“BENCHMARKING ON HR PRACTICES & POLICIES” Submitted in the Partial Fulfillment of PGDBM

Submitted By:
Under the guidance of: External supervisor Mr. Devendra Gupta Regional Manager HR, DABUR India Limited Internal Supervisor Prof. Poonam Malik IMS Ghaziabad


I, Udit Kamthania student of Institute Of Management Studies Ghaziabad MBA (20052007) batch, hereby submitting my summer project on the topic.


Udit Kamthania Roll No. Enrollment No.

I have tried my level best to focus and articulate my knowledge. The learning experience I have gained from being part of Dabur India Ltd. I would like to special acknowledgement to Mr. Words fall short at time of need so articulation of my feelings now seems as if Herculean task. I would like to thank my parents for their constant cooperation and help. for this small but enriched duration of two months can be described by.ACKNOWLEDGEMENT In my Endeavour to express my corest feeling of the heart towards Dabur India Ltd. I am also thankful to all the HR personal for the valuable insights provided by them. “Ambition is the way to success Persistence if the vehicle you arrive in” In preparing this project. words like thank fullness obliged sound hollow. I am truly confident that this project would help me in my career. Udit Kamthania PGDBM Final Year IMS-Ghaziabad(DC) . Devendra Gupta who suggested me with this project and also want to indebted to the people of Dabur India Ltd. Besides.

they are not only dominating the Indian market but abroad too. I have collected the valuable information about these companies HR practices & policies. Nestle. like Hindustan Liver Ltd. . Ltd.OBJECTIVES OF THE STUDY The objective of the study is to find out the main HR practices & policies of the different leading FMCG’s in India. ITC & Heinz India Pvt. etc. In the end I am satisfied with my efforts which I make to achieve the objectives of the study.

BENCH MARKING “Benchmarking is a tool to help you improve your business process. understanding. • Identify what is to be benchmarked • Create the goal of the benchmarking process somewhat better (Quantify). best in class or best in all classes .” “Benchmarking is the continuous process of measuring products. and adapting outstanding practices from organization anywhere in the world to help your organization improve its performance. . “Benchmarking is simply about making comparisons with other organizations and then learning the lessons that those comparisons throw up. services and practices against the toughest competitors or those companies recognized as industry leaders (best in class).” “Benchmarking is the process of identifying. so it can help to focus on the learning and sharing that goes on during the process. The benchmarking is made up of the following steps.” For those approaching benchmarking for the first time the plethora of definitions can be confusing. Any business can be benchmarked.

• Determine current performance gap. it has proved to be one of the most effective tools for bringing about quantumleaps in performance. • The impetus for seeking new ways of doing things and promotes a culture that is receptive to fresh approaches and ideas. • Develop action plans. • Practical ways in which steps changes in performance can be achieved by learning from others who have already undertaken comparable changes. • Establish functional Goals. • Project future performance levels. • Communicate benchmark findings and gain acceptance. • Determine data collection method and compare data.• Identify comparative companies where these performance levels exist or the function in questions. and • Opportunities for staff to learn new skills and be involved in the transformation process from the outset. The case benchmarking is a compelling one. • If necessary recalibrate benchmarks. • Implement specific Excel and monitor progress. . When used appropriately. Benchmarking provides: • An effective ‘wake-up call’ and helps to make a strong case for change.

Encouraging the widespread and systematic use of benchmarking across the public sector can help with improving performance and can assist individual and organizational learning. It has also been recognized that efficient and effective public services play a vital part in improving private sector competitiveness by reducing the burden on business and compliance costs. A benchmarking approach has become embedded in successful commercial organizations as a means of seeking innovation outside the industry paradigm-a way of keeping at the forefront of the competition. Benchmarking is one way of providing the stimulus needed for change in the delivery of both core and non-core activities and for raising the standard of public services by spreading good practices. Recent surveys show that benchmarking is the third most used management tool. public sector organizations across the world have gradually been turning to benchmarking their public services. In the Public Sector Over recent years.In the Private Sector In the private sector. . the purpose of benchmarking is to gain a competitive edge. Benchmarking is also being recognized as a valuable tool for external learning strategies.

Types of Benchmarking Benchmarking is a very versatile tool that can be applied in a variety of ways to meet a range of requirements for improvement. Standard benchmarking terms include. 2. Different terms are used to distinguish the various ways of applying benchmarking. 1. 5. The first word in each term relates to either the type of partner or the purpose of benchmarking. Strategic Benchmarking Performance Benchmarking or Competitive Benchmarking Process Benchmarking Functional Benchmarking or Generic Benchmarking Internal Benchmarking External Benchmarking International Benchmarking . 6. 3. 4. it is vital to be clear on exactly what is to achieved through benchmarking and apply an appropriate methodology. At the outset of benchmarking projects. 7.

These tools and techniques differ from discipline. b. which are collected afresh and for the first time. and what constitutes success. Researchers also have specific biases. . The sample size selected for the research was 10 FMCG’s. an integrated approach is advisable. Some will prefer qualitative over quantitative approaches or vice – versa. and thus happen to be original in character. Generally speaking. how to proceed. how to measure progress. The tool used for the primary data collection was a detailed questionnaire.Research Methodology A research methodology defines what the activity of research is. c. It focuses primarily on providing help with the tools and techniques used in the research process. the research design was as follows: Collection of Primary Data: The primary data are those. To fulfill the objective. A survey was conducted where from the HR Personals I asked about their views on various aspects of the recruitment & selection procedure. A study that contains only qualitative data or solely quantitative data misses the rich texture of interpretation that an integrated approach makes possible. a.

com)  Business Magazines (Business World) (Business India). Secondary data was collected through business magazines and from internet. . For primary data:  A detailed questionnaire to survey the HR departments  Structured telephonic interviews 2.The collection of primary data was done in two phases: a. For secondary data:  Internet (www. The research instruments used: 1. Through individual interviews b.altavista. Through telephonic interviews Collection of secondary data: The secondary data are those.google. that have already been collected by someone else and which have already been passed through the statistical process.com) (www.

The research design of this project in the former part is ‘Exploratory’ while the later part is ‘Conclusive’ i.e. where on the basis of the findings and analysis. we may think of research objectives as falling into a number of following broad categories:-I. situation or a group. measurement and analysis of data. To gain familiarity with a phenomenon or to achieve new insights into it. . IV. The main aim of research is to find out the truth which is hidden and which has not been discovered yet. suggestions have been given to improve the services in the concerned areas. III. To portray accurately the characteristics of a particular individual. II. To determine the frequency with which something occurs or with which it is associated with something else. it comprises of the blueprint for the collection. Though each research study has its own specific purpose.Research Design It is a conceptual structure within which the research is conducted. Objectives Of Research The objective of research is to discover answers to questions through the application of scientific procedures. To test a hypothesis of a casual relationship between variables.

 In telephonic interviews: The limitations in telephonic interviews was that the interviewee were not very concentrated while responding to the questions.THE OBJECTIVE OF THIS RESEARCH AMONG HR IS TO MAKE & COMPARATIVE ANALYSIS PRACTICES POLICIES OF DIFFERENT FMCG’s IN INDIA. in many cases the respondents were short of time due to which they again could not answer the questions properly. Limitations  In face-to-face interviews: The limitations in face to face interviews was that primarily people were hesitant in giving their views apart from this the HR personal did’nt give the answers to few of the questions saying that these things are confidential and we cannot disclose these policies. .

yet the questionnaire was short and precise as all the questions barring a couple of them were close ended. it should be very carefully constructed. then the survey is bound to fail. Large samples can be made use of and thus the results can be made more dependable and reliable. Construction of Questionnaire: A detailed questionnaire was prepared keeping in mind the various HR practices & policies of FMCG’s. The method of collecting data by mailing the questionnaires to the respondents is most exclusively employed in various economic and business surveys. A questionnaire consist of a number of questions printed or typed in a definite order on a form or set of forms. Another thing that was kept in mind was that since people cannot spare much time to answer the questionnaire. it was made in such a way that even after covering the vast services. The questionnaire is distributed to the respondents who are expected to read and understand the questions and write down the reply in the space meant for the purpose in the questionnaire itself.QUESTIONNAIRE Questionnaire is considered as the heart of a survey operation. If it is not properly setup. . So.

New Delhi – 110 002 Tel: +91 (011) 23253488 . Kaushambi Corporate Office Corporate Office DABUR INDIA LTD.201010 Uttar Pradesh. Kaushambi Ghaziabad .Dabur India Ltd. Asaf Ali Road. India Tel: +91 (0120) 3982000 (30 Lines) +91 (0120) 3001000 (30 Lines) Registered Office 8/3.

K. Dr. Reaching out to a wide mask of people who had no access to proper treatment.K. S. With missionary zeal and fervour. More than a century after Dr. Burman’s commitment and ceaseless efforts resulted in the company growing from a fledgling medicines manufacturer in a small Calcutta house. Dr. Burman setup his company with the vision of good health for all. It is now a leading nature base health and family care product company. Soon the news of his medicines traveled and he came to be known as the trusted ‘Daktar’ or Doctor who came up with effective cures.COMPANY PROFILE Founding Thoughts “What is that life worth which cannot bring comfort to others. Dr. And that is how his venture Dabur got its name – derived from the Devanagri rendition of Daktar Burman. to a household name that at once evokes trust and reliability. Dabur has grown many fold. a physician tucked away in Bengal. like cholera. malaria and plague. . His mission was to provide effective and affordable cure for ordinary people in far-flung villages.S. Burman set up Dabur in 1884 to produce and dispense Ayurvedic Medicines.K. S. Burman undertook the task of preparing natural cures for the killer diseases of those days.” The doorstep ‘Daktar’ The story of Dabur began with a small but visionary endeavour by Dr. Burman.


The family members involvement has come in for a qualitative shift. These proposed ventures are then presented to the Family Council for approval and funding. the Burmans have formulated a Family Council. which acts as an interface between the family and the Board and management of Dabur. . with fresh members being encouraged to develop their own ventures.NEW PARADIGMS Gearing towards a new system where the direct involvement of the family is limited.

Dabur Foods.Consumer Care Division (CCD) and Consumer Health Division (CHD) 3 Subsidiary Group companies . more than 5000 distributors and over 1. 13 ultra-modern manufacturing units spread around the globe Products marketed in over 50 countries Wide and deep market penetration with 47 C&F agents.1329 Crore (FY02) 2 major strategic business units (SBU) .Asian Consumer Care in Bangladesh.DABUR AT A GLANCE Dabur India Limited has marked its presence with some very significant achievements and today commands a market leadership status process hygiene. The results of our policies and initiatives speak for themselves. dynamic leadership and commitment to our partners and stakeholders. Dabur Nepal and Dabur International and 3 step down subsidiaries of Dabur International .5 million retail outlets all over India      .  Leading consumer goods company in India with 4th largest turnover of Rs. African Consumer Care in Nigeria and Dabur Egypt.

CCD. leading to market leadership (over 40%) in branded honey market Dabur Chyawanprash the largest selling Ayurvedic medicine with over 65% market share.Tasty Digestive Brand and Dabur Amla.Value for Money Brand Hajmola.The Health Care Brand Vatika-Personal Care Brand Anmol. dealing with FMCG Products relating to Personal Care and Health Care  Leading brands      Dabur . Chyawanprash and Lal Dant Manjan with Rs.100 crore turnover each   Vatika Hair Oil & Shampoo the high growth brand Strategic positioning of Honey as food product. Leader in herbal digestives with 90% market share Hajmola tablets in command with 75% market share of digestive tablets category Dabur Lal Tail tops baby massage oil market with 35% of total share     .

Medicated Oils  Proprietary Ayurvedic medicines developed by Dabur include: -NatureCareIsabgol -Madhuvaani .Trifgol .CHD (Consumer Health Division) Dealing with classical Ayurvedic medicines  Has more than 250 products sold through prescriptions as well as over the counter Major categories in traditional formulations include:  -AsavArishtas -RasRasayanas -Churnas .

Innovation Continuous innovation in products and processes is the basis of our success. Team Work We work together on the principle of mutual trust and transparency in a boundary-less organisation. While encouraging and rewarding excellence. We add value through result driven training.Dabur Vision “Dedicated to the Health & Well-Being of every Household” PRINCIPLES Ownership This is our Company and we accept personal responsibility and accountability to meet business needs. People Development People are our most important asset. We are determined to be the best at doing what matters the most. Consumer Focus We have superior understanding of consumer needs and develop products to fulfill them. . Passion for Winning We all are leaders in our area of responsibility with a deep commitment to deliver results.

