A Report Submitted to Ishan Institute of Management and Technology, Greater Noida, as a partial fulfillment of Full time Post Graduate in Management (Human Resource)
(2009-2011) Submitted to Dr.D.K.Garg (Chairman)
IIMT,Greater Noida

Submitted by

Ishan Institute of Management and Technology
2, KNOWLEDGE Park I,Greater Noida,Distt.G.B. Nagar (U.P. WEBSITE: www.ishanfamily.com,Email: www.student @ishanfamily.com


The PGDM programme is well structured and integrated course of business studies. The main objective of practical training at PGDM level is to develop skill in student by supplement to the theoretical study of business management in general. Industrial

training helps to gain real life knowledge about the industrial environment and business practices. The PGDM programme provides student with a fundamental knowledge of business and organizational functions and activities, as well as an exposure to strategic thinking of management. In every professional course, training is an important factor. Professors give us theoretical knowledge of various subjects in the college but we are practically exposed of such subjects when we get the training in the organization. It is only the training through which I come to know that what an industry is and how it works. I can learn about various departmental operations being performed in the industry, which would, in return, help me in the future when I will enter the practical field. Training is an integral part of PGDM and each and every student has to undergo the training for 2 months in a company and then prepare a project report on the same after the completion of training. During this whole training I got a lot of experience and came to know about the management practices in real that how it differs from those of theoretical knowledge and the practically in the real life. In todays globalize world, where cutthroat competition is prevailing in the market, theoretical knowledge is not sufficient. Beside this one need to have practical knowledge, which would help an individual in his/her carrier activities and it is true that ³Experience is best teacher´.



A successful completion of job is based upon the chain of factors combining together to make an integral outcome. The cooperation of the factors mixed with sincere effort can lead to best performance. My project is also no exception to this. So it becomes necessary to mention this before I start writing the study report.

I take this opportunity to express my deep sense of gratitude to all those who have contributed significantly by sharing their knowledge and experience in the completion of this project work.

I would like to place on record, my sincere gratitude to my company guide Mr. Brijesh Dubey (HR Manager Parle Products Pvt. Ltd), Mr. Ankur Sharma, and Mr. Chandan Paul sir for giving me support, guidance & opportunity to do my summer internship with Parle Products Pvt. Ltd . Special thanks to our honorable Chairman sir Mr.D.K.Garg who give me guidance time to time for my quires. I am also thankful to all my other friends, family and all the staff members, workers of the company, for cooperating with me at every stage of the project. They all acted as a continuous source of inspiration and motivated me throughout the duration of the project and helping me a lot in completing this project.


HRR 3031 4 .DECLARATION The summer training project on ³RECRUITMENT SELECTION AND TRAINING TECHNIQUES IN CORPORATE´ under the guidance of Mr. This is the property of the Institute and use of this report without prior permission of the Institute will be considered illegal and actionable. Date: Signature: Parul Jaiswal Enr no.Brijesh Dubey is the original work done by me.

recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. Recruitment & Selection is considered as a necessary asset of a company. Parle has a well-articulated equal opportunity policy. Practical exposures of the following activities would help to understand them in a much better way. which lays strong emphasis on hiring of individuals irrespective of age. In order to be a successful HR Manager one must have the in depth knowledge of such important functions. 5 . All such major activities are required in the working life of a workerfrom the time of his/her entry into an organization until he/she leaves-come under the preview of HRM. sources are adopted and various other information related to recruitment and selection and tried to come to a conclusion. It¶s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. This study would also help me to give my own suggestions. As the best practice in recruitment.EXECUTIVE SUMMARY The main purpose behind choosing this topic is that practical knowledge about the major functions of HRM like Recruitment. Selection. So I have chosen this topic. In fact. In this project I have tried to cover all the important point that should be kept in mind for recruitment and selection process and tried to find out which methods. changes if required related to such topics. It is said if right person is appointed at right place the half work has been done. Training and Development can be acquired. race. 98% of organizational success depends upon the selection process. caste or gender.

attitudes and insights to manage the work in their organizations effectively and efficiently. According to Flippo. Training and development consists of all the means by which employees learn to improve their behaviour and performance. The manager is the dynamic life giving element of an organization. Training and development is a systematic process of learning and growth by which managerial personnel gain and apply knowledge. Therefore every organization must improve the quality of its managers through the process of training and development.Executive are the most valuable assets of an organization. development is defined as an unfolding long term educational process that utilizes a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. Thus Training and development is any planned effort to improve current and future effectiveness through a planned and deliberate process of learning. The success and growth of an organization largely depends upon the caliber and performance of its executives. skills. In simple terms. It is designed to improve the effectiveness of managers in their present jobs and prepare them for higher jobs in the future. 6 . ´Training and development includes the process by which managers and executives acquire not only skills and competency in their present jobs but also capabilities for future managerial tasks of increasing difficulty and scope.

y To prevent obsolescence of executives who have risen from the ranks by highly competent and academically qualified professionals. To ensure availability of required number of managers with the needed skills so as to meet the present and anticipated future needs of the organization. y y To ensure that the managerial resources of the organization are utilized optimally.The general purpose of Training and development is to increase and modify the potentiality of employees. To sustain good performance of employees throughout their careers by exploiting their full potential. 7 . the purposes are to: y y To improve the performance of employees at all levels in their present jobs. y To provide opportunities to executives to fulfill their career aspirations. To improve the performance of employees at all levels in their present jobs. Specifically.

human resource management means employing people. aptitude. should expect from the Company. knowledge abilities. talent. labour management relationship. developing their resources. All employees shall be fully aware of what the Company expects of them and what they. employee ±employer relationship. labor administration. in return.LITERATURE REVIEW Human resource management is the management of employees¶ skill. utilizing. HR Policies summarize the Company's responsibility to individuals and their responsibility to the Company. In simple. the basic nature of distinction lies in the scope or coverage and evolutionary stage. industrial relationship. human assent management etc. maintaining and compensating their services in tune with the job and organizational requirements. ability etc. Though these terms can be used differently widely. They are labor management. 8 . HR policies ensure that everyone is treated fairly and consistently and that their contributions to the success of the Company are appropriately recognized and rewarded. different terms are used for denoting Human Resource Management. creativity. human capital management.

´ After identifying the sources of human resources. Training and development Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill. The company is responsible for developing recruitment and selection procedures/techniques which support this policy. trade union membership. or religion. the management has to perform the function of selecting the right man at right job and at the right time. Selection According to Thomas ³Selection is the process of differentiating between applicants in order to identify those with greater likelihood of success in the job. race. 9 .SUMMARY OF KEY ELEMENTS OF POLICIES Recruitment Edwin B Flippo defines recruitment as ³the process of searching for prospective employees and stimulating them to apply for the jobs in the organization´. In simple terms. development is defined as an unfolding long term educational process that utilizes a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. searching for prospective employees and stimulation helps too apply for jobs in an organization. regardless of sex. It is the Company¶s policy to recruit on merit. Wherever possible. existing employees will have an opportunity to apply for vacancy/ promotion opportunities.

Attendance Bonus etc. this being in the belief that the elimination of unfair discrimination in the workplace contributes to productivity and performance as it allows people's talents to be most effectively utilized. knowledge. Reward and Motivation It is the Company¶s policy to reward with fair and competitive salary and benefit packages and an opportunity to share in the success of the business. The Company recognizes that its people are the key to our future success. 10 . T he company gives promotion for 4 times during the service period. Equity Diversity and Dignity at work The Company's employment policies are based on the principles of equality and diversity. reward procedures and mechanisms shall be accessible and transparent. values and standards as well as high performance and continuous improvement/development. Through performance management processes the Company aims to sure that all employees know what is expected of them and possess the necessary skills. Within each of the subsidiary companies. The Company also recognizes that pay/benefit is only one element of reward like Gratuity. values and experience to achieve the highest level of performance of which they are capable. The managing director of each subsidiary is accountable for ensuring that these principles are followed and for establishing appropriate action plans for their business. and applied consistently. All elements of reward are designed to support the achievement of desired behaviour.All newly appointed employees should be integrated into their new roles through a supervised training programme and therefore be given appropriate support and guidance until they are fully competent to do the job. The company gives promotion as a tool to motivation.

The Company is committed to the dignity at work and fair treatment of all colleagues. 11 . The managing director of each subsidiary is accountable for ensuring that procedures are in place for resolving any grievance or harassment issue which colleagues may have in connection with their employment.


training and welfare activities of the company. types of interview y y y To know the difference between selection and recruitment To know the various training programmes To know the role of HRD in the development of Parle 13 . I emphasized on my topic. selection. SELECTION AND TRAINING TECHNIQUES IN CORPORATE´ which includes recruitment. types of test. My project was ³RECRUITMENT.CHAPTER-1 OBJECTIVES OF THE PROJECT Meaning of Objective The word objective is commonly used in any assignment means goal intended to be attained. but apart from the topic given I had certain objective that I had to fulfill during my project work. The main objective behind this project is the following: y y To know the recruitment policies of the company To know about the sources of recruitment through which the Organization gets suitable application y To know the selection process which includes steps of selection. It means what we actually want out of that project undertaken.

selection. training. 14 .y y y y y To understand the various process of training in Parle To know the organizational culture. To know how training programmes are conducted. To know the objectives of various training institutes of the company. To know the welfare activities apart from recruitment.

presents an opportunity to makers of branded products to convert consumers to branded products. intense competition between the organized and unorganized segments and low operational cost. India needs around US$ 28 billion of investment in the food-processing industry. toothpaste. is allowed for most of the food processing sector. Burgeoning Indian population.CHAPTER-2 FMCG SECTOR The Indian FMCG sector is the fourth largest sector in the economy with a total market size in excess of US$ 13. Growth is also likely to come from consumer 'upgrading' in the matured product categories. These items are meant for daily of frequent consumption and have a high return. Penetration level as well as per capita consumption in most product categories like jams.6 billion in 2003 to US$ 33. detergents. The most common in the list are toilet soaps. Items in this category include all consumables (other than groceries/pulses) people buy at regular intervals. shoe polish. and household accessories and extends to certain electronic goods. Fast Moving Consumer Goods (FMCG) goods are popularly named as consumer packaged goods. Availability of key raw materials. toothpaste. shaving products.1 billion. A major portion of the monthly budget of each for FMCG products. hair wash etc in India is low indicating the untapped market potential. The FMCG market is set to treble from US$ 11.4 billion in 2015. Automatic investment approval (including foreign technology agreements within specified norms). shampoos. With 200 million people expected to shift to processed and packaged food by 2010. It has a strong MNC presence and is characterized by a well-established distribution network. 15 . up to 100 per cent foreign equity or 100 per cent for NRI and Overseas Corporate Bodies(OCBs) investment. skin care. packaged foodstuff. cheaper labour costs and presence across the entire value chain gives India a competitive advantage. particularly the middle class and the rural segments.

it has been able to make a fine recovery since then. y Though the sector witnessed a slower growth in 2002-2004. intense competition between the organized and y unorganized segments characterizes the sector. Increased focus on farm sector will boost rural incomes. FMCG Sector is expected to grow by over 60% by 2010.2% of the world population in the villages of India. and the chocolates and confectionery categories are estimated to be the fastest growing segments. FMCG sector generates 5% of total factory employment in the country and is creating employment for three million people.Sector outlook FMCG is the fourth largest sector in the Indian Economy with a total market size of Rs. 60. Scope of FMCG Sector y The Indian FMCG sector with a market size of US$13. FMCG sector is also likely to benefit from growing demand in the market. female hygiene.000 crores. FMCG companies have immense possibilities for growth. male grooming. says an HSBC report. y A well-established distribution network. Hair care.100 crores in 2010. Because of the low per capita consumption for almost all the products in the country. And if the companies are able to 16 .500 crores in 2005 to Rs 92. especially in small towns and rural India. y It has been estimated that FMCG sector will rise from around Rs 56. household care.1 billion is the fourth largest sector in the economy. That will translate into an annual growth of 10% over a 5-year period. the Indian rural FMCG market is something no one can overlook. Better infrastructure facilities will improve their supply chain. hence providing better growth prospects to the FMCG companies. Growth Prospects With the presence of 12.

