KARNAVATI UNIVERSITY

UNITEDWORLD SCHOOL OF LAW

HUMAN RESOURCE MANAGEMENT

END-TERM RESEARCH PROJECT ON BRITANNIA

INDUSTRIES LTD.

Submitted To: Prof. Nityanand Jha

Submitted by: Jay Vishal Goyal

Enrolment No:20220401084

Sem: 3-B
Contents
CHAPTER 1 INTRODUCTION............................................................................................3
1.1 PROJECT OVERVIEW.......................................................................................................3
1.2 COMPANY OVERVIEW....................................................................................................3
CHAPTER 2 JOB DESCRIPTION FOR BRITANNIA INDUSTRIES LTD.....................4
2.1 JOB TITLE: DIRECTORS..................................................................................................4
2.2 MANAGER..........................................................................................................................5
2.3 TEAM MEMBER................................................................................................................8
CHAPTER 3 TRAINING AND DEVELOPMENT IN BIL.................................................9
3.1 INDUCTION........................................................................................................................9
3.2 CARRER DEVELOPMENT INITIATIVES IN BIL.........................................................10
3.3 ORIENTATION.................................................................................................................10
CHAPTER 4 DISPUTE.........................................................................................................11
4.2 DISPUTE RESOLUTION.................................................................................................12
4.3 DISPUTE MANIFESTATION...........................................................................................13
CHAPTER 4 GREVIENCE REDRESSAL MECHNISM.................................................14
CHAPTER 5 CONCLUSION...............................................................................................15
CHAPTER 6 BIBLIOGRAPHY...........................................................................................15
Bibliography.............................................................................................................................15
CHAPTER 1 INTRODUCTION

1.1 PROJECT OVERVIEW

The purpose of this research is to examine Britania's human resource management practices.

We will examine how job roles for top-level, managerial, and team-member positions are

defined. The initiative will also investigate how Britania trains and develops its personnel.

In addition, we will look at key disagreements at Britania and how the company's

management handled them. The project aims to provide a thorough knowledge of Britania's

human resource management practices by providing insights into dispute resolution and

improvement activities.

1.2 COMPANY OVERVIEW

Britannia Industries Limited (BIL) is a prominent fast-moving consumer goods (FMCG) firm

operating in India. BIL has a global presence spanning nearly 60 nations worldwide. The

company has established a presence in the Middle East by engaging in local manufacturing

operations in the United Arab Emirates (UAE) and Oman. In the context of Nepal, it holds

the dominant position in the market. At present, the company engages in the production and

commercialization of a diverse range of food products. The establishment of the corporation

occurred on March 21, 1918, when it was incorporated as a Public Limited corporation. In

1921, it achieved the distinction of being the inaugural company located to the east of the

Mississippi River.

They have improved thousands of people's lives all over India with different CSR activities.

They endeavours encompass educational, health, and nutrition programs. They also must

collaborate closely with nearby communities to comprehend their requirements and help

where it is most required. At Britannia, they consider our influence on society and the
environment to be just as important as their financial performance when determining our

success.

They are dedicated to operating as a sustainable and ethical business and think that the

decisions they make today will have an impact on tomorrow. Britannia Industries is a

business with a long history that is dedicated to sustainability, innovation, and accountability.

Across India, we are honoured to serve one billion people.

(indiainfoline.com, n.d.) (britannia.co.in, n.d.)

CHAPTER 2 JOB DESCRIPTION FOR BRITANNIA INDUSTRIES LTD.

2.1 JOB TITLE: DIRECTORS

Functions

1. Both the analysis of internal and external environment in the organization must be

analysed by the board of directors which consist of identifying strength, weakness,

opportunity, and threat which I decided by the top-level management so that the

company may progress without any resistance.

2. Britannia is a 131-year-old selling biscuit brand around the globe that has been

established powerful, standardized, segmented, and cheap price brand. So, to match

the expectations and quality to the customer the company delivers the best of it and

analyses the gap between the expectation and the final product.

3. The strategic management is done by the board of directors and in Britannia’s

industry the main choice for strategy was to attract customers so that they could not

think of differentiation as their alternative.