COMPANY HISTORY Dabur India Ltd. It is the first Company to provide health care through scientifically tested and automated production of formulations based on our traditional science. but has continued to learn and grow to a commanding status in the industry. 1884 . S K Burman at Kolkata 1896 . Dabur will continue to mark up on major milestones along the way. As it grows even further. The Company has gone a long way in popularising and making easily available a whole range of products based on the traditional science of Ayurveda. And it has set very high standards in developing products and processes that meet stringent quality norms.Established by Dr. made its beginnings with a small pharmacy.First production unit established at Garhia 1919 . . setting the road for others to follow.First R&D unit established Early 1900s Production of Ayurvedic medicines Dabur identifies nature-based Ayurvedic medicines as its area of specialisation.

S K Burman) Pvt. and becomes the first branded Chyawanprash in India. With this a conveniently packaged herbal toothpowder is made available at affordable costs to the masses. Incorporated 1940 Personal care through Ayurveda Dabur introduces Indian consumers to personal care through Ayurveda. with the launch of Dabur Amla Hair Oil. 1949 Launched Dabur Chyawanprash in tin pack Widening the popularity and usage of traditional Ayurvedic products continues. The ancient restorative Chyawanprash is launched in packaged form. Ltd.Dabur (Dr.Dabur (Dr.Automation and up gradation of Ayurvedic products manufacturing initiated 1936 . An Ayurvedic medicine used as a digestive aid is branded and launched as the popular Hajmola tablet . S K Burman) Pvt.Computerisation of operations initiated 1970 .Launches Hajmola tablet Dabur continues to make innovative products based on traditional formulations that can provide holistic care in our daily life.Shifts base to Delhi from Calcutta 1978 .Entered Oral Care & Digestives segment Addressing rural markets where homemade oral care is more popular than multinational brands. Incorporated 1936 . So popular is the product that it becomes the largest selling hair oil brand in India.1930 . Ltd. 1972 . Dabur introduces Lal Dant Manjan. 1957 .

Commercial production starts at Sahibabad.Dabur completes 100 years 1988 . Across a span of over 100 years.Burman family hands over management of the company to professionals 2000 .The 1.Comes out with first public issue 1994 .Dabur Research Foundation set up 1979 . In an innovative move.000 crores. Dabur Research Foundation develops an eco-friendly process to extract the drug from its plant source 1996 . a curative product is converted to a confectionary item for wider usage.000 crore mark Dabur establishes its market leadership status by staging a turnover of Rs. .Leadership in health care Dabur establishes its leadership in health care as one of only two companies worldwide to launch the anti-cancer drug Intaxel (Paclitaxel). the most modern herbal medicines plant at that time 1984 .Care with fun The Ayurvedic digestive formulation is converted into a children's fun product with the launch of Hajmola Candy.Launches pharmaceutical medicines 1989 . 1998 .1.1979 . 1994 . Real becomes the fastest growing and largest selling brand in the country.Enters oncology segment 1994 .Real blitzkrieg Dabur captures the imagination of young Indian consumers with the launch of Real Fruit Juices . The first local brand of 100% pure natural fruit juices made to international standards.a new concept in the Indian foods market.Enters foods business with the launch of Real Fruit Juice 1996 .

the Company gains entry into the highly specialised area of cancer therapy. They follow FDA guidelines for production of drugs specifically for European and American markets 2002 .19 crore on a net profit of Rs 64. 2001 .Dabur demerges Pharmaceuticals business . The state-of-the-art plant and laboratory in the UK have approval from the MCA of UK. To a commanding position amongst an august league of large corporate businesses.Dabur has grown from a small beginning based on traditional health care.4 crore 2003 .Dabur record sales of Rs 1163.Super specialty drugs with the setting up of Dabur Oncology's sterile cytotoxic facility.

Dabur aquires Balsara 2006 .Dabur crosses $2 bin market cap. Dabur became the first Ayurvedic products company to get ISO 9002 certification Science for nature Reinforcing its commitment to nature this scientific landmark helps to produce saplings of rare medicinal plants that are under threat of extinction due to ecological degradation.Dabur announces bonus after 12 years 2006 . 2005 . adopts US GAAP. a subsidiary of Dabur India. has set up fully automated greenhouses in Nepal. Dabur Nepal. and its conservation.Maintaining global standards As a reflection of its constant efforts at achieving superior quality standards. .

Directors Mr.D. P N Vijay Mr.C. Burman Dr. Narang Mr. Sunil Duggal Mr. P. V.Boards of Directors Dabur has an illustrious Board of Directors who is committed to take the company onto newer levels of human endeavour in the service of mankind. Amit Burman Independent Directors His Highness Maharaja Gaj Singh Mr. Pradip Burman Non Whole Time Promoters. The Board comprises of: Chairman Vice-Chairman Mr. R C Bhargava . Stuart Purdy Mr. Anand Burman Whole Time Directors Mr.

and improve operational efficiencies by leveraging technology  Be the preferred company to meet the health and personal grooming needs of our target consumers with safe. natural solutions by synthesizing our deep knowledge of ayurveda and herbs with modern science    Provide our consumers with innovative products within easy reach Build a platform to enable Dabur to become a global ayurvedic leader Be a professionally managed employer of choice. we will:  Focus on growing our core brands across categories. relative to our peer group. To do this. developing and retaining quality personnel  Be responsible citizens with a commitment to environmental protection  Provide superior returns. attracting. reaching out to new geographies. within and outside India. efficacious.STRATEGIC INTENT We intend to significantly accelerate profitable growth. to our shareholders .

We accept personal responsibility. We add value through result driven training. with a deep commitment to deliver results. with business partners and with each other . and we encourage & reward excellence Consumer Focus: We have superior understanding of consumer needs and develop products to fulfill them better Team Work: We work together on the principle of mutual trust & transparency in a boundary-less organisation. including recognizing risks Innovation: Continuous innovation in products & processes is the basis of our success Integrity: We are committed to the achievement of business success with integrity. and accountability to meet business needs Passion For Winning: We all are leaders in our area of responsibility. We are honest with consumers. We are determined to be the best at doing what matters most People Development: People are our most important asset. We are intellectually honest in advocating proposals.CORE VALUES Ownership: This is our company.

in consonance with today's lifestyle. evokes a harmonious. Further. its branches and leaves. the tree is regarded as sacred. The new Dabur identity retains these enduring and valuable attributes. wholesome and holistic brand. even as they work independently to achieve the delineated objectives. the entire image. It also conveys that the brand stands for wellness across age groups The tree trunk mirrors the form for three people with their arms raised conveying exultation in achievement. While it retains the essence of the banyan tree. The new identity appropriates nature as the wellspring for Dabur. distinct elements collaborate to tell a story. trustworthy and a symbol of fertility. being well proportioned. On a metaphysical plane. Taken as a whole.WHY DABUR HAS CHANGE ITS LOGO The New Dabur Identity modernizes the 100-year old equity of the Dabur brand by subtly transforming the tree. and its abundant canopy implies that it can provide amply for those who seek its produce and shade. food and protection. implying stability. a symbol of nature. is indelibly regarded as a provider of shelter. well-balanced. In the new identity lock-up. it now projects a contemporary image. The broad trunk represents stability and its multiple branches represent growth. commitment and stability through the form and colours of the tree. It conveys Dabur's heritage. while it adds a fresh. . the tree appears well rooted. healthy and holistic dimension to the tree. The tree.

yet does so with a friendly. . bursting with leaves. power and longevity. its trunk rising through the terrestrial world and its branches reaching into the heavens. Its functions include the manufacture of food for the plant. It suggests a young and youthful tree. It is a heaven for creatures it generously harbors in its foliage. Its foliage captures the spirit of an evergreen tree that constantly replaces its leaves as they age and fall. A tree full of leaves represents growth. It is a giver of fuel. The new Dabur identity of a tree with a full canopy. This symbolism also occurs in cultures across the world. The new Dabur logo. The tree is held auspicious as it spreads through the three spheres with its roots meshing through the earth. stimulating color that makes for a high-visual impact. Keeping these vital associations in mind. thus tactfully breaking down the association of the brand with advanced years. rejuvenation and renewal. the tree in the new Dabur identity has been carefully created to communicate Dabur's invaluable 100-year old legacy as well as its future aspirations. The soft orange color selected for the trunk. and strikes a rapport with the consumer as a proactive brand with a commitment to wellness and to nurturing an active lifestyle across age groups. The leaves in dual colors reflect the combination of stability and freshness of thinking of the company & brand. thus signifies endurance. of a tree that is constantly renewing its leaf cover. inviting and soothing stance. food and protection. vitality. is redolent of warmth and energy. It is a joyful. The leaf is a vital part of a tree. conveys youth and health. as well as in the shade of its canopy. transpiration and respiration. rather than a dark brown. in its form and colors. It now takes on a younger avatar.In India. The tree is a symbol of life.

The tip of the “D” emulates the apex of an aleaf thus infusing the alphabet with a form and flow that discreetly suggests the effect of a leaf. The identical look Dabur’s association with nature is evident in the simple yet unique logo. and a darker green that represents an older and mature leaf. The Dabur front Dabur’s association with nature is evident in the simple yet unique logo. Yet. The Dabur font has been created as an echo of the earlier font to preserve its distinctive and established identity. and also offers a product that is equally suited to the young and elderly. The defined yet gentle curve of “D” forms an arc of trust. it has moved on to a more contemporary style. The tip of the “D” emulates the apex of an aleaf thus infusing the alphabet with a form and flow that discreetly suggests the effect of a leaf. the brand indicates that it seamlessly blends the old and the new. By juxtaposing these two colours in each leaf. Yet. it has moved on to a more contemporary style. The Dabur font has been created as an echo of the earlier font to preserve its distinctive and established identity. caring and support. caring and support. . life and growth. The defined yet gentle curve of “D” forms an arc of trust.The green colour of the leaves instantly indicates nature's freshness. The leaves are neatly divided into two colours: a fresh light green that implies a young leaf. evolution and renewal. It indicates an ongoing process of growth.

backed by the most modern scientific test and trials.PRODUCTS HEALTH CARE Dabur's Health Care range brings for you a wide selection of herbal products. We derive our products from the time-tested heritage of Ayurveda. Dabur Health Care Product Range Dabur ChyawanprashDabur ChyawanshaktiGlucose D- Hajmola Yumstick Hajmola Mast Masala Anardana Hajmola Hajmola candy Hajmola Candy Fun2 Pudin hara (Liquid and pearls) Shilajit Gold Nature Care Sat Isabgol Shilajit Ring Ring Itch Care Back-aid Shankha Pushpi Dabur Balm Sarbyna Strong - Dabur Lal tailDabur Baby olive oilDabur Janma Ghunti- Pudin hara G Dabur Hingoli - . That ensure unfailing quality and safety in anything you pick. to provide complete care for varying individual needs.

Anmol Silky Black Shampoo .Dabur Lal Dant Manjan .Dabur Red Toothpaste . Dabur Personal Care Product Range Amla Hair Oil Amla Lite Hair Oil Vatika Hair Oil Anmol Sarson Amla - . created to make you look and feel good deep down. Backed by the unfailing quality of Dabur Products.Dabur Binaca Toothbrush .Anmol Natural Shine Shampoo Gulabari Vatika Fairness Face Pack .Vatika Anti-Dandruff Shampoo .Babool Toothpaste .PERSONAL CARE Dabur presents its range of herbal personal care products. Bringing together the gentle touch of nature and Ayurveda’s wisdom.Dabur Red Gel .Vatika Henna Conditioning Shampoo .

.1899. which constitutes 8% in Dabur's total revenue of Rs.Fo r nearly 100 years.57 crore. This range is handled by Dabur Ayurvedic Specialties Limited division. Today Dabur's Ayurvedic Specialties has over 260 medicines for treating a range of ailments and body conditions from common cold to chronic paralysis. Dabur has specialised in developing and producing herbal Ayurvedic formulations.

a range of culinary ingredients giving you 'The taste of Indian Kitchen'.and eat only nature’s best. taking care of your fitness while providing exciting flavours and tastes to your dishes.a fiery redpepper sauce. With products from our Foods range that are pure and full of nutrition. Lemoneez is a Natural Lemon Juice Capsico . stay fit .FOODS Stay healthy. . Dabur Food range Tastes like eating a fruit 100% Natural Fruit Juice Pure natural Honey Hommade .

