ORGANIZATION STRUCTURE TRAINING

AT
Manna Foods Pvt Ltd.

A Report submitted in partial fulfillment of the requirements for the degree of

Master of Business Administration

By
PRANNAO RB

REGISTER NUMBER
2127524

Under the Guidance of

PROF.SONIA MATHEW

Institute of Management
CHRIST (DEEMED TO BE UNIVERSITY), Bangalore

JUNE 2020
 ORGANIZATION STRUCTURE TRAINING

AT

Manna Foods Pvt Ltd.

A Report submitted in partial fulfillment of the requirements for the degree of

Master of Business Administration

By

PRANNAO RB
REGISTER NUMBER

2127524

Under the Guidance of

PROF.SONIA MATHEW

Institute of Management

CHRIST (DEEMED TO BE UNIVERSITY), Bangalore

JUNE 2020
 Declaration

I hereby declare that the Organization Structure Training report on Manna Foods pvt Ltd.,
has been undertaken by me for the award of Master of Business Administration degree. I
have completed this study under the guidance of PROF.SONIA MATHEW

I also declare that this Organization Structure Training report has not been submitted for the
award of any Degree, Diploma, Associate ship, Fellowship or any other title, in Christ
University or in any other university.

Place: Bengaluru __________________

Date: PRANNAO

2127524
 Certificate
This is to certify that the Organization Structure Training report submitted by PRANNAO
RB is a record of work done by him during the academic year 2020 under my guidance and
supervision in partial fulfillment of the requirements of Master of Business Administration
degree.

Place: Bengaluru ____________________

Date: PROF.SONIA MATHEW

Institute of Management

Christ University

Bengaluru
 Acknowledgement

I am indebted to all the people who helped me accomplish this Organisation Structure
Training successfully.

First, I thank the Vice Chancellor Dr Fr Abraham VM, CHRIST (Deemed to be

University), Bangalore, for giving me the opportunity to do my project.

I thank Dr.Jain Mathew, Dean, Dr.GeorgyKurien, Associate Dean(Main Campus),

Dr.Jeevananda S, Associate Dean (Kengeri Campus), Prof.Sirish V, Head (Main Campus),
Prof. Krishna MC, Head (Kengeri Campus), of MBA programme, School of Business and
Management, CHRIST (Deemed to be University),Bangalore, for their kind support.

I thank Prof.SONIA MATHEW for his support and guidance during my training. I
remember him with much gratitude for his patience and motivation, but for which I could not
have submitted this work.

I thank my parents for their blessings and constant support, without which this training would
not have seen the light of day.

PRANNAO RB
2127524
 Synopsis

This report is about Organization Structure Training done in Manna Foods Private Limited.

During this training, I was shared knowledge about organization structure related to its
different departments such as Marketing, Finance, Human resource, Production department.

I did my training at the Corporate Office of Manna Foods which is in Madurai and had been
basically exposed to each department of the organization.

Not only about organization structure, I also came to know about the history of the
organization, mission and vision, profile of products and services, functions of sales and
service department and their managers, KRAs, Product Promotional Measures.

Promotion policies of employees, training measures, manpower planning, sales highlights

during last three years, future plans of growth of the organization. I had a good exposure to
the Marketing department of the company as they gave me the opportunity to work with them
in field and understand the process or decisions they take under different situations.
 CONTENTS
Chapter Page
TABLE OF CONTENTS
No. No.

