Professional Documents
Culture Documents
of the
SUBMITTED TO
CHRIST UNIVERSITY, BANGALORE
First of all, I am thankful to the God almighty for all his blessings throughout my
life with a light and that helped me do this project in a better manner. I wish to
Sreedevi Suresh, Mr. Sojan, Ms Deepi, Manjilas Group for their guidance and
I am also thankful to my family members and friends for their constant support
and encouragement.
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1 INTRODUCTION
Objectives of the study
Scope
Research methodology
Limitations of the study
2 COMPANY PROFILE
History
Milestones
Vision
Industry profile
Mission
Quality policy
Objectives
Competitors
Companies under Manjilas Group
3 PRODUCTS AND DEPARTMENTS
Departments
Profile of products
4 ORGANISATION STRUCTURE AND FUNCTIONS OF
DIFFERENT DEPARTMENTS
Production
Purchase
Finance and accounting
Sales and marketing
R&D
Quality control
Customer care
Media and design
Human resource
5 KEY FEATURES
KRAs
SWOT Analysis
Significant features of success
Future plans for growth
Further recommendations
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INTRODUCTION
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1. INTRODUCTION TO THE STUDY
organizational structures, processes, and practices and how these, in turn, shape
people, organizational studies comprise different areas that deal with the different
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1.2. SCOPE OF THE STUDY:
This study helps to understand the history, structure, activity and the products of
the company and its contribution to the industry and economy. This study exposes
to various departments associated with the organization and various business
practices followed in an enterprise.
SOURCES OF DATA:
Primary data:
Primary data which will be generated from an investigation with the help of
Secondary data:
such as data collected from books, magazines, journals, internet and other
related sources.
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1.5. LIMITATIONS OF STUDY
As the study was conducted during a short period, so a detailed study of all
the functions in the organization could not be completed within this period.
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COMPANY PROFILE
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HISTORY OF THE ORGANISATION:
Manjilas rice saga began from the humble environs of Thrissur rice bazar. It was
here late Sri. M O John started his rice vending outlet in the year 1959. He was a
visionary who brought about a great revolution in the rice industry. He was the
of the business community of Kerala. He was also the president of the Chamber of
Commerce, Thrissur.
Manjilas Food products was founded in the year 1995 to meet the changing eating
habits of the people and has successfully catered to the taste and appetite of the
As of today Manjilas has 5 main units which are Manjilas Food tech., Manjilas
Agro Foods ltd, Qone food products, Quetwo Food products, M O John Exports ltd
and has become the first ISO 9001:2000 certified rice mill in Kerala. The company
development kitchen has helped to launch many innovative products under the
brand name DOUBLE HORSE, giving novelty to the customer’s taste and
appetite.
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Double Horse has its reach all across India as well as Middle East, Europe and
Australia
MILE STONES
First Rice Mill which has received ISO 9000-2000 certified Rice Mill in
Kerala.
Good Food for all is the thought inspired by its founder Late Shri M.O. John, led
the Company into greater heights supported by its valued customers. As today’s
life style has changed tremendously, there has been a wide change in the eating
habits of people. Keeping those aspects in mind, Manjilas Group have entered to
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VISION
To be the leader in the Food Industry, offering the widest variety of high quality
food products that become a way of life for all those who love good food across
the globe. Literally, to become a leader in the global instant food category and
A family enterprise that has flourished under the administration two generation of
entrepreneurs. Ever since its inception in 1959, Manjilas has remained steadfast to
its unswerving commitment to keep alive the rich traditions of Kerala cuisine
redolent with a multitude of flavours and fragrances imbibed from all category of
population. It is with great deal of pride that they look back upon the trail that
Their commitment to their customers and their pioneering efforts have indeed paid
fruitful dividend and today, they look to the future with eagerness. In keeping with
the fast change in functions and fundamentals of their business, they proudly
present their new corporate vision to reiterate to the world, their keen focus on
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COMPANY LOGO
INDUSTRY PROFILE:
The Indian Agricultural and Food industry is on the brink of a revolution that will
modernize the entire food chain as the total food production in India is likely to
economic growth.