4. They must avoid conflicts of interest by avoiding situations that may divide their

allegiance.
 5. They must comply with every legal obligation and have control over the financial

audit and have a record of every transaction.

RESPONSIBILITIES AND DUTIES OF BOARD

1. To effectively lead an organization, they must possess innovative qualities and

demonstrate the ability to propel the firm forward, all the while maintaining a prudent

level of control.

2. The board should know the day-to-day working of the lower-level land operations

they should inform them of long-term plans to them.

3. They must work according to the deviations and the difficulties cost to the operations

and the managers and solve that short term difficulties by giving extra attention .

4. They must possess knowledge regarding local matters while also being aware of

potential or existing broader conflicting influences.

5. They are expected to prioritize commercial objectives while simultaneously

demonstrating responsibility towards the political, social, technological, and legal

environment. (britannia.co.in, n.d.)

2.2 MANAGER

HR MANAGER RESPONSIBILITIES

Job Description

Function: Human Resources

Key Stakeholders:

Internal - Officers Managers At RO, Unit Heads, Production/Maintenance Mgrs. Exc

External- Vendors
Educational Qualification - B Com/BBA/MBA (Preferably)

Experience- 3-5 Years

Desired Competencies-

 Proficiency With MS Office Applications (Excel)

 Knowledge of SAP And SAVIOR

 Excellent communication skills.

 The individual exhibited a notable level of dedication.

 The principles of integrity, confidentiality, and professionalism are of utmost

importance.

 The individual has exhibited a demonstrated capacity to effectively engage in

collaborative efforts with various levels of authority within the agency, displaying

qualities of maturity and discretion.

 The individual exhibited proactive behaviour and made decisions based on careful

analysis and reasoning.

 The capacity to operate autonomously and efficiently in allocated time and resources.

 Willingness To work in shifts

Key Responsibilities:

Contract Labor Management Identify and appoint the Contractor to supply the Contract

Labor. Oversee The Requirement of Day-to-Day Manpower. Ensure compliance with regard

to Contract Labor Under The Labor Laws

1. Pay Roll Management System

 Execution Of Payroll Process in the BIL PAYROLL System.

  Wage & Salary Process and Administration (BIL Workers, Apprentice & Contract

Labor)

2. Statutory Compliance

PF-ECR Generation, UAN Generation, UAN Activation, & KYC-Ilan A/C Upload OTCP

Digital Signature Lip Load Form 11 & Withdrawal Form (19 & 10 C) Stibnite into PR Office

Professional Task- Into Gram Panchayat & Yearly Also Bonus Calculation & Bonus Register

Form Will Be Mention Labor Welfare Fund Form a Submitted to Labor Welfare

Commissioner Ahmedabad Givers Effect in Wage Component of Increase Minimum

Wages & increment

3. Liasioning with Various Government Authorities Continue in Touch with the PF

Enforcement Officer for the Latest Update.

4. Handling Attendance System of Contract Workers Tracking Attendance from System.

Reconcile Daily System Report with Gate Counting and Physical Counting Tracking OT and

Weekly Off.

5. Contractor Management

 Ensure Contractors Are Maintaining Legal Compliance on Timeline.

 Ensure Contract Labor Wages Will Be Credit directly into Bank Account. (NEFT

Payment) Maintain Daily MIS Report.

 Daily meetings will Be Done with Contractor & Solve Shop Floor Issues Maintaining

Standard Manpower Deployment as Per Requirement

 Understand Line Wise Manning Able to Ensure Consist Manpower.

 *Maintain Good Relations with All Contractors.

6. Tracking Absenteeism
7. Statutory Compliances Relevant to Factory Ensuring Compliance Pertaining to Labour

Laws & Factories Act & Industrial Dispute Act Ensuring Timely Monthly, Quarterly &

Yearly Returns Submissions.

(manager, n.d.)

2.3 TEAM MEMBER

Position: Maintenance. Assistant Manager

Department: Manufacturing.

Key Stakeholders- Internal Maintenance Manager, Shift Quality Officers, Engineering

Officers Assistant Manager Production, Assistant Manager Quality, Engineering Stores

Officer EHS Officer Regional Engineer.