SWOT ANALYSIS OF DABUR STRENGTHS • A trusted. Pepsodent &Close up has • High brand image & Consumer Awareness • MNC’s can be a big threat to our Market share in terms of qualities like: o More Choice o Cheaper Price o More Margin to Distributors & Retailers . successful & globally known brand • Old brand recognition • Good R & D department WEAKNESSES • Less Economies of Scale as compared to other big brands • Poor Advertising of Dabur Nature Care OPPORTUNITIES • Increasing health consciousness among people • Increasing Market share • Brand Loyalty among people THREATS • Well-established Competitors • Brands like Colgate.

Tel: +91-22-39830000 Fax: +91-22-22871970 Email: henu.nagi@unilever.com .400020 Maharashtra India. Backbay Reclamation Mumbai .HINDUSTAN LEVER LIMITED Corporate Communications Department Hindustan Lever Limited Hindustan Lever House 165/166.

.Introduction Hindustan Lever Limited (HLL) is India's largest fast moving consumer goods company. Unilever sells Foods and Home and Personal Care brands in about 100 countries worldwide. hygiene. look good and get more out of life. It is a mission HLL shares with its parent company. touch the lives of two out of three Indians.350 managers. HLL's brands.55% of the equity. including about 1.000 employees.10. spread across 20 distinct consumer categories. with leadership in Home & Personal Care Products and Foods & Beverages.000 crores. A Fortune 500 transnational. Unilever. With 35 Power Brands. The mission that inspires HLL's 36. and personal care with brands that help people feel good. HLL meets everyday needs for nutrition. is to "add vitality to life". They endow the company with a scale of combined volumes of about 4 million tonnes and sales of Rs. which holds 51.

look good and get more out of life. . We will achieve this through an Integrated Environment Management approach. Technology and Facilities. The Vision Our vision is to continue to be an environmentally responsible organisation making continuous improvements in the management of the environmental impact of our operations. hygiene.MISSION Unilever's mission is to add Vitality to life. supported by Management Commitment as the prime driver. We meet everyday needs for nutrition. and personal care with brands that help people feel good. which focuses on People.

In 1931. These three companies merged to form HLL in November 1956. Unilever set up its first Indian subsidiary. being the first among the foreign subsidiaries to do so. In 1912.55% equity in the company.PAST MILESTONES Over 100 years' link with India Chronology In the summer of 1888. The rest of the shareholding is distributed among about 380. Brooke Bond & Co. By 1903. the company had launched Red Label tea in the country. With it. embossed with the words "Made in England by Lever Brothers". The erstwhile Lipton's links with India were forged in 1898. . HLL offered 10% of its equity to the Indian public. began an era of marketing branded Fast Moving Consumer Goods (FMCG). The erstwhile Brooke Bond's presence in India dates back to 1900. Unilever now holds 51. visitors to the Kolkata harbour noticed crates full of Sunlight soap bars. Unilever acquired Lipton in 1972 and in 1977 Lipton Tea (India) Limited was incorporated. Soon after followed Lifebuoy in 1895 and other famous brands like Pears. India Limited was formed.000 individual shareholders and financial institutions. followed by Lever Brothers India Limited (1933) and United Traders Limited (1935). Vanaspati was launched in 1918 and the famous Dalda brand came to the market in 1937. Brooke Bond joined the Unilever fold in 1984 through an international acquisition. Hindustan Vanaspati Manufacturing Company. Lux and Vim.

always in line with Indian opinions and aspirations. Detergents and Personal Products both for the domestic market and exports to India. Lakme Limited sold its brands to HLL and divested its 50% stake in the joint venture to the company. acquisitions and alliances on the Foods and Beverages front.Pond's (India) Limited had been present in India since 1947. . HLL and yet another Tata company. The 1990s also witnessed a string of crucial mergers. Simultaneously. which markets Huggies Diapers and Kotex Sanitary Pads. acquisitions and mergers. Nepal Lever Limited (NLL). formed a 50:50 joint venture. In 1992. In 1995. it acquired the Kissan business from the UB Group and the Dollops Icecream business from Cadbury India. with significant interests in Instant Coffee. HLL formed a 50:50 joint venture with the US-based Kimberly Clark Corporation in 1994. the erstwhile Tata Oil Mills Company (TOMCO) merged with HLL. deregulation permitted alliances. The NLL factory manufactures HLL's products like Soaps. Lakme Limited. In 1993. Since the very early years. Subsequently in 1998. to market Lakme's market-leading cosmetics and other appropriate products of both the companies. HLL has also set up a subsidiary in Nepal. Kimberly-Clark Lever Ltd. In one of the most visible and talked about events of India's corporate history. effective from April 1. HLL has vigorously responded to the stimulus of economic growth. Lakme Lever Limited. It joined the Unilever fold through an international acquisition of Chesebrough Pond's USA in 1986. 1993. the erstwhile Brooke Bond acquired Kothari General Foods. and its factory represents the largest manufacturing investment in the Himalayan kingdom. The growth process has been accompanied by judicious diversification.

the government decided to award 74 per cent equity in Modern Foods to HLL. in a historic step. the company entered into a strategic alliance with the Kwality Icecream Group families and in 1995 the Milkfood 100% Icecream marketing and distribution rights too were acquired. HLL acquired the government's remaining stake in Modern Foods. 1996. besides a common distribution system since 1993 for Personal Products.As a measure of backward integration. were merged with Brooke Bond. 1994 witnessed BBLIL launching the Wall's range of Frozen Desserts. Finally. In 2002. In 2003. HLL acquired the Cooked Shrimp and Pasteurised Crabmeat business of the Amalgam Group of Companies. . Tea Estates and Doom Dooma. By the end of the year. a leader in value added Marine Products exports. The two companies had significant overlaps in Personal Products. HLL's entry into Bread is a strategic extension of the company's wheat business. with effect from January 1. Brooke Bond India and Lipton India merged to form Brooke Bond Lipton India Limited (BBLIL). The two also had a common management pool and a technology base. thereby beginning the divestment of government equity in public sector undertakings (PSU) to private sector partners. Speciality Chemicals and Exports businesses. Then in July 1993. The internal restructuring culminated in the merger of Pond's (India) Limited (PIL) with HLL in 1998. enabling greater focus and ensuring synergy in the traditional Beverages business. The amalgamation was done to ensure for the Group. In January 2000. benefits from scale economies both in domestic and export markets and enable it to fund investments required for aggressively building new categories. two plantation companies of Unilever. BBLIL merged with HLL.

HLL's brands . Kissan.000 individual shareholders and financial institutions. tea. Lakme. Kwality Wall's – are household names across the country and span many categories . branded staples.55% of the equity. coffee. ice cream and culinary products.000 redistribution stockists. The operations involve over 2. Surf Excel. Unilever. Fair & Lovely. They are manufactured in close to 80 factories.PRESENT STATURE Hindustan Lever Limited (HLL) is India's largest Fast Moving Consumer Goods company. it has been recognised as a Golden Super Star Trading House by the Government of India.350 managers.like Lifebuoy. Pond's." HLL meets everyday needs for nutrition. directly covers the entire urban population. look good and get more out of life.000 suppliers and associates. touching the lives of two out of three Indians with over 20 distinct categories in Home & Personal Care Products and Foods & Beverages. detergents. . hygiene. and about 250 million rural consumers. HLL is also one of the country's largest exporters.10. Rin.000 employees.000 crores. is to "add vitality to life. Pepsodent. Sunsilk. comprising about 7. The mission that inspires HLL's 36. Knorr-Annapurna. and personal care with brands that help people feel good. It is a mission HLL shares with its parent company. including over 1. They endow the company with a scale of combined volumes of about 4 million tonnes and sales of Rs. Brooke Bond.soaps. HLL's distribution network. Lux. Clinic. personal products. Close-up. The rest of the shareholding is distributed among 380. which holds 51. Wheel.

The vision is to make a billion Indians feel safe and secure. The programme now covers about 50. . HLL's vision is to take this programme to 100. Shakti. If Hindustan Lever straddles the Indian corporate world. Over the last three years the company has embarked on an ambitious programme. The Hindustan Lever Research Centre (HLRC) was set up in 1958. The programme endeavours to induce adoption of hygienic practices among rural Indians and aims to bring down the incidence of diarrhoea.000 villages in 12 states. It has already touched 70 million people in approximately 15000 villages of 8 states. HLL is also running a rural health programme – Lifebuoy Swasthya Chetana. many with post-doctoral experience acquired in the US and Europe.HLL has traditionally been a company. which incorporates latest technology in all its operations. HLL believes that an organisation's worth is also in the service it renders to the community. it is because of being single-minded in identifying itself with Indian aspirations and needs in every walk of life. women empowerment.000 villages impacting the lives of over a 100 million rural Indians. and water management. HLRC and the Global Technology Centres in India have over 200 highly qualified scientists and technologists. HLL has also responded in case of national calamities / adversities and contributes through various welfare measures. and now has facilities in Mumbai and Bangalore. and relief & rehabilitation after the Tsunami caused devastation in South India. HLL is focusing on health & hygiene education. most recent being the village built by HLL in earthquake affected Gujarat.

BUSINESSES Home & Personal Care • Personal Wash • Fabric Wash • Home Care • Oral Care • Skin Care • Hair Care • Deodorants & Talcs • Colour Cosmetics Foods • Tea • Coffee • Branded Staples • Culinary Products • Ice Creams • Modern Foods ranges New Ventures • Hindustan Lever Network • Ayush ayurvedic products & services • Sangam • Pureit water purifiers Exports • HPC • Beverages • Marine Products • Rice • Castor .

innovation and quality management across our businesses. . The company recognises that its employees are the primary source of success in its operations and is committed to training and providing them the necessary tools and techniques as well as empowering them to ensure broad base compliance of this policy in the organisation at all levels.QUALITY POLICY Hindustan Lever Limited considers quality as one of the principal strategic objectives to guarantee its growth and leadership in the markets in which it operates. The company is committed to respond creatively and competitively to the changing needs and aspirations of our consumers through relentless pursuit of technological excellence. The company is committed to extend its quality standards to its contract manufacturers. The company delegates authority and responsibility for dissemination and implementation of this policy to each Business and Unit Head. The company will periodically review this quality policy for its effectiveness and consistency with business objectives. and offer superior quality products and services that are appropriate to the various price points in the market as well as to our commitment to building shareholder value. The company will maintain an open communication channel with its consumers and customers and will carefully monitor the feedback to continuously improve its products and services and set quality standards to fulfill them. This policy is applicable to production from its own facilities as well as to production that is outsourced. to jointly improve the quality of its products and services. key suppliers and service providers and by entering into alliances with them.

L. Kolkata. Tel: +91-33-22889371 . Nehru Road.700071 India. 37 J.ITC LIMITED Registered Office: ITC Limited.

The Company celebrated its 16th birthday on August 24. Its beginnings were humble. 1910 under the name of 'Imperial Tobacco Company of India Limited'. by purchasing the plot of land situated at 37. Nehru Road) Kolkata. This decision of the Company was historic in more ways than one. The Company now stands rechristened.Cigarettes & Tobacco. Hotels. Limited in 1974. Agri-Exports. was the centre of the Company's existence. Foods. Though the first six decades of the Company's existence were primarily devoted to the growth and consolidation of the Cigarettes and Leaf Tobacco businesses.C.T. (now renamed J.L. . 'Virginia House'. would go on to become one of Kolkata's most venerated landmarks. Kolkata. which came up on that plot of land two years later.000. Chowringhee. the Seventies witnessed the beginnings of a corporate transformation that would usher in momentous changes in the life of the Company. The Company's headquarter building. The Company's ownership progressively Indianised. A leased office on Radha Bazar Lane. 1926. 2001. Lifestyle Retailing and Greeting Gifting & Stationery . for the sum of Rs 310. Paperboards & Specialty Papers. and the name of the Company was changed to I. It was to mark the beginning of a long and eventful journey into India's future. In recognition of the Company's multi-business portfolio encompassing a wide range of businesses . Packaging. Information Technology.the full stops in the Company's name were removed effective September 18.HISTORY ITC was incorporated on August 24.

