A Summer Training Project Report

ON
Contractor Satisfaction Towards Samriddhi App

In partial fulfillment of the requirements for the award of the

degree of
MASTER OF BUSINESS ADMINISTRATION (MBA)
Submitted by
Rahul Yadav
MBA III SEMESTER
(2201060700189)
Submitted to
Thakur Digvijay Singh
(Assistant Professor)

School of Management Sciences, Varanasi

(An Autonomous College)

Affiliated to(Dr. A.P.J. Abdul Kalam Technical University,

Lucknow)

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 ACKNOWLEDGEMENT

The work on this report has been an inspiring, often exciting, something challenging, but always
an interesting experience.

Bearing in mind, I am using this opportunity to express my deepest gratitude and special thanks
to the School of Management Sciences, Varanasi. I express my deepest thanks to Director, Prof.
P.N. Jha, Coordinator: Dr. Amitabh Pandey of MBA for providing me the valuable chance for
doing the research purpose.

Last but not the least I apologized for my omission & mistakes, as from my side I prepared it
by my best. I perceive this opportunity as a big milestone in my career development. I will
strive to use gained skills & knowledge in the best possible way, & I will continue to work on
their improvement in order to attain the desired career objectives.

Rahul Yadav
MBA III Semester
Roll no.: (2201060700189)

2
 2
PREFACE

Samriddhi App customer testimonials, or case studies that might provide insights into contractor

satisfaction. Reviews and Ratings: Check online platforms, forums, or app stores where users might

leave reviews and ratings for the Samriddhi App. This can include Google Play Store, Apple App

Store, or industry-specific forums.

Social Media: Explore social media platforms for mentions, comments, or reviews related to the

Samriddhi App. Companies often engage with users on platforms like Twitter, Facebook, or

LinkedIn.

Contact Green Ply: If you can't find the information you need online, consider reaching out directly

to Green Ply. They may have a customer support team that can provide you with relevant

information or direct you to the right department.

Industry Publications: Look for any articles, blogs, or publications in the construction and

contracting industry that might discuss the Samriddhi App or Green Ply's services. Industry-

specific sources can often provide valuable insights.

Ask Contractors Directly: If you have contacts within the construction industry, especially

contractors who might be using the Samriddhi App, consider reaching out to them directly.

Personal experiences and opinions from those who use the app can be valuable.

Remember to verify the information from multiple sources to get a comprehensive understanding

of contractor satisfaction towards the Samriddhi App by Green Ply.

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 DECLARATION

I, Rahul Yadav hereby declare that my report entitled “Customer Satisfaction Towards
Samriddhi App’’ is a project work carried out by me independently. The information
presented in the report is correct to the best of my knowledge and the analysis is as per the
norms and guidelines of the report.

I feel extremely exhilarated to have completed this report under the able and inspiring guidance of
Mr. Thakur Digvijay Singh, Assistant Professor. His guidance and timely encouragement has
infused courage in me to complete the work successfully.

I claim this report to be my indigenous work and have not presented it anywhere else for any
purpose.

Rahul Yadav
MBA III Semester
Roll no.: (2201060700189)

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 TABLE OF CONTENTS
SL. NO. PARTICULARS PAGE NO.

CHAPTER 1 Introduction

About the company

Products of the company

Competitors

CHAPTER 2 Review of literature

Need of the study

Objectives

Methods of data collection

CHAPTER 3 Functions of HR

Managerial Function

Operative Function

Advisory function

CHAPTER 4 Organizational Structure

Organizational Culture

Nature And Role of Personnel Department

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CHAPTER 5 Methodology

Recruitment Strategy

Training & Development program

Frequency of Training And Development

Employees Promotion Strategy

CHAPTER 6 Findings

Conclusion

Suggestion

Limitation

Bibliography

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 Industry Overview
Greenply Industries Limited is a prominent player in the Indian plywood and allied products
industry. Here is an overview of Green Ply:
Company Overview: Greenply Industries Limited is one of the largest interior infrastructure
companies in India. The company primarily operates in the following segments:
Plywood and Allied Products: Greenply is well-known for its plywood, blockboards, decorative
laminates, decorative veneers, and medium-density fiberboards (MDF). These products are widely
used in the construction and interior design industry.
Medium-Density Fiberboards (MDF): Greenply produces MDF, which is an engineered wood
product made from wood fibers, wax, and resin. MDF is used for various applications in furniture
and construction.
Key Points:
Establishment: Greenply Industries Limited was established in 1993.
Brands: The company operates under various brands, including Greenply, Ecotec, and Green
Club.
Quality Standards: Greenply is known for maintaining high-quality standards in its products.
They use advanced technology and sustainable practices in manufacturing.
Market Presence: Greenply has a significant market presence in India and caters to both
residential and commercial segments. Its products are widely used in the construction of homes,
offices, and other infrastructure projects.
Sustainability: In recent years, there has been an increasing emphasis on sustainability and eco-
friendly practices in the industry. Greenply, like many other companies, has likely been adapting
to these trends by incorporating sustainable sourcing and manufacturing practices.
Financial Performance: The financial performance of Greenply Industries is subject to market
conditions and various other factors. For the latest financial information, including revenue, profit,
and other financial indicators, it is recommended to refer to the company's latest annual reports or
financial statements.
Note: Please keep in mind that the information provided here is based on my knowledge as of
January 2022, and there may have been developments or changes since then. For the most up-to-
date and accurate information, it is advisable to check Green Ply's official website, press releases,
and financial reports.
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Company Overview
Greenply Industries Limited, commonly known as Greenply, is a leading manufacturer of plywood,
laminates, decorative veneers, and medium-density fiberboards (MDF) in India. Below are some key
points about Greenply:
Establishment and History:
Greenply Industries Limited was established in 1993.
The company has a history of over two decades in the industry.
Product Range:
Greenply is well-known for its diverse range of products, including plywood, blockboards, decorative
laminates, decorative veneers, and MDF.
The company caters to both residential and commercial markets, offering solutions for interior
infrastructure needs.
Brands:
Greenply operates under several brand names, including Greenply, Ecotec, and Green Club.
Each brand may be associated with specific product lines or quality grades.
Quality and Innovation:
Greenply is reputed for maintaining high-quality standards in its products.
The company often incorporates technological advancements and innovation in its manufacturing
processes.
Market Presence:
Greenply has a significant presence in the Indian market and is a well-known name in the construction
and interior design industry.
Its products are widely used in the construction of homes, offices, and various infrastructure projects.
Sustainability:
Like many companies in the industry, Greenply has likely focused on sustainability and eco-friendly
practices. This includes sustainable sourcing of raw materials and environmentally conscious
manufacturing processes.
Financial Performance:
For detailed and up-to-date information on Greenply's financial performance, including revenue, profit,
and other financial indicators, it is advisable to refer to the company's official financial reports and
statements.
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Industry Recognition:
Greenply has received industry recognition for its contributions to the plywood and allied products sector.

