Professional Documents
Culture Documents
Confectionary ....................................................................................................................... 11
Bakery............................................................................................................................... 11
Recruit Process......................................................................................................................... 17
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Volka food certification ........................................................................................................... 18
Our exports............................................................................................................................... 19
Evaluation ................................................................................................................................ 27
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Volka Food Profile
VFI is a modern and state of art production of Confectionery & Bakery Products. Our
Aim is to produce Hygienic products with international standards of productions. It’s our
achievement that’s why we proudly claim that we are producing unmatched “Safe to Eat"
products.
No other manufacturer comes closer. The company's focal point will remain on
Children’s needs through Innovative Hygienic Products. In the era, where only productions
are important, we believe productions with best practices.
This website brings value to all our giggled customers by giving them values through
our “Safe to Eat" products, in a way that will become the centre of attraction for you and for
your loving children that will win your hearts with your confidence on our products.
Head office
Landline:
+92-61-6527661-2
Fax:
+92-61-6527663
Email:
info@volkafood.com
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Volka food international profiles consist of two items.
Volka foods environment consist of these things that are define as given below.
1) Product offerings
2) Workforce Profile
3) Volka food Assets
4) Regulatory Requirements
Volka Food relationship is so wide the main one is define as given below.
1) Competitive position
2) Competitiveness changes
3) Strategic context
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4) Performance improvement system
Then he provide all information about company like goals, scope, strategy etc and that
information are defined as given below.
Our Effectiveness
Performance Excellence
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Volka Food International's strictly adhere to the high standards as symbolized by
F.S.C. Food served to the public must meet the company's excellence standards or it will not
be served at all; the service must be fast and courteous; and cleanliness from kitchen to
utensils, must always be maintained.
Succession Planning
Unlike replacement planning (which grades an individual solely on the basis of his or
her past performance) succession planning is largely predictive in judging an individual for a
position he or she might never have been in.
Team Intervention
The purpose of this team is to help employees. Members of the team that are
struggling in some way. This usually refers to performance but can include emotional and
behavior and social concern.
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The foundations of our business are based on ethical and moral principles that have
helped us tremendously in molding our dreams into reality, and in earning respect of the
industry.
Our aim is to meet our strategic targets that will help us become a leader in the
bakery and confectionery market, and ensure that every consumer is fully satisfied with our
products.
We are proud to have multitalented, skilled professionals on our team. Highly talented
in all areas, this expert manpower has been the guiding force behind our safe and high
standards of production.
We believe in our employees and honor the devotion and sincerity they show towards
the company. We know that with the support of our team we will expand into new ventures
that will lead to progress and prosperity of not only the organization, but of the country as
well.
Review the vision, mission, charter, purpose, values, and historical evolution for the
organizational context.
Identify the internal and external customers, vendors, competitors, and the trends
affecting the operation of the organizational context.
Speak with the highest level of people within the organizational context to obtain their
perspectives, opinions, values, and needs.
It is for this reason parents are extremely conscious of what children eat & whether
the ingredients are healthy or harmful. So, we insist on only the very best for our products
and processes.
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Our modern, world-class laboratory is staffed with highly skilled and experienced
technical professionals and modernized equipment for ingredients testing. We are determined
to maintain the quality through our strong procedures and standers.
Our Mission is to provide the high quality products while analyzing strong procedures
and strict standards. At VFI, we focus on providing the consistent quality to our customers
and we have achieved high level success in maintaining the persistent quality and procedures.
Consistent quality cannot be maintained without strong Quality Checks and modern Research
and Development at all levels.
At VFI, our world class laboratory experts in examining regular hygiene check for
every lot and SKU. Our team of experts consists of highly trained professionals, technical
staff and latest equipments like Moisture Analyzers, Ash Determination equipments,
Spectrophotometer and purity confirmation equipments for ingredients used in our products.
Research & Development at VFI strives to anticipate changing needs and tastes and
meet them accordingly. We have an experienced Confectionery and Bakery research staff
that put forth ideas that are evaluated, refined, and transformed into an unmatched product
made with only the very best ingredients sourced from all around the world.
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We have a Mission of "creative work undertaken on a systematic basis in order to
increase our products and customers". We are our own competitors and believe in striving to
continuously improve our products with changing times and trends.
There are many advantages to establishing organizational goals: They guide employee
efforts, justify a company's activities and existence, define performance standards, provide
constraints for pursuing unnecessary goals and function as behavioral incentives.