FMCG sector growth story will continue because of the positive budget. there are some barriers to the growth of the sector. Also. and employment is directly proportionate to reduction in indirect taxes 17 . will keep growing at relatively attractive rates.the highest in Asia. Finance Minister proposed to introduce an integrated Goods and Service Tax by April 2010. However.e. i. household care and feminine hygiene. would help the urban areas maintain their position in terms of consumption.This is an exceptionally good move because the growth of consumption.change the mindset of the consumers. An estimated double-digit growth over the next few years shows that the good times are likely to continue. Last year. boosting purchasing power in the countryside. and hot beverages. For example. bakery. Hindustan Levers Limited (HLL) has shown a healthy growth in the last quarter. increase in the urban population. with rural India accounting for the remaining 34%. the demand in urban areas would be the key growth driver over the long term. urban India accounts for 66% of total FMCG consumption. they would be able to generate higher growth in the near future. Recent development in Fast Moving Consumer Goods FMCG sector is no doubt registering an uptrend in growth. However. Within the foods segment. it is estimated that processed foods. including skin care. and dairy are long-term growth categories in both rural and urban areas. production. fabric care. It is expected that the rural income will rise in 2007. if they are able to take the consumers to branded products and offer new generation products. In urban areas. home and personal care category. According to CNBC. At present. along with increase in income levels and the availability of new categories. Nevertheless. Indirect taxes constitute no less than 35% of the total cost of consumer products . rural India accounts for more than 40% consumption in major FMCG categories such as personal care.

Better infrastructure will improve the supply chain. HLL.5% to 5%. culture change (21 per cent) and performance management (21 per cent). often with site HR managers reporting into a central HR head office. HR tends to take on a more decentralized structure. and Parle. Coca-Cola Amatil.Budget 2008-2009 for FMCG Sector Reduction of duty on edible oil will have a positive impact on Marico. Reduction of custom duty on food processing machinery and their parts from 7.It also found that training and development was most common HR KPI for coming 12 months (45 per cent). Lion Nathan and Unilever. providing an opportunity to build partnerships and ensure business units exhibit a level of self-management when it comes to HR responsibilities. GlaxoSmithKline. Dabur. which is beneficial for FMCG companies because it is a big market for FMCGs. HR still commonly remains a centralized function. Development of rural infrastructure is in focus. A recent survey of FMCG companies found that even in companies with several sites. Colgate-Palmolive.000 employees. Britannia. followed by staff retention (29 per cent). Reduction of excise duty on food mixes from 16% or 8% to nil is positive for ITC. As company size increases to more than 1. Full exemption of excise duty on biscuits priced at 50 rupees or less per kg is positive for ITC. 18 . Exemption of free samples and displays from the purview of FBT will be beneficial for FMCG companies because they spend huge amount of money on advertising and brand building. and Marico will be amongst the most benefited companies. ITC. The survey examined the HR practices of 58 FMCG companies such as Cadbury Schweppes. HR Trend in FMCG Sector HR IN FAST moving consumer goods (FMCG) firms is progressively being pushed down the line.

The survey also revealed that paid parental leave is becoming commonplace. while the median staff turnover rate for FMCG firms was 11 per cent (comprising 8 per cent voluntary departures and 3 per cent involuntary departures). with 54 per cent of FMCG companies providing paid parental leave for females with 35 per cent also providing a similar policy for males. 19 . The survey found the majority of FMCG firms within Australia have a formal redundancy policy. Financial incentives. Interestingly these policies are generally not written into employee contracts and two-thirds of firms do not publicize the fact that they have redundancy policies. Another 21 per cent indicated an intention to introduce paid parental leave in the next 12 months. training and development and career development opportunities rated as the most effective retention strategies.

Few years back.400 with a motive power of 25 K. hold the maximum amount of consumption of biscuits.CHAPTER-3 BISCUIT INDUSTRY IN INDIA Indian Biscuits Industry is the largest among all the food industries and has a turnover of around Rs. nestle. Biscuits stand at a higher value and production level than bread. Andhra Pradesh. and broke. Bread and biscuits are the major part of the bakery industry and covers around 80 percent of the total bakery products in India. This belongs to the unorganized sector of the bakery Industry and covers over 70% of the total production. and Uttar Pradesh. Biscuits contributes to over 33 percent of the total production of bakery and above 79 percent of the biscuits are manufactured by the small scale sector of bakery industry comprising both factory and non-factory unit. Biscuits were assumed as sick-man's diet in earlier days. Karnataka.56.19 lakh tones in 1975 to 18. the first being USA. 20 . The production capacity of wafer biscuits is 60 MT and the cost is Rs. States that have the larger intake of biscuits are Maharashtra. Biscuits are easy to carry. Indian biscuit industry has occupied around 55-60 percent of the entire bakery production. tasty to eat. The total production of bakery products have raised from 5.bond tried to trade in the biscuit industry but couldn't hit the market because of the local companies that produced only biscuits. large scale bakery manufacturers like Cadbury.W. West Bengal. cholesterol free and reasonable at cost. the rural sector consumes around 55 percent of the biscuits in the bakery products. the most industrially developed states.95 lakh tonnes in 1990.78. it has become one of the most loved fast food products for every age group. India Biscuits Industry came into limelight and started gaining a sound status in the bakery industry in the later part of 20th century when the urbanized society called for readymade food products at a tenable cost. Maharashtra and West Bengal. India is known to be the second largest manufacturer of biscuits. Even.3000 crores. Now. It is classified under two sectors: organized and unorganized.

Besides. the biscuit industry in the country has achieved a position of pre-eminence as the third largest producer of Biscuits in the world. development and reach into all parts of the huge domestic market in India. medium and large biscuit manufacturers located in all zones and all States of the country. biscuits along with similar packaged food products.The Federation of Biscuit Manufacturers of India (FBMI) has confirmed a bright future of India Biscuits Industry. As the apex body of the biscuit industry. by virtue of its effective servicing and result oriented activities. As an integral part of the industrial scenario in the country and belonging to the food processing sector which has been identified as the sunrise group of industries by the Government of India. after the USA and china. the export of biscuits will also surpass the target and hit the global market successfully. have a place of pride. the Federation strives to serve its members in particular and the biscuit industry in general. Federation of Biscuit Industry Established in 1950. from gathering of CEOs of small. with the prime objective of protecting and promoting the interests and development of the Biscuit industry. its members and leadership. According to FBMI. the Federation of Biscuit Manufacturers of India. During the five and a half decades of post-independent India. medium and large Biscuit manufacturing organizations in the country¶s capital city. as also in exports of biscuits. a steady growth of 15 percent per annum in the next 10 years will be achieved by the biscuit industry of India. The FBMI represents the organized biscuit industry consisting of small scale. popularly known as FBMI has come to stay as the premier forum of the organized segment the biscuit industry in India. The FBMI. have played a pivotal role in the unprecedented growth. 21 .

1.75% where in 2002-03 the growth is around 3%. Biscuit industry which was till then reserved in the SSI Sector. (Please see ³Biscuit Industry Profile´ for further detailed data/information).The FBMI estimates indicate that the proportion of biscuit production in the country. 5. in accordance with the Govt Policy. The annual turnover of the organized sector of the biscuit manufacturers (as at 2001-02) is Rs. The annual Growth showed a decline of 3. Parle Bakeman. The annual production was around 7. Nezone. Cremica. The following information on the Biscuit Industry in India is provided by the Federation of Biscuit Manufacturers of IndiaBiscuit industry in India in the organized sector produces around 60% of the total production.350 crores. 2. mainly due to 100% hike in Central Excise Duty (from 9% to 16%).4 Lakh tones in 1997-98 in the next five years.000 small & tiny bakeries across the country. the balance 40% being contributed by the unorganized bakeries. In terms of volume biscuit production by the organized segment in 2001-02 is estimated at 1. Dukes. Horlicks. was unreserved in 1997-98.30 million tones. up to 1999-00. Elite. 4. Priya Gold. in the organized and unorganized segments of manufacturing is 60%: 40%. biscuit production witnessed an annual growth of 10% to 12%. around 50 medium scale brands and small scale units ranging up to 2500 units in the country. 22 . The major Brands of biscuits are . The unorganized sector is estimated to have approximately 30. based on the recommendations of the Abide Hussain Committee. The annual production of biscuit in the organized sector continues to be predominantly in the small and medium sale sector before and after dereservation. Production in the year 2001-02 increased very marginally by 2. The industry consists of two large scale manufacturers. 3. Anupam.5% in 2000-01. Craze. 4.Britannia. besides various regional/State brands. as at 2000-01.

especially in the high price segment has started from 1998-99. needs to be examined with cautions. biscuit is predominantly consumed by people from the lower strata of society. with the exception of SmithKline Beecham (Horlicks Biscuits). According to the NCAER Study. The Federation's estimate for the current year indicates a growth of approximately 8% to 9%. 750. have ceased production in the country. most of them. Export is expected to grow only in the year 2003-04 and beyond. Heinz etc entering the biscuit industry in India. but however. especially in the context of the price as the low margin based domestic industry. which is operating at 60 % of the total installed capital.e. Sara Lee.75% of the consumption of biscuits in the country in the year 2001-02. 6. However the average utilization of installed capacity by biscuit manufacturers in the country has been a dismal 60% over the last decade up to 2001-02. Though dereservation resulted in a few MNCs. i. Kellogg¶s SmithKline Beecham.00. volumes and different tastes. Exports of biscuits from India have been to the extent of 5.5% of the total production. Biscuit is a hygienically packaged nutritious snack food available at very competitive prices.e. recent imports from china industries cheaper verities of biscuit.The Union Budget for 2003-04 granted 50% reduction in the rate of Excise Duty on Biscuit i. However. On the other hand. the quantum of imports has not so far increased alarmingly and has remained at around 3. import of biscuits. from 16% to 8%. 23 . particularly children in both rural and urban areas with an average monthly income of Rs. 7.

9. FBMI Members have always responded positively to our appeal as also by the Government. As regards the consumption pattern is concerned. In recognition of industry's obligations towards the community. famine etc. Our industry has also participated in supplying biscuits to the people of war ravaged Afghanistan and presently to the Iraqi people. under the aegis of the UN.Biscuit can he broadly categorized into the following segments: (Based on productions of 2000-10) Product category Glucose Marie Cream Crackers Milk Others Production 44% 13% 10% 13% 12% 8% 8. biscuit manufacturers supply biscuits to the social welfare agencies in all States for the benefit of school children. as below: 24 . being a part of it. floods. surveys and estimates by industry from time to time indicate the average consumption scenario in the four Zones have been more or less close to each other. senior citizens and other needy sections of the society. to rush truck loads of biscuits to the people affected by earthquakes.

octroi etc . turnover tax. Indonesia etc.e. packaging etc has also been a factor affecting our industry. Le. as also in the metro and other cities. Taxation. were not able hike MRPs to the extent of the steep increase in the Duty. the industry has not been able to utilize about half of their installed capacities. The commodity is also price sensitive. purchase tax.Northern Southern Western Eastern States: States: States: States: 28% 24% 25% 23% 10. 25 . both Central Excise Duty as also State Sales Tax.5 kg. mandi taxes. Though India is considered as the third largest producer of Biscuits after USA and China. compared to more than 10 kg in the USA. small towns etc. Singapore. Thailand.. has been a major deterrent in the growth of the biscuit industry.90 kg. China has a per capita consumption of 1. local area tax. even when the Excise Duty was doubled on biscuits in 2000-01 biscuit manufacturers. in spite of this. into rural areas in India. as a consequence of which. along with inadequate financial credit and support particularly for the medium and small scale biscuit units. 13. including the major brands. UK and West European countries and above 4. The CII Study Report has identified Biscuit as one of the products that should treated as "Merit Good for the purpose of liberal tax policy both by the Centre and States. 12. the per capita consumption of biscuits in our country is only 2.25 kg in south East Asian countries. Biscuit is a comparatively low margin food product in the PMCG (Packaged Mass Consumption Goods) sector. 11. However.1 Kg. Besides lack of technology up gradation in manufacturing. while in the case of Japan it is estimated at 7. other miscellaneous levies i. Hong Kong. has been very good during the last 10 years. In view of the meager per capita consumption even as penetration of biscuits manufactured by the organized sector.

the Government of India has identified food processing industries as a priority area to be encouraged for growth and development and created the Ministry of Food Processing Industries (which was till then a Dept in the Ministry of Agriculture). in the absence of the concrete food Processing Industry Policy. FBMI in close coordination with other organizations and apex Chambers. 18. 16. The Food Processing Ministry has been rendering yeomen service to the industry. deliberations and representations by a large cross section of food 26 . The Food Processing Industry Policy. Industries such as Biscuit are also languishing as they are not able to achieve their potentials for higher production. At the persistent instance of industry organizations including FBMI the Ministry of FPI took the initiative in evolving an Integrated Food Act. with the objective of enabling food processing Industries to undertake technology up gradation diversification. of which biscuit manufacturing is an important part. On the other hand. Other areas of concern to industries of food products like Biscuits include multiplicity of food laws and their enforcing agencies in the Central and State Governments with overlapping functions & implementation. 17.14. with the major inputs . The Ministry. which will fulfill an important need of the industry and pave way for accelerated development and growth. Biscuit manufacturing as well as other bakery products like Bread etc are agro based industries. headed by an Ministry of State with Independent charge. for smooth growth and harmonious development of the industry. milk vanaspati/vegetable oil etc all being agriculture produces. which has been evolved as a result of various workshops. Expansion as also to set up new units has formulated scheme of Grants and Financial Assistance.wheat flour/atta sugar. initiated to urge the Govt of India to formulate a comprehensive Policy Document. 15. harmonizing the existing multifarious legislations enabling better compliance. The Draft Unfiled Food Bill 2002 has been prepared and now awaits approval by the Cabinet and the Parliament.