9
For the latest and most accurate information about Greenply Industries Limited, including product
offerings, financials, and any recent developments, it is recommended to visit the company's official
website or contact the company directly. Keep in mind that industry conditions and company information
may have evolved since my last knowledge update in January 2022.

Introduction:
About the company
Products of the company
Competitors

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 INTRODUCTION
Greenply Industries Limited (GIL) is India's largest interior infrastructure company. The
company is listed on the National Stock Exchange (NSE) and the Bombay Stock Exchange with
a whopping turnover of Rs.1655 crore. It stands at top when it comes to plywood and MDF
boards. It accounts for almost 30% of the organized plywood market in India and 30% market
share in domestic MDF market.

This company efforts towards achieving excellence helped us gain a significant position in the
thriving Indian economy. We are a partner of choice for a large number of office and home

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builders. Greenply Industries Ltd is a leader in manufacturing plywood, Medium density Fibre
boards (MDF) and allied products.

Greenply was the first in the country to introduce a lifetime guarantee for high-end products
(Green Club, Green Club Plus premium Plywood) The Green Fire Retardant Plywood was
certified by the Central Building Research Institute The Kriparampur, Pantnagar and Bamanbore
Units have been accredited by the FSC with a 'chain of custody' certification. ISO 9001, ISO
14001 and OHSAS 18001 -certified for Tizit, Pantnagar, Kriparampur units, while the
Bamanbore unit is ISO 9001- certified. The Kriparampur Unit was awarded with Social
Accountability Certificate SA 8000.

We are Greenply Industries Limited, a leader in manufacturing plywood and allied products. Our
innovation and technical expertise enable us to deliver flawless products to our customers.
When we established Greenply Industries Limited, we had a vision; to turn houses into homes,
by filling them with colour and life, and to help India gain a significant global position. We‘ve
been pursuing our vision ever since, by providing customers with high quality products, while
remaining environmentally and socially responsible.
In fact, we have always endeavoured to create value for society through our activities, whether
they‘re economic or otherwise. Our production processes are partially sustainable, and by 2020,
they will be completely sustainable.

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Its strong domain and technical expertise enables us to deliver value to our renowned customers.
It focus on adopting eco-friendly manufacturing approaches to meet our client‘s expectations.
Backed by strong knowhow, our teams deliver flawless products to customers. In the past few
years, India has emerged as the largest surging economy in the world. The Indian market is full
of diverse preferences, various income levels, and regional spread. Focusing on each and every
part of the Indian market is our focal point. We accomplish this by constantly addressing the
existing gaps with the simple philosophy of connecting fashion to interiors through our wide
range of product portfolio. Our products are manufactured with latest technology, amazing
ability to migrate from one price point to another, wider choice, as well as a single point solution
for customer looking to buy huge quantities of products.

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Greenply Plywood is made from the finest A+ grade timber and goes through a stringent five-
step preservative treatment, making it termite and borer resistant. Made from 100% hard wood or
Gurjan timber, Greenply Plywood has high dimensional stability and is warp free. Greenply
Plywood is eco-friendly as well as emission free (emits less Formaldehyde as per E1
Formaldehyde Emission level). In addition to Fire Retardant Plywood, all other Greenply
Products are partially treated with Fire Retardant chemicals.

HISTORY OF THE COMPANY

The company was established as "Mittal Laminates Private Limited" on 28 November 1990. It
became a Mittal Laminates Limited in 1994, and finally Greenply Industries Limited in 1996. Its
first manufacturing plant was established in 1993 at Behror, Rajasthan, followed by one
at Pantnagar, Uttarakhand in 2006. Prior to which a manufacturing unit of erstwhile Greenply
Industries Limited at Tizit, Nagaland was taken over, along with the company itself in 1995.

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Company Summary

Manufacturer & Exporters of Plywood, Decorative Plywood, Laminates, Decorative Laminates,

Green Black Board, Green Shuttering Ply, Prelaminated Particles Board, Prelaminated Medium
Density, Switch Boards Panels, Pre Laminated Particles Board.

General Information

Year established
1990
Legal form
Limited Company
Type of company
Head Office
Fax
+91 33 22420825, 22820825, 30515010
Website
http://www.greenply.com

Brands

GREENLAM
GREENPLY

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15
Export

Area : North America, Middle East, Asia-Pacific, Central Asia, Central America, South
America, Central/East Europe, Western Europe, Africa

Country : Canada, Mexico, Israel, Oman, Saudi Arabia, Singapore, Sri Lanka, China, Taiwan,
Hong Kong, Malaysia, Indonesia, New Zealand, United States, El Salvador, Colombia, Panama,
Jamaica, Puerto Rico, Chile, Peru, Russian Federation, United Kingdom, Spain, Turkey, Italy,
Switzerland, Netherlands, Denmark, Germany, Sudan, Nigeria, Ghana.

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 PRODUCTS OF GREEN PLYWOOD

1. PLYWOOD AND BLOCKBOARD:

Greenply is a leading manufacturer of high quality plywood and block boards, suited for every
need. The Greenply range, which includes the flagship brand Greenply Plywood, is made from
the finest A+ grade timber and goes through a stringent 5-step preservative treatment, making it
termite and borer resistant. Made from 100% hard wood or Gurjan timber, Greenply plywood
has high dimensional stability and is warp free. In fact, Greenply is the first company in India to
introduce a lifetime guarantee in its premium products, Green Club and Green Club Plus
Plywood. The products are eco-friendly and emission free (emits less Formaldehyde as per E1
Formaldehyde Emission level). non-toxic organic chemicals are used for Glue Line protection
and in addition to Fire Retardant Plywood, all other Greenply Products are partially treated with
Fire Retardant chemicals.

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Apart from these, Greenply Industries Ltd. also manufactures Green Flexiply, Green Fire
Retardant Plywood, Green Marine Grade Plywood, Green Gold (BWP) Plywood & Block Board,
Green Film Faced Shuttering plywood, Green Flexiply, Green 16 mm Calibrated Plywood,
Greenply MR Grade Plywood & Block Board, Ecotec Plywood & Block boards and Optima Red
Plywood & Block boards. Also available, is the Green Compreg range of products, suited for
construction, railway, automobile and other specialized applications.