Official goals
In Volka food the official goals is detail a company's aims as described in their public
statements, such as the corporate charter and annual reports. They help to build the
organization's public image and reputation.
Operative goals
In Volka food the operative goals are the actual, concrete steps a business intends to
take to achieve its purpose. A company's operative goals often don't parallel its official goals;
for example, while a nonprofit volunteer organization's main official goal may be community
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service, limited funding might mean that its operative goal of fund raising will take
precedence.
Our focus is to provide delicious and hygienic products to every customer. We have
managed to produce high standards in maintaining quality and creating values. This
consistency could not be achieved and maintained without strict Quality assessment and
innovative R & D at all levels.
Our products have been in business for several years, which includes Jellies, Bubble
Gums and Toffees and etc.
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Confectionary
Giggly
Jellies
Bubble gum
Bunties
Cake
Candies
Chew Beans
Chocolate
Lolly pop
Toffee
Waffer
Bakery
Cookania
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Corporate social responsibility of Volka food
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What is Human Resource Management?
Human resource management is an essential function of both private and public sector
organizations. In this lesson, you'll learn what human resource management is, as well as its
objectives and responsibilities in an organization
Human resources are people, and human resource management (HRM) is the process
an organization undergoes to manage people in order to achieve its goals.
Volka Food International is one of the Asia’s best confectionery and baking company.
We strive to hire the most talented Human Resource from different areas providing those
opportunities to perform and groom. We offer our employees challenging roles.
In Volka food Human Resource function consist of six steps that are defined as given
below.
1) Recruitment
2) Employee Relations
3) Safety
4) Compliance
5) Training and Development
6) Compensation and Benefits
Recruitment
Recruitment is one of the most important functions of the HR practices. The quality of
an organization’s human resource depends on the quality of its recruits. The basic purpose of
the recruitment is to recruit the new people in the organization and whenever Volka food
wants to hire new people in the organization recruitment is done. Recruitment starts when a
company announces for a job.
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Employee Relations
Volka food always creates the employee relation because they think that happy
employees are productive employees. Successful businesses know how to manage
relationships to build lasting employee satisfaction. Learn the meaning of employee relations
and understand the essential elements of an effective employee relations program.
Safety
Workplace safety is an important factor. Under the Occupational Safety and Health
Act of 1970, employers have an obligation to provide a safe working environment for
employees. In Volka food HR safety and risk specialists often work closely with HR benefits
specialists to manage the Volka food workers compensation issues.
Compliance
Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor
Relations Act and many other rules and regulations.
Like employee and labor relations, the compensation and benefits functions of HR
often can be handled by one HR specialist with dual expertise.
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Human Resource Strategy
In Volka Food Human resource strategy consist of seven steps that are defined as
given below.
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Volka Food Departments
All Departments of Volka Food are defined as given below.
HR & Admin department take cares of the human resources and their benefits and
provide facilities to our employees for smooth working.
We work on policies, procedures, processes and systems that attract new pool of
talented human resource towards us and satisfy our existing employees to enhance their
utmost efforts towards the continuous improvement.
Marketing Department
This department of VFI engages with our customers closely to understand their needs
and requirements to improve Brand Development.
Brand development is about creating exciting visions for our brands and developing
plans keeping in mind full marketing mix. It contains brand communication, innovation and
channel specific prepositions.
Sales Department
This department work as the front force of the company to directly provide the
products and services at the doorsteps of the retail customers.
Our Sales department consists of an energetic sales force nationwide with extremely
target oriented and energetic mind setto achieve the business objectives.
Production Department
We always strive for producing safe to eat products under hygienically controlled
environment through state-of-the-art plant.
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Our ultimate goal is to provide people best food to cater to their needs, wants, desires
and taste.
IT Department
Our IT department facilitates employees with more effective working and closer
teamwork in pursuit of competitive advantage.
IT analysis and development manages resources in order to plan and carry out
different projects according to the internal requirements.
Recruit Process
Recruit process are define as given below. There are two types of recruitment process.
In Volka food they can hire the employees for experience base that detail are defined
as given below.
In Volka food human resource department hire the candidates of recent graduate that
detail is defined as given below.
Apply online
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Aptitude test
Telephone interview
Assessment center
Offer
ISO 22000-2005 international standards, which specify the requirements for a food
safety management system
BRC (British Retailer Consortium) sets out requirements for the manufacturer of
processed food & the preparation of primary products supplied as retailer branded
products, food products & food or ingredients for use by food service companies etc
HALAL certification complies with the HALAL laws in Islam. It enables an
organization to demonstrate to its customers that its entire process from purchasing,
processing, inspection, storage & delivery is in accordance with the principles laid
down in Islam
Recruit Strategy
In Volka Food the recruitment strategy has to include the elaborated part about
the strategic initiatives. The top managers cannot define the needed skills and competencies
exactly. It is the role of Human Resources. The result has to be included in the recruitment
strategy after the approval.