It is significant to identify that while the GDP growth rate increased from 3.5 per
cent in 2010-11 to 9 per cent in 2014-15, the food processing sector has grown
from 7 per cent to 13 per cent during the same period. The food processing
and export.
Presently, most of the people would like to consume healthier and tasty food in
‘ready to eat’ form, in order to reduce the cost of time and work. Increased
income families spot to major market potentialities in the food processing sector.
This is also evident from the presence of several global food giants and leading
Indian industrial enterprises in the countries food processing sector such as: Nestle
India Ltd, Cadbury’s India Ltd, Kellogg India, Hindustan Lever Ltd, ITC-Agro,
Besides in the current globalized era, our surplus food production as well as
increasing preference for Indian food in several regions of the world needs to be
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Kerala is bestowed with the best of what nature has to offer. The state of Kerala in
general and rural development in particular, given the current economic problems
viz, high incidence of poverty, high rate of unemployment, fiscal crisis of the state
infrastructural shortages.
Among the leading commercial and industrial centres of India Kerala offers
conducive environment for setting up any industry. Prominent sectors in Kerala are
state GDP are – rubber, coir, tourism, food processing and chemicals and
fertilisers.
There are around 1560 food processing units in Kerala alone. These processed
units operate mainly in the small scale sector. Kerala is rich in coconut, spices,
fruits, vegetables, sea food and processed foods. The spices, pickles and the marine
products are the major food product export from Kerala. The state could emerge as
plantation based food products exporter through value addition. Its share in the
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country’s total food products export is almost 20 per cent despite the limited size
of landmass. Two thirds of Kerala’s export income comes from processed food.
The food processing sector in the state commands nearly Rs 8500 crores in exports
its contribution to the food requirements. Assessment of the FPI in the perspective
of Kerala economy has employment orientation too. Kerala with its industrial
paucity offers very little for huge industrial establishments. FPI which is highly
various aspects such as quality control, quality systems and quality assurance, the
On the basis of the above mentioned facts we can summaries that, food processing
sector has the potential to make the growth sustainable and more inclusive. The
importance of the sector is further enhanced by the fact that over 70 per cent of the
employment export growth in this sector through a number of regulatory and fiscal
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incentives. With changing foods consumption pattern, processed food which are
MISSION
“To Come Out With A Wide Variety Of Innovative Food Products That Combines
Health, Taste And Convenience, So As To Make Cooking Good Food Fun And Easy”.
QUALITY POLICY
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COMPETITORS OF THE COMPANY
Nirapara
Eastern
Pavizham
Elite
Sevana
Kaula
Palakkad
Palakkad
3. Q One Foods and Ingredients Pvt. Ltd., QueTwo Foods and Ingredients ,
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PRODUCTS AND DEPARTMENTS
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DEPARTMENTS
1. Production
2. Quality Control
4. Purchase
6. Warehouse
8. Costing
9. HR and Administration
12. IT
13. Logistics
14. Engineering
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PROFILES OF PRODUCTS AND SERVICES:
Manjilas started off with Rice vending outlet 56 years ago, Today Double Horse
offers its customers the widest variety of good food with more than 10 superior
types of rice and 100 premium quality food products in different ranges.
It has always stayed a market leader with introduction of Rice products almost 35
years into the finding of the company and later moving on to Wheat products,
Masalas, Pickles, health products and instant food products. The latest in the series
being the ‘Retort’ products which was a result of efforts of the R&D kitchen.
With more than 100 products to offer, Double horse has become an inevitable
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Following are the complete list of products from Double Horse.