Education-BE in Mech. eng

Experience- Minimum 3-5 Years

Key skills- Preventive Maintenance, Maintenance Management, Maintenance Activities,

Electrical Maintenance, Mechanical Maintenance, Plant Maintenance

Competencies-, Basic Electrical Knowledge Like Interpretation of Single Line Diagrams,

Interlocks Lubrication Bearings, Maintenance Planning, Spares Planning, Maintenance

Budget Controls

Key Responsibilities:

1. Ensure Implementation of Preventive Maintenance Schedules and Monitor Adherence

to The Same.
 2. Identify potential equipment Failures Through Daily Inspections, Special Monitoring

Techniques Like Bearing Vibration Monitors Etc and Take Proactive Action Before

Equipment Failure.

3. Ensure Root Cause Analysis for Failures and Identify and Implement Corrective

Action Plans Like Changes. To Preventive Maintenance Schedule, Modification of

Design and Changes to Maintenance Practices.

4. Constantly Track Maintenance Spends and Ensure Appropriate Cost Controls. Ensure

Any Overspend is incurred After Appropriate Approvals as Per the Chart of Authority.

5. Ensure Uptime and Equipment Availability for Production.

(assistant, n.d.)

CHAPTER 3 TRAINING AND DEVELOPMENT IN BIL

Britannia Industries Ltd is committed to fostering a robust performance-oriented culture that

emphasizes higher levels of accountability and responsibility across all organizational tiers.

In this regard, the organization regards capability as the integration of suitable individuals

assigned to appropriate roles, supported by the necessary procedures, resources,

organisational framework, and performance metrics.

To enhance the skills and productivity of its workforce, the organisation arranges a multitude

of training and development initiatives, conducted both internally and externally. Various

levels of training and development courses are available, catering to both employees and

higher-ranking personnel.
3.1 INDUCTION

This procedure serves as the initial stage for the induction of any newly appointed personnel

at the Staff/Officer/Managerial level inside the branch. The department formulates a schedule

for the employee, mandating specific durations of time to be allocated to each department.

During this period, he submits reports to the department head of the department. The

objective of the introductory programme is to acquaint participants with the operational

aspects of different departments. Copies are distributed to the General Manager and relevant

stakeholders. Upon the conclusion of the induction process, it is imperative for the trainee to

fulfil the requirement of submitting a report to the Personnel Department.

3.2 CARRER DEVELOPMENT INITIATIVES IN BIL

Management trainees receive a two-week orientation programme. Corporate HR recommends

it in accordance with their Management Trainee Training plan. Following that, a complete

training course is implemented in which the incumbent is required to comprehend the

workings of each department at various locations in accordance with the Corporate HR

programme. Corporate Human Resources keeps all important records connected to

Management Trainee training.

3.3 ORIENTATION

In the instance of a newly hired employee, they are designated to the General shift for a

duration of two days to receive training. This training is conducted under the guidance of a

senior employee and aims to familiarise the new employee with various welfare facilities,

including card punching, the canteen, public conveniences, rules, and regulations, standing

orders, shift timings, spell outs, medical facilities, and leave procedures, among other
pertinent information. After undergoing a two-day training period, he is then allocated to the

department that is pertinent to his role. The event is coordinated by the Personnel Officer.

(development, n.d.)

CHAPTER 4 DISPUTE

In 2016, Britannia Industries Ltd filed a civil suit against ITC LTD. for passing off and

infringement of Copyright of the trade dress of ITC product ‘Sunfeast Farmlite All Good’

which is a No Added Sugar and No Maida digestive biscuit.

Britannia’s ‘Nutrichoice Digestive Zero’ which was also a No Added Sugar and No Maida

product had a packaging which was deceptively like ITC product packaging of ‘Sunfeast

Farmlite All Good.’ Allegedly, both the products were being sold in the colour combination of

Yellow and Blue.

Britannia highlighted the following similarities in ITC’s product:

 The packaging design incorporates a colour scheme consisting of red and yellow, with

the yellow hue on the left side of the pack and the red shade on the right side.

 The right side of the packaging prominently features an image of the biscuit.

 The brand name of both the firm and the biscuit is engraved on the biscuit's body,

with a consistent typeface and style.

 The utilisation of the term "Hi-Fibre" positioned beneath the labelling of the biscuit.