HR has to understand the business strategy as it can identify the different strategic job
positions. They have to be split into different units. HR has to propose the hiring plan, and it
has to set up the realistic time line.
The tip management expects the delivery on time as the employees can speed up the
implementation of the new business strategy.
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Our exports
In Volka food Source of hire means precisely that, and not, as some platforms would
have you believe, source of traffic. There are few recruiters who appreciate being drowned in
ill-fitting resumes on Day 1. With much power comes much responsibility and with all our
new tools and tactics, source of hire has become infinitely more complicated, but also more
track able.
Internal source of hire talent means check the ability of employees for using the new
innovation or training the employees about new innovation.
External source of hire talent demonstrable track record, broad search capabilities,
defined screening process, defined validation process, little or no retainers, fee on success,
guarantee of candidate, follow up with candidate.
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Training and Development
“Training is the organized procedure by which people learn knowledge and skills for a
definite purpose.”
OR
In Volka food this performed activities by the Training Directors for training are following:
The training activity is a staff function. It performs in the areas of policy formation,
advice, service and control for organization wide activities. The objective of training is to
achieve a change in the behavior of trainees.
It means that trainees should acquire new manipulative skills, technical knowledge.
Problem solving ability or attitudes. It is expected that the employees apply their newly
acquired knowledge and skills on the job in such a way as to aid in the achievement of
organizational goals.
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Way of Training
On-job-training
Off-job-training
Vestibule training
Class room methods
a. Lectures
b. Conferences
c. Case study
d. Role playing
e. Programmed instruction
f. Computer-assisted instruction
g. Learner-controlled instruction
h. Simulation and games
In Volka Food many needs assessments are available for use in different employment
contexts. Sources that can help you determine which needs analysis is appropriate for your
situations.
“Training Needs Assessment” (TNA) is the method of determining if a training need
exists and, if it does, what training is required to fill the gap. TNA seeks to identify accurately
the levels of the present situation in the target surveys, interview, observation, secondary data
and/or workshop
.The gap between the present status and desired status may indicate problems that in
turn can be translated into a training need.
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Benefits of Training needs assessment of Volka Food
Identifies performance goals and the knowledge, skills and abilities needed by a
company’s workforce to achieve those goals
Identifies gaps in training provision in sectors and or regions
Helps direct resources to areas of greatest priority
Volka food organization have a vision statement, organizational strategy etc and this
can lead to the Learning Strategy. We can see that a Learning Strategy is not developed in
isolation. It is derived from the organizational strategy.
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The direction an organization takes normally results from an analysis of strategic
options and then a decision as to the most suitable application of resources and return on
investment e.g. Rothschild’s have recently decided to withdraw from dealing in gold after a
period of over two hundred years.
The Learning Strategy is normally embedded within the HR strategy and applies
throughout the organization. A comprehensive Learning Strategy of Volka food
organization is defined as given below.
Volka Food International offers exciting and challenging opportunities for qualified
and exceptional crew members to further their food-service careers with excellent benefits
and exceptional advancement. We care about our employees and provide them with a relaxed
and enriching working environment.
We believe in hiring people who have talent, skills, creativity, innovation, ambition,
enthusiasm and positive thinking for continuous growth. To achieve our objectives of
continuous improvement we want our employees to be healthy, motivated, committed and
satisfied. Our employees are our main focus.
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Work life balance
Training and development focused
Recognition for hard work
Strong team spirit
Volka food culture, also known as company culture, is one of the most important
criteria for candidates when selecting a job. It also represents an important aspect for existing
employee, allowing them to develop a strong sense of belonging.
Corporate culture, however, is not without its issues. Organizations need to recognize
numerous factors in order to better reflect what the company is all about. But what exactly is
organizational culture,
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Challenges for Competition
Volka Food International seeks to attract highly motivated individuals that want to
work as a team and share commitment, responsibility, risk taking and discipline which is
required to fulfill our vision. VFI maintains a policy of non-discrimination towards all
employees and applicants for employment.
All aspects of employment with VFI are governed by merit, competence, suitability
and qualifications and will not be influenced in any manner by gender, age, race, color,
religion, national origin or disability. Our training and further education programs ensure a
high professional standard amongst our employees.