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Greenply products meet global quality standards such as CE and FSC (COC), as well the
following IS standards:

Product Range

1 Green Club & Club Plus Plywood

2 Green Gold Plywood (Bwp Grade)

3 Green Film Faced Shuttering Plywood

4 Green Fire Retardant Plywood

5 Greenply Marine Grade Plywood

6 Green 16 Mm Calibrated Plywood

7 Green Flexiply

8 Greenply Mr Grade Plywood

9 Green Bwp Block Board

10 Green Mr Block Board

11 Green Naturals Teak Veneers

12 Green Spectrumwood Veneers

13 Black Forest Veneers

14 Green Panelmax Hd Decorative Panel

15 Green Doors

16 Green Doors Stellar

17 Optima Red Marine Grade Plywood

18 Optima Red Mr Grade Plywood

19 Optima Red Mr Block Board

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20 Optima Red Bwp Block Board

21 Ecotec Bwr Plywood

22 Ecotec Mr Plywood

23 Ecotec Mr Block Board

24 Compreg, Resin Treated Compressed Wood

Laminates

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2. MEDIAM DENSITY FIBERBOARD:

Green Panelmax MDF is a revolutionary product from Greenply Industries Ltd, is made with a
unique fibre-interlocking technology which leads to high bonding strength and rigidity and is
loaded with features which are best suited for constructing strong and durable furniture and

creating unique interiors.

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Its homogeneous construction gives it easy machining characteristics and enables it to be
intricately and precisely routed, carved and moulded. Additionally, its surface smoothness and
0% latex content ensures a perfect end-finish in while painting, polishing and high-gloss, while
also making it extremely simple to apply laminates and veneers on it. It is termite, borer and
fungus resistant.
Being manufactured from 100% renewable and sustainable wood, Green Panelmax MDF is an
eco-friendly product.

State-of-the-art manufacturing facility Greenply's Green Panelmax MDF manufacturing

facility at Pantnagar, Uttarakhand is the first-of-its-kind in India that incorporates the latest
European technologies. This state-of-the-art manufacturing facility is also the country‘s largest
and most technologically advanced plant in its category, utilising a continuous press system for
the very first time for this application. The annual capacity of the plant is 1,80,000 CBM.

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To maintain its stringent quality norms, Greenply has invested in the latest technologies and
machines; Front end wood processing and chipping from Bruks Klockner (Sweden), chips
storage and conveying from Trasmec (Italy), fibre refining from Metso (Finland) and fibre
drying from Sunds MDF Technologies (Sweden).

Greenply has also purchased the latest machinery for forming, press and raw board handling
from market leader Dieffenbacher of Germany, an 8 head sanding machine from Steinemann of
Switzerland, panel sizing from Giben (Italy) and a multi fuel hybrid energy generation plant
from Thermax (India). To ensure optimal emission levels, the company has invested in a latest
generation dust extraction/fume absorption system supplied by Scheuch (Austria).

Press outfeed and

The 28mtr Dieffenbacher Continuous Press
flying cross-cut saw

THE PANELMAX MDF BOARD

Interlocking TechnologyA unique interlocking technology employed in manufacturing Green

Panelmax MDF boards leads to a high bonding strength and greater rigidity.

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Strong Stability and strength are important assets of our board. Made with advanced technology
Green Panelmax boards offer tough resistance to all sorts of impacts and wear and tear.

Superior Quality Greenply takes stringent quality measures at every stage of the manufacturing
process to ensure that Green Panelmax MDF boards have a smooth finish, superior machining
characteristics and unparalleled quality and strength. With leading testing technology such as the
Through Panel Density Profiler, we are able to precisely control the through panel density along
the thickness, giving Green Panelmax MDF boards a better and a more consistent surface
density.

Homogenous Construction The homogenous construction of Green Panelmax MDF boards

allows intricate and precise routing, machining and finishing techniques for a superior finished
product.

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0% Latex Content Green Panelmax MDF boards are made of 100% hardwood eucalyptus
timber, and thus have 0% latex content, making them ideal for surface finishes such as painting
and polishing.

Termite & Borer Resistant Green Panelmax MDF boards undergo various chemical treatments
that make them termite, borer and fungus resistant.

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Eco-Friendly Green Panelmax MDF boards are produced from 100% renewable and sustainable
wood sourced from agro-forestry plantation trees that have a life cycle of 3-4 years and cause no
depletion of forest cover area.

An Excellent Range to Offer Greenply is the first manufacturer in India to offer such a vast
range of MDF in a variety of thicknesses and sizes across all its products ranging from plain, pre-
laminated and veneered Green Panelmax MDF board to plain and pre-laminated HDF.

Plain MDF Thicknesses: 2.3mm, 2.5mm, 3mm, 4mm, 5.5mm, 6mm, 8mm, 11mm, 12mm,
15mm, 17mm, 18mm, 25mm, 30mm and 35mm. Sizes: 8‘X4‘; 8‘X6‘; 7‘X6‘; 7‘X4‘ and 6‘X4‘.

φψ 26
Pre-laminated MDF Thicknesses: 6mm, 8mm, 11mm, 12mm, 15mm, 17mm, 18mm, 25mm,
30mm and 35mm. Sizes: 8‘X4‘; 8‘X6‘; 7‘X6‘; 7‘X4‘ and 6‘X4‘.

HDF Thicknesses: 2.3mm, 2.5mm, 3mm, 4mm, 5.5mm, 6mm, 8mm, 11mm, 12mm, 15mm,
17mm, 18mm, 25mm, 30mm and 35mm. Sizes: 8‘X4‘; 8‘X6‘; 7‘X6‘; 7‘X4‘ and 6‘X4‘

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3. FLUSH DOORS
Green Doors (With Solid Wood/ Engineered Wood Filler):

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Green Doors are a wide range of premium borer-proof doors made by mechanized
manufacturing process, which offers uniform thickness without undulation, warping or bending
and a smooth surface for laminations. It offers dimensional accuracy and stability in varying
humidity and has a high screw holding capacity, high shock and buckling resistance. Available in
three varieties, one-side decorative, both side decorative and non-decorative.

100% boiling-water proof bonding, Kiln seasoned stiles, rails and Engineered Wood Solid Core/
Natural Wood Solid Core timbers are treated with preservatives to improve its natural durability.
Face veneers are made from selected natural durable wood species which make Green Doors
both safe and secure. From processing of Phenol Formaldehyde resin to BWP bonding of
veneers and core woods, all are done under one roof - ensuring superb quality, down and through
the production line

A 7 year warranty is given against delamination and falling powder.