processing industries. 19. It is hoped that the Ministry of Food Processing Industries. The production of biscuit for the last 11 years is as under: Year 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 Production(in tones) 167750 180526 202567 222371 362000 400000 425000 450000 465000 475000 625000 27 . the total production was 625000 tones as against 475000 tons in the previous year.According to the production figures of members available up to the calendar year 2003. Biscuit Production. GOI would initiate action for implementation of the Policy expeditiously. is yet to be finalized.

to manufacture sweets and toffees. 28 . y Parle Glucose and Parle Monaco were the first brand of biscuits to be introduced. the Parle brand name grew in strength with this diversification. being India¶s first ever chocolate-chip biscuits. y Parle products have 4 manufacturing units for biscuits and confectionaries at Mumbai. Having already established a reputation for quality. After all. y The Parle name conjures up fond memories across the length and breadth of the country. Yes. variety of biscuits did come and go but nothing has changed with these biscuits. It also has 14 manufacturing units for confectionaries. Parle have been manufacturing quality biscuits and confectionery Products. so as to ensure a constant output & easy distribution.CHAPTER-4 COMPANY PROFILE y A cream colored yellow stripped wrapper with a cute baby photo containing 10 ± 12 biscuits with the company¶s name printed in Red are Parle G biscuits. the size of their packing has definitely changed but for the consumers good as these are money savers pack. Parle Products began manufacturing biscuits. Over the years Parle has grown to become a multimillion-dollar company with many of the products as market leaders in their category. since 1929 the people of India have been growing up on Parle biscuits & sweets. which later went to become leading names for great taste and quality. in addition to sweets and toffees. y The recent introduction of Hide & Seek chocolate chip biscuits is a product of innovation and caters to a new taste. on contract. y In 1939. Initially a small factory was set up in the suburbs of Mumbai city. Rajasthan and Karnataka. All these factories are located at strategic locations. Times changed. Great care is exercised in the selection and quality control of raw material and standards ensured at every stage of the manufacturing process. Haryana. All Parle products are manufactured under most hygiene conditions. For around 75 years.

Yoga trainings. health check-up camps and workshops on healthy lifestyle are regular events in Parle. We organize discussion forums and training programs on stress management and employee well being. Parle G has been a part. Our work atmosphere is comfortable and relaxed that helps increase productivity and efficiency.y Today. Krackjack. Work culture of Parle Parle has a very open work culture. Group lunches and outstation team-building exercises that augment inter-personal relations and mutual understanding are part of our work culture. The marketing mix of Parle for this project has been studied from the point to point view of Parle biscuits. As a part of Corporate Social Responsibility Policy Parle is keenly involved in the overall development of younger 29 . Parle Products is a Private Sector Organization that offers services in FMCG with Annual Total Turnover of 1000-2500 Crs and with Employee Strength of 2501 -5000. Monaco. Mango bite and many others since 1929 is also actively engaged to change & uplift the social face of India. Parle enjoy a 40% share of the total biscuits market and a 15% share of the total confectionaries market. Melody. in India. mainly Parle-G and Parle Hide & Seek. Mission MISSION Hindustan Ki Taakat. Vision The main vision of Parle-G to concentrate on consumer tastes . Parle society ³Parle Pariwaar´ Parle Products with its wide platter of offering of biscuits and sweets like Parle-G.´ For over 65 years.

one of its initiatives. inviting schools from all across the state to participate. 30 . with entries coming from schools of West Bengal. art. the Parle Centre of Excellence has been keenly involved with promoting programmes to facilitate the all-round development of children. films. held during Navratri. It gives the children an opportunity to exhibit their creative skills and makes the celebrations even more special in the process. it has seen a tremendous increase in the number of schools participating each year. Our involvement in cultural activities has seen the inception of Golu Galata in Tamil Nadu. Here eminent personalities from the field of literature. Performances by popular artistes make it a night to remember for every invitee present there. Dedicated to enriching the lives of people across India. Thousands of families participate and celebrate the occasion on a grand scale.generation with focused endeavor to built New Face of India and spread happiness & joy all over. Parle Centre of Excellence as an institution is dedicated to enrich the lives of people through conducting various cultural programs across all region to facilitate the all round development of the children. keeping alive the culture and traditions of ages. Started in the year 2002 in Kolkata. is an interschool contest based on the Saraswati Puja celebrations. Parle organizes Saraswati Vandana in the state of West Bengal during the festival of Saraswati Puja. PARLE SARSWATI VANADANA Every year a grand programme is organized by Parle in Kolkata to felicitate the winners. Parle Saraswati Vandana. media and politics grace the occasion. and promote our belief of fun and health for the whole family. Every year. The event is one of much fanfare and celebration. Its gives a platform to all the members of a household to showcase their creativity and being judged by immanent personalities. These events give us a chance to interact with children on a one-to-one basis. education. The awards and adulation makes it unforgettable for the winners.

this tradition is slowly dying and is getting restricted to a select few households Thus. This display is well decorated and friends and relatives are invited to witness the same. to revive the fading event. Over these years Parle has been active across regions conducting various social activities as part of our Corporate Social Responsibility policy. Parle introduced this novel promotion called Parle Golu Galata contest. Through a detailed research. Parle found that due to time pressures. traditionally. 31 . Golu means Doll & Galata means Dhammal.GOLU GALATA Parle Products is in the business of manufacturing and marketing biscuits and confectioneries since 1929. women decorate various dolls made of clay during Navaratri celebrations by setting up 7-9 steps. In Tamil Nadu.

Baked to perfection to deliver the perfect experience of taste and aroma.Products of Parle 20-20 Biscuits Rich butter and tempting cashews. Bourbon Cream Biscuits Our bourbon cream biscuits connoisseurs will find their fetish become more rewarding. Parle Twenty-20 cookies. An irresistible combination. they melt in your mouth to give you a cookie eating experience unlike one you have ever had before. So what are you waiting for? Go ahead and pick one up and enjoy a feast of crunchy. 32 . crispy scrumptious cookies. making them an irresistible temptation for all times. Deliciously sugar coated these Bourbons come with a chocolate cream centre.

Ingredient list: Wheat Flour. Just bite in and let the rich golden texture melt in your mouth. Sugar. Ingredient list: Wheat Flour. Partially Hydrogenated Edible Vegetable Oils. Crispy Cracker Nimkin Biscuits A crispy cracker nimkin biscuits that adds a namkeen zing to the usual biscuit. Leavening Agents [ 503 ( ii ). Salt. 341 (i) ]. Sugar. 500 ( ii ) ]. Cocoa Solids. Milk Solids. Edible Vegetable Oil.Chocolate Cream Biscuits Wholesome chocolaty goodness now enveloped in crispy biscuits with Parle Chocolate Cream Treat. Leavening Agents [ 503 ( ii ). Invert Syrup. Partially Hydrogenated Edible Vegetable Oils. an evening snack or an occasional namkeen thought. Emulsifiers [ 322 or 471 & 481 ( I ) ] and Dough Conditioners [ 223 ]. Salt. Elaichi Cream Biscuits 33 . Goes well with a cup of tea. Contains Added Flavours [Artificial]. 500 ( ii ). Invert S .

500 ( ii ) ].Enriched with the goodness of elachi. 34 . Market share of Parle The Indian biscuit industry is dominated by brands like Parle. Emulsifiers [ 322 or 471 & 481 ( i ) ] and Dough Conditioners ( 223 ). Salt. Milk Solids. The natural tasting cream will ensure you a treat you won't forget. Sugar. Ingredient list: "Wheat Flour. Leavening Agents [ 503 ( ii ). Britannia and Sun feast. this cream biscuit will indulge your taste buds. Contain. Invert Syrup. Partially Hydrogenated Edible Vegetable Oils.

Bangalore. Parle Products also has 7 manufacturing units and 51 manufacturing units on contract.Don .a.Parle Marie .Big Boss .Monaco Jeera.Bourbon .G . company has factories in Mumbai.Nimkin .Krackjack . Butter Bite .Cheez Bit Classic Salt .Coconut Crunch .CNC .Chox .Monaco . Key Products : Classic Cream .000 MT p. Luck now & Surat.Chatpata 35 .Kreams Gold . They also outsource some of our requirements to another plant located in Hyderabad. Parle-G accounts for the major volume turnover it accounts for approximately 80% of the total biscuit tonnage for the company. Hide and Seek .Parle 20-20 Cookies . Additionally.Golden arcs . Company has about approximate market share of 30-35% of the total biscuit market.Cheese Cracker .Consumption Pattern across Various Regions Major competitors of Parle Parle Products Pvt. Capacities have reached 1.Magic Gold .Hide & Seek Milano . Ltd: Established In 1929.Magix . Bahadurgarh in Haryana and Neemrana in Rajasthan.Snacks Zig Zag . 50. Surya Food & Agro Ltd: Manufacturing & selling of biscuits under brand ³Priyagold´.Digestive Marie . Key Products : Parle .Kreams .Marie Lite .Kids Cream . Company has three plants located in Greater Noida.Milk Shakti .

ITC forayed into the Biscuits market with the Sun feast range of Glucose. Timepass.Britannia Industries Ltd. Key Products : Sun feast Milky Magic . : Net sales for FY 2008-09 are Rs 3. Key Products Tiger.329.Sun feast Nice . Sun feast with a current market share of ~10% is now clearly established as a credible third brand.2 Cr. Marie Gold.Sun feast Special 36 . For FY 0708 biscuits recorded sales of Rs. 50-50.Sun feast Marie Light . Good Day.Sun feast Benne Vita Flaxseed Biscuits . Treat Milk Bikis.Sun feast Snacky . 2.Sun feast sweet 'n salt .Sun feast Dream Cream .9 Cr.Sun feast Golden Bakery . Marie and Cream Biscuits.Sun feast Dark Fantasy . and Little Hearts ITC Ltd: In July 2003.112. NutriChoice. Bourbon.


Recruitment is the activity that links the employers and the job seekers. Meaning of Recruitment According to Edwin B. The result is a pool of applications from which new employees are selected. The main objective of the recruitment 38 . or problems in management decision making and the recruitment process could itself be improved by following management theories. Inadequate recruitment can lead to labor shortages. recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization´. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment.CHAPTER-5 RECRUITMENT. Recruitment of candidates is the function preceding the selection. The process begins when new recruits are sought and ends when their applications are submitted. which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Flippo. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. SELECTION AND TRAINING TECHNIQUES IN PARLE GROUP RECRUITMENT Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills.

The sources within the organization itself (like transfer of employees from one department to other. the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Usually. Transfer The employees are transferred from one department to another according to their efficiency and experience. 39 . Promotion The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.process is to expedite the selection process. 2. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. 3. Others are Upgrading and Demotion of present employees according to their performance. Recruitment candidates from all the other sources (like outsourcing agencies etc. promotions) to fill a position are known as the internal sources of recruitment. Sources of Recruitment Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources.) are known as the external sources of the recruitment Internal sources of recruitment Some Internal Sources of Recruitments are given below: 1.

Press advertisements Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. 2. 3. It is also known as RPO (Recruitment Process Outsourcing) 40 . engineers. The main advantage of this method is that it has a wide reach. medical Colleges etc. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. This source is known as Campus Recruitment. medical staff etc.4. These Agencies are particularly suitable for recruitment of executives and specialists. 5. They provide facilities for campus interviews and placements. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. are a good source of recruiting well qualified executives. engineering colleges. Educational Institutes various management institutes. Placement agencies several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. External sources of recruitment 1.

The level of performance of and organization depends on the effectiveness of its recruitment function. Unsolicited applicants Many job seekers visit the office of well-known companies on their own. 6. the strategy should cover the following elements: Identifying and prioritizing jobs Recruitment keeps arising at various levels in every organization. To maintain the quality of the recruitment activities. Such callers are considered nuisance to the daily work routine of the enterprise. Recruitment Strategies Recruitment is of the most crucial roles of the human resource professionals. Labor contractors Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. Therefore. it is useful to prioritize the vacancies whether to 41 . Employee exchange Government establishes public employment exchanges throughout the country. 5. it is almost a never- ending process. But can help in creating the talent pool or the database of the probable candidates for the organization. It is impossible to fill all the positions immediately. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization for formulating an effective and successful recruitment strategy. there is a need to identify the positions requiring immediate attention and action.4. This source is used to recruit labor for construction jobs. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally.

focus on all vacancies equally or focusing on key jobs first.  Category of the candidate: the strategy should clearly define the target candidate. The candidate¶s experience can range from being a fresher to experienced senior professionals. different industry. 42 .  Experience level required: the strategy should be clear as to what is the experience level required by the organization. unemployed. This covers the following parameters as well:  Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. He/she can be from the same industry. top performers of the industry etc.

Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. the organization might be a competitor in the industry. In turn. Advantages of outsourcing  Company need not plan for human resources much in advance.Recent trends in recruitment The following trends are being seen in recruitment Outsourcing In India. the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. A company can attract talent from 43 .  Value creation. operational flexibility and competitive advantage  turning the management's focus to strategic level processes of HRM  Company is free from salary negotiations.  Company can save a lot of its resources and time Poaching/ Raiding ³Buying talent´ (rather than developing it) is the latest mantra being followed by the organizations today. weeding the unsuitable resumes/candidates. the outsourcing firms or the intermediaries charge the organizations for their services. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization.

e. But it is seen as an unethical practice and not openly talked about. Alternatively job seekers place their CV¶s in worldwide web. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. which can be drawn by prospective employees depending upon their requirements. CV through e mail using the Internet.another firm by offering attractive pay packages and other terms and conditions. better than the current employer of the candidate. It has become a challenge for human resource managers to face and tackle poaching. 44 . E-Recruitment Many big organizations use Internet as a source of recruitment. The job seekers send their applications or curriculum vitae i. as it weakens the competitive strength of the firm. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web.

and retention levels. the total of which is considerably lower than the expense of recruiting using traditional recruitment consultants. with new staff recruited in the likeness of existing employees. µfit¶. across all industries are trying to increases the volumes they recruit through this channel. As a reward. Proponents of employee referral schemes claim the benefits to be an improved candidate quality. headhunters and online recruitment methods As candidate quality improves and interview to job offer conversion rates increase the amount of time spent interviewing decreases meaning the company¶s Human Resources 45 . while at the same time delivering a significant reduction in recruitment expenditure. However. select and refer only the best candidates to the recruitment process. employers of all sizes. provided that there is already a diverse workforce in place this ceases to be such an issue. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. One of the greatest concerns tends to be that relying too heavily on employee referrals could limit diversity in the workplace.RECRUITMENT TECHNIQUES IN PARLE (A)Employee Referral Scheme Employee referral is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. there are a number of potential drawbacks. This eliminates the often considerable cost of third parties service providers who would have previously conducted the screening and selection process The costs of operating an employee referral scheme extends to the cash bonus¶ paid to employees and internal promotion and administration. But. Employee referral scheme¶s allows existing employees to screen. the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such.

and retention levels.headcount can be streamlined and be used more efficiently. Benefits of employee referral programs include: y Cost per hire is reduced. Benefits Companies have traditionally encouraged their employees to refer people they know for job openings. in today¶s highly competitive job market. family. The opportunity to improve candidate quality. this informal referral approach may not be effective enough to attract and retain qualified employees. µfit¶. while at the same time significantly reduce recruitment expenditure has seen the emphasis employers place on increasing the volume of recruits by employer referral increase dramatically. However. As a result. there are number of obstacles to achieving the desired increase: An employee¶s social network is limited ± only a small proportion of the network may be suitable for referral y Recruiting from an employee¶s limited social network may compromise the diversity of the workforce y Actively referring candidates increases an employee¶s workload and may be detrimental to their main responsibilities The best and most relevant candidates may not be acquainted with an existing employee of the company and therefore cannot be recruited via the referral scheme y An employee referral scheme is only as good as the volume and quality of candidates applying through the channel. many employers have set up more formal employee referral programs to give themselves a competitive edge. However. 46 . Marketing and advertising spend decreases as existing employees¶ source potential candidates from the existing personal networks of friends. acquaintances and associates.

It is the process of preparing employees at a lower level to replace someone at the next higher level. (B)Job Rotation This approach allows the manger to operate in diverse roles and understand the different issues that crop up. and countries 47 . An organized and helpful way to develop talent for the management or executive level of the organization is job rotation. Incentive payments to current employees as a new company benefit increase morale. they must have this type of training. business units. A recent study indicated that the single most significant factor that leads to leader¶s achievement was the variety of experiences in different departments. y y New hires have a built-in support network Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews y Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews. cities. and abilities by working in different departments. Current employees gain a sense of ownership. business units. Benefits of Job Rotation Some of the major benefits of job rotation are: y It provides the employees with opportunities to broaden the horizon of knowledge. general assessment and psychometric testing as employee selection processes. and countries. It is generally done for the designations that are crucial for the effective and efficient functioning of the organization. functions. skills.y y y Potential hires are prescreened by current employees for cultural fit. If someone is to be a corporate leader.

 Job rotation at junior and middle level executives may be pivoted around their strengths and attributes and the future roles expected of them. This is where job rotation can prove to be a handy tool.  Job rotations for workers must include aspects related to work environment. Job rotation in Parle at different levels of management For job rotations at a slightly higher level.y y Identification of Knowledge. skills. Select most suitable people to be shifted from their current jobs to tackle the challenges at hand by considering individual attributes already described above. Focus must be on exposure in all related areas of his domain of expertise. so that it adds to his 48 . This will not only provide an insight for the future leaders in various aspects of the business but also will enhance their confidence levels as they solve these critical problems for the organization. It is difficult for an employee to sustain his interest in a given job for any substantial length of time as humans have the tendency of outgrowing their jobs through the learning and experience that they gain over a period of time. it is absolutely necessary that the business problems in various areas are identified. and attitudes (KSAs) required It determines the areas where improvement is required Assessment of the employees who have the potential and caliber for filling the position Importance of Job rotation Job rotation is the surest way of keeping the employee away from complacency and boredom of routine. they have an overall experience of their domain. also along with other individual attributes already explained. This calls for the active involvement of top management. Stimulating human mind through diversity of challenges is a sure way to bring to forefront its creative instincts and in taking the individual and organizational performance to a higher plane. so that as they grow to higher rungs of the management.

satisfaction derived from balanced distribution of work load. working conditions and learning opportunities.  Done this way job rotation gets aligned with career development. leadership development and employee satisfaction which would finally result in higher levels of intrinsic motivation among the employees and hence may contribute in retaining talent. 49 .

comprehensive interview. According to Thomas ³Selection is the process of differentiating between applicants in order to identify those with greater likelihood of success in the job. beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview. physical examination and final employment decision to hire. employment test. Benefits of selection process Advantages  useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job  interviewer can obtain supplementary information 50 .´ Selection involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. completion of application form.SELECTION Selection is the process of choosing the most suitable person out of all applicants. background investigation. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidate¶s specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter.

 used to appraise candidates' verbal fluency  can assess the applicant's job knowledge  can be used for selection among equally qualified applicants  enables the supervisor and/or co-workers to determine if there is compatibility between the applicant and the employees  allows the applicant to ask questions that may reveal additional information useful for making a selection decision .The interview may be modified as needed to gather important information Disadvantages  Subjective evaluations are made  Decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision  Interviewers form stereotypes concerning the characteristics required for success on the job  Research has shown disproportionate rates of selection between minority and nonminority members using interviews  Negative information seems to be given more weight  Not much evidence of validity of the selection procedure not as reliable as tests 51 .

Individual differences among respondents If the range or differences in scores on the attribute measured by a selection device is large. Lack of rapport with the administrator of the measure Reliability suffers if candidates are "turned off" by the interviewer and thus do not "show their stuff" during the interview. 52 .Factors affecting selection techniques Some of the factors affecting the reliability of selection measures are: Emotional and physical state of the candidate Reliability suffers if candidates are particularly nervous during the assessment process. that means the device can reliably distinguish among people. Inadequate knowledge of how to respond to a measure Reliability suffers if candidates are asked questions that are vague or confusing.

and offer additional help and training. Throughout the process. The down side has to disappoint the temporary employee who does not get the job--or the co-workers who were rooting for him. Hiring a temporary worker is a good alternative to employing a less suitable replacement under pressure. The HR can share with such workers the criteria that will be used to make the final selection decision. The best workers can be invited to return back for the next season. Step 2: Complete a job analysis. Management benefits by having the occasion to better evaluate the individual's performance and personality. the responsibility for qualifying for the job needs to be the employee's. can also be evaluated for future regular employment.Selection process in Parle Group (A) Determine whether a temporary employee is needed Sometimes a new employee is urgently needed. Exceptional temporary workers can be encouraged to apply for permanent positions. it should be made clear to the temporary employee. At the end. The statistical chances are not high that a temporary employee turns out to be the best candidate once the position is opened. hired without the benefit of a careful selection process. Clear communication will help alleviate possible disappointment but is unlikely to eliminate it totally. Seasonal employees. Written employment contracts for such fixed-term work may help to avoid misunderstandings and possible litigation when the employee is laid off at the conclusion of this work period. description and specification A frequent sentiment among Parle officer is that a good attitude and a lack of bad habits are the most important ingredients in the personal makeup of employee. A temporary employee has the advantage of having one foot in the door and the opportunity to learn what is important to you. as well as other personnel at the farm. that you will hire the most qualified applicant. It is indisputable 53 .

vague reasons for leaving previous jobs and large gaps in employment history may all be cause for concern. and must having experience of working at factory. attitudes. but attitude alone does not make up for poor skills anymore than good skills make up for a poor attitude. skills. Tests can measure knowledge. Successful employee selection is dependent on a clear understanding of a job¶s components. Step 5: Check references Reference checking involves obtaining information about applicants from previous employers and contractors . A job analysis is used to identify job tasks and responsibilities. Yet. supervisors. or practical tests. Step 4: Conduct tests Many types of tests can be used to measure an applicant¶s qualifications. by interviewing workers. work at an acceptable pace. Skills and abilities that applicants claim to possess do not always show up in their job performance. They can be classified as written. aptitude. Very short employment periods. This may be accomplished by collecting information about the position. recognize difficulties. ability. contractors and other Parle officer and by observing current employees. Step 3: Review applicants¶ biodata (applications and résumés) A properly designed application will help you check applicants¶ minimum skills as well as their employment history.that a good attitude is essential. and consistently turn out quality results. having knowledge how to operate rotary machine. Reference checks can supply 54 . honesty.Meeting references in person on the phone is usually more productive than asking them to respond in writing. The Parle officer or HR manager has to make selection decisions on the factory by testing for skills such as the ability to handle machine. mixing machine. oral. too much credence has traditionally been given to biodata in the selection of personnel. and personality. solve problems.

A preliminary Interview may be conducted as well. the selection process comprises only of the Interview. his ease of handling pressure etc. Such a form is designed in a way that it records the personal as well professional details of the prospective sales employee. It helps them in obtaining more information about the prospective employee. In some Companies. etc selection process.shift in charge. Pre Interview Screening eliminates unqualified applicants and helps save time. It also helps them in interacting with the candidate and judging his communication abilities. Applications received from various sources are scrutinized and irrelevant ones are discarded. Personal Interview Most sales managers believe that the personal interview is an absolute 'MUST'. Checking References Most application forms include a section that requires prospective candidates to put down names of a few references. and may even provide some legal protection.former employer.important information about personality and character. supervisors. Application Form A candidate who passes the preliminary interview and is found to be eligible for the job is asked to fill in a formal application form. References can be classified into . former 55 . Selection process for middle level staffs of Parle The following steps generally make up the selection process for the middle level staffs in Parle Pre Interview Screening & Preliminary Interview This is generally the starting point of any middle level staff ie.

 It¶s not what you want in life. concepts. but it knows how to take off.  It¶s not what you dream of doing. reputable persons. business references. Training and Development (T&D) can be the most important HRM function to treat people well and increase the competitive power for the organizations. but it¶s more like a vision. but it knows how to get there.  It¶s not where you want to go. rules. or changing of attitudes and behaviors to enhance the performance of employees. but it¶s what you need to achieve it 56 .  It¶s not how high you want to rise.  It¶s not the goal you set. but it knows how to reach it. conduct etc TRAINING It is a learning process that involves the acquisition of knowledge. but it¶s having the knowledge to do it. sharpening of skills. but it will be an outcome. Training provides employees with the key knowledge and skills that they need to perform their job. Training employees is an essential activity for all organizations.  It may not be quite the outcome you were aiming for. skills.customers.  It's not a set of goals. Training refers to improving competencies needed today or very soon Training is activity leading to skilled behavior. Such references are contacted to get a feedback on the person in question including his behavior.

Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. Benefits of training  As the business world is continuously changing, organizations will need to provide their employees with training throughout their careers. 

If they choose not to provide continuous training they will find it difficult to stay ahead of the competition. 

The other benefit of training is that it will keep your employees motivated.  New skills and knowledge can help to reduce boredom.  It also demonstrates to the employee that they are valuable enough for the employer to invest in them and their development. 