Rice
Rose Matta
Cherumani
Jyothi Matta
Matta Broken
Ponni Rice
Single Matta
Jaya Rice
Idli Rice
Ghee Rice
B.T.Meal
Jeerakasala Rice
Rice Products
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Appam Idiyappam Pathiri Rice Flour
Aval Thick
Dosa Mix
Idly Mix
Palappam Mix
Vattayappam Mix
Red Aval
White Aval
Thick Aval
Puttupodi
Wheat Product
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Samba Broken Wheat
Broken Wheat
Wheat Rava
Roasted Rava
Long Vermicelli
Instant Idiyappam
Rice Sevai
Upuma Mix
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Paysam & Kheer Mix (Sweet Dishes)
Rice Ada
Health Products
Banana Powder
Health Mix
Ragi Vita
Ragi Powder
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Roasted Coconut Gravy
Wheat Payasam
Palada Payasam
Vermicelli Payasam
Sambar Mix
Pickles
Veg Pickles
Vegetables In Brine
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Masalas
Sambar Powder
Chicken Masala
Meat Masala
Pickle Powder
Fish Masala
Rasam Powder
Vegetable Masala
Biriyani Masala
Garam Masala
Condiments
Chilli Powder
Coriander Powder
Turmeric Powder
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Pepper Powder
Ginger Powder
Crushed Chilli
kashmiri Chilli
Other
Tamarind
Jaggery
Cocount Oil
Papad
Vinegar
Soya Chunks
Macaroni
Black Tamarind
Asafoetida Powder
Mustard
Fenugreek
Cumin
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Fennel
Chutney Powder
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ORGANISATION STRUCTURE AND FUNCTIONS
OF DIFFERENT DEPARTMENTS
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Manjilas has predominantly remained a family run business for decades. The board
Following are the key people who head the organisation and form board of
directors.
directors.
The various departments are split among the directors for the ease of reporting and
managing.
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Mr.Vinod Manjila takes care of following departments
Marketing
HR
Finance
Exports
Customer Care
This kind of hierarchy has helped the organisation in mainatinig proper reporting
structure and transparency in monitoring the activities and is one of the key
strengths of Manjilas.
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Production:
Double Horse. Production is the process by which raw materials and other inputs
production.
The resources here include men, material, money, methods and machines.
Rice is mainly produced in Pollachi unit and the units in kerala also.
department.
Palakkad
Palakkad
Nadu
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As the units of production are widespread, all the units do not have same kind of
activities.
items, Pastes, Payasam mixes, etc & Warehousing Activities & Fleet
Atta
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Q One Foods and Ingredients (Branch), Unjuvelampetti, Pollachi, Tamil
Nadu-Branch
products, Rava.
Tamil Nadu-
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Purchase Department:
functions as it provides the input for the organisation to convert into output.
Materials today are lifeblood of industry. They must be available at the proper
time, in the proper quantity , at the proper place, and the proper price. Company
buying the input materials. Obviously, any saving achieved by it results into direct
saving for the company and all such savings are a company's profit.
After production, purchase forms the main department which head the day to day
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Following is the organizational chart:
another, although there are positions that appear within most hierarchies
The department head may be given any number of titles, including "procurement
responsible for the purchasing department, its day-to-day operations and how
efficiently it operates.
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Functions of purchasing department:
The functions of purchasing department are varied and wide which are based upon
different approaches. The purchasing activities may be divided into those that are
always assigned to the purchasing department and those that are sometimes
The followings are some of the important functions which are necessary to be
performed.
Procurement
This involves negotiation, raising quotation, finalization of the deal and delivery.
Receiving of quotation
Placing order
Verification of invoices
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Fixation of MRP- Working with Finance/Costing.
Seasonal Buying.
each member of the team handling specific tasks -- but come together as a whole to
Administrative assistants and clerks are part of that team. They are often multi-
talented employees in that they are capable of handling any number of tasks at
once in order to help the department work as a cohesive unit. It's not unusual for
administrators or clerks to move into a buyer's position once they have become
Packaging Materials
Consumables
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Finance and accounting:
Finance is the process of registering all the activities of the company in monetary
terms for the purpose of generating useful reports that help the users of these
Finance is one of the most important functional areas of business and within
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Relationship of Finance with Production
Production department’s main duty is to produce the goods. For producing goods,
it needs raw material, labor and other expenses. For paying all expenses,
production department needs money and fund which will be fulfilled by finance
department.
Finance department checks the budget of production department and allow funds
for production department. With this view, we can understand that production
Now, if production department performs his duty honestly and products are
produced and sold on time, it will be helpful for increase sale and profitability and
it will again recycle the fund with high profit in finance department.
So, we can say both are dependent on each other. Both are players of business
team. Both should be adopt co-operative view for each other. After this, business
Major functions:
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Keeping records of the purchases and sales made by a business as well as capital
spending.
decisions.