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Green Doors Stellar:

Green Doors Stellar is a range of moulded raised high density panel doors. The skins are
imported from Australia. They are resistant to shrinking, swelling, cracking and joint separation.
They are available in two variants- Decorative Primered and Decorative Veneered doors, in a
range of panel and veneer options.

Decorative Primered Doors are textured and primed with a low VOC primer and ready-to-
paint, according to suitability to interiors.

Decorative Veneered Doors are ready-to-polish doors, available in veneered options of Teak,
Walnut, Wenge and Sapele.

A 7 year warranty is given against delamination and falling powder.

Green Doors Lamina:

Green Doors Lamina is a new range of premium pre-laminated, easy to use doors with
engineered wood filler. They are available in 30 laminate designs in both one-side and both-side
laminated options. Laminate thickness is 1 mm, selected from a wide range of Greenlam
Laminates, which are high pressure decorative laminates.

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4. DECORATIVE VENEERED
Green ply brings the world's most striking veneer ranging from Walnut to Rosewood to
Mahogany to Ebony and lots more.

DECORATIVE VENEERS :

Green Natural Teak Veneers:

The understated style and elegance of teak veneers has made them very popular with interior
designers all over the world. Greenply presents an outstanding range with its Green Naturals
Teak Veneers, made of 100% Burma Teak, sourced directly from Burma. Available in a range of
exquisite designs, these veneers have been exquisitely patterned for the connoisseurs who
understand the meaning of ultimate class. The Green Naturals range includes Platinum, Royal,
Premium, Horizontal and Mix & Match, each with their own unique grain patterns. These are
further enhanced by natural marks like knots, flashes, fiddle, water, fire found on teak trees,
which translate into beautiful designs. Green Naturals range of 100% Burma Teak veneers, are
designed to bring the timeless class and elegance of Burma Teak into your homes and interiors.

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NATUREMAX VENEERS:

Greenply Industries Limited introduces Naturemax, an exquisite range of decorative veneers for
connoisseurs of refined taste. An assortment of more than hundred exotic wood species,
Naturemax Decorative Veneers, has been exclusively hand-picked from all over the world. The
range imparts timelessness of wood décor to living spaces. A perfect reflection of aesthetics,
natural value, durability and pro-environment sensitivity, Naturemax Decorative Veneers is for
those who revel in making distinctiveness, a statement of living.

χτ 32
RECONSTITUTED VENEERS:

Green Spectrumwood Veneers:

Greenply's Green Spectrumwood Veneers, is an exclusive range of stylish veneers designed on a

natural timber base. They are available in unlimited numbers of group match and are elegantly
crafted to bring harmony of patterns into your home and office interiors, maintaining synergies
across large projects. Based on the latest international trends and tastes, Green Spectrumwood
Veneers are available in over 100 designs. Each design will leave an indelible mark on your
interiors, making them more beautiful and artistic than ever.
Greenply also offers a value addition in this range with the extremely versatile range of Flexa
Veneers. Flexa Veneers come with a fleece backing and will surprise you with their unbelievable
flexibility to adapt to the shapes of your curved furniture. Available in any of the 100 designs of
Green Spectrumwood Veneers, a whole new range awaits you.

χυ 33
χφ 34
Black Forest Veneers:

Black Forest Veneers are an exotic range of dark veneers sourced specially from the pyimana
province of Myanmar, which yields unique dark grains. The Black forest veneers are further
processed in our state-of-the-art manufacturing facility to give them an exotic look which is dark,
deep & divine. Black forest veneers are a natural alternative to walnut, Sukupira, Ebony, Wenge
and other expensive natural veneers which come in exotic dark shades that are much in vogue
today. These forest inspired captivating variants are available in light, medium and dark shades,
with linear, flowery, exotic and Mix & Match grain patterns.

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5. WOOD FLOOR
Contemporary and cosy, Green Floormax wood floors come in a wide variety of colours and
textures that create an ambience like no other. The surface designs have been hand-picked in
collaboration with renowned designers from Europe and crafted with a passion that reflects in the
unique character of Green Floormax wood floors.

χψ 36
Technical Superiority

Perma Click The Perma ClickTM system in Green Floormax has been developed especially by
flooring industries, Luxembourg. Their years of research combined with Green's extensive
knowledge of the usage conditions specific to India, has made PermaClickTM the most advanced
flooring interlocking system available in India. The click system gives Green Floormax an
unmatched quality and finish. What's more it makes the installation process very easy.

Max Shield Green Floormax wood floors come with Max Shield - a unique scratch resistant
protection technology that shields it against wear and tear. This specially-engineered surface
coating makes wood floors manifold stronger and resistant to surface scratches.

Sonic Sponge Green Floormax is engineered with Sonic Sponge - an advanced technology that
allows the sound absorbent backing layer to reduce sound transmission and produce only a solid
and pleasant sound underfoot.

χω 37
100% Hardwood Base Core The high density fibreboard at the core of Green Floormax wood
floors makes them sturdier and more durable than any other flooring alternative. More
so,Greenply manufactures the highest quality fibreboard in-house at the same manufacturing
location as Green Floormax, ensuring very stringent quality parameters for the base core.

Hygienic and Easy to Maintain Our surface protection technology ensures dust doesn't cling to
your floor while our unique interlocking system Perma ClickTM binds the planks perfectly,
allowing absolutely no room for dust accumulation and water spillage.

Convenient
Easy to install Thanks to our PermaClickTM system, installation can be completed in no
time.Just snap the planks together and it's done.

χϊ 38
Seamless layout Our interlocking technology leaves no annoying gaps or crevices, leaving you
with a level, beautiful-looking floor. There just won't be any place for dirt and dust to
accumulate.

Anti-Warp Since the top layer on green floormax wood floors is resistant to heat and
temperature changes, there won't be any uncharacteristic bending or twisting of the wooden
planks. Your floor will always stay solid and level.

Easily removable/changeable/reinstallable Switching floors just involves removing the planks

and installing them elsewhere. Carry your floors with you anytime, anywhere.