The Kovai Unit allows ITC to improve customer service with reduced lead time and a wider product range. 2002 and became a Division of the Company. Bhadrachalam Paperboards amalgamated with the Company effective March 13. productivity. Since then ITC's Hotels business has grown to occupy a position of leadership. In 1979. ITC chose the hotels business for its potential to earn high levels of foreign exchange. In 2004. near Coimbatore. ITC acquired the paperboard manufacturing facility of BILT Industrial Packaging Co. this division merged with the Company's Tribeni Tissues Division to form the Paperboards & Specialty Papers Division. which today has become the market leader in India. create tourism infrastructure and generate large scale direct and indirect employment. Ltd (BIPCO). with over 65 owned and managed properties spread across India. It has also made an immense contribution to the development of Sarapaka. It is today India's most sophisticated packaging house. ITC entered the Paperboards business by promoting ITC Bhadrachalam Paperboards Limited. an economically backward area in the state of Andhra Pradesh. . Tamil Nadu. Bhadrachalam Paperboards Division. was set up in 1925 as a strategic backward integration for ITC's Cigarettes business. It is directly involved in education. quality and manufacturing processes are comparable to the best in the world. In November 2002. environmental protection and community development. ITC's paperboards' technology. In 1975 the Company launched its Hotels business with the acquisition of a hotel in Chennai which was rechristened 'ITC-Welcomgroup Hotel Chola'. The objective of ITC's entry into the hotels business was rooted in the concept of creating value for the nation.ITC's Packaging & Printing Business Division.

Autograph books and Slam books. In the same year. Since inception. ITC set up Surya Tobacco Co. The year 2006 witnessed the ramping up of the Company's rural retailing network with 10 'Choupal Saagars' being operational in three states of Madhya Pradesh. its shares have been held by ITC.In 1985. TTD was merged with the Bhadrachalam Paperboards Division to form the Paperboards & Specialty Papers Division in November 2002. ITC's unique and now widely acknowledged e-Choupal initiative began in 2000 with soya farmers in Madhya Pradesh. Now it extends to 7 states covering over 3. Surya Tobacco became a subsidiary of ITC Limited and its name was changed to Surya Nepal Private Limited (Surya Nepal). ITC acquired Tribeni Tissues Limited. British American Tobacco and various independent shareholders in Nepal. ITC's first rural mall. ITC's Packaging & Printing business launched a line of high quality greeting cards under the brand name 'Expressions'. The Division is today one of India's largest exporters. To harness strategic and operational synergies. in Nepal as an Indo-Nepal and British joint venture. ITC also launched 'Expressions Matrubhasha'. Also in 1990. In 2002. In 1990. leveraging its agri-sourcing competency. In August 2002. the product range was enlarged with the introduction of Gift wrappers. ITC set up the International Business Division (IBD) for export of agri-commodities. christened 'Choupal Saagar' was inaugurated in August 2004 at Sehore. a vernacular range of greeting cards in eight . a Specialty paper manufacturing company and a major supplier of tissue paper to the cigarette industry. Nine more 'Choupal Saagars' are in an advanced stage of construction and will be launched shortly. The merged entity was named the Tribeni Tissues Division (TTD). Maharashtra and Uttar Pradesh.5 million farmers. In 2000.

John Players. the company rolled out 'Classmate'. The Wills Lifestyle chain of exclusive stores later expanded its range to include Wills Classic formal wear (2002) and Wills Clublife evening wear (2003). ITC Infotech India Limited.Wills Lifestyle India Fashion Week that has gained recognition from buyers and retailers as the single largest B2-B platform for the Fashion Design industry. staples and snack foods segments. Wills Lifestyle became title partner of the country's most premier fashion event . a top five global Business Process Outsourcing (BPO) provider. In 2003.languages and 'Expressions Paperkraft'. It also has a joint venture with ClientLogic. ITC introduced Essenza Di Wills. In December 2005. In just five . In a short span of 5 years. In 2006. in 2002. ITC spun off its information technology business into a wholly owned subsidiary. ITC Infotech has already crossed over US$ 60 million in revenues. ITC also entered the Lifestyle Retailing business with the Wills Sport range of international quality relaxed wear for men and women in 2000. ITC's foray into the Foods business is an outstanding example of successfully blending multiple internal competencies to create a new driver of business growth. a range of premium stationery products. ITC launched a special 'Celebration Series'. In 2000. to select 'Wills Lifestyle' stores. a range of notebooks in the school stationery segment. In June 2002 ITC entered the confectionery. to more aggressively pursue emerging opportunities in this area. taking the event forward to consumers. To mark the occasion. It began in August 2001 with the introduction of 'Kitchens of India' ready-to-eat Indian gourmet dishes. ITC also initiated a foray into the popular segment with its men's wear brand. an exclusive line of prestige fragrance products.

the Foods business has grown to a significant size with 100 differentiated products. Jasmine. Mangaldeep. . five distinctive brands. VaxLit. Sambrani and Nagchampa. Bouquet.years. ITC's philosophy of contributing to enhancing the competitiveness of the entire value chain found yet another expression in the Safety Matches initiative. ITC now markets popular safety matches brands like iKno. Sandalwood. Delite and Aim. Madhur. ITC's foray into the marketing of Agarbattis (incense sticks) in 2003 marked the manifestation of its partnership with the cottage sector. In 2002. ITC's popular agarbattis brands include Spriha and Mangaldeep across a range of fragrances like Rose. an enviable distribution reach. a rapidly growing market share and a solid market standing.

" ITC's diversified status originates from its corporate strategy aimed at creating multiple drivers of growth anchored on its time-tested core competencies: unmatched distribution reach. Greeting Cards. ITC practises this philosophy by not only driving each of its businesses towards international competitiveness but by also consciously contributing to enhancing the competitiveness of the larger value chain of which it is a part. Information Technology. Hotels. superior brand-building .THE ITC PROFILE ITC is one of India's foremost private sector companies with a market capitalisation of over US $ 13 billion and a turnover of US $ 3. Paperboards. Agri-Business. Rated among the World's Best Big Companies by Forbes magazine and among India's Most Respected Companies by BusinessWorld. Packaged Foods & Confectionery. Paperboards & Specialty Papers. Packaging. ITC ranks third in pre-tax profit among India's private sector corporations. In his own words: "ITC believes that its aspiration to create enduring value for the nation provides the motive force to sustain growing shareholder value. Safety Matches and other FMCG products. Branded Apparel and Greeting Cards. ITC is widely perceived to be dedicatedly nation-oriented. While ITC is an outstanding market leader in its traditional businesses of Cigarettes. As one of India's most valuable and respected corporations. Hotels. it is rapidly gaining market share even in its nascent businesses of Packaged Foods & Confectionery. Packaging and Agri-Exports. ITC has a diversified presence in Cigarettes. Branded Apparel. Chairman Y C Deveshwar calls this source of inspiration "a commitment beyond the market".5 billion.

capabilities. effective supply chain management and acknowledged service skills in hoteliering. Ranked among India's most valuable companies by the 'Business Today' magazine." ITC employs over 20. ITC's production facilities and hotels have won numerous national and international awards for quality.000 people at more than 60 locations across India. which accorded it the second highest rating. This over-arching vision of the company is expressively captured in its corporate positioning statement: "Enduring Value. ITC was the first company in India to be rated for Corporate Governance by ICRA. fulfill the aspirations of its stakeholders and meet societal expectations." . the strategic forays into new businesses are expected to garner a significant share of these emerging high-growth markets in India.60.090 shareholders. Over time. For the Shareholder. productivity. For the nation. ITC continuously endeavors to enhance its wealth generating capabilities in a globalising environment to consistently reward more than 4. safety and environment management systems. signifying "a high level of assurance on the quality of corporate governance. an associate of Moody's Investors Service.

Vision MISSION .

The Foods business carries forward this proud tradition to deliver quality food products to the consumer. Apart from the current portfolio of products. A more broad-based entry has been made since June 2002 with brand launches in the Confectionery. The Foods business is today represented in 4 categories in the market. These are: • • • • Ready To Eat Foods Staples Confectionery Snack Foods .FOODS ITC made its entry into the branded & packaged Foods business in August 2001 with the launch of the Kitchens of India brand. several new and innovative products are under development in ITC's state-of-the-art Product Development facility located at Bangalore. and produce the quality demanded by its customers. ITC has over the last 90 years established a very close business relationship with the farming community in India and is currently in the process of enhancing the Indian farmer's ability to link to global markets. Staples and Snack Foods segments. through the e-Choupal initiative. All products of ITC's Foods business available in the market today have been crafted based on consumer insights developed through extensive market research. This long-standing relationship is being leveraged in sourcing best quality agricultural produce for ITC's Foods business. Leadership in the Foods business requires a keen understanding of the supply chain for agricultural produce.

The unwavering commitment to internationally benchmarked quality standards enabled ITC to rapidly gain market standing in all its 5 brands: • • • • • Kitchens of India Aashirvaad Sunfeast Mint-O Candyman .In order to assure consumers of the highest standards of food safety and hygiene. ITC is engaged in assisting outsourced manufacturers in implementing world-class hygiene standards through HACCP certification.

ITC has also established John Players as a brand that offers a complete fashion wardrobe to the youth of today. Wills Lifestyle presents a complete fashion wardrobe that complements every facet of your lifestyle . With its brands. ITC's Wills Lifestyle believes in the philosophy of 'Enjoying the Change' .the change that comes through actively exploring one's own multifacetedness and stretching one's limits. ITC's Lifestyle Retailing Business Division has established a nationwide retailing presence through its Wills Lifestyle chain of exclusive specialty stores. Wills Clublife evening wear and a tempting range of designer accessories that complete the Look. This season. it has expanded its basket of offerings to the premium consumer with Wills Classic work wear. New Delhi in July 2000.LIFESTYLE RETAILING Over the last six years. ITC aspires to build a dominant presence in the apparel market through a robust portfolio of offerings. when you're relaxed and while you party. Beginning with its initial offering of Wills Sport relaxed wear from the first store at South Extension.at work. With a distinctive presence across segments at the premium end. .

DLF City Phase II Gurgaon 122 002 .NESTLÉ INDIA LTD Nestlé India Ltd. Jacaranda Marg M Block.Haryana India Phone : +91 124 238 93 00 Fax : +91 124 238 94 11 . Nestlé House.

Britain. I World War created new demand for dairy products in the form of government contracts. a Pharmacist. after Nestle’s new formula saved the child’s life. Farine Lactee Henri Nestle was being sold in much of Europe. The 1920s saw Nestle’s first expansion into new products. His first success was a premature infant who could not tolerate his mother’s milk or any of the usual substitutes. the company was operating factories in the United States. Nestle’s management responded quickly. 1918 – 1938 After the war Government contracts dried up and consumers switched back to fresh milk. Nestle’s production had more than doubled. . By the early 1900s. 1905 – 1918 In 1905 Nestle merged with the Anglo-Swiss Condensed Milk Company. and soon. By the end of the War. with chocolate the Company’s second most important activity. People quickly recognized the value of the new product. However. streamlining operations and reducing debt. developed a food for babies who were unable to breastfeed.History: 1866 – 1905 In 1860s HENRI NESTLE. Germany and Spain.

Profits dropped from $20 million in 1938 to $6 million in 1939. Nestle’s production and sales rose in the wartime economy.1938 – 1944 Nestle felt the effects of II World War immediately. Diversification came with a shareholding in L’Oreal in 1974. 1944 – 1975 The end of World War II was the beginning of a dynamic phase for Nestle. 1981 – 1996 Nestle divested a number of business 1980/1984.. In 1984. 1975 – 1981 Nestle’s growth in the developing world partially offset a slowdown in the company’s traditional markets. Nescafe. particularly Latin America. Nestle made its second venture outside the food industry by acquiring Alcon Laboratories Inc. the most important being American food giant Carnation. Crosse & Blackwell followed in 1960. Factories were established in developing countries. . the war helped with the introduction of the company’s newest product. In 1947 came the merger with Maggi seasonings and soups. Nestle’s improved bottom line allowed the company to launch a new round of acquisitions. Growth accelerated and companies were acquired. Ironically. Libby’s (1971) and Stouffer’s (1973). as did Findus (1963). which was a staple drink of the US military.

ice cream business into Dreyers.000 people and have factories or operations in almost every country in the world. .There were two major acquisitions in North America.1996 + The first half of the 1990’s proved to be favorable for Nestle: trade barriers crumbled and world markets developed into more or less integrated trading areas. The Company's strategy is guided by several fundamental principles. Nestle merged its U. Nestlé's existing products grow through innovation and renovation while maintaining a balance in geographic activities and product lines. wherever they are. Spillers Petfoods (1998) and Ralston Purina (2002). a USD 2. At a Glance Nestlé with headquarters in Vevey. Long-term potential is never sacrificed for short-term performance. Switzerland was founded in 1866 by Henri Nestlé and is today the world's biggest food and beverage company. both in 2002: in July. The Company's priority is to bring the best and most relevant products to people.. and in August. Sales at the end of 2005 were CHF 91 bn.S. with a net profit of CHF 8 bn. Since 1996 there have been acquisitions including San Pellegrino (1997). throughout their lives.6bn acquisition was announced of Chef American Inc. We employ around 250. whatever their needs.