Training can be used to create positive attitudes through clarifying the behaviors and attitudes that are expected from the employee. 

Training can be cost effective, as it is cheaper to train existing employees compared to recruiting new employee with the skills you need. 

Training can save the organization money if the training helps the employee to become more efficient.


Objectives of training  To make all the activities in a uniform way in the units of PARLE.  Enrichment of skills and knowledge of the grass root level as well as management cadre.  Total involvement of employee-through team work.  Self development of each and every individual.  To educate and train the employees.  To develop problem solving skill.  To develop in built quality systems.  To improve quality of work life of employees.  Work simplification through Five S, Kaizen, and One Point Lesson and Autonomous maintence, Visual Management, SmallGroup Activities, Jagruti Group etc.  To share the knowledge and technology among the units of PARLE.

Importance of Training and Development 

Optimum Utilization of Human Resources ± Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. 

Development of Human Resources ±


Training and Development helps to provide an opportunity and broad structure for the development of human resources¶ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. 

Development of skills of employees ± Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. 

Productivity ± Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal 

Team spirit ±  Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. 

Organization Culture ± Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. 

Organization Climate ±


 Morale ± Training and Development helps in improving the morale of the work force. subordinates. and peers. relationship so that individual goals aligns with organizational goal.  Healthy work environment ± Training and Development helps in creating the healthy working environment.  Profitability ± 60 . It helps to build good employee.  Image ±  Training and Development helps in creating a better corporate image.  Health and Safety ±  Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders.  Quality ± Training and Development helps in improving upon the quality of work and work-life.

agenda.e. When the trainer begins the training session by telling the aim. and other usually display aspects that successful workers and managers Training Techniques 1. loyalty. A lecture can be in printed or oral form. or methods that will be used in training that means the trainer is using the lecture method.Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic. attitudes through lecture. The variation here means that some forms of lectures are interactive while some are not. Main Features of Lecture Method some of the main features of lecture method are:  Inability to identify and correct misunderstandings 61 . goal. It helps in understanding and carrying out organizational policies  Training and Development helps in developing leadership skills. processes. motivation. Lecture is telling someone about something. better attitudes. This method is used to create understanding of a topic or to influence behavior. Organization gets more effective decision making and problem solving. It is difficult to imagine training without lecture format.  Training and Development aids in organizational development i. There are some variations in Lecture method. Training is basically incomplete without lecture. LECTURE METHOD It is one of the oldest methods of training.

As an example. While performing the demonstration. a trainer first prepares the lesson plan by breaking the task to be performed into smaller modules. easily learned parts. trainer shows the trainees how to perform or how to do the tasks of the job. Then. the trainer sequentially organizes those modules and prepares an explanation for why that part is required. To carry out an effective demonstration. In order to be more effective. which in turn. Many organizations are now implementing CBT as an alternative to classroom based training to accomplish those goals. the demands for knowledge and skilled employees have increased more than ever. 62 . COMPUTER BASED TRAINING (CBT) With the worldwide expansion of companies and changing technologies. DEMONSTRATION TRAINING METHOD This method is a visual display of how something works or how to do something. is putting pressure on HR department to provide training at lower costs. demonstration method should be should be accompanied by the discussion or lecture method. Less expensive  Can be reached large number of people at once  Knowledge building exercise  Less effective because lectures require long periods of trainee inactivity 2. trainer: 3.

According to a recent survey, about 75% of the organizations are providing training to employees through Intranet or Internet. Internet is not the method of training, but has become the technique of delivering training. The growth of electronic technology has created alternative training delivery systems. CBT does not require face to face interaction with a human trainer. This method is so varied in its applications that it is difficult to describe in concise terms

4. ROLE PLAY TRAINING METHOD Role play is a simulation in which each participant is given a role to play. Trainees are given with some information related to description of the role, concerns, objectives, responsibilities, emotions, etc. Then, a general description of the situation, and the problem that each one of them faces, is given. For instance, situation could be strike in factory, managing conflict, two parties in conflict, scheduling vacation days, etc. Once


the participants read their role descriptions, they act out their roles by interacting with one another.

Role Plays helps in  Developing interpersonal skills and communication skills  Conflict resolution 
Group decision making 

Developing insight into one¶s own behavior and its impact on others



Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee. The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company. The executive can learn a lot from mentoring. By dealing with diverse mentee¶s, the executive is given the chance to grow professionally by developing management skills and learning how to work with people with diverse background, culture, and language and personality types. Some key points on Mentoring
y y y y

Mentoring focus on attitude development Conducted for management-level employees It is one-to-one interaction It helps in identifying weaknesses and focus on the area that needs improvement


This is training that an employee will receive when they first join an organization or begin a new role. This type of training is designed to provide the employee with the essential skills needed to perform their job. Induction training can also include an introduction to the company ethos, values and culture so that the employee is aware of the behaviors expected of them.


y Observations. y Mentoring. The mentoree will discuss their performance and problems with the mentor. ON THE JOB TRAINING As the name suggests. 66 .8. spending time with an expert so that the employee can observe how the expert performs their daily duties. the employee is observed whilst they perform their duties. An effective coach will review the employee¶s performance to ensure that the employee uses the newly learnt skills until they become habit. y Coaching. This can take a variety of forms including: y The employee being guided through a task or process by a colleague or supervisor. The experienced person is known as the mentor and the employee they are partnered with we will call the mentoree. y Shadowing. so that the employee knows how to perform the task and to what standard. the employee will learn new skills (not knowledge) and have the opportunity to practice the skills with the coach before using the skills in the workplace. on the job training. the observer will provide the employee with feedback on their performance. At the end of the observation. is training provided during the regular performance of duties. the employee is partnered with an experienced employee so that they can discuss performance.

aspect small troubleshooting. To educate them about their work functions. Training Techniques in Parle 1. safety. One point lesson is basically workers/operators education about the functioning of machines. B. This training may be provided by trainers working for the same employer as the employees being trained or an outside company hired by the employer. job responsibility etc. safety. OFF THE JOB TRAINING This is training provided away from the employee¶s usual work environment and the employee will stop their usual duties/work during the training. does and don¶ts in their respective work area.9. 67 . To enrich their work knowledge and upgrade skills so they perform in a better way. C. quality. Off the job training may be in the same building or off site. ONE POINT LESSON Objectives A.

as shown below: Star (*) or circle (o) on date mentioned to be marked on those lessons to show that this was learnt by the workers. Concerned supervisors must take training prior to teaching and prepare details of the lesson to be taught at least one month before schedule of teaching. If the person fails in any lesson then again teach him that particular lesson and so on. 6. One lesson per week per person to be taken in a section. 2. These activities helpful in  In up gradation of knowledge of entire work force. After teaching 4 lessons a test to be carried out. Lesson to be taught is to be written in separate register section wise with the details information in advance. 3. One point lesson findings to be recorded in a register .  Chances of small mistake will be eliminated  Belongingness among employees will be developed  Awareness about work improvement 68 . 5.System of one point lesson 1. 7. First simple lesson to be taught. These lessons to be taught to the workers of respective section in at least 4 days duration. 4. Daily lesson to be taught must be written on the board. 8.

from the same shift. A badge to be given to every member of the team for identification so as to develop a sense of ownership. Briefing the working of this group such as about the check points as per the enclosed checklist. the workers strength is less than 60 per shift. cleanliness of the factory and its surrounding areas.  Concluding meeting at the month end prior to induction of new members to give send off to the old members. Role of the group 1. Selection and formation of team A-team comprising of 10-20 members per shifts. Counseling frequently 3. pooled from all the section of the factory. Leader will be always from the supervisor¶s level or above. Period of working:  This group will function for only one month.  After completion of one month almost 90% new members must be inducted in this team and the remaining 10% will be from the running team members.2. in case. this may be for two months. JAGRUTI GROUP Objective To develop awareness and cultural changes in the employees with respect to personal hygiene. 69 .  New leader will be chosen from shift in charge/supervisor cadre. First meeting to be arranged with Manager/Co-Ordinator and Parle Officer. Self Discipline aspects.  A group photo along with team leader and manager to be displayed on the notice board.Strangth of the team should be such so that each employee must get a chance to become jagruti Group member during one year. 2.

Jagruti group check list PERSONAL HYGINE: NAILS HAIR SHAVE CLOTHES UNIFORM/APRON CONDITION CAP SHOE/CHAPPALS GUTKA/BEEDI/CIGARETTES FLOWERS/PERFUMES GLASS BANGLES CUT/WOUND/ILLNESS HABIT CHANGED SUCH AS SPITTING.SMOKING ETC THROUGH COUNSELING 70 . Small memento and work appreciation at the end of every month end meeting with hand shake by the manager with word of praise about their contribution.

GTT STUDY (GROUP TIME TECHNIQUE STUDY) This study is very useful to know:  The type of minor losses in machine during running. 71 .Apart from the above hygiene the following things to be checked on daily basis and the findings to be recorded through the group leader in the register. Unnecessary use of lights. 3. Air curtains running without use. i. Action taken on observations should be there. iii. VISUAL MANAGEMENT TRAINING It is powerful tool to understand the problem/message /instructions etc through pictorial representation in a quick time by every area in the plant. Water leakage /open taps. Falling of biscuits/confectionery/wrappers etc.  Change room for teammates. Instead of weekly checking daily checking to be done by jagruti group members. 4.  Lunch room  Drinking water. v.  Monitoring the disposal of dustbins. ii. The above list contains some of the salient features of the jagruti group function unit may add few more check points.  Hygiene station and all wash basins. specific the units. iv. vi.g.  Workers toilet and drainage system.  Wastage control e.  Activity of worker for each type of work being done.

8. After proper practice can go for one machine and 2 or 3 operators working in that machine. Man-machine loading. Find out the reasons for stoppages of machine and activities of the workers on your experience basis. Select machine and operator. Normally during 15 days each time study will be completed. 4. Inspection Techniques: There are three inspection techniques in the field of QC 72 . Prepare check sheet for minimum 30 observations for each machine in one time. Put some code against each type of stoppages or activities for example Electrical fault-E Mechanical fault-M M/c oiling-O Waiting for material-WM etc. POKA YOKE (MISTAKE PROOF SYSTEM) Mr. 3. Collect the frequency of each type of defects in machine and activities for operator.Poka yoke methods are simple concept for achieving this goal. 2.shingeo came up with the term POKA YOKE ³generally known as mistake proof system. In first stage take one machine and operator for study. 5. 5. This type of manmachine balancing may be done by this study. a company must adopt not only a philosophy but also a practice producing zero defects. 7. 6. Some time machine is loaded but man is idle our man is loaded with so much of work that machine is less utilized. HOW TO CONDUCT GTT STUDY 1. To become a world class competitor.

electrical connections etc. 2S: SEITON -Neatness: Put the things in a proper way.g. If repairing is required. size. if something is unnecessary we are discarding those things (under 1S) and if during cleaning we have seen that any items is not kept in proper place. and then sell them at the right time. walls. Lubrication. Arrange the items in such a way so that can be picked up easily for use. During storage. if it has to be discarded. If it has to be discarded.. shape. we put them in its place (doing 2S). mark the place. 3S: SEISO(Cleaning): Here cleaning is in the form of inspection. and put label on items. ³5-S TRAINING 1S: SEIRI Organization: Organization or re-organization is to sort out unnecessary items in the work place and apply stratification management to discard them e. In addition we check for the health of the machine. Clean your work place completely so that there should not be any dust on the floor. environment and even animals. Everything should have a place and everything should be in its place (PEEP). keep in mind the height. Use red tag for unnecessary items and yellow tag for the items. desk. Hence whenever we are doing 3S means we are doing µ1-S¶ and µ2-S¶ simultaneously. decide whether it has get them repaired. windows. separate them and get them repaired. weight. environment and even animals. Functionally storage of items will help in our day to day functionally storage of items will help in our day to day functioning. 73 . If item is all right but not in your use and you can¶t sell them but can be utilized by someone. If repairing is required. which is extra and should be sent to stores.Judgment Inspection: Separates defective products from good ones after processing . separate them and get them repaired. safety etc. give it to them who need it. Decide the place. Use red tag for unnecessary society. also. decide whether it has some scrap value. Items that need to be discarded must be discarded in such a way so that this will not harm society. When we are doing cleaning. we are inspecting simultaneously. Things not belong to that area is to be removed from that area. 6.

can we arrest the source by which area has become dirty. Formation of µ5-S¶ steering committee. 4S: SEIKETSU Standardization: When we are doing 1-S. etc. 2-S and 3-S. Try to find out good solutions and standardize the system. 7. shopkeepers. students. we may be facing number of problems. To incorporate µ5-S¶ in management objectives. 5.Awareness programme and planning 1. Apply visual management for easy to follow the system. 5S: SHITSUKE Discipline: This means whatever system we are having or developed by us under µ4-S¶ to be followed in such a way so that. but here we have to think why this has happened. 74 . but think why this has become unnecessary. IMPLEMENTATION PHASES OF µ5-S¶ PHASE 1. Identify trainers. In 3-S. in µ2-S¶ if things are not in proper place we simply put them back in their proper place. Organize training programme on ³Training for Trainers´ 6. Here again we have to think as why had become dirty. machinery etc. Committee will also discuss for future action plan. This committee will meet once in a month for periodic and regular reviews of implementation status. In µ1-S¶ it is very easy to discard items.. Start awareness by organizing exposure programme for all the employees at all levels. connected with the company. Top management exposure programme 2. What is the system of cleaning equipment or change the equipment /way of cleaning. All this will give some solution through Brain Storming. 4. Organize programmes for families. Cleaning should be done in Macro first and then in micro level for individual items. Nomination of coordinating agency and Chief coordinator. contract labours. This will help to maintain high level of work place organization at all the time. area is dirty we clean it. 3.table. standard practices become a part of our life.

