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VISION
“To become the preferred button manufacturer in South Asia
to all leading brands and retailers.”

MISSION
“Our mission is to provide customers with innovative and
quality buttons at a competitive price, supported by a world
class after sales support service.”

A bit from history
❖ The T&S was first recognized as the DTM Buttons
(pvt) ltd.
❖ It was established on 27th
May 1999, in association
with Brand Dot (pvt) ltd of America, T&S Buttons
(pvt) ltd in Hong Kong and Brandix Lanka.
❖ The dedication of the employees as a team has lead the
company to become the best in the business.

PROCESS
❖ Produce buttons for garments in many different types.
❖ Work is allocated according to the position and its range.
❖ Uses modern technology.

RECRUITMENT
❖ Recruitment principle: Right person & right job & right
time.
❖ Gives priority for internal promotions.
❖ Advertising, technical college, job bank, and current
employee recommendations are considered for external
recruitment.
❖ Every recruit is kept under probation for 6 months.
❖ 6 months or 12 months training.

This presentation will cover..
❖ Pay Management
❖ Training and development
❖ Health and safety
❖ Evaluation of company HR process.

● A Working month is considered as From 1st day to
30th or 31st of every month
● Attendance incentives and Production incentives

Payment Procedure
● Made before 10 days past the month
● Will be credited to savings account
● No cash payments

Payment Sheet
● A detailed sheet which contains
details of revenues ,credits and
debits of each employer
● It is wise to keep the payment
sheet safe for future needs

Incentives
OverTime Attendance Production

Pays
● Employees Provident Font
● Employee Trust Fund

Benefits
● Bonus
❖ Will be applied for 5 years or more service time
❖ Will be calculated using the current salary
❖ half of the current salary will be multiplied the years of
service time

Training and development Principles
The main vision of a company is that any person who joins
with it can be developed and they should be developed to
reach their full potential.
Key factors that should be developed are,
1. Educational Skills
2. Professional Skills
3. Personal Skills

Identifying and Applying for Training
and Development
● Management should identify the needs of individuals,
groups and the whole organization.
● If any one feels he need further training,then he can
inform it to the HRM through his department head.
● Apply form can be collected through HRM.
● If HRM approve then the organization would do the
rest.

Training and Development Strategies
Training according to the position
1. In this case the training focuses on tasks which are
related to that position.
2. Every employee must get this in the first month of his
job.
3. If he doesn’t get it then it can cause many problems.

Organizing Workshops and Conferences
1. Management board feels that any individual or group
needs a workshops or conference then the
management board can lead them to it.
2. Workshops and conferences can be organized either
internally or externally.

By changing the workplace
1. If the organization have other branches
then the employee can be moved to a
different branch in order to fulfill his
needs.

Training Abroad
If the Management board feel that the training process
should be given in abroad they will arrange it.

Other Facts regarding Training and
Development.
If the management board directed an employee to a
training process,then he can’t deny it.
Cost of the training and development process would be
divided between employee and the employer.
It is advisable to share the experience with others and to
use it for the betterment of career.

Health Safety & Accident Policies

Identification
Enter and Exit
Security Checkpoint
Personal Belongings

Health ,Safety & Accident Policies
Vehicles Inside Premises
Accident Prevention and Reporting

First Aid Teams
Fire Fighters
How to act

Staff Performance Appraisal Form

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T&S

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