• • . and business partners. although in certain areas. cultural and religious practices: • Nestlé's business objective is to manufacture and market the Company's products in such a way as to create value that can be sustained over the long term for shareholders. additional guidance to staff in the form of voluntary business principles is beneficial in order to ensure that the highest standards are met throughout the organization. While our Nestlé Corporate Business Principles will continue to evolve and adapt to a changing world. employees. Nestlé recognizes that its consumers have a sincere and legitimate interest in the behavior. and saved the life of a neighbor’s child. taking into account local legislation. our basic foundation is unchanged from the time of the origins of our Company. and a general concern for people. Nestlé is committed to the following Business Principles in all countries. legislation is the most effective safeguard of responsible conduct. as a general rule. beliefs and actions of the Company behind brands in which they place their trust and that without its consumers the Company would not exist. honesty. • Nestlé does not favor short-term profit at the expense of successful long-term business development. Nestlé believes that. consumers.Business Principles Since Henri Nestlé developed the first milk food for infants in 1867. and reflects the basic ideas of fairness. the Nestlé Company has aimed to build a business based on sound human values and principles.

CoffeeMate ChilledNestlé • Sveltesse • La Laitière • La Lechera • Ski • Yoco • Svelty • Molico • LC1 • Chiquitin Infant nutrition • Nan • Lactogen • Beba • Nestogen • Cerelac • Neslac • Nestum • Guigoz • Good Start HealthCare nutrition • Nutren • Clinutren • Peptamen • Modulen . Nestlé Omega Plus. • Nesquik • Nescau • Milo • Carnation • Libby’s • Caro • Nestomalt • Nestlé Shelf stable Nestlé. Nespray. Bear Brand. Ninho. La Lechera. Milkmaid. Gloria. Molico. Nido.Main Brands Coffee • Nescafé • Taster’s Choice • Ricoré • Ricoffy • Nespresso • Bonka • Zoégas Loumidis Water • Nestlé Pure Life • Nestlé Aquarel • Perrier • Vittel • Contrex • S. Svelty. Moça. Mövenpick • Sin Parar/Sem Parar/Non Stop Other beverages • Nestea. Klim. Carnation.Pellegrino • Acqua Panna • Levissima • Arrowhead • Poland Spring • Deer Park • Ozarka • Hépar • Ice Mountain • Zephyrhills Ice cream Nestlé • Antica Gelateria del Corso • Dreyer's/Edy's • Drumstick/Extrême • Maxibon/Tandem • Mega.


introduced the first fully recyclable plastic ketchup bottle. Plasmon. packed in factories so clean he invented the public factory tour. In 1990. In 1886.INTRODUCTION In 1869. Ore-Ida. 9-Lives. pickles. In 1920s. The Budget Gourmet. Brands include Heinz.” His Ketchup (first sold in 1876). jams. Starkist. Ken-L ration. Wattie’s.700 varieties in over 200 countries and territories. Kibbles’n Bits. operations. Today Heinz markets more than 5.S. . Heinz acquired –Weight Watchers International. Heinz introduced two new product lines: a) Baby Food b) Ready-to-serve Soup In 1978. Weight Watchers. jellies and condiments were made of the finest ingredients – picked when fresh. now known as the “HEINZ HITCH.S. overseas operations were started. sorted for quality. Olivine. CLARENCE NOBLE launched HEINZ and NOBLE & delivered his products from a horse-drawn delivery wagon. and nearly 70 percent of sales are from products without the Heinz brand name. HENRY JOHN HEINZ and a friend L. Nearly half of company sales come for non U. Orlando. Heinz U. Farley’s and Guloso. now the largest weight-loss program in the US.A.

political and philosophical differences of people around the world. We recognize that Heinz must be responsible for its Global Operating Principles and will review our performance with a view toward continued progress and improvement.In India Heinz entered in liberalization wave and acquired brands like COMPLAN. Heinz plans to make an aggressive entry in India its global brand in a phased manner.2000 in India. FAREX. Heinz has developed these Global Operating Principles which will convey to its employees and to the public Heinz's values and commitments. In future. religious. Heinz launched its brand in Biscuit in Feb. Heinz respects its employees and these Global Operating Principles are intended to promote the safe and fair treatment of all of its employees. Heinz Company is one of the world's premier food companies. Heinz strives to follow the advice of its founder. "To do a common thing uncommonly well brings success. H. In India." PURPOSE In order to continue to be one of the world's premier food companies. . GLUCON-D to facilitate an easy entry. Heinz requires that its operating affiliates protect the environment and respect the cultural. ethnic. Heinz is dedicated to providing superior food products that enhance the lives and well being of people everywhere. J. its Farex brand is growing faster than 30 percent.

we are building on the articulation crafted by Heinz Europe. VALUES Our vision will be supported by our VALUES. We are well on our way to realizing this Vision but there is more we must do to fully achieve it. quite simply. OFFERING NUTRITIOUS.SCOPE: These Global Operating Principles apply to all of the facilities owned by. employee talent. which has successfully incorporated these and other important values under the acronym of PREMIER. Heinz has a proud tradition of Pure Foods. including contractors. These Supplier Guiding Principles are set forth separately in a statement of principles for such business partners." Being the premier food company does not mean being the biggest but it does mean being the best in terms of consumer value. SUPERIOR TASTING FOODS TO PEOPLE EVERYWHERE. and consistent and predictable growth. which define to the world and ourselves who we are and what we stand for. Heinz and its affiliates throughout the world. VISION Our VISION. and all employees of. is to be "THE WORLD'S PREMIER FOOD COMPANY. Heinz has also developed a set of guidelines for firms with whom Heinz and its affiliates worldwide have a contractual relationship. . suppliers of goods and services. co-packers and joint venture partners. Quality and Good Stewardship. customer service. To help you better understand these values.

to celebrate success. thereby delivering superior value to our shareholders.PREMIER VALUES: • Passion . . from products to processes. • Risk Tolerance . . . • Empowerment . . . to act with integrity and respect towards all. to innovate in everything. to create a culture where entrepreneurship and prudent risk taking are encouraged and rewarded. . products and people. to be passionate about winning and about our brands. . . . • Innovation . to be the best in quality and in everything we do. • Respect . . . recognizing and rewarding the achievements of individuals and teams. . . . Motivation . to empower our talented people to take the initiative and to do what's right. . • • Excellence .

. which include our own employees and their families. safe and "pure food" products for all of our consumers. Heinz prohibits any illegal payments to any person. Heinz is committed to providing high quality. Heinz and its employees share these values. Heinz will encourage pride in the workplace and in its products. We recognize the relationship of our food processing operations to the environment. health and well being of our consumers are paramount. raw materials. Heinz is committed to providing a safe and healthful workplace for its employees. water and packaging. Heinz insists on honesty and integrity in all aspects of its business and expects the same in its relationships with its business partners. organization or government. Heinz employees are required to comply with all applicable laws and regulations and to avoid personal activities and financial interests which could conflict with their commitment to their job. Employees All Heinz employees will be treated fairly and with respect. and we aim to be efficient in the use of energy. Environment We value the environment and are dedicated to protecting it. Partners Our shareholders.HEINZ'S RELATIONSHIPS: Consumers The needs. customers and business partners expect that Heinz will conduct its operations ethically and responsibly.

• Forced Labor? Heinz will not utilize forced labor or involuntary prison labor.Communities Heinz believes in being a responsible corporate citizen in the communities in which it and its affiliates operate. Conditions of Employment • Minimum Age for Employment? Heinz and its affiliates will not knowingly hire anyone under the age of 16. In countries where specific laws are not well defined. If the local law requires a higher minimum age limit. Heinz values its contribution to the development of the communities where Heinz has operations. Heinz will comply with that requirement. • Abuse and Harassment? Heinz does not tolerate any form of physical or sexual harassment or abuse of its employees. Heinz will implement standards that govern its operations which are consistent with these Global Operating Principles. . HEINZ'S COMMITMENTS Heinz-owned factories and facilities will operate in compliance with applicable laws and regulations in every country in which Heinz operates.

prohibiting retaliation and providing for appropriate disciplinary action for violations. hiring. It is therefore the continuing policy of Heinz to afford equal employment opportunities to all qualified employees and applicants. • Training? Reasonable efforts will be made to provide appropriate job training for every employee. training. • Work Hours. every Heinz location is required to have a policy prohibiting illegal discrimination. all personnel decisions. • Freedom of Association? Heinz recognizes and respects each employee's right to associate with any legally sanctioned organization. Heinz encourages and fosters a diverse global workforce. Heinz believes that people everywhere should be employed and advanced on the basis of their ability to do the job. In addition. skills and abilities and without regard to any condition or characteristic that is not job-related. including but not limited to those relating to recruitment. including harassment.• Equal Employment Opportunity/Diversity? No person or group of people should be made to feel unwanted or unwelcome in a Heinz workplace because of discrimination or stereotyping. promotion. In accordance with this policy. Work Week and Payment of Wages? Heinz will comply with all applicable local laws. and an accompanying set of policies establishing a procedure for reporting and investigating complaints. . will continue to be made based solely upon an employee's or applicant's qualifications. compensation and benefits. The rights of labor unions must be respected.

• Communications? Heinz will take appropriate steps to communicate these Global Operating Principles to its employees. . including posting these Principles in the local language in an accessible place. Occupational Health and Safety • Occupational health and safety must be managed as an integral part of all operational performance. • Each Heinz-owned manufacturing location is required to implement the Heinz Safety Process. • Management must measure performance against safety goals that are related to the Heinz Safety Process. and incorporate safety objectives into annual business plans for safety.• Promotion? Preference for any promotion opportunities will be given to employees based on merit and performance and other equitable standards. All Heinz locations will encourage constructive communications among employees and management? Without fear of reprisal? Regarding issues that impact their jobs or the company in general. • All Heinz facilities are required to comply with Heinz policies and national and local safety laws. and manage by its principles. • Each Heinz-owned manufacturing location must have access to a dedicated and trained safety professional accountable to the location's operational manager and must facilitate the implementation of the Heinz Safety Process.

• Occupational health and safety performance will be reported through Heinz's global "Environmental. such as accidents. • All Heinz locations and facilities will have emergency plans for evacuations. Accuracy of Communications • Heinz is committed to accurate and truthful communications in its business. including financial reporting. if more stringent than Heinz Occupational Health requirements. • All emergency signals and plans must be understandable by all employees. Health and Safety Report. natural disasters or criminal acts.• All Heinz-owned locations will develop the capability to provide occupational health care. • Each occupational health care facility will comply with all applicable national or local laws. spills and natural disasters. • All internal facilities for occupational health care will be managed and evaluated against the Heinz Occupational Health process. whether internally or externally." Emergency and Crisis Planning • All Heinz locations and facilities will have in place a plan for handling crises. . • Crisis plans and emergency plans will be well documented and rehearsed and all lists of key personnel and responsibilities will be up to date and accessible.

Farex  Pet Foods: 9 lives.  Infant Foods: Farleys. .  Frozen Food: Ore-Ida(branded potato processor). beans and pasta meals. jellies vinegar. Petit Navire and Greenseas brands. pickles. jams. sauerkraut.Products and Services: Heinz’s business is divided into six broad categories:  Ketchup. pickled cucumbers. John West. Condiments and Sauces: e. celery sauce. Weight Watchers frozen entrees(weight loss program).g.  Convenience Meals: Soup.  Tuna: Starkist.