1
INTRODUCTION TO ORGANIZATION 1-5

2
ORGANIZATION STRUCTURE 6-8

3
FUNCTIONAL DEPARMENTS 9-19

4
SWOT ANALYSIS 20-22

5
FUNCTIONAL HIGHLIGHTS ACROSS KEY RESULT AREAS 23-26

6
FINDINGS, RECOMMENDATIONS AND CONCLUSIONS 27-28

7
REFERENCES / BIBLIOGRAPHY 29
Fig Page
No. LIST OF FIGURES No.

2.1  ORGANIZATION STRUCTURE 8

5.1 KEY RESULT AREAS OF HR 24

5.2 KEY RESULT AREAS OF SALES & MARKETING 24

5.3 KEY RESULT AREAS OF FINANCE 25

5.4 KEY RESULT AREAS OF PRODUCTION 25

5.5 KEY RESULT AREAS OF PURCHASE 26

5.6 KEY RESULT AREAS OF QUALITY 26

 CHAPTER 1

INTRODUCTION TO
ORGANIZATION

1
HISTORY OF MANNA FOODS PRIVATE LIMITED:

The company was established in 2011 July which is the subsidiary of Britannia
industries limited. Britannia industries has 13 subsidiaries and one among them is
Manna Foods private limited. It produces 4000 tonnes of biscuits and 500 tonnes of
rusk every month. Manna foods does the job work for Britannia and the rates per kg
varies from 7-19 rs. In 1918, C.H. Holmes, an English businessman in Kolkata, was
taken on as a partner and The Britannia Biscuit Company Limited (BBCo) was
launched. The Mumbai factory was set up in 1924 and Peek Freans UK, acquired a
controlling interest in BBCo. Biscuits were in high demand during World War II,
which gave a boost to the company’s sales. The company name was changed to the
current "Britannia Industries Limited" in 1979. In 1982 the American
company Nabisco Brands, Inc. acquired the parent of Peek Freans and became a major
foreign shareholder.
Kerala businessman Rajan Pillai secured control of the group in the late 1980s,
becoming known in India as the 'Biscuit King’. In 1993, the Wadia Group acquired a
stake in Associated Biscuits International (ABIL), and became an equal partner with
Groupe Danone in Britannia Industries Limited. It was agreed that, in case of a
deadlock between the partners, Danone was obliged to buy the Wadia BSN stake at a
"fair market value". In September 2007, the Foreign Investment Promotion Board of
India rejected Danone's claims that it did not need a non-compete waiver from the
Wadias to enter into business in India alone. In June 2006, Wadia claimed Danone had
used the Tiger brand to launch biscuits in Bangalore.
After a prolonged legal battle, Danone agreed to sell its 25.48% stake in Britannia to
Leila Lands, which is a Wadia group entity based in Mauritius, and quit this line of
business. The deal was valued at $175–200 mn. With this buy-out, Wadia holds a
majority stake of 50.96%.

2
PRODUCT PROFILE
Britannia Industries Limited (A WADIA Enterprise) is an Indian food-products
corporation headquartered in Bangalore, Karnataka. It sells its Britannia and Tiger
brands of biscuit throughout India. Britannia has an estimated market share of
38%.The Company's principal activity is the manufacture and sale of biscuits, bread,
Rusk, cakes and dairy products.

BISCUITS:
⮚ Good Day
⮚ Crackers
⮚ NutriChoice
⮚ Marie Gold
⮚ Tiger
⮚ Milk Bikis
⮚ Jim jam+Treat
⮚ Bourbon
⮚ Little Hearts
⮚ Pure Magic
⮚ Nice Time

BREADS:
⮚ Whole Wheat Bread
⮚ White Sandwich Bread
⮚ Bread Assortment
⮚ Daily Breads

DIARY:
⮚ Cheese
⮚ Fresh Diary
⮚ Accompaniments

3
CAKES:
⮚ Bar Cakes
⮚ Veg Cakes
⮚ Chunk Cakes
⮚ Nuts Raisin Romance
⮚ Muffils
⮚ Biscotti

RUSK:
⮚ Premium Bake

PRODUCTS MANUFACTURED IN MANNA FOODS PVT.LTD:

⮚ Milk Bikis
⮚ Marie Gold
⮚ NutriChoice
⮚ Mini Marie Gold
⮚ BourBon
⮚ Treat
⮚ Milk Cream
⮚ Rusk

EXPORT (BRITANNIA EXPORTS OVER 72 COUNTRIES WORLD

WIDE) :
▪ South Africa
▪ United Kingdom
▪ Singapore
▪ New Zealand
▪ Malaysia
▪ UAE

4
VISION
To dominate the Food and Beverage market in India with a distinctive range of
“Tasty yet Healthy” Britannia brands.