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 COMPETITORS

1. Uniply Industries

χό 40
2. Century Plyboard

χφ 41
3. Sarda Plywood Industries

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4. Bloom Décor Plywood

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5. Manglam Timber Products

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Chapter-2
Review of Literature
Need of the study
Objective

Methods of data collection

Scope of the study

ψχ 45
 LITERATURE REVIEW
This is a pure applied part of my two months, summer training. It has been purely a practical
exposure to real business in general and of HR in particular. Through the entire tenure of
summer training I have learned the practical implication of corporate sector work and
environment in corporate sector.
I must say that after completing one year of my studies I was quite familiar with the business
environment, but through this practical exposure that is summer training in ―GREEN
PLYWOOD‖ which enabled me to get an in depth sight of the reality show of the business. Here
I came to know about the real techniques of Human Resource Management and what is the real
picture of HR in the corporate world.

The priority areas of HRD are recruitment and selection, performance appraisal,
career planning and development, manpower planning, development of performance
standards, deferred bonus planning, organizational development, counseling and self-
development and total quality management. Unless and until these aspects are given
proper emphasis and treatment, human resource which is the most important and vital
asset of an organization will get adversely affected and employees will be treated as
‗cost centre‘ rather than ‗investment center‘.
As there is much difference between selection and recruitment. Selection refers to the
process of picking individuals out of the pool of candidates with requisite
qualifications and competence to fill jobs in the organization. While recruitment
refers to the process of identifying the prospective employees who apply for jobs,
selection is concerned with picking the right candidates or differentiating between
applicants in order to identify and hire those with a greater likelihood of success in a
job. Recruiting employees in different ways like by different agencies, campus
placement etc. these all things understand by me with the help of this project.

Developing countries of the third world have been struggling hard for their
respective Industrial Development. Big and small Industries concerns are
being set up to increase production for meeting domestic demand as well as

ψψ 46
 for earning foreign exchange. The bigger the industry and workforce the
bigger are the organizational structure and pressure on the top management.
The organizational structure is geared to achieving the set targets of
production.

Corporate executive of GREEN PLYWOOD limited have been increasingly

aware that long range success in the telecom sector steel production hinges
on the caliber of the managerial personnel. The increasing contribution of
behavioral science to understanding the value of talented employee has
convinced our country‘s telecom executive that the largest single resources
to increased productivity and profits are the talent. Company can be on the
path of success only with the help of talent acquisition.
Manpower is recognized as the most valuable resource for any organization.
Most companies have realized that the way they take care of the personnel has a
direct bearing on their profitability and success and hence the growing demand
for qualified HRD Professionals. Human Resources Development is a fast
growing career, which encompasses many areas.
It includes an entire range of activities ranging from manpower planning,
recruitment, training, industrial and labor relations, performance appraisals,
promotions and dismissals, to personnel deployment, relocation etc. Personnel
officers are important members of every company‘s team.
Human resource (or personnel) management, in the sense of getting things done
through people, is an essential part of every manager's responsibilities, but
many organizations find it advantageous to establish a specialist division to
provide an expert service dedicated to ensuring that the human resource
function is performed efficiently.
"People are our most valuable asset" is a cliché, which no member of any senior
management team would disagree with. And many new HR managers miss the
point. And failure to grasp this point trips up their career more than any other
reason. As an individual contributor, success is all about you..

ψω 47
 It's all about raising your hand, getting called on, and delivering the right answer.
But when one becomes a leader, there is one big difference...Success is all about
growing others. It's about making the people who work for you smarter, bigger,
bolder, more self-confident and capable. Frankly, an individual does not matter
much. Except how one nurtures and supports his team and helps it grow.
Personal attention will be achieved from the higher ups but only as much as
your team wins.
Always go for talent acquisition whether it is concern for top, middle or lower
management. Adopt the latest technology to acquire talent. Do not make any
compromise for talent, as the success of an organization lies on the efficiency of
the man power. Don't sugarcoat but be candid, which is one of the major
qualities of the great HR people. However, never forget that you're a leader
now. It not about you anymore, it's about your organization.

ψϊ 48
 Need of the study
Human Resource is the back bone of an organization. Human Resource is an important aspect as
far as an organization is considered. Organization is depending upon the human resource. So it is
the responsibility of the management to keep the employees to contribute more.

It is said that satisfied human resource are more productive. So every organization is giving
high priority to keep their human resource satisfied by providing several facilities which
improves satisfaction and reduce dissatisfaction.

So to understand the functioning of human resource in GREEN PLYWOOD and how they are
trained and given development programs, I had made the following study.

ψχ 49
 Objective of the study
To Measure the satisfaction levels of employees on various factors and give suggestions
for improving the same.
To study the relationship between the personal factors of the employee (Gender,
Designation, Qualification, Age, and Years of Service in a company) with satisfaction
level.
To derive and analyze the current satisfaction level of the employees in the company
To study the various factors which influencing employee satisfaction.
To study the various sources of recruitment followed in GIL.
To study about the functions of the HR in GIL.

ψό 50
 Methods of data collection

Data Collection is an important aspect of any type of research study. Inaccurate data collection
can impact the results of a study and ultimately lead to invalid results.

Data collection methods for impact evaluation vary along a continuum. At the one end of this
continuum are quantatative methods and at the other end of the continuum are Qualitative
methods for data collection .

There are two types of data collection methods:

1. Primary data collection

2. Secondary data collection

Primary Data Collection: Raw data or primary data is a term for data collected at source.
This type of information is directly form first hand sources by means of surveys, observations
and experimentation and not subjected to any processing or manipulation and also called primary
data. It includes :

1. Interview

2. Questionnaire

3. Survey

4. Observation

ψφ 51
Secondary Data Collection: It refers to data collected by someone other than the user. The
data is already available and analyses by someone else. Common source of secondary includes:

1. Books

2. Magazines

3. Newspaper

4. Journals

ωτ 52
 Scope of the Study
1. Functions of HR is an important output that employees work for the organization.
2. It is an interesting and significant area for conducting the research.
3. The study made on the topic of Functions of HR will help to understand the everything
related to the employees. It may be either recruitment, selection, training, development or
employees satisfaction.
4. This report is useful to management of the company to know properly that how to
manage an organization.
5. This report may be useful to the students for resding and may be useful in preparing their
report on the Functions of HR.

ωυ 53
Chapter-3
Functions of HR
Managerial function
Operative function
Advisory function

ωφ 54
 FUNCTIONS OF HR
Personnel department is a specialized division of a large organization; the department
responsible for hiring and training and placing employees and for setting policies for personnel
management.

