number of vacancies,
qualification, and work experience are mentioned in the advertisement and the last date
for submission of the applicants.

RECOVERY OF APPLICATIONS
When the advertisement is published in newsapaper received against the advertisement
and against some private agencies. Unconsolidated applications are also received from
the applicants, who mark direct esquires forms the company time to the vacancies. The
applicants are put up into the live biodata bank for consideration.
SUITABLE APPLICANT OF CANDIDATES
A pool of applications is received and then suitable applications of the candidates are
selected. Only those applications are selected who satisfies all the requirement of the
desired vacancies and other are rejected by the panel, left applications are put into
applicants bank.

CALL FOR INTERVIEW:

After selection of applicant the selected applicants are than informed to face the
interview. They are informed about the date, time and venue of the interview and they are
also asked to bring their qualification certificate and the additional certificate if needed.
The candidate who applies for the post of mangers and above are given traveling
allowances by the company.

INTERVIEW INFRONT OF PANEL:

The candidate who is selected for the interview have to face to panel of members. This
panel includes:

 V.P.(Technical)
G.M.(HRD &Adm.)
Head of concerned department.
G.M.(Manufacturing)
If the vacancy is of some technical job than the panel includes:
G.M. (Engg.) for technical job.
G.M. (Fin.) for commercial job.

Each members of panel is provided the assessment sheet containing 100 marks and each
member gives the number according to their will to the candidate.

GUPTA EXIM (INDIA) PVT. LTD.

DEPARTMENT OF HRD
INTERVIEW ASSESSMENT SHEET

S.No.

Particulars

Total Marks

1.

Academic Record

20

2.

Subject knowledge

40

3.

General knowledge

20

4.

Overall Personality

10

5.

Overall Suitability

10

Mark Obtained

----------100

Dated

Signature
:
Name
:
Designation :

After passing the panel interview of V.P. (Technical), G.M. and others they agree to
Selected the candidate and send him to M.D. for the final interview selection.
OFFER LETTER:
After the selection candidate is provided offer letter which includes all the rules and
regulation of the Gupta exim private limited.
The salary is also mentioned in the offer letter. The letter includes the facilities other than
salary that company can provide.

MEDICAL CHECKUP
The Gupta exim private limited conducts the medical checkup of the candidate through
their doctors. If doctor find any serious disease they mention it in their report.

APPOINTMENT LETTER
The appointment letter is given to the candidate which mentions the post and date to meet
the G.M. regarding the joining date it mentions all the facilities salary which the company
his giving to the candidate at that particular post.

JOINING LETTER
When the candidate joins the company after getting the appointment letter and satisfies
with all the terms and conditions of the company, he gives the company a written letter
that I have joined the post from this particular date and time.

INDUCTION TO HRD DEPARMENT

The Gupta exim private limited sends the candidates to HRD Department where the HRD
person gives the training to the candidate. The candidate is posted to each department for
a certain period so that he may well know about the machines and working of the export
house.

He works under the supervision of the person is chosen by the HRD department. The
trainer is responsible to each the candidate in a proper manner and the duty of the trainee
is that he should cooperate with the trainer

POSTING TO CONCERNED DEPATMENT:

The company trainee when completes his training and reports to the HRD department
heard, and then he is posted to the department for which he has been selected.

SUGGESTIONS
The Recruitment and selection process of the GUPTA EXIM PRIVATE LIMITED is
quite good, but some charge should be made in the process, the company first promotes
the internal member, the internal member known about the rule& regulations of this
company and if he is promoted it is not necessary that the member who is selected has a
capacity of learning the training in very short span of time, it may also take a long time.
This not only wastes the time but it also effects the labour force and work of the
company.

The external member or fresher may learn in less time because due to high standard
studies, they need less time, which will benefit the company.

The company may get the required member from his procedure but it is not always
possible that it will give a suitable candidate. The company should also conduct campus
interview to given opportunities to the fresher, which should benefit them more.

CONCLUSION
The GUPTA EXIM PRIVATE LIMITED is a true example of managerial and technical
strength of export houses to turn around sick industries into profit making ventures, with
infusion of technical, managerial and financial inputs.

The system of recruitment and selection is quite satisfactory as it involves all the
necessary point which has to kept in mind while doing such process from full study of
application to the full examination of strength, mind capability and interest of doing
work.

BIBLIOGRAPHY
1. DR.C.B.MAMORIA

PERSONNEL MANGEMENT

2. DR.R.K.SINGLA

BUSINESS ORGANISATION & MANAGEMENT

3. C.B. GUPTA

BUSINESS MANAGEMENT

GUPTA EXIM(INDIA) PVT. LTD.