2. Notice Board. Management should observe the status of a few important areas. Group will visit to each corner of the area and adjust the action plan. Divide the total area in zones. canteen. They will be the council members for that zone. This should start from head of the plant. 75 . P&A department etc. which are µno man¶s land. HOD will be the convener of zone. For each sub zone. Main Gate. Member of such sub-sub-zones will depend upon the number of employees working in that area as each and every person will be responsible for area assigned to them. 3. Participate in Goal setting. Cycle/Scooter stands. Toilets. Keep developing.8. Council members may further divide the sub-zone into sub-zones. Evaluate and set standards. recording materials etc. suitable for the working place. Take pictures of all areas before the activities are applied. Distribute handbills. 5. 7. for your area. HOD will further divide the zone into sub-zones. Hospital. they must implements µ5-S¶ in their respective office/chamber. Executives. Places of Drinking water. After awareness programme to Sr. This may be in required numbers. viz. HOD will make someone responsible. before starting µ5-S¶ in specific areas. 6. 4.. PHASE II ± implementation plan 1. Follow through each step of µ5-S¶.

CHAPTER-6 EMPLOYEE OPINION TOWARDS HR POLICY OF PARLE GROUP Q1. A.This shows that some more and modified training techniques must be implemented for the satisfaction and comfort of the employees. Yes ANS. A. NO (25%) No. YES (75%) Particular Yes No Total B. % of employees who are satisfied with the training technique of Parle group. of employee 15 5 20 Percentage 75% 25% 100% 80% 60% 40% 20% 0% YES NO CONCLUSION: As Parle Biscuits Pvt Ltd is India¶s largest biscuits company where number of workers are being placed to work and to handle these manpower lots of training technique have been implemented so that employees can easily equipped with the factory environment. 76 . The above pie chart shows that 75% of the employees are satisfied with the training technique of Parle and only 25% of the workers are not satisfied . No B.

% of employees who feel physically they are safe in the working environment of Parle. NO (0) No.No B. A. of employee 20 0 20 Percentage 100% 0 100% 100% 80% 60% 40% 20% 0% YES NO CONCLUSION: Parle group having huge plant for manufacturing hence lots of safety is required for employee and it can be proved by the survey where 100% employees are feel safe physically while working at factory.Q2. YES (100%) Particular Yes No Total B. Yes ANS: A. No one is having any dissatisfaction regarding safety.This is all proved that the working environment of parle is very peaceful and 77 .

78 . Yes ANS A. having view that they are treated fairly regardless of race. of employee 20 0 20 Percentage 100% 0 100% 100% 80% 60% 40% 20% 0% YES NO CONCLUSION: As Parle company is very huge company with lots of workers coming with lots of workers coming from diverse culture. They all are different from their race. But this phenomenon is completely different in Parle and this can be shown by above pie chart where 100% employees are having view that they all are being treated fairly regardless of race. YES (100%) Particular Yes No Total B.No B. Q3. color. NO (0) No. gender and religion etc. color.safe. % of employees.Hence this is the reason that in present scenarioParle is continuosly competing its rivals. gender and religion that might create lots of crisis in the organization. A. color.

Employees must get free hospital facility so that employees feel that they all are the part of the organization. A. NO (0) No. A healthy employee leads to the success of the company. Q4.gender and religion etc. 79 .This shows that this is one of the key factors for the success of Parle group. And to tackle such type of mishappening effective medical facilities must be provided to employees¶ . % of employees who think their leader care about the employees well being. of Employee 20 0 20 Percentage 100% 0 100% ANS A. Yes B. The above pie chart shows that 100% employees are getting medical facility as they all are having personal health card. YES (100%) Particular Yes No Total 100% 80% 60% 40% 20% 0% YES NO CONCLUSION: In factory lots of workers are working continuously 24 hrs on machine that might increase the lots of accident. No B.

YES (55%) Particular Yes No Total B. The above pie chart shows that 55% of the employees think that 5s 80 .Q5. of Employee 11 9 20 Percentage 55% 45% 100% 60% 50% 40% 30% 20% 10% 0% YES NO CONCLUSION: As it has already mentioned that employee of Parle group having lots of training techniques that reduces mishappening and wastage. NO (45%) No.NO B. Among these techniques 5s technique is very useful.A. % of employees/workers who think 5s technique reduces the wastage. A.YES ANS.

% of employee who think there is no communication gap between workers and top managers. of Employee 7 13 20 Percentage 35% 65% 100% 70% 60% 50% 40% 30% 20% 10% 0% YES NO CONCLUSION: It has been said that employees must feel that they are the part of the organization and this can be done through the sharing of ideas of each other. Q6.YES (35%) Particular Yes No Total B. Those employees having view that they might need another technique. NO (65%) No. It is another main factor for the success of any organization. The above pie chart shows that 35% of the employees having view that they are not getting chance to speak about their ideas and 65% of the 81 .technique reduces the wastage and 45% of the employees having view that 5s technique is not effective for reducing wastage. A.NO B. YES ANS. A.

employees are having view that there is no communication gap between them and top management . % of employees who are satisfied with the welfare policies of parle group . NO (0) No.Yes B. Q7. A. policies and welfare policies have been implemented. These policies help the workers for their betterment . YES (100%) Particular Yes No Total 100% 80% 60% 40% 20% 0% YES NO CONCLUSION: As Parle is renowned company where lots of govt. of Employee 20 0 20 Percentage 100% 0 100% ANS A.These welfare 82 .No B.Those are having view that there is communication gap they might not be active workers and prefer to give excuse for not talking with senior one.

Q8. No B.This can be shown by the above pie chart where all (100%) employees are having positive view towards the welfare policies of Parle group. This 83 . YES (100%) Particular Yes No Total 100% 80% 60% 40% 20% 0% YES NO CONCLUSION: As Parle products having largest market share in the biscuit industry . Yes B. % of employee having view that they are getting proper equipment like tools and other benefits.A.NO (0) No.policies have been successfully implemented in the factory . of Employee 20 0 20 Percentage 100% 0 100% ANS. A.This fact itself show that in every step of the factory workers are satisfied by getting proper equipment.

A. Yes B. And this has been done by the experienced leaders of the company. of Employee 17 3 20 Percentage 85% 15% 100% ANS. A. NO (15%) No. Q9. No B. % of workers having confidence in the leadership of the company. This can be shown by the above pie chart where 85% of the employees having view that they all are 84 . YES (85%) Particular Yes No Total 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO CONCLUSION: It is already known that Parle Company having 40% of market share in the biscuits industry.can be shown by above pie chart where 100% employees are having view that they are getting proper equipment for the proper functioning of the work.

having trust and confidence upon their senior one or their leader .and the reason behind this is that they don¶t having conversation or contact with their leader that¶s why they are unable to understand their potential.10 Are you satisfied with the benefits related to salary like ESI and PF? A. Yes ANS. Q. NO (40%) No. of Employee 12 8 20 Percentage 60% 40% 100% 80% 60% 40% 20% 0% YES NO CONCLUSION: As it has already mentioned that Parle Company is giving lots of facilities to their workers that enhance their satisfaction level. This can be shown by the above pie chart where 60% of the workers having view that they are getting proper salary related benefits 85 .where as 15% of the employees are having opinion that they all are not having confidence upon their leaders . YES (60%) Particular Yes No Total B. A. No B.

An apex body of the biscuit industry in the country. represents the interests of the organized biscuit industry. Some of the primary objectives of the organization are as follows:  Safeguarding the interests of the Indian biscuit industry  Compiling and circulating market research reports and useful information pertaining to the biscuit industry  Forging agreements with government bodies to formulate policies concerning the biscuit industry  Establishing trade linkages with foreign agencies  Providing technical assistance to members of the organization to help increase their export volumes By becoming a member of FBMI. FBMI is actively involved in promoting biscuit exports to various parts of the world. FBMI is also a good platform to interact and network with biscuit manufacturers from across the world. CHAPTER 7 GOVERNMENT POLICES RELATED TO PARLE GROUP The Federation of Biscuit Manufacturers¶ of India (FBMI). where as 40% of the employees having the view that they are not satisfied with the salary related benefits like ESI and PF. a premier industry body. 86 .hence they are satisfied with the salary related benefits.The reason behind this is that these employees are not having proper knowledge about these benefits that¶s why they are having such type of opinion. one can access regular updates on international best practices existing in the biscuit industry. FBMI is constituted by biscuit manufacturers belonging to both smallsized and large-scale industries.

Food Products Order.MEASURES UNDERTAKEN BY GOVERNMENT The Food Processing Industry have been experiencing the adverse affect of multiplicity of various Acts/ Rules and Regulations for food standards under the Prevention of Food Adulteration Act Standards of Weights & Measures Act. of India has decided to set up a Group of Ministers (GOM) to propose legislation and other changes for preparing a Modem Integrated Food Law and related regulations. The notification came into effect from 20 June 2008. the Govt. 245(E) 87 .2008 has provided for printing of statutory symbol on all products containing vegetarian ingredients. GSR 908 (E) Dt. the Meat Products Order. As members may be aware the Govt. GHP(Good Health Plan) Issues related to Codex Procedure for sampling& launching of Prosecuting Grading of violations according to the nature of discrepancy. 20. affected the Food & Food Processing Sectors. Federation submitted its recommendations and suggested to placed before the Group of Ministers. Recent Changes / Amendments Prevention of Food Adulteration Rules The Ministry of Health & Family Welfare. the Bureau of Indian Standards & MMPO (Milk & Milk Product Order). They need to be modernized & converged.12. etc. of India vide its Notification No. Govt. The Ministry of State for Food Processing Industries is the Nodal Ministry to coordinate the Parle G . As a consequence of various representations of industry. covering the broad frame work required for the food legislation as well as specific issues such as: The main objectives of the new Integrated Food Laws & its structure Methodology of development of Standards Provisions of Labeling Acceptance of a basic list of additives Matters relating to GMP(Good Manufacturing Practice). has earlier amended PFA Rules vide notification No.

FBMI (Federation of Biscuit Manufacturer of India) suggested that such minor errors etc should be compounded. Good Manufacturing Practices (GMP) and Good Hygienic Practices (GHP). This notification has already come into effect from 4 October 2008. avoiding prosecution. the Dept of Health constituted Sectoral Groups on various categories of food processing industries. Further follow up is in hand. Prevention of Food Adulteration Act / Rules Members reported various instances where the PFA authorities in the States are adopting penal action. particularly on account of hardships in printing vegetarian symbol in advertisements. even in cases of very minor offences / errors under the PFA 27 Rules. as a step towards eventual adoption in the various states in accordance with the International Codex Alumnus. A delegation from the industry met the Secretary. of India (Ministry of Health). After discussions with FBMI and other organizations. This issue has also been referred to CII (Confederation of Indian Industry) & CIFTI (Confederation Of Indian Food Trade & Industry) for further follow up. The Sectoral Group on Bakery Products consisted of FBMI ((Hazard Analysis Critical Control Point) 88 .4.2001 provided for statutory printing of the symbols of food packages containing non vegetarian ingredients. Introduction of HACCP/GMP/GHP The Govt.Dt. Ministry of Health and Family Welfare and apprised him of the hardships faced by industry. measures under the WTO regime.4. Our Federation along with apex organizations such as CII (Confederation of Indian Industry) & CIFTI (Confederation Of Indian Food Trade & Industry) have represented to Hon'ble Union Minister for Health and Family Welfare seeking extension of a minimum period of 6 months for implementation of the notification. has formulated proposals to introduce the concepts of Hazard Analysis Control Convention Procedures (HACCP). harassment and resultant losses to biscuit units. in the context of trade terms and regulatory.