The Plywood industry is highly competitive, organizationally diversified and sdriven by mergers
and acquisitions. There are so many manufacturer of plywood in the current market. In the
current market, it‘s also understandably bearish. But HR issues are more at the forefront than
ever. It‘s difficult to verify that the organization‘s HR goals don‘t strangle local markets, but do
comply with workers‘ councils and legislation and lead the people side of the business. To
achieve this in a diverse, fast-changing organization such as GREEN PLYWOOD industry that
has had decentralized policies, decision makers and processes is truly challenging.

ωχ 55
 FUNCTIONS OF HR

1. RECRUITMENT:

The nature of the job, its role and key responsibilities should be covered in the job description
and explained in the selection interview. You may also consider sharing some or all of the
information listed below to give a real insight into the structure and culture of the organisation,
behaviours and standards expected and future plans/intentions:

ion, department and/or team structure chart

of work, holidays, sick pay policy, salary,

benefits, etc.

ϊχ 56
2.INTERVIEW:

The word interview comes from Latin and middle French words meaning to ―see between‖ or
―see each other‖. Generally, interview means a private meeting between people when questions
are asked and answered. The person who answers the questions of an interview is called
in interviewer.

So, an interview is formal meetings between two people (the interviewer and the interviewee)
where questions are asked by the interviewer to obtain information, qualities, attitudes, wishes
etc. Form the interviewee.

57
ϊψ

58
Types of interviews: There are many types of interviews that an organization can arrange. It
depends on the objectives of taking the interview. Some important types of interviews are stated
below:

1. Personal interviews: Personal interviews include:

 Selection of the employees
 Promotion of the employees
 Retirement and resignation of the employees
Of course, this type of interview is designed to obtain information through discussion and
observation about how well the interviewer will perform on the job.

2. Evaluation interviews: The interviews which take place annually to review the progress of
the interviewee are called the evaluation interviews. Naturally, it is occurring between
superiors and subordinates. The main objective of this interview is to find out the strengths
and weaknesses of the employees.
3. Persuasive interviews: This type of interview is designed to sell someone a product or an
idea. When a sales representative talk with a target buyer, persuasion takes the form of
convincing the target that the product or idea meets a need.

ϊω 59
4. Structured interviews: Structured interviews tend to follow formal procedures; the
interviewer follows a predetermined agenda or questions.
5. Unstructured interviews: When the interview does not follow the formal rules or
procedures. It is called an unstructured interview. The discussion will probably be free
flowing and may shift rapidly form on subject to another depending on the interests of the
interviewee and the interviewer.
6. Counseling interviews: This may be held to find out what has been troubling the workers
and why someone has not been working.
7. Disciplinary interviews: Disciplinary interviews are occurring when an employee has been
accused of breaching the organization‘s rules and procedures.
8. Stress interviews: It is designed to place the interviewee in a stress situation in order to
observe the interviewees reaction.
9. Public interviews: These include political parties‘ radio-television and newspaper.
10. Informal or conversational interview: In the conversational interview, no predetermined
questions are asked, in order to remain as open and adaptable a possible to the
interviewee‘s nature and priorities; during the interview the interviewer ―goes with the
flow‖.
11. General interview guide approach: The guide approach is intended to ensure that the
same general areas of information are collected from each interviewee this provides more
focus than the conversational approach but still allows a degree of freedom and adaptability
in getting the information from the interviewee.
12. Standardized or open-ended interview: Here the same open-ended questions are asked to
all interviewees; this approach facilitates faster interviews faster interviews that can be
more easily analyzed and compared.
13. Closed or fixed-response interview: It is an interview where all interviewers ask the same
questions and asked to choose answers from among the same set of alternatives. This
formal is useful for those not practiced in interviewing.

3.INDUCTION & TRAINING:

ϊϊ 60
All new members of staff who join the Company to learn new ―ropes‖ and settle down quickly
so that they become productive from the outset are given induction training. The aim of an
induction programme is to make sure that new employees are given all the help and guidance
they need for them to do their job to the required standard as soon as possible.

Remember that the induction process begins during the recruitment and selection phases when
contact is first made with potential new employees. It is therefore key that the things you do and
say before their first day are as well thought through and prepared as those after the candidate
takes up the post.

The process involves:

-employment

ϊχ 61
  Pre-employment:

All new employees should receive a formal offer letter together with an employment contract. As
well as this information should also advise new employees to look at the ‗new employees‘ web
page for further information. Other forms e.g. company details etc should be completed by the
new employee prior to starting by printing off and sending into HR. Alternatively we need to
make sure all new employees have access to these forms on Day One of their employment.
It may also be necessary to send joining instructions giving the following information by phone
or email:

• where and when to report

• who will meet them

• a map, transport and car parking instructions

• what else to bring, e.g. tools, special clothing, packed lunch, etc.

 Preparing the programe:

ϊό
62
The content of individual induction programmes will vary according to the needs of the
individual. New employees may fall into one or more groups, for example:
• school-leavers/skill-seekers

• graduates

• long-term unemployed

• people with disabilities

• experienced individuals changing jobs either within or from outside the organisation

• shift workers

• Internal employees moving department

Each group have different needs and therefore induction programmes is designed with this in
mind. Also consider those people with special needs, i.e. with disabilities, or very young people
who will perhaps have limited, if any, experience of working life. Induction programmes for
certain jobs or roles should also take into account factors such as health and safety rules and
regulations.
New employees will have a considerable amount of information to absorb when starting their
new role. Try to divide the induction programme into subjects or areas of responsibility enabling
the individual to build up their knowledge gradually, preventing confusion or overload.

 First day:

New starters will doubtless be nervous and even apprehensive on their first day. It is important
that they are made to feel welcome and given time to assimilate to their new environment and
colleagues.

They should:
• meet and introduced to their team colleagues

ϊφ 63
• given a tour of the building(s) or workplace, pointing out toilets and restaurant facilities, etc.

• talked through their induction programme and timetable(see link above or on web site)

• satisfied that all necessary paperwork has been completed and received

 First week:

With all new employees, we may explain and discuss the key aspects of their job, the goals and
objectives of their immediate team and how they in turn contribute to the objectives of the
organisation. This is likely to involve them being introduced to members of other teams and/or
departments, and visits to other offices and/or locations.

At the end of the first week, managers determine how new employees are settling in and:
• review the induction programme and assess the understanding of the information provided at
this point

• agree how to clarify or revisit any areas where understanding is confused or inadequate

• explain what is expected in subsequent weeks

• ask for feedback from the employee on how they are feeling and if they feel they have the right
amount of support

 First month:
By the end of the first month, it is aimed to have drafted some personal objectives to give them a
clear direction and focus. We may also start compiling ideas for a personal development plan.
The plan would include areas in which they have shown limited knowledge and/or skill during
the induction so far.
We should solicit feedback from the people who have been involved in the induction process and
use it to assess the new employee‘s progress. In case of any concerns regarding their
performance or ability, we should address them at the earliest opportunity. Often, new starters
simply need greater clarity or reminding of certain key requirements.