Management of wages
The wages section of the finance department will be responsible for calculating the
wages and salaries of employees and organising the collection of income tax and
Raising Finance
The finance department will also be responsible for the technical details of how a
business raises finance e.g. through loans, and the repayment of interest on that
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Sales and Marketing Department:
This team forms backbone of at Manjilas , like any other FMCG company, as they
act upfront and make sure that goods produced are sold and readily available to the
customers.
Manjilas has been following a dedicated MSS (Market sales and services) divison
Kerala forms the major market with 73% of sales then followed by exports with
Before the sales activities carried out were by Van Delivery procedure, where in a
loaded vehicle will move to certain areas and goods are distributed according to the
shortage. This was very outdated and cumbersome and had many short comings.
There was no proper follow up and was not cost effective as there was many dead
Now Manjilas employ wide range of tech-savvy procedures which has helped to
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Use of ERP, internet, mobile tracking has helped to track orders from remote
In Kerala marketing and sales are done by dividing it into North and South zone.
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Roles and responsibilities:
accounts.
The Regional Sales Manager interacts with business development teams and
has financial responsibility to maintain and grow the base business within
The Regional Sales Manager directs all elements of the sales process within
the region
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Visit major supermarkets and liaison with the supermarkets owners.
trends
Apart from these duties the marketing department also conducts product
In-shop promotional activities involve placing the product at apt location at big
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Research and development team:
R&D department was formed with an aim of diversifying the product range.a
decade or two ago Manjilas was restricted to rice and rice products. But with new
players pitching in the market it became imperative to extend the product range.
With utilizing the wide scope of products and ample availability of raw materials
The department is headed by MANAGER, a senior food scientist who has the
liberty to do experiment for new products and two R&D executives and a Chef.
Most the processes remain a trade secret and was not disclosed during the study.
R&D also conducts competitor product analysis to improve their own products.
content machine.
manufactured in laid down conditions so that the life and standard remains.
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Quality control department:
Quality control department refers to the ways and means where quality standards
are maintained. The aim of quality control is not only to improve quality of
products, but also to eliminate bad quality goods. Once the quality standard is set,
then it should be achieved and maintained in future and efforts should be made to
department for the purpose of determining the quality of the product. Different
types of tools are used for the purpose of checking control. Their department
Double horse emphasis on maintaining strict quality parameters that involves the
detection of
Collide forms
QC also ensures that ISO 22000, for food industries, are maintained.
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Customer care department:
value is giving for customer feedback and ready action is taken to ensure that no
Every product carries a Customer care number through which a customer can
entire batch of products if noted for any problems should be called back.
All the corrective and preventive actions are initiated from here then.
No major customer grievances have occurred for Double which shows the amount
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Media and Design:
Manjilas has a dedicated media team which looks after the media presence of the
company. Although known for its quality of products rather than advertisements
Manjilas has built its market on trust by not compromising on quality for decades.
Double has actress Shobhana as its brand ambassador and maintained not so bad
media presence.
Media team uses TAM GRP rating and IRS, ABC report to evaluate which TV
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It has sponsored many major events such as SURYA T V Awards, VANITHA film
awards.
competition in this field with new products coming up in every other day.
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Human resources department:
Human Resources (HR) is concerned with the issues of managing people in the
Manjilas has started as a family venture, most of the departments were handled by
non-professionals, and so was the HR department which was part of admin team.
professional organisation. Key policies were implemented and laid out. Proper
recruitment and performance analysis were carried out which helped to build a
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The Organisation chart is as follows:
Manjilas has HR executives at every plant where work happens. These executives
make sure that all the policies are followed properly and hear the grievances of
workers if any.
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Main functions of HR at Double horse are:
Forecasting manpower requirement for the Financial year in line with the
Get the attendance downloaded from the Bio Metric Scanner by the location
Statutory Compliances
Training
Each role has to be appraised /evaluated with their Functional KRAs and
soft skills which are already set in the organization. Depends upon the
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Implementation of Policies.
them an HR Manual.