Federation of Biscuit Manufacturer of India). after detailed deliberations by the Executive Committee. highlighting the hardships that the biscuit units would face in the event of statutory enforcement of HACCP/GMP/GHP. FBMI.25/-. in the first instance projects for imparting training to the Managers/Executives and workforce in the bakery industries should be organized so as to create awareness and knowledge on these complex regulatory aspects and educate the personnel in the industry on various aspects of HACCP etc. as Convener and FBMI and SIB as members. suggested to the Govt. POLICIES RELATED TO EMPLOYEE (a) Employees State Insurance An act to provide for certain benefits to employees in case of sickness. Contribution The employer is required to contribute @ 4. 89 . keeping in view the ground realities in the bakery sector and due to the fact that the implementation of HACCP/GMP/GHP may be beyond he financial and technical capabilities of majority of the biscuit manufacturers and compulsory introduction of these regulations would adversely impact the via Parle G and may lead to closure of a large number of bakeries in the country. maternity and "employment injury" and to make provision for certain other matters in relation thereto.75% of their wages except when the "average daily wages in a wage period" are equal to or less than Rs.75% of the wages paid / payable in respect of every wage period. The employees are also required to contribute @ 1. the Federation submitted our comments and suggestions. of India that. The Federation suggested that the concepts of HACCP etc should be made voluntary in the first two/three years. After detailed deliberations.

through Gazette notification . Towards Employee Provident Fund and Pension Fund : in case of establishment employing less than 20 persons or a sick industrial unit or any establishment in jute. In case of all other establishment employing 20 or more persons 12% of the wages & DA etc. and State Govt. 2. Provident Fund Commissioner Regional Provident Fund Commissioner such other officer as may be authorised or notified by the Central Govt. A part of the contribution is remitted to the Pension Fund and the remaining balance to the Provident Fund Account. brick.It is the employers responsibility to deposit his own as well as the contribution in respect of employees including contract labour in ESI account. if any. beedi. Employees': 90 . Employer's: A. B. Contributions 1. Towards Deposit Linked Insurance Fund 0. dearness allowance and retaining allowance. coin or gaur gum industry 10% of the basic wages.5% of the wages & DA etc. Various PF Authorities y y y y y Central Provident Fund Commissioner Add. (b) Employees Provident Funds &Provisions Act. 1952 An Act to provide for the institution of provident funds for employees in factories and other establishments. Central Provident Fund Commissioner Dy.

Not to be required to work beyond 9 hours between 6 A. i. 2/. of Provident Fund.10% (0.e.every month for admin.The employees' contribution shall be equal to the contribution payable by the employer in respect of him. of Deposit Linked Insurance Fund.5/.65% up to 31. w.only.7.per month the contribution payable shall be limited to the amount payable on his pay of Rs. 2.with the exception of mid-wives in plantations. If an employee so desires. 3.98) of the employees' wages subject to a minimum of Rs.every month for admin.01% of the employee¶s wages subject to a minimum of Rs. .Separate toilets and washing facilities to be provided in employment covered by the 3rd and 6th laws. Where the pay of the member exceeds Rs. Administrative Charges paid by Employers: The employer is required to pay the following administrative charges also 1.e.16% of the pay of the members of Employees' Pension Scheme to the Pension Fund. .8.98 @ 1.6500/.M.ISMW ACT . Central Government The Central Government shall also contribute @ 1.6500/. 10% or 12% as the case may be. (C)Women Compensation Act .f 1. he may opt to contribute at higher rate also. 0. 91 .M. and 7 P. The employee is however not required to contribute towards Deposit Linked Insurance Fund.

such percentage of compensation which would have been payable in the case of permanent total disablement as is specified therein as being the percentage loss percentage loss of earning capacity caused by that injury of earning capacity depends on the loss of limbs and varies from 1 % to 90% disablement.56 lakh in the case of death & Rs 5. lubricating or adjusting any part of prime mover or transmission machinery. 4. 92 . (d) Workmen¶s Compensation Act Temporary disablement rate of compensation in case of death is an amount equal to 50% of monthly wages of the deceased workman multiplied by the relevant factor or Rs 80. Where partial disablement results from the injury. women not to be engaged for cleaning.000 While permanent total disablement results from the injury. 1966 y Employment of children under 14 years of age prohibited under the laws . his monthly wages will be maximum amount of compensation is Rs 4000 only. POLICIES RELATED TO WORK PLACE (A)The Bidi and Cigar Workers (Conditions of Employment) Act.48 lakh for permanent total disablement.000 whichever is more Where the monthly wages of a workman exceed Rs 4000. maternity leave upto 12 weeks with wages to be provided.In factories. the more compensation will be an amount equal to 60 % of monthly wages of the injured workman multiplied by the relevant factor or Rs 90..

00 A. where necessary. and disposed of in a suitable manner The floor of every workroom shall be cleaned at least once in every week by washing. cleaning of ash pits Building operations. Occupier of establishment employing children to give notice to local Inspector and maintain prescribed register.y Except in the process of family based work or recognised school-based activities. work by children is permissible only for six hours between 8.M. Where a floor is liable to become wet in the course of any manufacturing process to such extent as is capable of being drained. splitting Wool cleaning y In occupations and processes other than the above mentioned. goods mail transport by Railway Cinder picking. with one day's weekly rest. weaving Manufacture of matches. construction Catering establishments in Railway premises or port limits Beedi making Carpet weaving Cement manufacturing Cloth printing Dyeing.00 P. All inside walls and partitions all ceilings or tops of rooms and all walls.M. or by some other effective method. using disinfectant. and 7. fireworks Mica cutting. effective means of drainage shall be provided and maintained. explosives. y (B)THE FACTORY ACT HEALTH Cleanliness ± Every factory shall be kept clean and free from effluvia arising from any drain. privy or other nuisance. children not permitted to work in occupations connected with: y Passenger. and in particularAccumulation of dirt and refuse shall be removed daily by sweeping or by any other effective method from the floors and benches of workrooms and from staircases and passages. sides and tops of passages and staircases shall93 .

Disposal of wastes and effluents ± Effective arrangements shall be made in every factory for the treatment of wastes and effluents due to the manufacturing process carried on therein. Walls and roofs shall be of such material and so designed that such temperature shall not be exceeded but kept as low as 94 . The State Government may make rules prescribing the arrangements to be made under sub-section (1) or requiring that the arrangements made in accordance with sub-section (I) shall be approved by such authority as may be prescribed.Where they are 1[painted otherwise than with washable water-paint] or varnished. so as to render them innocuous. Where they are painted with washable water-paint. and Such a temperature as will secure to workers therein reasonable conditions of comfort and prevent injury to health. and for their disposal. be repainted with at least one coat of such paint at least once in every period of three years and washed at least once in every period of six months] Where they are painted or varnished or where they have smooth impervious surfaces be cleaned at least once in every period of fourteen months by such method as may be prescribed. Ventilation and temperature ± Effective and suitable provision shall be made in ever factory for securing and maintaining in every workroomAdequate ventilation by the circulation of fresh air. be repainted or revarnished at least once in every period of five years.

in his opinion. Drinking waterIn every factory effective arrangements shall be made to provide and maintenance at suitable points conveniently situated for all workers employed therein a sufficient supply of wholesome drinking water. natural or artificial. such adequate measures as are practicable shall be taken to protect the workers there from by separating the process which produces such temperatures from the workroom. at such places and in such position as may be specified.] If it appears to the Chief Inspector that excessively high temperatures in any factory can be reduced by the adoption of suitable measures. In every factory all glazed windows and skylights used for the lighting of the workrooms shall be kept clean on both the inner and outer surfaces and. free from obstruction.Where the nature of the work carried on in the factory involves. by insulating the hot parts or by other effective means The State Government may prescribe a standard of adequate ventilation and reasonable temperature for any factory or class or description of factories or parts thereof and direct that 1[proper measuring instruments. 95 .] Lighting In every part of a factory where/workers are working of passing there shall be provided and maintained sufficient and suitable lighting. as may be prescribed. an order in writing specifying the measures which. so far as compliance with the provisions of any rules made under sub-section (3) of section 13 will allow. or is likely to involve the production of excessively high temperatures. shall be provided and such records. or both. he may. shall be maintained. serve on the occupier. should be adopted. without prejudice to the rules made under sub-section (2). and requiring them to be carried out before a specified date.

Such accommodation should be adequately lighted and ventilated. open drain carrying sullage or effluent or any other source contamination] unless a shorter distance is approved in writing by the Chief Inspector In every factory wherein more than two hundred and fifty workers are ordinarily employed. unless specially exempted in writing by the Chief Inspector. 96 . Sweepers shall be employed whose primary duty it would be to keep clean latrines. and no latrine or urinal shall. In respect of all factories or any class or description of factories the State Government may make rules for securing compliance with the provisions of sub-sections (1). provision shall be made for cooling drinking water during hot weather by effective means and for distribution thereof. and no such point shall be situated within 1[six metres of any washing place. urinal. latrine. urinals and washing places. (2) and (3) and for the examination by prescribed authorities of the supply and distribution of drinking water in factories Latrine and UrinalsIn every factory sufficient latrine and urinal accommodation of prescribed types shall be provided conveniently situated and accessible to workers at all times while they are at factory: Separate enclosed accommodation shall be provided for male and female workers.All such points shall be legibly marked "drinking water" in a language understood by a majority of the workers employed in the factory. spittoon. communicate with any work room except through an intervening open space or ventilated passage All such accommodation shall be maintained in a clean and sanitary condition at all times.

portions of the walls and blocks so laid or finished and the sanitary Pans of latrines and urinals shall be thoroughly Washed and cleaned at least once in every seven days with suitable detergents or disinfectants or with both.In every factory wherein more than two hundred and fifty workers are ordinarily employedAll latrine and urinal accommodation shall be of prescribed sanitary types. SAFETY Fencing of machineryEvery moving part of a prime mover and every flywheel connected to a prime mover. Every part of transmission machinery. namely. and Every dangerous part of any other machinery. whether the prime mover or flywheel is in the engine house or not. Shall be securely fenced by safeguards of substantial construction which 1[shall be constantly maintained and kept in position] while the parts of machinery they are fencing are in motion or in use: Employment of young person¶s on dangerous machines ± 97 . Any part of a stock-bar which projects beyond the head stock of a lathe. the floors. a motor or rotary converter. and Unless they are in such position or of such construction as to be safe to every person employed in the factory as they would be if they were securely fenced. The headrace and tailrace of every water-wheel and water turbine.Every part of an electric generator. the following. Without prejudice to the provisions of clauses (d) and (e) of sub-section (1).

sound material and adequate strength. Striking gear and devices for cutting off power In every factorySuitable striking gear or other efficient mechanical appliance shall be provided and maintained and used to move driving belts to and from fast and loose pulleys which from part of the transmission machinery and such gear or appliances shall be so constructed.No young person 2[shall be required or allowed to work] at any machine to which this section applies. placed and maintained as to prevent the belt from creeping back on the fast pulley . and the hoist or lift and every such enclosure shall be so constructed as to prevent 98 . Driving belts when not in use shall not be allowed to rest or ride upon shafting in motion. or Is under adequate supervision by a person who has a thorough knowledge and experience of the machine. Hoists and lifts± In every factoryOf good mechanical construction. unless he has been fully instructed as to the dangers arising in connection with the machine and the precautions to be observed and Has received sufficient training in work at the machine. Properly maintained. and a register shall be kept containing the prescribed particulars of every such examination Every hoist way and lift way shall be sufficiently protected by an enclosure fitted with gates. Sub-section (1) shall apply to such machines as may be prescribed by the State Government being machines which in its opinion are of such a dangerous character that young persons ought no to work at them unless the foregoing requirements are complied with. and shall be thoroughly examined by a competent person at least once in every period of six months.

An efficient automatic device shall be provided and maintained to prevent the cage from over-running.locking or other efficient device to secure that the gate cannot be opened except when the cage is at the landing and that the cage cannot be moved unless the gate is closed The following additional requirements shall apply to hoists and lifts used for carrying persons and installed or reconstructed in a factory after the commencement of this Act. The Chief Inspector may permit tile continued. if in respect of any class or description of hoist or lift. there shall be at least two ropes of chains separately connected with the cage and balance weight. namely:Where the cage is supported by rope or chain. The maximum safe working load shall be plainly marked on every hoist of lift. and each rope or chain with its attachments shall be capable of carrying the whole weight of the cage together with its maximum load: Efficient devices shall be provided and maintained capable of supporting the cage together with its maximum load in the event of breakage of the ropes. and no load greater than such load shall be carried thereon The cage of every hoist or lift used for carrying persons shall be fitted with a gate on each side from which access is afforded to a landing Every gate referred to in clause (b) or clause (d) shall be fitted with inter.any person or thing from being trapped between any part of tile hoist or lift and any fixed structure or moving part. it is of opinion that it would be unreasonable to enforce any requirement of sub-sections (1) and 99 . chains or attachments. use of a hoist of lift installed in a factory before the commencement of this Act which does not fully comply with the provisions of sub-section (1) upon such conditions for ensuring safety as he may think fit to impose The State Government may.