MISSION
To dominate the Food and Beverage market in India through a profitable range of
Tasty yet Healthy products by making every Indian a Britannia consumer. We
want to be a part of our consumer at home, out of home and a natural part of his
life.

BUSINESS STRATEGY
To realize their vision of becoming a world class global player in Food and Beverage
market they are committed to constantly enhance customer satisfaction by providing
products consistently meeting customer needs and expectation in product quality,
delivery, price, statutory and regulatory requirements. They will achieve this through:
• Complying with all requirements of the quality management system and continually
improving its effectiveness.
• Constantly upgrading their processes and products to deliver “value for money” to
the customer.
• Developing skills and increasing their contribution to the organization through
participation and empowerment.
• Enhancing supplier relationships to procure appropriate materials/services on time
and also to establish joint development and improvement activities.
• Constantly communicating company objectives and performance targets to
employees and reviewing them for improvement.
• Improved distribution in high growth market of USA, Canada, Australia, New
Zealand and Singapore.

5
 CHAPTER 2

ORGANIZATIONAL STRUCTURE

ORGANIZATIONAL STRUCTURE/ HIERARCHY

6
In MANNA FOODS PVT LTD the Organizational structure plays a critical role for
both a company and its employees. Many factors influence how a business develops
and the style and culture ultimately implemented by management. The product, scope
and nature of the business play important roles, and the business's organizational
structure can make the difference between success and failure. MANNA FOODS PVT
LTD follows vertical structure of Hierarchy.

ADVANTAGES

This company has uniform standards and excels at designating tasks to employees or
departments. Generally, managers have an easier time managing vertical
organizations. The staff in a vertical organization has well-defined roles and
responsibilities. This centralized model encourages Efficiency, promotes collaboration
and provides opportunities for further development of professional expertise and a
path for growth within the organization.

DISADVANTAGES

The vertical model requires considerable effort to maintain the power and balance.
Therefore, this organizational structure rarely works without strong leadership at the
top. Further, departments in vertical organizations often develop a narrow view of the
organization and consider singular goals of the department more important than the
company's goals. Additionally, vertical companies lack the transparency with many
levels of management.

UNIT HEAD
7
PRODUCTION MAINTANENCE QUALITY FINANCE HR EHS
MANAGER MANAGER MANAGER MANAGER MANAGER MANAGER

ELECTRICAL MECHANICAL PACKING TIME OFFICE IR HR

OFFICER OFFICER OFFICER ASSISTANT OFFICER

ELECTRICIAN FITTER
N

OFFICER OFFICER ACCOUNTS OFFICER OFFICER

OPERATORS LAB/LINE ASSISTANT

PERSONS

CONTRACT
LABOURS

8
 CHAPTER 3

FUNCTIONAL DEPARMENTS

FUNCTIONAL DEPARTMENTS

9
Following are the various departments associated with MANNA FOODS,
1. Human Resource Department
2. Sales and Marketing Department
3. Finance Department
4. Production Department
5. Purchase Department
6. Quality Department
7. Maintenance Department
1. Human Resources Department

The company firmly believes that Human resources play a vital role in its continued
growth and success. The HR department controls over all the functions happening in
the company right from the recruitment of employees to the retirement and inside all
the HR core activities are well performed in the industry. In manna foods pvt ltd the
HR department controls both the managing staffs and non-managing staffs of the
company. There are around 250 manna staffs and 10 Britannia staffs in office. There
are around 1500 contract labors doing machine works. The Unit HR would implement
and suggest about all the policies for permanent workmen and temporary workmen
such as for bus facility, canteen facility, leave policy, safety measures etc. They also
deal with man power planning, training and development for understanding the
existing skills of the employees and the future skills needed. They are more into
dealing with external environment, industrial relation and disputes. HR as a role took
an initiative to improve the employee productivity and as well building organization
and people capability. The Human resource department is related to skills
management and training of employees, career development and improvement in
workplace relations.