INTRODUCTION

The D P G GROUP was promoted by Late Sh.Dharam Paul Gupta in early

70s. Initially the group started manufacturing & exports of Hoisery
Knitwears to Russia. Subsequently the group undertook backward and
forward integration and set up a comprehensive in-house manufacturing
capacity for knitwears of all kinds, right from raw material stage to finished
garment stage. Recent years have seen concentrated effort in
modernising and upgrading its manufacturing capacities and management
to

meet

the

challenges

of

export

markets.

The DPG Group, with a vision of the future, is constantly focussing on

basic factors of success i.e. strict control on quality, dedication to work and
commitment to satisfy its customers in all respects. Winning the
customers confidence and respect has been the key factor of success,
day

after

day,

year

after

year.

ISO-9001
ISO means International Organisation

of standardization ,Gupta exim(India)

has

achieved the distinction of getting the ISO 9001 certification in the short period of time
and as the first in the ISO map in Indian garments house.

QUALITY CONTROL AND ASSURANCE

The concept of quality control is deep rooted in all facets of the export house continuos
monitoring, sampling,testing of products and process is done to contort process variable
with in limits. Central to our business,however is the satisfied customer. Gupta exim
follows theQuality systems approach to ISO-9001 for quality assurance.

HRD ACTIVITIES
Human Resource Development
Human Resource Development aim will be to tap validity and talent of employee at all
level, develop their potential, prompt participate culture, increase work motivation,
continuously improve quality of products and work life, discharge social responsibilities
and enforce disciplined to meet organization need, to develop will to do to empower
people through training and counseling, to project companies image.

MAIN PLANT BUILDING

JACQUARD FLAT-KNIT COLLAR-MAKING

MACHINE

CUTTING
SECTION

STEAM PRESS
EQUIPMENTS WITH
SPECIAL SHOE
ATTACHMENTS

LABORATORY FOR TESTING YARNS, FABRICS &

GARMENTS

SEWING IN OPERATION

24G AND 20 G KNITTING MACHINES

IN DIFFERENT DIAMETERS

MULTI-THREAD EMBROIDERY MACHINE

PLANT SHOWING
1ST FLOOR OF
INSTALLED MACHINES

PRODUCTS
The products of the unit are well established in the International Market.

Product Range: Hoisery Knitwears, Sweaters, Pullovers, Cardigans. (100 Cotton, 100
Acrylic, 100 Merino Wool, Acrylic / Wool, Acrylic / Cotton, Cotton / Viscose, Mohair /
Polyester etc. Any type of raw material as per requirement.)

Production Capacity: Day production ranges between 2500 to 3000 Pcs (Per Day)
(Depending upon the type of order / raw material & designs to be used)

Markets: Europe, U.K., Mexico, & Canada

Annual Sale: US$ 3.0 Million

Shipping Terms: L/C- basis

Lead-Time: 75 - 90 Days

Minimum Order: 2000 Pcs Per Style. (Maximum of Three Shades & Four Sizes)

FACILITIES:
All in house State of the Art manufacturing facilities like Sewing, Linking, Overlock, Flatlock,
Button Stitch, Button Hole Stitch, Bar Tacking, Thread Cutting Machines and Computer / Hand
operated Flat Machines (2gg, 4gg, 6gg, 8gg, 12gg, Jacquard, Intarsia, Embroidery etc.) Imported
Dry Cleaning, Washing, Tumbler, Steam Presses and Finishing Plant with latest Laboratory
Equipment for Quality Control & Sampling.

THE TECHNOLOGY
GUPTA EXIM is fully equipped with modern and latest
technology Extruction plant as under :
Imported Combing Plant
Imported Worsted Spinning Plant
Dyeing Plant
Imported Universal Flat Bed Knitting Machines
Imported Bowe (Dry Cleaning) Machines
Imported Linking Machines
Imported Overlock Machines
Imported Sewing Machines
Imported Button Holing & Stitching Machines
Imported Cup Seaming Machines
Steam Presses
Flat Knitting Machines of 2GG (50nos), 4GG (250nos), 6GG
(50nos),
8GG (300nos),12GG(200nos).
and all kinds of other machines which are required for the
production of Sweaters & Shawls.

THE COMMITMENT

GUPTA EXIM is committed towards providing you the best

available high quality sweaters for Women, Men and
children. We are very particular about meeting the time
schedules and quality requirements of buyers. This has
helped us gain tremendous confidence of our clients. We are
always striving to provide our customers with new and
latest designs and patterns confirming to international
norms.

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