Procter & Gamble India divests the Detergents business to Procter & Gamble Home Products. Procter & Gamble Home Products launches Head & Shoulders shampoo. Procter & Gamble Home Products Limited launched New Ariel Power Compact detergent with a new global technology that breathes new life into clothes. Procter & Gamble Home Products Limited launched Pantene Lively Clean its unique Pro-Vitamin formula cleans oil-build up. In November 2000. In 2000.Hair . Procter & Gamble Home Products introduced Tide Detergent Powder .HISTORY 1993. by detecting and removing deposits which are left behind from successive washes. Procter & Gamble Home Products is incorporated as a 100% subsidiary of The Procter & Gamble Company. In August 2000. Procter & Gamble Home Products Limited presented India in the first International Hair Styling and Beauty Expert Contest. dirt and grime in just one wash. delivering lively. Procter & Gamble Home Products enters the Haircare Category with the launch of Pantene Pro-V. In June 2000. Procter & Gamble Home Products launches Ariel Super Soaker. In 1995. free-flowing and sparkling-clean hair. In 1997. by removing dinginess from them and restoring the original colors of the fabric.the largest selling detergent in the world. USA. In 1993.

Asia Pacific 2000 in collaboration with Sri Lankan Association of Hairdressers and Beautician. During this period, Procter & Gamble Home Products also re-launched the international range of Head & Shoulders, best-ever Anti-dandruff shampoo with an improved formula, new pack-design and logo, in three variants Clean & Balanced, Smooth & Silky and Refreshing Menthol, which offers the fine combination of anti-dandruff efficacy and hair conditioning. In January 2001, Procter & Gamble Home Products Limited and Whirlpool India Ltd. launched a special 'Ariel - Whirlpool Superwash' offer, making washing machines more affordable to the people of Hyderabad. On purchase of either a 500gms, 1kg or 1.5kg economy pack of New Ariel Power Compact, consumers are automatically eligible to buy a Whirlpool Washing Machine for as low as Rs.238/- in Equal Monthly Installments for 24 months, by filling in the application form that comes with the Ariel pack and contacting any one of the Whirlpool dealers mentioned on the pack. In June 2001, Procter & Gamble in partnership with the Association of Beauty Therapy & Cosmetology (ABTC), India hosted the Pantene Artist 2001 a national stylist competition, which included categories such as Bridal Dressing, Hair Cutting and Body Painting. Present at the event was worldrenowned hairdresser and stylist Jun L. Encarnecion, who demonstrated the hottest international haircuts and styles in vogue via an interesting hairhsow. Mr. Encarnecion has trained students in leading hairdressing schools like Robert Fielding School of Hair Dressing (U.K), Pierre Alexander International Academy (U.K), Vidal Sassoon Academy, (U.S.A) among others and also enjoys the reputation of being the official hairdresser for the 1993 Miss Universe pageant.

In July 2001, Procter & Gamble Home Products Limited launched New Ariel Total Compact with Magicare a New System of Washing that completely removes stains without scrubbing, significantly reducing time spent on washing clothes. In September 2001, Procter & Gamble Home Products launched New Pantene Pro-V range of five shampoos in India which gave consumers the look they want Smooth & Silky for straighter hair, Volume & Fullness for thicker hair, Balanced Clean for shinier hair, Lively Clean for livelier hair and Anti-Dandruff for dandruff-free hair. In April 2002, Procter & Gamble Home Products Limited announced the launch of a special Ariel Bar Refund Offer along with its new Advanced Ariel Compact. Under the Ariel Bar Refund Offer, consumers could exchange their detergent bar on purchase of Advanced Ariel Compacts 1kg and 500gms packs, and avail of a Rs.15 and Rs.7 discount respectively on MRP. In August 2002, Pantene unveiled the launch of the Shine Morning to Night campaign that helps consumers get long lasting hair shine with regular use of Pantene. The Shine Morning to Night campaign had two exciting components to it The MTV Shine Your Soul contest where one could win diamonds worth Rs.12.5 lacs and the launch of the Pantene Shine Booths across the country to help achieve the shine that lasts from morning to night. During the same period, Pantene also hosted Hair Asia Pacific 2002 the biggest Hair Cutting & Styling event in Kuala Lumpur, Malaysia. Pantene Hair Asia Pacific is a prestigious international hair cutting & styling contest attracting expert hairdressers and beauty care advisors from more than 13 Asia Pacific countries.

Additionally, Pantene also hosted Pantene World Teen Queen contest in Goa. Contestants from UK, USA, South Africa, Kenya, Tanzania, Mauritius, Middle East and Hong Kong participated to win the coveted World Teen Queen crown. In January 2003, Procter & Gamble Home Products Limited reduced the prices of Pantene and Head & Shoulders 7.5ml sachets from Rs. 4/- to Rs. 3/-, with no change in its superior product-quality or packaging, improving affordability to a large number of Indian consumers. In June 2003, Procter & Gamble Home Products Limited launched Pampers - world’s number one selling diaper brand with sales of US$ 6 billion annually. Pampers provides superior dryness for uninterrupted overnight sleep, with just one pampers diaper. In India, Pampers Fresh & Dry is available in a variety of three sizes – 4s, 10s and 25s. In July 2003, Procter & Gamble Home Products Limited launched Pantene Long Black, the ultimate solution for achieving the Long and Black hair look, and Head & Shoulders Silky Black - the only shampoo in India to offer the dual benefits of 100% dandruff-free as well as silky black hair. In September 2003, Procter & Gamble Home Products Limited announced that its superior quality Tide sachet is now available at Re. 1 per sachet and its Ariel sachet at Rs. 2 per sachet, thus making the world’s best detergents available at lower prices. In January 2004, Procter & Gamble Home Products Limited announced the launch of Rejoice – Asia’s No. 1 shampoo, in India. Rejoice’s patented Micro-Silicone conditioning technology gives twice as smooth, and easy to

Procter & Gamble Home Products Limited reduced the prices of Ariel and Tide bags (large packs) by 20-50%. . The superior quality one kg pack of Tide now cleans a family’s one month laundry in just Rs.50/-. Procter & Gamble Home Products Limited signed Preity Zinta – Bollywood's #1 Actress. In March 2004.23/-. while a one kg pack of Ariel cleans a family’s one month laundry in just Rs. (ii) Its technology also ensures that it lasts longer. In October 2004. while maintaining the superior quality. does not dissolve easily and delivers a good balance between bar-hardness and ease of application on clothes and. In November 2004.comb hair versus ordinary shampoos. at affordable prices in 100 ml bottles and 7. which makes hair ten times stronger. (iii) It has a lemony & refreshing fragrance that lingers on clothes hours after wash. which release a unique whitening action on reacting with sunlight. Procter & Gamble Home Products Limited launched New Pantene Amino Pro-V Complex shampoos. In August 2004.5 ml sachets. Procter & Gamble Home Products Limited launched New Tide Bar. as Brand Ambassador for its Head & Shoulders anti-dandruff shampoo that gives 100% dandruff-free soft beautiful hair. The New Tide Bar is unique as compared to the available detergent bars because of its three unique features: (i) It has green speckles called Whiteons.

OUR PURPOSE We will provide branded products and services of superior quality and value that improve the lives of the world's consumers. • We focus our resources to achieve leadership objectives and strategies. • We develop the capability to deliver our strategies and eliminate organizational barriers. profit. OUR VALUES P&G is its people and the values by which we live. and value creation. As a result. We attract and recruit the finest people in the world. and the communities in which we live and work to prosper. Leadership • We are all leaders in our area of responsibility. We act on the conviction that the men and women of Procter & Gamble will always be our most important asset. promoting and rewarding people without regard to any difference unrelated to performance. allowing our people. • We have a clear vision of where we are going. consumers will reward us with leadership sales. . with a deep commitment to deliver leadership results. We build our organization from within. our shareholders.

• We have confidence in each other's capabilities and intentions. Passion for Winning • We are determined to be the best at doing what matters most. including recognizing risks. customers. . • We are honest and straightforward with each other. • We have a healthy dissatisfaction with the status quo.Integrity • We always try to do the right thing. and consumers. • We believe that people work best when there is a foundation of trust. • We have a compelling desire to improve and to win in the marketplace. • We operate within the letter and spirit of the law. • We are data-based and intellectually honest in advocating proposals. Trust • We respect our P&G colleagues. • We uphold the values and principles of P&G in every action and decision. and treat them as we want to be treated.

OUR BRANDS Fabric Care • • • • Hair Care • • • • Baby Care • Ariel Front-OMat Ariel 2 Fragrances Tide Detergent Tide Bar Pantene Pro V Head & Shoulders Rejoice Dandruff Control Pampers .

Ltd. Cenotaph Road. No. Chennai – 600 018 Phone : 044 .com .CAVINKARE CORPORATE / REGISTERED OFFICE: Cavinkare Pvt. Cavin Ville.24317550 Fax : 044 . 12.24362879 Email : corpcomm@cavinkare.

skin care. and a positive attitude towards the future the spirit of the people behind the phenomenon called CavinKare. More steps followed and with the innovative Entrepreneur C. The turnover from all the companies in the CavinKare group touched Rs. Over the years. The company now markets ten major brands. symbolizes beauty and grace. CavinKare has established a firm foothold in the national market. Efforts towards self sufficiency with backward integration has allowed CavinKare. 400 crores in 2003-2004. personal care. CavinKare has achieved significant milestones. CavinKare emerged into a successful business enterprise. product packaging and research and development activities. was rechristened to CavinKare in November 1998. Today.K. The company logo signifies dynamism. 'Cavin' a literary word in Tamil. . modernity.PROFILE Every journey begins with the first step. The journey called CavinKare began with a young mind taking the road less taken. and a competitive edge with sound understanding of mass marketing dynamics. along with its Group Companies manage its own advertising & media buying. In line with the company’s progressive outlook. food products and home essentials. In 1983 with a single product offering. the earlier name. borne out of a keen understanding of consumer needs.Beauty Cosmetics. CavinKare started out as a small partnership firm. Ranganathan at the helm. broadening its product portfolio extensively. The company offers quality hair care. Smart marketing and a clear product positioning ensured CavinKare’s growth from strength to strength.

CORPORATE VISION "We shall achieve growth by continuously offering unique products and services that would give customers utmost satisfaction and thereby be a role model. but it’s growing rapidly. personal care and skincare markets. The website speaks to many different audiences. CavinKare divides its attention across audiences and tries its best to be inclusive. and promotes itself as a brand that’s enthusiastically ready to meet the needs of its consumers. And the site speed is quick. . so site visitors can easily look around without tediously waiting for pages to load. driven by the company’s attempt to differentiate its brand from the competition. Like a delighted host. unlike many Indian websites. The market share may be small. The secret of CavinKare’s success online and off seems to be in its aggressive approach to marketing. The Chennai-based FMCG company is emerging as a strong contender in the Indian market and is quickly gaining market share in the haircare. There’s something for everyone – from consumers to prospective employees to members of the media." CavinKare is a brand that has taken on the Hindustan Levers and P&Gs of the world and survives impudently to tell the tale.

Is it too plain and simple? Visitors used to high-tech pages could perceive it as dull. honest. Along with featuring its products. rather than cocky. but after quickly navigating through the pages. it supports its brand by offering engaging content. users can log in and take part in contests. scream-blast experience and presents a site that has a simple. Although CavinKare has justified bragging rights. both on its products and the company. In . this content retains and brings back users for repeat visits. it’s hard to complain about the experience. even if at first glance it’s unspectacular in its overall look and feel. interactive sections. the brand portrays itself as confident. At the same time. and uncomplicated feel. The site is well thought out. finding ample information on the company and products. and a spot to get free personal care tips. The Contest Zone does this as well by offering rewards for participating the site’s online contests. even those not intrigued by personal care will be pulled into the Q&A formatted page of beauty tips. It steers away from the high-tech. After registering by coughing out the typical personal information (it’s not noted what it’s used for). clean. Although filling out the registration doesn’t promise that once you’re able to login there will even be a contest going on.The site doesn’t shirk from providing information. when naming its many achievements and detailing its mission. From making face masks to getting smooth feet – many of the all natural remedies can be made with products kept in the house. But this information can be considered dry when compared to the exciting promo pieces and ad campaigns seen offline. In Tips & FAQs. which keeps the site from being a pushy online sales pitch.

fact. words. with its techno pyrotechnics. and actions shall be the same. we will not exploit undue advantages. but in spirit as well. and procedures. Our thoughts. We shall try our utmost to fulfill promises and honour commitments. We will follow rules. and we will respect the rights of others. norms. . VALUES & BELIEFS Integrity The company values honesty and truthfulness above everything else in all its interactions. has dulled our appreciation for the simple and uncomplicated. Fairness The company shall be fair in all its dealings with people inside and outside. we will show common decency in all our dealings with people. CavinKare may be a good example of how the web. not only to the letter.

and we will experiment with new concepts. and we shall welcome ideas from everywhere. or collective effort in promoting excellence. While we shall protect our legitimate business interests. and ever. .Excellence The company values highly all efforts that lead to high standards in everyday work and results. Innovation The company values innovative thinking. Stretch The company believes that people have infinite potential. issues and associations with straightforwardness. we will seek new ideas to solve problems. optimism. We have an extraordinary capability to exert and extent the limits of the possible. and innovative solutions in our regular work life. We will always look for better ways of doing things. we would also approach the people. We shall encourage any individual.receding horizons. Trust The company believes that trust is an important ingredient for effective functioning within the organisation and with the outside world. ambitious targets. we shall listen to others. and positive outlook. we shall openly discuss among colleagues all that is appropriate. ideas and solutions. We shall attempt to be the best in class in anything we choose to work on. Openness The company believes that openness to new ideas. We shall aim for stretch goals. innovative approaches. thoughts and opinions makes relationships stronger and more productive.

actions and programs. We shall favour speedy decisions. . While we hold true to our basic beliefs and values. We shall aim not to just satisfy them but deliver more than their expectations to delight them. Adaptability Our Company believes that flexibility and adaptability are essential conditions to survive and thrive in a chaotic fast moving world. We shall use speed to slash red tape and complacence. Within the limits of all our values. Individually and collectively we assume responsibility for all our actions and their consequences. we respect speed as a winning ingredient in this fast moving and fast changing world. Leadership Our company believes that sustained progress and growth are achieved through leadership characterised by inexhaustible personal energy and exceptional ability to energise others. as well as in shaping its destiny. We shall promote leaders within the ranks who unleash latent energy within the organisation. Speed The company strongly believes that time is an invaluable resource. All our employees are an integral part of the company and have a high stake in its well being.Ownership The company values the individual belief of ownership and accountability. we shall continuously introspect and reassess the needs for change in the way we do business. Customer Delight Our customers and consumers deserve the best deal from us.