HR Policies
the abidance of the implemented policies and procedures by all employees without
Companies and to provide you with information about our culture, working
conditions, employee compensation & benefits, and other policies affecting your
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employment with us. It describes many of your responsibilities as an employee and
HR Department is the custodian of the HR Manual and all other Policies. The
Manpower Planning
number of workers required is not same throughout the year and production
activities are seasonal and on demand, the manpower will be allocated according
the work.
Production department will quantify the man-hours needed for a work and
calculate the feasibility and arrange the manpower. These happens mainly in
planning can result in higher cost and reducing the margin on the product. Hence
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Unit Head should define the total number Manpower of all
categories depending up on the yearly production plan,
approve it and should send it to HR Department
ATTENDANCE
Staff Workers
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Every month, after the last working day The procedure followed is the same to take
punch out report is taken from the E-Sign out the report from the Bio-metric scanner.
and make it in excel. Once the location HRs The leave, Overtime and all other
validate, will send to HR – HO. Along with adjustments and validations will be done at
the same, the leave details are to be sent. the respective location/units.
PAY ROLLING
Staff Workers
Before starting the pay roll preparation, the The deduction list of outstanding and other
deduction list is to be collected from deductions if any will be deducted at the
Accounts department on or before 25 th of concerned units and wage register
every month. preparation is done by Location HR person.
Policy - As per our policy, the eligible new joined employees are enrolled from
the day one onwards. Detailed procedure on PF and ESI is attached
separately in the next)
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The above flow chart represents the procedures followed for attendance and
Manjilas uses electronic tracking for staff category and register for worker
category.
Stipulated amount (currently 12%) is deducted from the employee's salary and
contributed towards the fund. The employer also contributes an equal amount to
the fund.
With recent changes UAN ( Universal Account Number) has replaced PF number
for traceability
Following chart shows how filing of EPF is done at Manjilas. If filed beyond the
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.
Getting the forms filled by the new joinees will be completed with the
joining formalities
Once the calculations are over, ECR will be generated and the same
will be sent to Account for payment. The deadline for remittance is
every 15th for the previous month.
per month to provide the cash and medical benefits to them and their families. This
fund is a contributory fund in which both the employer and employee contribute
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For ESI calculation, the salary comprises of all the monthly payable amounts such
The salary however, does not include annual bonus, retrenchment compensation,
These details are entered and the employee name is inserted in the ESI
Portal
The calculated ESI Wage with attendance is entered in the ESI excel
sheet and will upload the same in the ESI Portal.
For EFP, both the employee and the employer contributes equal amount, which is
12% of the salary of the employee. However, the employee contributions may
differ. Employees can contribute more than 12% of their salary voluntarily.
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However, in such a case, the employer is not bound to match the extra contribution
of the employee.
For PF contribution, the salary comprises of components such as: basic wages, DA,
For the PF deduction, the maximum limit of salary of the employee is Rs 15,000/-
per month. This means that even if the employee’s salary is above Rs 15,000/- the
The Statutory compliance for PF contribution has some less known facts associated
with it. The PF is divided into EPF and EPS (Employee pension Scheme)
employer’s contribution, the 8.33% goes to EPS subject to Rs 1,250 a month and
the rest goes to EPF. The payroll providers takes care about your ESI and PF
deductions automatically.
Every organization has the option of choosing the candidates for its recruitment
own processes. In Manjilas, the recruitment is a process consisting of various
activities, through which search of prospective personnel- both in quantity and
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quality – as indicated by human resource planning and job description and job
specification is made.
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Before he/she joins, collect the necessary documents required for
joining formalities
Sources of Recruitment in
Manjilas Group
Internal
Internal External
External
Sources
Sources Sources
Sources
Transfer Advertisement
Promotion Walk In
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Placement Agencies
The main objective of the Training is to develop the Functional Skill of each
employee and make them perfect fit in the Role he is playing to the development of
organizational goals.
Procedure
Identify the training needs in co-ordination with the concerned HODs. Focus to
duty of the HOD to point out the weakness of an employee working under him.