2. Sales and Marketing Department:

10
The marketing department has overall responsibility for growing revenue, increasing
market share and contributing to company growth and profitability. The marketing
department works with Internal or external product development teams to develop
new products or improve existing ones. The department analyzes sales of existing
products and identifies gaps in the product range where there may be opportunities for
the company. Britannia has lots of warehouses and distribution center whole over the
country where they could easily reach out to the customers as soon as they need.
Marketing serves as an umbrella function that manages advertising, promotions,
public relations and sales. They include research and development, pricing,
distribution, customer service, sales and communications. They mainly rely on the
customer needs and customer satisfaction. The marketing department identifies target
customer groups after extensive research for the product and aims for business
development and earn profits for the company. The marketing department of Britannia
industries limited takes marketing to an international level as most of the product
market is exported so various factors like international policies, raw materials,
transportation etc. are considered.

3. Finance Department:
The activities expected from a finance department cover a wide range from basic
book keeping to providing information to assisting managers in making strategic
decisions. In manna foods pvt.ltd the finance department is also responsible for
management of the organization’s cash flow and ensuring there are enough funds
available to meet the day-to-day payments. The accounts and finance department
record and analyze business transactions. They also see if the company’s accounts are
compliant to standard accounting guidelines that are to be followed. The budget of the
company is prepared in advance according to various expenses and gains of previous
year. The main activities are Procurement of funds and Allocation of funds. SAP
software is used in manna foods for generating financial accounts and reports that
records transaction, reports operating data at the end of every month or quarter and

11
analyze the financial data. These software help maintain the accounts as per Double
entry system and even Accrual basis which makes it easier.

4. Production Department:
The Production department’s function is to understand the requirement of the products
and then produce finished goods from the raw materials. In production department
they deal with various sections like in Material planning process where immense focus
is placed on material composition which is a major influencing factor to get the best
product output. In manna foods the production unit has two sub divisions namely (i)
Biscuit unit (ii) Rusk unit. The biscuit unit has 4 lines and the rusk unit has 1 line. The
line 1 is used for the production of Milk Bikis. Line 2 is used for Marie Gold mini,
line 3 is used for the Marie Gold and Nutri choice biscuit. The line 4 is used only for
the production of cream biscuits like Bourbon, Treat, and Milk cream. The basic
process for the production is Mixing followed by Molding, Baking, Cooling and
Packing. In mixing process basic ingredients like Maida, wheat flour, sugar, and
respected flavors are mixed in correct ratio. In molding process desired shape is
allotted as per the biscuits like round shape for Marie Gold and rectangular shape for
Bourbon biscuits. After molding process the biscuits move in a conveyor belt towards
the oven where they are baked at the temperature of 220 c . Then they are passed
through a cooler so that the temperature is dropped. Finally the cooled biscuits are
packed and they are ready for transportation. The production department has to
produce goods while keeping per unit cost in consideration and demand for the
product. Minimum wastage and scrap control is one of major area where the
production department has to focus more.

12
 5. Purchase Department:
Purchase Department is the backbone of the company. They would take into account
of the products which are available in the company or going to purchase some
material or product for the company. The Purchase department is responsible for
acquiring raw materials of best quality at minimum cost to process them further. . An
excess of stock or deficit of stock is not good for business so the purchase department
does its purchases according to its requirement and business plans. The purchase
procedure followed by manna foods is purchase request followed by bill of material,
vendor, purchase order, and inspecting for defects. The concerned department that is
in need at a particular material will give a purchase requisition slips to the stores
department. The storekeeper send the material if it is available in stores, he will cancel
the purchase requisition and provide the material to the concerned department. It
material is not available in stores the storekeeper will forward the purchase requisition
to the purchase manager in the purchase department. Purchase is done in credit based
systems.