χτ 64
  Evaluation:

It is important to constantly evaluate the processes and procedures to check that they are
effective. We may ask ourselves whether the induction programme met its objectives and
whether adjustments are needed. We should also solicit feedback from the new employee on
improvements that could be made to improve the induction process and also if there is any
further support they need at this stage.

4. PROBATION

A workplace setting, probation (or probationary period) is a status given to new employees of a
company or business. It is widely termed as the Probation Period of an employee. This status
allows a supervisor or other company manager to evaluate closely the progress and skills of the
newly hired worker, determine appropriate assignments, and monitor other aspects of the
employee such as honesty, reliability, and interactions with co-workers, supervisors or
customers.

A candidate who is going to join any the company required to follow rules made for their
probation period, minimum service period from the date of joining and bond to be signed.

Due to high competition with other companies, GREEN PLYWOOD company is now opening
more branches.

Salary and Bond in Companies:

χυ 65
Now due to single exam system, aspirants need to provide their preference of joining in
participating company. To provide a more clear view of salary, probation period, minimum
service period and bond, we are providing here complete list of all participating companys.
Candidates can compare rules made by company at single place before their joining.

5. OFFER LETTER ISSUANCE

The company issues Offer Letters to selected candidates. After receiving receipt of Offer Letter,
successful candidates will be required to visit the designated centres, for completing pre-
recruitment formalities and medical examination.
The final joining of the candidates will be done subject to compliance of eligibility criteria and
also on successful completion of pre-recruitment formalities.
The company has also withheld candidates list whose result is kept in abeyance due to non-
submission of conclusive documents for their eligibility. These candidates are being advised
separately by email to submit the required documents failing which they will not be considered
for selection and their candidature will be cancelled.

The candidates are required to bring

birth in proof of your age. Both Degree and Marks Sheet should be produced.

Certificate of Performance and Conduct, if employed.

χφ 66
 to Disabled
Category) in the prescribed format.

related to you for reference. They should have ideally known to you for more than five years.

Documents to be submitted in respect of Educational Qualification:

1) Class Xth

i) Mark sheet

ii) Pass Certificate

2) Class XIIth

i) Mark sheet

ii) Pass Certificate

3) Graduation

i) Mark sheet of all semesters / years

ii) Degree / Provisional Certificate

4) Post Graduation

i) Mark sheet of all semesters / years

ii) Degree / Provisional Certificate

5) Professional Qualification
i) Mark sheet of all semesters / years
ii) Degree / Provisional Certificate

iii) Proof of specialization where – ever required

χχ 67
-Note:

In respect of AICTE / other Government Regulatory Body approved courses, a copy of approval
letter issued by AICTE / other Government Regulatory Body to the college approving the course
and the batch.

other Government Regulatory Body to the college.

1) Secondary School / Matriculation pass certificate.

1) Caste certificate issued by the authorized competent authority in the Performa prescribed
by Government of India.

2) Married female candidate must submit Caste Certificate with name of her father.
Documents to be submitted in respect of Physical disability:

prescribed by Government of India.

6. ADMINISTRATIONAL CONTROL

In recent years the growth of practice, the proliferation of multiple files, the great increase in
paper generated, and the heightened need for rapid recovery and delivery of documents in the
process of representing Clients have resulted in a need to improve the company‘s filing capacity.

In particular, the company has determined that it is essential to eliminate redundant and other
duplicative files including multiple copies of identical documents, temporary notes and
superseded drafts.

χψ
68
Objective

verification of transactions.

Record maintenance consists of 3 components viz.

• Record Keeping
• Record media
• Record retention

Records: Records arise on account of transactions/functions performed by the company and

relate to the data and information arising there from. Records include vouchers, ledgers, registers,
forms, reports, returns/statements, office notes, etc. The record may be paper based or in
electronic form. The provisions of the policy shall apply irrespective of the media in which
records are maintained.

Record Maintenance shall be subject to the compliance of statutory provisions.

The minimum level of Record Keeping required to meet the various criteria at each of the 3
different levels is given in the following paragraphs. Record Retention, Record Media and
Record Location are primarily related to accessibility and durability criteria.

scribed period for destruction of old records under the Companying Companies
(period of preservation of records) Rules, 1985 is applicable only to those records and registers
where no liability is outstanding.

y continues to be outstanding and the companys are

required to maintain / preserve the records.

χω 69
company from the date of demand by the customer and is enforceable within a period of 3 years.

demand by the depositor and not the date of maturity.

General Principles,
Management Information and Transactional data.

Record Media

As already stated in Para 3, the media can be paper or in electronic form. The determination of
Record Media will be based on the following:

1. Compliance with the statutory/regulatory requirements.

2. The need to ensure that media chosen does not conflict with accessibility requirements of
COMPANY inspectors/Internal/External auditors.

3. Physical condition under which the record will be stored.

Record Retention

Appropriate controls shall be exercised by Departments/Offices/Branches over the destruction of

records upon expiry of the period of retention prescribed which inter alia includes:
1. Authorization and approval prior to destruction

2. A register to record details of the documents destroyed, the date and means of destruction.

Record Location
χϊ 70
Generally, Record Location will be in the same branch/office where the records were generated /
used. In case the location is to be at a different place, prior permission from the controlling
authority shall be obtained. The overriding principle is that records continue to be available to
management on a timely basis.

an efficient system of record maintenance leading to a better working environment. Records are
generally created during the course of business transactions as evidentiary material and include
Vouchers, Ledgers, Registers, Reports, Books, Forms, Files, Correspondence, etc.

movement of the various records.

m should help in exercising effective management control of records which

inter alia should ensure that records are :

1. Maintained systematically for ready reference.

2. Preserved with due care so as to prevent loss, damage or mutilation

7. ATTENDENCE RECORD:

HRIS is majorly used here in an automated fashion mostly and if not, at least in a semi-automated
fashion where HR keeps the record of all the employees’ attendance, leaves- paid or non paid,
holidays granted or not granted one and of course timely reporting. Although there are smart
machine and system now-a-days which manages attendance with a card swipe or a finger print
reader, so in modern world it’s not a core HR function but often at some places, specially in small
organizations, it is still a function of HRs and we can say that HRIS include attendance management.