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As per the identified training needs, a training calendar is to be prepared. Some
of the subjects of Soft Skill and Functional Skills can be taken by the identified
Training Schedule:
As per the Calendar, the first option should be that if the particular subjects can
be taken by our internal trainer, will schedule the training as per the convenience
along with the Annual Sales Meet. Considering the space constrain, we conduct
Internal trainers will take classes as per the requirement at Head Office and units.
HOD and ensure the training is successful and as a result the development is in
existence.
Objective:
in the specified role with a reliable, valid objective assessment and thereby reward
transparency.
Every year HR would facilitate the performance review of all employees along
Scope:
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• Reward and recognition
• Promotion
• Career Progression
• Retention
Process
Step 1 :
Appraisal sheets are prepared on the basis of Measurable Metrics which was
already set in line with the Functional KRAs. While setting the metrics, the
every one
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• Achievable – It is to be confirmed the availability of resources to
current role
to achieve.
Step 2 :
Schedule the Appraisal date and time in co-ordination with the Reporting
Managers/Superiors.
Rating -
the KRA defined for the position. The details are as follows:
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• 3 point scale - Good
Step 3:
During the appraisal process, the self review is to be done by the Appraise
introspect and check his/her performance against the tasks and targets assigned to
him/her.
Step 4 :
communicate the appraise on his/her performance, strength and weakness, and the
Step 5: Closing the process by the Reviewer (HR Representative) by noting down
the comments.
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Once the appraisal process is over, the HR Department will conclude it by a gentle
validation with their remarks on the next action to be carried out. (It can be an
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Key Result Areas:
A key result area (KRA) is a strategic factor either internal to the organization or
external, where strong positive results must be realized for the organization to
achieve its strategic goal(s), and therefore, move toward realizing the
organization’s longer term vision of success. Key result areas are sometimes
An organisation set KRAs with the organizational goal in mind, this may be for a
period of 12 months. When all the employees adhere to the KRAs the company
KRAs for any organisation is not publicized so that makes it difficult to acquire the
exact datas.
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But for an example KRA of a typical Purchasing department may look like this:
No vendors on Gross
Profitability Net Weight Buying 10%
Weight Buying
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Another example KRA of Production department:
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Rest of the department KRAs can be defined follows
KRA of HR department
Recruitment/ Selection
Workforce Planning
Diversity Management
Performance Management
Reward Management
Workplace Management
Industrial Relations
Credit referencing
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Management information
Capital expenditure
Security
Financial analysis
Cost control
Internal audit
Regulatory reporting
Credit control
Financial records
Territory management
Customer care
Lead generation
Account management
Customer retention
Interpersonal skills
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Negotiating skills
Product knowledge
Sales forecasting
The importance and weightage of these elements KRA/KPA/ KPI are guided by
the:
Vision Statement
Mission Statement
Corporate Objectives
Corporate Strategy
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SWOT ANALYSIS:
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Significant Factors for Success:
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Every step of the company was aligned to the vision seeded by the founder
of the company Mr. MO John and this has been a significant factor that
The company set themselves apart in being innovative at every stage. They
The company made the right move at the right time by expanding to the
work and it was a strategically woven effort by the company to tap this
market opportunity.
The company has been serving the market for more than 50 years and is
They have also succeeded in updating their product line and product quality
environment
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As of now, the primary target group of the firm is Malayalees all over the world.
However, they aim for a national level market in the future by diversifying the
product line of food product categories of respective regions. Besides this, the
technology in order to increase the longevity for ready to eat products. This
reach.
The changing consumer behavior in the fast paced life has also led to emergence of
new market, Online. An internet presence has become important part for a growing
food industry; hence DOUBLE horse brand may well be available in online site in
coming years.
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Comparatively low degree of promotional policies
Though certain incentives are given to the distributors to push the shelf space and
space allocations, the company have not introduced sales promotional offers until
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Marketing through online plays a good role in spreading the brand name over a
large crowd in short time. Online reputation management and social media
monitoring are other areas that the company should focus upon.
The social media presence (Face book, twitter etc.) of Double Horse is poor and
non-interactive and their corporate and promotional ads have very low hits in sites
like YouTube.
BIBLIOGRAPHY
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BOOKS:
organisation.
WEBSITES
www.manjilas.com
www.google.com
www.researchpapers.com
www.wikipedia.com
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