6. Quality Department:
The Quality department controls and manages the quality levels of the product, right
from the raw material to the finished good. The quality department in manna foods
conducts heat test, seal strength test, palm oil test, Maida analysis, sugar analysis and
oil analysis of the manufactured biscuits. TQM which focuses on Customer,
Continuous improvement, Employee involvement, Employee empowerment, and
building a learning organization. Manna foods follow daily quality inspection (DQI)
and small group activity (SGA). The R&D department is there for in-depth research of
the product and product development for more value addition. From start to finish,
Quality Control Department works to maintain the highest possible standards when it
comes to quality control.

13
 7. Maintenance Department:
The maintenance department in Manna foods pvt. Ltd is sub divided into 3 types’s
namely Electrical maintenance, Mechanical maintenance and packing maintenance.
The ultimate goal of maintenance is to provide optimal reliability which meets the
business needs of the company. Weekly once the mechanical maintenance is carried
out to ensure that all the machinery is working properly. The maintenance department
is responsible and accountable for maintenance. It is responsible for the way
equipment runs and looks and for the costs to achieve the required level of
performance

HRD MEASURES

PROCUREMENT PROCESS:

RECRUITMENT:
The company recruits the candidates for suitable jobs through reference and resumes
received. The HR Department maintains a separate file for collecting the resumes
given by the transfer and experienced candidates who have wished to work in the
company.

Source of Recruitment
⮚ Internal sources
⮚ External sources

Internal Sources:
The practice of the present employees providing information about the candidates who
are willing to be considered for their present vacancies. The applicants may be the
friends (or) relatives of the referring employees. It is a cost-effective source by
recruitment.

14
External Sources:
When applicants directly write to the organization or just walk in to the office to state
their interest for employment, they call it write-ins and walk-ins. The walk-ins may be
self-initiated.

INTERVIEW:

The interview is conducted by the Regional HR for each region.

RECRUITMENT:

● Obtaining manpower recruitment details from concerned department head

● Job specification for Employees
● Coordinating with the advertisement agencies Naukri for sourcing candidates
● Coordinating for campus recruitment/walk-in-interview
● Issuing letters for offers

● Completing joining formalities/collection of personal details / inducting

● Designing job wise description
● Employees ID card arrangement
● Appointment / revision / probationer / confirmation order.

BEHAVIORAL POLICY IN MANNA FOODS PVT. LTD

MERIT RATING
Merit rating is the evaluation of employee performance on his or her job. It is a
system and impartial procedure for determining the excellence on the job.
The MANNA FOODS is doing merit rate through the skill matrix. The skill matrix
covers the following areas.
● Skill on the nature of job
● Efficiency of doing particular work
● Punctuality on the job
● Obedience in the working environment
● Involvement on the job

15
Dependability of seniors, supervisors and co- workers based on the above areas the
skill matrix will be prepared and the merit rate will be given to the employee.
DRESS CODE
In keeping with the company’s professional image, employees are expected to
maintain appropriate standards of dress and behavior.
WOMEN
● salwar with formal tops.
MEN
● Formal full hand shirt tucked in leather belts and shoes with socks.
● Keep the hair clean, trim and neat.
● Keep beards and mustaches trimmed or clean shave

SELECTION PROCESS
Selection is the process of screening job applicants to ensure that the most appropriate
candidates are hired.
In MANNA FOODS, the selection process includes the following steps:
1. Segregate the application
2. Personal and final interview
Segregate the application:
After receiving the application through the various source of recruitment, the HR
officer will segregate applications and resumes for the required postings.
Personal and final interview
Those who have cleared the written test are supposed to engage in personal interview.
The HR head concerned department heads will conduct the final interview to the
selected candidates. When the expectation of interview is to be fulfilled, then they
give placement letter to candidates.