 The visual representation of the brand name "NUTRI CHOICE" in the context of

Britannia, and the product label "5-SEED DIGESTIVE" in the case of ITC, is

observed against a white background.

  The packaging features a representation of two bundles of wheat positioned beneath

the image of the biscuit on the right side of the package, accompanied with dispersed

grains of wheat.

 The packaging has an orange colour when the yellow and red colours intersect.

 The packaging prominently displays the term "digestive" in red writing.

(Britannia Industries Ltd. v. ITC Ltd., 2016)

Firstly, the contention of the parties was heard by a single bench which gave the decision that

the product similarity should be focused not the dissimilarities and the colour combinations

the font and the packaging used by Britannia Industry was not deceptive according to the

single judge bench. Justice Srihari Shankar observation said that there is no infringement of

the packaging done by the ITC digestive biscuits as the colour combinations or anything else

could be copied by another brand but the factor which differentiates the whole similarity is

trade dress which means that the company has whole identity in its market which is

established and could not be copied by some other brand and both the companies are well

established and are market leader so there is no confusion or deception between the selection

of the product so there is no infringement and no deception From the side of ITC Limited.

(dispute, 2016)

(dispute facts, 2016)

4.2 DISPUTE RESOLUTION

The following dispute was resolved through adjudication. Adjudication: Adjudication

involves the resolution of disputes through a legal or quasi-legal process, often through the

court system or an administrative tribunal. In this process, a judge or a panel of judges

reviews the evidence and legal arguments presented by both parties and issues a binding

judgment or decision. Adjudication in India involves the resolution of disputes through the

judiciary system or labour tribunals. The Industrial Tribunals Act, 1947, provides for the

establishment of industrial tribunals to adjudicate on matters related to industrial disputes.

These tribunals have the authority to hear both parties, examine evidence, and deliver binding

judgments on the disputes.

The verdict was passed in Delhi High Court by the single judgment justice Harishankar and it

was ruled in the Favor of ITC as the court focused on the similarities and not the

dissimilarities where the important factor was considered as trade dress as in source of

differentiation.

(dispute resolution)

4.3 DISPUTE MANIFESTATION

(img, 2016)
After a long legal feud between the market leaders of the FMCG industry when the ruling

was done in Favor of ITC where Britannia industry allegation for infringement was

considered null and to discontinue this banter ITC limited changed the colour combination of

Sunfeast Farmlite Biscuit into yellow and green and some components and shape were also

modified so the clash between the packaging is avoided and two years long legal banter with

Britannia can be manifested.

Britannia has withdrawn all claims for rendition of accounts, damages, and costs.

(manifestation, n.d.)

CHAPTER 4 GREVIENCE REDRESSAL MECHNISM

Britannia aims to uphold and enhance the Company's standing by delivering superior

products and services to our client. The Company considers feedback from its consumers,

including both complaints and compliments, as a valuable avenue for acquiring knowledge

and enhancing its operations in the future. The Company is dedicated to promptly addressing

the needs and concerns of consumers and potential consumers, and strives to resolve any

complaints in a timely and harmonious manner.

The purpose of this policy is to establish guidelines for the receipt and handling of consumer

feedback. When addressing a customer complaint, our organisation is dedicated to

maintaining consistency, fairness, and impartiality.

OBJECTIVE

 The purpose of this communication is to provide consumers with information

regarding our complaint registration and management procedures.

  In order to guarantee a comprehensive understanding of our organization's aims, it is

imperative that all workers are well-informed on the established system for

processing complaints.

 In order to ensure a comprehensive examination of any complaint regarding our

product or service, it is imperative to adopt an objective approach that considers all

relevant information or evidence.

 Implementing proactive measures to safeguard the personal information of

consumers.

(grievience, n.d.)

CHAPTER 5 CONCLUSION

In this research we found the different roles of leader manager and team member and what

are the key responsibilities and duties in Britannia Industry and how the form function from

131 years and how did the farm overcome the challenges which was not a resistance to their

journey of success. We discussed the dispute of copyright and trademark case which was

settled recently by adjudication we also want to know about the management of Britannia

Industry and how they redress the client and to maintain customer employee relationship

healthy by resolving complaint on time.

CHAPTER 6 BIBLIOGRAPHY

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