Volka Food International is one of the Asia’s best confectionery and baking company.
We strive to hire the most talented Human Resource from different areas providing them
opportunities to perform and groom. We offer our employees challenging roles.
In Volka food setting a clear vision means influencing employees to understand and
accept the future state of the organization. A unit of young soldiers may not believe in a
particular mission ordered by their commanding officer.
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A good leader will influence the soldiers to perform their duties by explaining the
vision and the importance of their role in the outcome. The soldiers will be more apt to
follow.
Motivating employees
In Volka food motivating employee means to find out enough about the needs and
wants of employees, giving them what they need and providing praise for a job well done.
Being far from home is lonely for a young soldier
. A good leader knows this and will communicate with his unit to learn more about
their needs and wants. It may be as simple as giving the soldiers a sweet treat for their efforts.
Guiding employees
it is important to define their role in the work process and provide them with tools
needed to perform and participate in their efforts along the way. Some military maneuvers are
difficult. Often, orders are to perform tasks that involve intricate details, like explaining how
to dig a tunnel past enemy lines.
A good leader will explain the tasks, provide the digging tools, direct the work and be
available to assist the soldiers if they run into a problem.
Building morale
In Volka food building role involves pulling everyone together to work towards a
common goal. Let's face it - fighting in a war is stressful. Soldiers are often placed in high-
stress situations. This can cause the unit to lose their focus or, worse yet, shut down
emotionally.
A good leader will let the soldiers know how much their work is appreciated. A
simple gesture like throwing an impromptu party to recognize the unit's small victories can
reignite the soldier's spirits.
Our standards
The thinking that inspired the birth of our company was certainly visionary. We
continue to meet the needs of a rapidly expanding domestic market.
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Despite the changes our business has undergone, one thing has never altered "Volka
Food's determination to stay faithful to its founding principle by producing quality you can
trust".
Our Quality and Product Development Division has embedded this principle firmly
into the way we manage our business. The division is dedicated to ensure that the growing
size and complexity of our business never compromises the quality of our products or our
talent for innovation.
Its purpose is to ensure we always keep our quality promise by creating world-class
product development processes that produce world-class products. An uncompromising
passion for quality and innovation, a world-class production, marketing and distribution
infrastructure is the strength that defines Volka Food.
Evaluation
The basic evaluation of Volka food is defined as given below.
Volka Food International offers exciting and challenging opportunities for qualified
and exceptional crew members to further their food-service careers with excellent benefits
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and exceptional advancement. We care about our employees and provide them with a relaxed
and enriching working environment.
We believe in hiring people who have talent, skills, creativity, innovation, ambition,
enthusiasm and positive thinking for continuous growth.
SWOT analysis is an analytical tool used for the identification and categorization of
internal and external factors. Strengths and weaknesses in SWOT analysis are termed as
internal factors while opportunities and threats are termed as external factors.
SWOT analysis definition can help organizations in their strategic planning process,
and in matching their capabilities and resources to the competitive environment in which it
carries out its operations.
Strengths
Strengths refer to the internal characteristics which may be deemed favorable for the
organization. Our strength is our Trademark, Product and etc
Weaknesses
Weaknesses refer to the internal characteristics which may be deemed unfavorable for the
organization. Our weaknesses are our competitor.
Opportunities
Opportunities are external characteristics which the organization may use to its advantage.
Our opportunity is use the update innovation
Threats
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Threats are external characteristics which may be potential sources of failure to the
organization. Our threat is security reason big fall the product and etc.
PEST analysis categorizes these factors affecting the organization under four headings,
namely:
Political
Economic
Social
Technological
If you want to know what PEST analysis is and how it can be used to gain an insight into
the environment of your organization, you need to understand what these factors represent
and how they are interdependent.
Political
Political factors refer to the degree of government intervention in the economy. The
legal and regulatory factors included are labor laws, tax policies, consumer protection laws,
employment laws, environmental regulations, and tariff & trade restrictions.
Economical
Economical factors include the inflation rate, exchange rate, interest rate,
employment/ unemployment rate and other economic growth indicators. The economic
factors faced by an organization have a significant impact on how a business carries on its
operations in the future.
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Social
Social factors include different cultural and demographic aspects of society that form
the macro-environment of the organization. Social factors include career attributes, age
distribution, population and its growth rate, health consciousness and safety awareness.
Technological
Technology is evolving at a rapid pace and consumers are becoming extremely tech-
savvy. With the advent of new technology, older technology gets outdated and obsolete.
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