PROMOTION
Promotion is the advancement of an employee to a better job in term of greater
responsibility. More prestige status, greater skill, specialty, increased rate of pay or
salary. In this industry the promotion is given to the employer based on performance

16
appraisal grade marks. Grate points, the working ability and skills are factors for
promotion. When the promotion takes place, the responsibilities and payment also will
be improved.

INDUCTION
After the process of selection, the candidates is inducted about the general details of
the industry, its business activities, standing orders, quality policies, policies, welfare
and safety measures and industrial relation etc. this induction schedule consist of the
department, period of induction, reporting columns for the head of the department and
it is signed by chief operating officer.

ATTENDANCE REPORT:
Daily attendance report was taken by the HR Department. This report consists of
daily arrival Report, on duty Report and absent Report. The details will be
downloaded from the time machine and time management software.
LEAVE APPLICAION (Considered for the calendar year)
EARN LEAVE (E.L)
Entitled 15 days per annum.
Accumulation of 90 days en cashable on registration. Leave application must be
given 7 days in advance before taking earn leave.
CASUAL LEAVE (C.L)
12 days per annum.
Employees without prior sanction/ intimation of casual leave will be marked as
absent for the day. In case of any emergency, the casual leave shall be granted without
any prior information but the person has to submit the leave application form
immediately once he/she resumes duty. In this case a telephone call is mandatory to
HR and concerned H.O.D Holidays falling in between the casual leave wail is also
considered as leave.
OUTDOOR ASSIGNMENT / ON DUTY
Employees who could not sign the muster/ punch the card due to their outdoor
assignment will have to inform the HR Department in advance with a note of Head of

17
Department of the Employee concerned immediately after reporting at work. The
Employees should inform in advance for business tours to HR Department and the
Employees who cannot inform in advance due to unplanned travel will have to do so
immediately after resuming duty. If anyone fails to do so, they will be marked as
absent and salary for the same will be
deducted for the entire absent period. Such irregularities will be considered for
disciplinary action and taken note for and at the time of annual performance appraisal.
The performance management system is designed to support the completion of the
work of the organization effectively. All Employees will undergo performance
appraisals with their immediate managers on timing that is based on the instructions
from HR Department. This is to ensure performance management is a regular, rather
than occasional management responsibility.
Performance appraisal is completely separate from remuneration reviews.

TIME OFFICE
Executive and Staffs – Timing 9.00 am to 6.00 pm
Working days – Monday to Saturday
For Employees those who are coming in shift timings
Shift A – 6.00 am to 2.00 pm
Shift B –2.00 pm to 10.00pm
Shift C – 10.00 pm to 6.00am

TRAINING
Training refers to any process by which the aptitudes, skill and abilities of employees
to perform specific job are increased.
MANNA FOODS also conducts training by two ways:
● On the job training
● Off the job training

18
On The Job Training
After the placement of the employees, the industry provides six months to the
employee. Here, the employee has to commit himself to know the nature of work.

Off The Job Training

This training helps the employee to develop the skills, attitude, punctuality etc., for
these training the industry utilizes the internal and external sources.

19
 CHAPTER 4

SWOT ANALYSIS

20
SWOT ANALYSIS
SWOT analysis a structured planning method that evaluates those four elements, i.e.
Strength, Weakness, Opportunities, Threats of an organization, project or business
venture. The SWOT analysis of BRITANNIA is presented below.

STRENGTH:

⮚ Britannia makes its item by outsider (Contract based generation).

⮚ Wide Distribution Network.
⮚ Successful Brand name.
⮚ Market Leader.
⮚ Huge utilization of items.
⮚ Value for cash.

WEAKNESS:

⮚ Low overall revenue.