The company has a network of 1400 stockists and a distribution system that reaches out to 7 lakh outlets through out the country. the top management to the junior most employees participate in open house sessions. CavinKare is backed by 500 employees who are proficient in their respective fields. and consistent quality are results of its significant corporate practices. and innovations big and small are applauded. cross functional teams flourish. training. immense responsibility and due credits in creating an ambitious and admirable Indian Company. These are the factors that drive the corporate entity called CavinKare. A detailed management trainee scheme ensures a reservoir of talent. such as recruitment. CavinKare provides its employees an atmosphere of easy informality. The core functions of Human Resources Management. Communication is encouraged across levels and departments. innovative products. . Human Resources A well thought out HR philosophy anchors all these diverse initiatives and activities.CORPORATE PRACTICES CavinKare's astute professionalism. and an absence of restrictive hierarchies or functional boundaries. value based management is often a part of the agenda in many meetings. All these efforts are enabled with the implementation of a world-class HR Information System. and performance management are integrated through a comprehensive competency framework. Work Culture The work culture at CavinKare features lots of freedom. The company believes in grooming its managers for today and tomorrow.

The methods used in the field are very important for field work. the sampling requirement and the kinds of information that must be obtained. this was one of the most complicated and tough job of my research work though I thoroughly enjoyed it. My main mode of conduct was through the questionnaire. The methods are dictated large by the method of collecting data. .FIELD WORK Field work includes selecting controlling and evaluating the members of the field force. In this process I have visited the FMCG’s throughout Delhi region and even outside Delhi too.

• Hindustan Liver Ltd. Ghaziabad. Devendra Gupta. Heinz India Ltd. under the guidance of Mr. which are separated company wise in the following pages. Kaushambi. “Benchmarking on HR Practices & Policies”. • ITC • Nestle India • Heinz India ltd. I surveyed several companies. Nestle India. • Procter & Gamble • Cavin Kare . CavinKare. Regional Manager HR. conducted at Dabur India Ltd. Corporate Office. • Dabur India Ltd. ITC. Procter & Gamble etc. which include top FMCG’s in the Indian market are as. I came to following findings & interpretation.Findings & Interpretation Through my study on the topic. Hindustan Liver Ltd.

for last 5 yrs. Devendra Gupta. . Gupta is working as Regional HR Manager in Dabur. provided the best available literature and documentation of HR and helped me a lot in understating the real HR practice in practical. I have been associated with Dabur. for duration of two months.Company Name Company Address : Dabur India Ltd. He is a HR expert and has deep understanding of HR practices. During my tenure in Dabur. Mr. I was associated with Mr. : Dabur India Ltd. for the fulfillment of the requirement of the Master of Business Administration course. as a Trainee in HR department. He had guided me at each step with his valuable suggestions. Ghaziabad (UP) : Mr. Devendra Gupta : Regional Manager HR Contact Person Designation Subject: Benchmarking on HR Practices and Policies Detail: I felt immense pleasure being a part of the esteemed organization like Dabur India Ltd. Kaushambi..

Dabur is a giant in FMCG in India. Company has developed high standard practices in HR, for the betterment of the employee and growth of Business. Company is completely focusing to bring each and every resource of the organization into the main steam of successful business. Hence, all HR policies are employee orientated, which I described below. • Requirement Policy • Compensation Policy • Leave Policy • Exit Policy

Training in Dabur, I get to know about the structure of the HR department of the company, where Executive Vice President of HR is Mr. A. Sudhakar, following is the structure of the HR department;

Executive Vice President HR
General Manager HR & IR Head Talent Management

Factory HR Heads

Manager N & E Region

Manager S & W Region

HR itself controls the recruitment & administration. Company has versatile policy of recruitment, were there is a policy of Internal & External recruitment. Internal recruitment is generally through the transfers and promotions and also through job posting. For External recruitment company has two fixed criteria, either they go for Direct Recruitment or Third Party (Consultant Agencies). For direct recruitment Dabur visits India’s top business schools, like; • Indian Institute of Management (IIM’s) • XLRI Jamshedpur • FMS, Delhi • MDI, Gurgaon • IMT, Ghaziabad According to Mr. Devendra Gupta, for external recruitment through private consultants, the company is charged somewhere around 10% to 15% of CTC, where as for head hunting these consultants charge 25% to 30% of CTC. Company has different kinds of interviews, like, structured & unstructured interview, In-depth interview and Stress Interview etc. Candidate has to go through Group Discussion at the very first step & than the short listed candidates are called for face to face interview, where he/she is interviewed by HR Manager and Head of that particular department for which candidate has applied. Company gives more chance to the freshers but it depends on the level of position candidate is required, if the vacancy is for some senior level than experience holders are given more preference. Mr. Devendra Gupta also shared that, the pressure of filling the vacancies fast and search for the

Mr. • Intelligence Test (which measures the IQ of a candidate) • Aptitude Test (which measures the potential of a candidate to learn a  particular task) • Personality Test (which measures the type of personality of a o candidate) • Achievement Test (which measures the performance of the candidate on a particular job) As I asked about the skills. are. and the most important thing is that the candidate must have the awareness of the latest trends in supply chain management. . he/she should have good interpersonal as well as communication skills.talents are the major challenges that they face while administering selection procedure hence the consideration that are kept in mind while designing a selection procedure are that the highly talented candidate should be hired and it should be within the agreed lead time. abilities and personality trait. competencies and leadership needed in the organisation. business intelligence and knowledge management. There are few selection tests that are used to asses intelligence. Gupta told me that an employee should have the ability to motivate & manage the team.

“First impression is the last impression”. N. I got an appointment to see Mr.) to discuss my questionnaire. Hence forth security department have always online .P. This was really a beautiful system.K. HLL have a very robust security system. I enquired this all with the security chief & he gave me a brief idea about their security system. How exciting for you if you reach the gate of any company & you find they are expecting you. This hole information automatically flows to the concern people those are part of the visiting guest & as well as to security department. He asked my name & than gave me a shock as he welcomed me with my full name & he had adequate information about me & I was surprised to find that he was well aware of my purpose of advent.T. I reach there by the time & contacted security person at the gate of the company. They have an inbuilt IT system where everyone has to log the information of the visitors coming to visit them in the plant.Company Name Company Address : HLL : HLL. Khare at HLL plant in Etah (U. Road Etah (UP) : Mr. Khare : Manager HR Contact Person Designation Subject: Benchmarking on HR Practices and Policies Detail: A very popular adage is. G. N. And this maxim is 100% applicable for Hindustan Liver Ltd.K.

He gave me the brief overview of the plant. It was really a nice experience. which I was supposed to return at the time of exit from the plant.information of all the expected visitors for that day. N. Khare’s cabin. . after a small introduction I started with the help of my questionnaire. Finally security guard came and to take me to the Cluster Manager HR Mr. The security chief is able to keep an eye on every nook n corner of the plant through hidden cameras placed at several critical locations in the plant. The security guard at the gate took me to the security chief’s room & I got another experience of the robust security system of HLL.K. some of the locations were restricted for the outsiders and one can take entry into the plant only with a valid ID card which is supposed to be hanged in the neck during the visit. When I got in they took my instant photograph & instantly provided me an ID card with my photograph.

Following is the structure of HR department. Manager HR Regional Manager Regional Manager Unit HR Regional Manager . Vice President HR General Manager HR Sr. Khare told me that the HR department of HLL is very well structured & I was told that each HR person is clear about his job profile & responsibilities in the company.Mr.

dedication and hardworking & full of new ideas. Against these services placement agencies charge 12% of the annual salary of the employee from the company. According to Mr. Khare.HR has a great role to design the strategy & actions to enable the HR to deliver the business requirement. target oriented professional company has contacts with several private placement agencies as source of external recruitment. HR is responsible to improve the weakest or employee by imparting the training & implementing the best available methodologies & technology or by amending the policies & procedures. . These strategies & actions are as follows. he told me about the openness of the company as it has policy of recruitment through internal and external resources. Dash Board Instrument (Score Card) to measure & scale employee contribution in the company growth. company believes in young talent & always gives the opportunity to freshers as they are full of enthusiasm. Referring to recruitment procedure in detail. To seek the highly qualified.e. • Optimal utilization of HR • Training & development • Performance oriented culture They are also practicing a measurement method i.

• Get together • Family Functions • Retirement Function • In House Magzines • Tours Further in my discussion Mr. • Compensation • Job Satisfaction • Recognition . Khare also told me that in their organization Immediate Superiors evaluate the performance of the employee. Khare told me that in present scenario employees are very much concerned about his/her personal growth & it is very difficult for an organization to retain them. According to Mr. Khare the key elements of winning employee retention strategy are.Mr. They also have Family Friendly Polices. which are as.

Vinod Kumar. .Company Name Company Address : ITC Ltd.. New Delhi : Mr. Friends Colony. Bhilwada Bhawan. I got the opportunity to meet Mr. who is working as an Assistant HR Manager in the company for the last 5(+) years. Vinod Kumar : Assistant Manager HR Contact Person Designation Subject: Benchmarking on HR Practices and Policies Detail: During my visit to ITC Ltd. : ITC Ltd.

which is as follows. Kumar has given me a broad overview of HR department & its hierarchical structure. Vice President HR General Manager HR Business Manager HR Regional Manager Central Officer HR Unit HR Branch Manager HR .Mr.

Mr. To seek the highly qualified. • Optimal utilization of HR • Man power reduction through mechanization. Kumar had given the brief idea. he told me about the openness of the company as it has policy of recruitment through internal and external resources. to achieve the targets & to calibrate the involvement of each employee HR has decided to analyze each employee contribution in the business. • To increase the volume of the business • Cost efficient production • Highly hygienic & competitive environment Company has also decided the strategy & action plans to achieve these strategic goals. company believes in young talent & always gives the opportunity to freshers as they are full of enthusiasm. In response of the understanding of recruitment & selection procedure Mr. and. HR sends their request for competencies area & experience . • Training & development of the employees. For the successful implementation of action plans. dedication. are. Referring to recruitment procedure in detail. hardworking & full of new ideas. target oriented professional company has contacts with several private placement agencies as source of external recruitment. Kumar had also shared the strategic goals of the company as follows. The action plan for the HR department to deliver the business requirement. The recruitment & selection procedure is administered by the head office along with HR department at plant level.