In every factory. provision shall be made. Effective measures shall be taken to ensure that in every factory all the workers are familiar with the means of escape in case of fire and have been adequately trained in the routine to be followed in such cases. steps. steps. Safe means of escape for all persons in the event of a fire. When any person has to work at a height from where he is likely to fall. so far as is reasonably practicable. to ensure the safety of the person so working. WELFARE Washing facilities 100 . There shall. Floors. stairs and means of access In every factoryAll floors. and to provide and maintain . and ± The necessary equipment and facilities for extinguishing fire. all practicable measures shall be taken to prevent outbreak of fire and its spread. be provided and maintained safe means of access to every place at which any person is at any time required to work. passages and gangways shall be provided with substantial handrails. stairs.] Precautions in case of fire. passages and gangways shall be of sound construction and properly maintained 5 [and shall be kept free from obstructions and substances likely to cause persons to slip].(2). and where it is necessary to ensure safety. stairs. so far as is reasonably practicable. both internally and externally. by fencing or otherwise. by order direct that such requirement shall not apply to such class or description of hoist or lift.

where workers can eat meals brought by them.] Without prejudice to the generality of the foregoing power. CanteensThe State Government may make rules requiring that in any specified factory wherein more than two hundred and fifty workers are ordinarily employed. Rest rooms and Lunch rooms ± In every factory wherein more than one hundred and fifty workers are ordinarily employed. The constitution of a managing committee for the canteen and representation of the workers in the management of the canteen. such rules may provide for The date by which such canteen shall be provided.In every factory Adequate and suitable facilities for washing shall be provided and maintained for the use of the workers therein Separate and adequately screened facilities shall be provided for the use of male and female workers: Such facilities shall be conveniently accessible and shall be kept clean. adequate and suitable shelters or rest rooms and a suitable lunch room. shall be provided and maintained for the use of the workers: The shelters or rest rooms or lunch rooms to be provided under sub-section (1) shall be sufficiently lighted and ventilated and shall be maintained in a cool and clean condition. accommodation. furniture and other equipment of the canteen The foodstuffs to be served therein and the charges which may be made therefor. with provision for drinking water. The standards in respect of construction. a canteen or canteens shall be provided and maintained by the occupier for the use of the workers. Shelters. 101 .

To provide better life and health to the workers 2. Labor welfare includes various facilities.CHAPTER-8 EMPLOYEE WELFARE PROGRAMME IN PARLE Definition of employee welfare Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. cultural and material conditions of living of the workers. To make the workers happy and satisfied 3. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. efficiency. 102 . The basic features of labor welfare measures are as follows: 1. services and amenities provided to workers for improving their health. To relieve workers from industrial fatigue and to improve intellectual. Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries. The welfare measures need not be in monetary terms only but in any kind/forms. economic betterment and social status. Labor welfare has the following objectives: 1.

3. government. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining 3. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.2. Welfare measures may be introduced by the employers. suitable seating arrangements are to be provided. loyal and satisfied labor force for the organization. Facilities for sitting: In every organization. 4. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee. Drinking Water: At all the working places safe hygienic drinking water should be provided. New welfare measures are added to the existing ones from time to time. The very logic behind providing welfare schemes is to create efficient. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. especially factories. 5. healthy. The purpose of providing such facilities is to make their work life better and also to raise their standard of living Statutory Welfare Schemes The statutory welfare schemes include the following provisions: 1. 2. 103 . Labor welfare schemes are flexible and ever-changing. employees or by any social or charitable agency. 4.

etc. bathrooms. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. Adequate lockers are also provided to the workers to keep their clothes and belongings. Washing places: Adequate washing places such as bathrooms. wash basins. 8. 9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. store places. 7.5. in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition. toilets. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs 104 . such as ware houses. Non Statutory Schemes Many non statutory welfare schemes may include the following schemes: 1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up 2. wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees. Spittoons: In every work place. 10. 6. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules.

Maternity benefits A periodical cash benefit is payable to an insured woman employee. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. 6. The benefit is payable at the standard benefit rate corresponding to his daily average wages. pre-mature birth of a child 105 . guidelines are provided for proper action and also for protecting the aggrieved employee. miscarriage. Maternity & Adoption Leave ± Employees can avail maternity or adoption leaves. LABOUR BENEFITS Sickness benefits Every insured employee is entitled to cash benefit for the period of sickness occurring during any benefit period and certified by a duly appointed Medical Practitioner if the contribution in respect of him were payable for not less than 78 days in the corresponding contribution period. disease or injury or pregnancy. medical termination of pregnancy. in case of confinement. 4. 7. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters. Paternity leave policies have also been introduced by various companies. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness. 5. Harassment Policy: To protect an employee from harassments of any kind.3.

united and more responsible trade unions 5. disabled or contacts any occupational disease. if the contribution.20/. miscarriage etc.. permanently or temporarily. To through more enlightened members and better trained officials. strengthen 106 . occurring or expected to occur in a benefit period. The benefit for temporary disablement not less than 3 days and permanent total disablement is @40% more than the standard benefit rate. to an employee who is injured in the course of his employment and is.To develop strong. The benefit is payable at twice the standard benefit rate or Rs. including rural workers for intelligent participation in social and economic development of nation. 2.whichever is higher for all days on which she does not work for remuneration during the period prescribed. To develop among workers a greater understanding of problems of their social and economic environment 3. Worker education schemes Objective 1. To equip all sections of workers. For permanent partial disablement at such percentage of the benefit payable in the case above as is proportionate to the percentage of the loss of the earning capacity. democratic processes and traditions in trade union movement.or sickness arising from pregnancy. Disablement benefits It is payable in the form of cash in installments. 4.To develop leadership. in respect of her were payable for at least 70 days in two immediately preceding contribution periods.

They find all types of facilities and benefits in the company that increase their satisfaction level. Near about 97% of the employees are satisfied with the company and their leader. The HACCP applied in the plant is working in its most effective manner. The workers and employees are well aware of the concepts of these techniques. Well structured HR policies The company has effectively implemented the HR techniques in the plant. Today Parle enjoys a 40% share of the total biscuit market and 15% share of the total confectionery market in India. Workers satisfaction All the workers have positive response towards the techniques and methods being adopted by the plant. 107 .CHAPTER-9 FINDINGS OF SURVEY Popularity of the company The biscuits are becoming quite popular in rural areas as well. Nearly 55% of the biscuits are consumed by rural sectors.

108 . The use 5S in the plant has helped in keeping the plant well and tidy.  The under baked or over baked biscuits are reprocessed by sending them back to t he chura store and thus minimizing the wastage.  The wastage of the biscuits that fall on the floor is minimized by the use of trays under the machines.  The wastage in the plant is least and the production team and the workers try their level best to reduce it even more.Minimum wastage  The Kaizens given regularly by the employee and the workers has also helped in r educing the wastage and increase the effective production.  The total wastage of the plant is sent to the poultry farms and it is around 1 truck i in 6 months.

The Company should pay more attention to enhance the knowledge of Workers related to the benefits that they are getting like. PF. The Transportation Department should be more active as the Delivery of the Biscuits are sometimes being late. The Company should focus more over the Application of HR Training Techniques. 4.ESI. 109 .CHAPTER-10 SUGGESTION 1. 3. As it has been seen that there is a bit communication gap between Top Management and Workers that might create Dissatisfaction among worker so this should be reduced 5. 2. As the Workers are coming from Villages hence they do not have Clean Clothes hence Company should provide proper apparel to each and every Employees of their Department.

Hence they do not have any extra time except Lunch time and he also not have been given extra time to communicate with Workers hence I have to talk with them only at Lunch time. Uneducated Workers:Very few Workers are educated and most of them including Men and Women both are Un-educated hence they did not know about the HR Policies of Parle Products.CHAPTER-11 LIMITATIONS Unwillingness of Workers:As most of the Workers are coming from Village hence they are shy to talk with any Stranger so they are not ready to Communicable. Shortage of Time As most of the Workers are working for 7-8 hrs. Fear of seniors:- 110 .

benefits and services. In brief my learning and achievements can be summarized as under: y I have learnt that personnel department is generally responsible for the coordination of the plans and policies for the administration of the different pay scales.As Workers are Working Under the Supervision of their Supervisor hence the thought they might be Punished if they Say anything against the Company hence they all have Unable to tell any Truth about Company. it seeks the advice of the various departments. is the prerogative of the top authority of an organization. can only be successful under the experienced and encouraging guidance. For maintaining the growth and stability of the 111 . CHAPTER-12 LEARNINGS Every endeavor undertaken to accomplish challenging goals. I am privileged to have undergone training at Parle. The final approval of the plans formulated for the management personnel. For this purpose. however. call for their suggestion and anticipates the emergence of possible problems. my learning at Parle has come from a lot of exposure. y I have also observed that money is not a single motivator to retain the best employees in an organization. on the job training and close interaction with the corporate. As learning never stops.

I also learnt how to deal with the employees¶ grievances and labor problems. y My guide helped me very much to learn about the corporate world. y I also learnt that honesty in the workplace is very necessary. He also guided me and explains a lot about recruitment. One has to be Emotionally Intelligent too. 112 . And Business Etiquettes are very important. y During this project I have also learnt that to attract and retain the employees keeping µabsenteeism¶ and µturnover¶ to tolerable levels. technical skills are also very important. provision of µbenefits and services¶ is very important regardless of whether it wants it or not. These benefits do provide protection during periods of contingencies of life. Above all these Human Relation skills. good working conditions. selection and how the company undergoes such procedures. y I got a project which gave me the opportunity to meet the various people in the corporate world.organization. It should be provided to all employees as it will foster loyalty and act as a security base for the worker. management should consider the requirements and desires of the employees. Before this I never visited such big organizations. training and development of the employees. I could understand the working culture of a private organization.

113 . screening and short listing of candidates for the various designations. I have completed my summer training project in which are involved in its successful completion. Theoretical knowledge of a person remains dormant until it is used and tested in the practical life. Hence communication skill is also very important for a manager. The training has given to me the chance to apply my theoretical knowledge that I have acquired in my classroom to the real business world. y I learnt that to present the thoughts in correct logical order is also very important y This summer training project has given me the opportunity to have first experience in the corporate world. In spite of few limitations and hindrance in the summer training project I found that the work was a challenge and fruitful. y I have learnt the way of communication that is required in the Corporate.y I learnt the data entry operation. y I have learnt how to handle queries received from various departments.

org/wiki/International_labour_standards(20/6/2010) http://www.wikipedia. sixth Edition 2008(page no.CHAPTER-12 BIBLIOGRAPHY BOOKS:  K Aswathappa.org/interns2003/chap6.tradeidia.com(28/5/2010) OTHER SOURCE: Parle HR manual Parle PQS manual Magazine of Parle´PARLE PARIWAAR´ 114 . INTERNET: http://en.Tata McGraw-Hill Publishing Company Limited.64-84).International Human Resource Management.pdf.ccsindia.Sadhna Dash..(15/5/2010) http://www.

Are you satisfied with the training technique of Parle group? A) YES ( ) SB) NO( ) Q2. LTD. My survey is based on EMPLOYEE OPINION ABOUT HR POLICI OF PARLE GROUP.Are you treated fairly regardless of race. I am pursuing my PGDM from Ishan Institute of Management and Technology. gender and religion etc. manual etc for proper functioning? 115 .QUESTIONNAIRE EMPLOYEE OPINION TOWARDS THE HR POLICIES OF PARLE GROUP My name is Parul Jaiswal. Q1.? A) YES ( ) B) NO( ) Q4 Are you getting any medical facility in your company? A) YES ( ) B) NO( ) Q5.Do you think that 5s technique reduces the wastage? A) YES ( ) B) NO( ) Q6.Are you getting proper equipment like tools.Do you think is there any communication gap between workers and top management? A) YES ( ) B) NO( ) Q7.Are you satisfied with the welfare policies of Parle group? A) YES ( ) B) NO( ) Q8. color.Are you feel physically safe in the working environment of Parle group? A) YES( ) B) NO( ) Q3. as a part of my curriculum I am doing my summer training from PARLE BISCUITS PVT.

Do you have confidence in the leadership of the company? A) YES( ) B) NO( ) Q10.A) YES ( ) B) NO( ) Q9.Are you satisfied with the benefits related to salary like ESI and PF? A) YES ( ) B) NO( ) 116 .

Sign up to vote on this title
UsefulNot useful

Master Your Semester with Scribd & The New York Times

Special offer for students: Only $4.99/month.

Master Your Semester with a Special Offer from Scribd & The New York Times

Cancel anytime.