⮚ Not a steady labor because of agreement fabricating.
⮚ Export of items is less.
⮚ Initial setup venture is immense.
⮚ Only fabricates nourishment items.
⮚ Dependent on retailers

OPPORTUNITY:

⮚ Production of new items.

⮚ Increase in per capita utilization of India.
⮚ Increase trades turn over.
⮚ Explore the market which is undiscovered.
⮚ Increasing interest for eating routine and sugar free rolls.

THREATS:

⮚ Competitors like Parle, ITC, Patanjali and so forth.

⮚ Price vacillation of fundamental fixings.
⮚ Marginal war with contenders.

21
⮚ Imitation of other neighborhood sustenance items.
⮚ Not ready to build item cost because of overwhelming contenders.

22
 CHAPTER 5

FUNCTIONAL HIGHLIGHTS
ACROSS KEY RESULT AREAS

HUMAN RESOURCE DEPARTMENT:

The Human resource department is related to skills management and training of

employees, career development and improvement in workplace relations. The key
result area of HR department is as follows.

Industrial Relations
23
 Workforce Management

Safety & Healthy workplace

Recruitment

Training of employees

SALES AND MARKETING DEPARTMENT:

The marketing departments identify target customer groups after extensive research
for the product and aims for business development and earn profits for the company.
The key result area of sales & marketing department is as follows.

Customer Retention

Sales Forecasting

Media Relations

Market Research

Advertising Strategy

FINANCE DEPARTMENT:

The banking and finance department is responsible for all the financial activities that
takes place in the company. The key result area of banking & finance department is as
follows.

Tax Compliances 24
 Budgeting

Risk Management

Financial Analysis

Reporting & Control

PRODUCTION DEPARTMENT:

The Production department’s function is to understand the requirement of the products

and then produce finished goods from the raw materials. The key result area of
production department is as follows.

Minimum Wastage

Cost effective production

Product Development

Optimum Asset usage

Target Accomplishment

PURCHASE DEPARTMENT:

The purchase department is responsible for the procurement of the raw materials from
various vendors at minimum cost. The key result area of purchase department is as
follows.

Inventory

25
 Finding Best Vendor

Cost Negotiating

Scheduled Purchasing

Timely Delivery

QUALITY DEPARTMENT:

The Quality department controls and manages the quality levels of the product, right from the
raw material to the finished good. The key result area of quality department is as follows.

Quality Assurance

Quality Compliance

Research & Development

Quality Strategy

Customer Satisfaction

26
 CHAPTER 6

FINDINGS, RECOMMENDATIONS
AND CONCLUSION

FUTURE ARRANGEMENT FOR DEVELOPMENT OF THE

ASSOCIATION:
● To set up a green field plant in Guwahati, Assam.
● To set up green field plant in Mundra exceptional monetary zone to take into account
our fare prerequisites.
● Integrated Food stop at Ranjangaon, Maharashtra.

27
 ● Britannia Industries Ltd wants to altogether expand global deals by enhancing
producing limit in the Middle East, boosting fares and making acquisitions or entering
joint endeavors.
● To set up an assembling plant for each 100 kms with the goal that Freight cost is
diminished.

DISADVANTAGES AND RECOMMENDATIONS:

● Lack of stable Man control in the association because of inadequate wages. This issue
can be comprehended by giving compensation climbs, motivations, advancements and
so forth.
● Organization is slacking tad as far as wellbeing. It can be enhanced by giving
continuous wellbeing preparing to the works.
● Due to insufficient information about government arrangements and standards there is
in excess of 2 cr rupees left as unclaimed Provident Fund sum. Works must be given
adequate information about PF.

CONCLUSION:
The undertaking knowledge at MANNA FOODS PVT LTD was a decent. I could discover
and see more about different corporate parts in a multi-national organization.

REFERENCES/BIBLIOGRAPHY
1. http://Britannia.co.in/

28