Once the candidate declared selected has to fill several forms to complete the statutory requirements like PF.required where these companies provide the eligible candidates and does the selection formalities before finally hiring the candidates. Against these services placement agencies charge 12% of the annual salary of the employee from the company. Company has strong rules & regulations to hire the services of any eligible candidate. Insurance etc. like. Administration department has several challenges in selection procedure like lack of potential & capable person. . Candidate has to go through several rounds of interviews. unavailability of the right person for the right job & poor IQ level of candidates. Kumar who deals with the recruitment said that the current recruitment and selection procedure of the company is adequate enough to get the right kind of manpower. Mr. personal interview by HR and interview by the functional head etc. technical interview by the expert team. Now the new joinee has to go through a complete medical check up at contracted nursing home under the control of experienced doctors. ESI.

books of practices & also had provided the best of his knowledge about the HR functioning & polices. Gurgaon : Mr. Anurag showed me the HR manuals. training & development. I met Mr. retention. like recruitment & selection. . DLF City. Mr.Company Name Company Address : Nestle India : Nestle India Nestle House. Ph-2. Anurag Patnayak serving the company for the last 2years led me to understand best practices in HR department within Nestle. Anurag Patnayak : HR Executive Contact Person Designation Subject: Benchmarking on HR Practices and Policies Detail: The third company that I targeted for my project work was Nestle India. Mr. Anurag Patnayak working as HR Executive.

The structure of HR department of Nestle India is as follows. Manager HR Regional Manager Unit HR Regional Manager Branch HR Regional Manager Unit HR . Vice President HR General Manager HR Sr.HR itself controls the recruitment & administration.

there are certain criteria’s to measure the performance of the employees for promotion & annual increment. were there is a policy of Internal & External recruitment. while for the less responsible post a fresher can be selected. . these agencies provide the best candidates on the demand against a genuine minimum charges. • Outstanding Performance • Very good appraisal for the consecutive two years • Finally on urgent demand For External recruitment company is connected with several renowned placement agencies. Selection procedure is very rigid & designed keeping in mind the market standards & availability of technology. There is also a policy & structure for grade and designation. An employee who is eligible for the promotion should have to qualify any of the following conditions. Internal recruitment is generally through the transfers or promotions. A person having the experience of certain years can be selected for particular responsible post. Company has several SME’s (Subject Matter Expert) who takes the interview & than the short listed candidates are called for the final interview by HR heads & concerned department heads. Company is flexible & can mold the policies for the suitable candidates. Promotion policies of the company are very standard and fixed. These companies provide resumes of the candidate after the confirmation from the candidate. They send the intimation along with the date and time of the interview & fix a tally conference for the client & candidate.Company has versatile policy of recruitment.

candidate has to do some formalities on very first day on joining. understanding of the code of conduct and guidelines of the company culture etc.The focus of the interviewers is to check the communication skills of the candidate & his analytical power. To asses the intelligence and personality trait of the candidate they have an own made standard IQ test. Like recruitment. Nestle has belief that his employees are assets of the company and it can grow up only when its employees are developing themselves upto the market requirement and to keep them upto the market level of competencies company has very strong training & development plans. in case of failure in medical test candidature get cancelled. An employee could have the training on the job or off the job on the basis of recommendation by his immediate senior & after an approval from department head. Leave Policy & Exit Policy. . After the selection candidate has to go through a medical test. these formalities include different type of information declaration. Otherwise. company’s exit policy is also robust. a candidate who is leaving the company has to fill an exit form & has to face an exit interview taken by the HR personal which helps them to understand the flows in the policy where they have to improve. influential skills & energy levels. Mr. They have structured and unstructured pattern of interview. Anurag had given a brief introduction of Compensation Policy.

: Heinz India Ltd. Manzoor Garhi. conveyer and various departments in the company plant. . The things that attracted me in were the layout of the factory. is an experience for life.Company Name Company Address : Heinz India Ltd. Heinz is leading FMCG having great popularity in the market. Rajesh Sharma : Manager HR Contact Person Designation Subject: Benchmarking on HR Practices and Policies Detail: My visit to Heinz India Pvt. Apart from this the Heinz impressed me when I visited their store. They have fully functioned and well arranged storing system for raw material & for final product before dispatching it. greenery around & hygienity at the conveyer. Aligarh (UP) : Mr. Ltd.

Sharma.I met Mr. Heinz HR department is very well structured & I was told that each HR person is clear about his job profile & responsibilities in the company. Following is the structure of HR department. Vice President HR Sr. working for the last four years in the company. According to Mr. I & R Administrator Assistant Manager Assistant Manager Assistant Manager Executives Welfare Manager . Rajesh Sharma (Assistant Manager HR). Manager HR Assistant Manager Assistant Manager Sr.

these goals are as follows. PMD (Performance Measurement & Development) to measure & scale employee contribution in the company growth. Apart from this they analyse each employee contribution in the business. These strategies & actions are as follows. • Expansion Plan • To create competitive environment • Maximize the production level Other than resource management HR is focused on expansion plan. HR has a great role to understand the global market strategies & after molding them as per their requirement & getting the approval from higher authorities to implement in the company. Hr can identify weakest & strongest areas & employee individually. Organization have some strategic goals. HR is responsible to improve the weakest or employee by imparting the training & implementing the best available methodologies & technology or by amending the policies & procedures. • Optimal utilization of HR • Multiscaling. training & development • Manpower reduction through mechanization • Performance oriented culture They are also practicing a measurement method i. so that the company could produce n number of varieties of product. HR believes in highly hygienic and competitive production to succeed in the market.HR has a great role to design the strategy & actions to enable the HR to deliver the business requirement.e. .

company believes in young talent & always gives the opportunity to freshers as they are full of enthusiasm. HR sends their request for competencies area & experience required where these companies provide the eligible candidates and does the selection formalities before finally hiring the candidates. target oriented professional company has contacts with several private placement agencies as source of external recruitment. improving their working environment & culture. Sharma told my about the problem that every company is facing. . Against these services placement agencies charge 12% of the annual salary of the employee from the company. To seek the highly qualified. Further in my discussion Mr. so that they would not leave the organization.Referring to recruitment procedure in detail. HR has modified its policies to attract & motivate the high caliber person. Everyone is very much concerned about his/her personal growth & it is very difficult for an organization to retain a highly demanded candidate. New joinee has to go through a complete medical check up at contracted nursing home under the control of experienced doctors. To reduce the attrition rate HR at Heinz is looking for personal development of each and every employee. he told me about the openness of the company as it has policy of recruitment through internal and external resources. change policies to make them more employees oriented. dedication. hardworking & full of new ideas. according to him today’s market is very unstable and the competition is very high. redesigning their career plan.

According to Mr. Sharma the key elements of winning employee retention strategy are; • Recreational Facilities • Sports Club • Get together Parties • Career Planning • Competitive Salary Packages • Training

Company Name Company Address

: P&G : P&G, A-4, Industrial Area Ph-1, Mayapuri, New Delhi : Mrs. Shiva : Manager HR

Contact Person Designation

Subject: Benchmarking on HR Practices and Policies

As I was getting into the thick of the things, with every new visit to different company my interest was developing and I was becoming more & more curious to visit more & more companies. Meeting different market leaders in HR department becomes my objectives, so I continuously worked enthusiastically & dedicatedly. The fourth company that I targeted for my project work was Procter & Gamble, which is one of the well known brands in the market. There I got the opportunity to meet Mrs. Shiva working as Manager HR for more seven years in the company. She provided me with all the information that I needed, except to those information which are confidential and cannot be disclosed to the outsiders.

Mrs. Shiva told that the HR department controls the recruitment & selection procedure. The structure of HR department of P&G is as follows;

General Manager HR
Regional Manager HR
Assistant Manager Assistant Manager

Regional Manager HR
Assistant Manager Assistant Manager

Unit HR Manager

Branch HR Manager

competencies and leadership needed in the organisation. Since company is invests a large amount on recruitment & selection procedure. According to Mrs. These companies provide resumes of the candidate after the confirmation from the candidate. Shiva they give more preference to experience holders rather than freshers due to their professional attitude. They charge about 12% of the annual salary of the candidate from the company. were there is a policy of Internal & External recruitment.Company has versatile policy of recruitment. Through and out possible talent judgment so that none of them are left uncovered in any aspect. assertive & quick at learning new areas . They send the intimation along with the date and time of the interview & fix a tally conference for the client & candidate. she pointed out few which are as follows. • Communication Skills • Decision Making • Team Work • Creative Planning for sales related activities for the area to drive volumes. these agencies provide the best candidates on the demand against genuine minimum charges. At the time of interview they check the subject knowledge and managerial skills in the candidate. time limit is also one of the important aspect that is kept in mind while designing the selection procedure. visibility & reach • Should be able to formulate Sales Strategies • Open. Where as for External recruitment company is connected with several renowned placement agencies. Internal recruitment is generally through the transfers or promotions. As I asked about the skills.

Procter & Gamble has belief that his employees are assets of the company and it can grow up only when its employees are developing themselves upto the market requirement and to keep them upto the market level of competencies company has very strong training & development plans. training them and reward them at the end of the year for their contribution in the company. improving their working environment & culture. An employee could have the formal or informal training as well as training on the job or off the job on the basis of recommendation by his immediate senior & after an approval from department head. To reduce the attrition rate HR at P&G is looking for personal development of each and every employee. .

where I got the opportunity to meet Mrs. She provided me with all the information that I needed. like recruitment & selection. retention. who is working as Manager HR in the company for the last 7 years. She gave me the brief idea about the company’s HR functioning & polices. except to those information which are confidential and cannot be disclosed to the outsiders. Laxmi Nagar New Delhi : Mrs. training & development.Company Name Company Address : CavinKare : CavinKare Vikasdeep Building. Savitri Khanna. . Savitri Khanna : Manager HR Contact Person Designation Subject: Benchmarking on HR Practices and Policies Detail: My last visit was to the company Cavin Kare.

The structure of HR department of CavinKare is as follows.HR itself controls the recruitment & administration. Vice President HR General Manager HR Regional Manager HR Business Manger HR Unit HR Central Manager HR Branch HR Cluster Manager HR Unit HR .

They have structured and unstructured pattern of interview. HR sends their request for competencies area & experience required where these companies provide the eligible candidates and does the selection formalities before finally hiring the candidates. he told me about the openness of the company as it has policy of recruitment through internal and external resources.In response of the understanding of recruitment & selection procedure Mrs. personal interview by HR and interview by the functional head etc. The recruitment & selection procedure is administered by the head office along with HR department at plant level. Against these services placement agencies charge 12% of the annual salary of the employee from the company. dedication. target oriented professional company has contacts with several private placement agencies as source of external recruitment. influential skills & energy levels. . company believes in young talent & always gives the opportunity to freshers as they are full of enthusiasm. The focus of the interviewers is to check the communication skills of the candidate & his analytical power. like. To seek the highly qualified. Candidate has to go through several rounds of interviews. technical interview by the expert team. Khanna had given the brief idea. Referring to recruitment procedure in detail. hardworking & full of new ideas. Once a candidate is selected he/she has to go through a complete medical check up at contracted nursing home under the control of experienced doctors.

HR has modified its policies to attract & motivate the high caliber person. Khanna told me that a candidate who is leaving the company has to fill an exit form & has to face an exit interview taken by the HR personal which helps them to understand the flows in the policy where they have to improve. so that they would not leave the organization.Further continuing the discussion Mrs. . Khanna told me that in present scenario everyone is very much concerned about his/her personal growth & it is very difficult for an organization to retain a highly demanded candidate. While talking about the exit policy of the company Mrs.

2) Human Error: The feedback provided by the company executives and others approached has been assumed to be correct. 3) Non-cooperation: While by and large the people approached were helpful some people were non-cooperative. The opinion of few cannot be generalized in any manner. Also sometimes the executives were not available and I had a re-schedule my appointments time and again. In this sense time was a limiting factor and a major constraint to accomplish the given task. The reader has to discount these fallacies with regard to the small scale on which it has been prepared. This caused a lot of pilferage of time and unnecessary of duplication of effort. But there might have been wrong and biased facts given.LIMITATION Although it has been my endeavor to take all necessary precautions to ensure that the information gathered is authentic and maximum facts are presented the report have a few handicaps: 1) Time: The nature of the report required detailed and meticulous information gathering. Also a lot of information was withheld due to its sensitive nature. Also many holidays occurred during the preparation time of this report and access to information limited in this period. .

com  www.com  www. Aawathappa Magazines  Business World  Business Today Internet Sites  www.dabur.com .BIBLIOGRAPHY Books  Human Resource Management – Gary Dessler  Human Resource Management – K.google.altavista.



Master your semester with Scribd & The New York Times

Special offer for students: Only $4.99/month.

Master your semester with Scribd & The New York Times

Cancel anytime.