χχ 71
8. TRAINING AND DEVELOPMENT PROGRAM:

Human resource management regards training and development as a function concerned with
organizational activity aimed at bettering the job performance of individuals and groups
in organizational settings. Training and development can be described as "an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of employees.

Training:

Training is the process for providing required skills to the employee for doing the job
effectively, skilfully and qualitatively. Training of employees is not continuous, but it is
periodical and given in specified time. Generally training will be given by an expert or
professional in related field or job.

Training is a process of learning a sequence of programmed behavior. It is the application of

knowledge & gives people an awareness of rules & procedures to guide their behavior. It helps
in bringing about positive change in the knowledge, skills & attitudes of employees. Training is
investment in getting more and better quality work from your talent.

72
χό

73
Types of training

1. Induction training
2. Job introduction training
3. Vestibule training
4. Refresher training
5. Apprenticeship training

χφ 74
Development:

Human resources development (HRD) as a theory is a framework for the expansion of human
capital within an organization through the development of both the organization and the
individual to achieve performance improvement.

Human resource development is the integrated use of training, organization, and career
development efforts to improve individual, group, and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current and
future jobs through planned learning activities. Groups within organizations use HRD to initiate
and manage change. Also, HRD ensures a match between individual and organizational needs

EVALUATION AND FEEDBACK

Performance evaluations should be conducted fairly, consistently and objectively to protect your
employees‘ interests and to protect your practice from legal liability. One way to ensure
consistency is to use a standard evaluation form for each evaluation. The form you use should
focus only on the essential job performance areas. Limiting these areas of focus makes the
assessment more meaningful and relevant and allows you and the employee to address the issues
that matter most. You don‘t need to cover every detail of an employee‘s performance in an
evaluation.

Advantages:

A performance evaluation system can motivate staff to do their best for themselves
and the practice by promoting staff recognition and improving communication.

Evaluations should be conducted fairly, consistently and objectively to protect your

employees and your practice.

ότ 75
 An effective performance evaluation system has standardized evaluation forms,
performance measures, feedback guidelines and disciplinary procedures.

Feedback is what performance evaluations are all about. So before you implement your
performance evaluation system, make sure that everyone who will be conducting evaluations
knows what kind of feedback to give, how to give it and how to get it from the employee in
return.

Give balanced feedback. Don‘t make the common error of glossing over an employee‘s
deficiencies and focusing only on his or her strengths. It is by understanding their weaknesses
that employees can take ownership of their performance and role in the practice. And when given
the support they need to make improvements in these areas, employees learn to take pride in
their work and are willing to take on new challenges with confidence.

όυ 76
Chapter-4
Organizational Structure
Organizational culture
Nature and Role of Personnel Department

όφ 77
 ORGANISATIONAL STRUCTURE

όχ 78
 ORGANISATIONAL STRUCTURE
Organizational structure refers to the way that an organization arranges people and jobs so
that its work can be performed and its goals can be met. When a work group is very small
and face- to-face communication is frequent, formal structure may be unnecessary, but in a
larger organization decisions have to be made about the delegation of various tasks. Thus,
procedures are established that assign responsibilities for various functions. It is these
decisions that determine the organizational structure.

In an organization of any size or complexity, employees' responsibilities typically are defined

by what they do, who they report to, and for managers, who reports to them. Over time these
definitions are assigned to positions in the organization rather than to specific individuals.
The relationships among these positions are illustrated graphically in an organizational chart
(see Figures 1a and 1b). The best organizational structure for any organization depends on
many factors including the work it does; its size in terms of employees, revenue, and the
geographic dispersion of its facilities; and the range of its businesses (the degree to which it
is diversified across markets).

φτ

79
 DEPARTMENT

There are two Major Departments which play vital role in the smooth running of
the Organisation. They are as follows:

A. Commercial Department
B. Technical Department

A. Commercial Department includes:

1- Finance
2- Marketing
3-Sales
4- HR
5- Exise
6- Sales Tax
7-Purchase
8-Stores
9-Despatch
10-Security

B. Technical Department includes:

1- Production (4Hi, 6Hi, GP/GC, Utility, Skin Pass, CGL, FIMI CTL,
Annealing, B.P.Sheet, Cable Tape and Tube Mill)
2- Mechanical
3-Electrical

φυ 80
 Hierarchy of the Department
Chairman cum Managing Director
|
Director

President (Commercial) President (Technical)

| |
General Manager General Manager
| |
D. G.M. D. G.M.
| |
A. G.M. A. G.M.
| |

Sr. Manager Sr. Manager

| |

Manager Manager

| |
Dy. Manager Dy. Manager
| |

Asst. Manager Asst. Manager

| |

Senior Officer Senior Engineer

| | Officer
Engineer
| |
Asst.Officer Asst. Engineer
| |
Staff Others
(Operators, Welders, Fitters, Worker)

φφ 81
 HR Management of Employees’ in Green Plywood
Management of employees‘ skill, knowledge abilities, talent, aptitude, creativity, ability etc.
different terms are used for denoting Human Resource Management. They are:

–employer relationship,

φχ 82
Nature of Personnel Management in GREEN PLYWOOD:

-
These functions are performed primarily by the personnel management in consultation with other
departments.

neral management. It is concerned with promoting

and stimulating competent work force to make their fullest contribution to the concern.

Therefore, personnel department is a staff department of an organization.

and work methods. The problems and grievances of people at work can be solved more
effectively through rationale personnel policies.

the concern.

provide fullest co-operation.

resources, it manages both individual as well as blue- collar workers.

φψ
83
Role of Personnel Manager in GREEN PLYWOOD:

υτφ

84
 Good corporate governance practices

Each member of the Board of Directors of the Company should adhere to the following so as to
ensure compliance with good Corporate Governance practices.

“Do’s”:-

a) Attend Board meetings regularly and participate in the deliberations and discussions
effectively.

b) Study the Board papers thoroughly and enquire about follow-up reports on definite time
schedule.

c) Involve actively in the matter of formulation of general policies.

d) Be familiar with the broad objectives of the Company and the policies laid down by the
Government and the various laws and legislations.

e) Ensure confidentiality of the Company's agenda papers, notes and Minutes.

"Don’ts”

a) Do not interfere in the day to day functioning of the company. (This stipulation does not apply
to the Chairman and Managing Director and Executive / Whole Time Director)

b) Do not reveal any information relating to any constituent of the Company to anyone.

c) Do not display the logo / distinctive design of the Company on their personal visiting cards /
letter heads. (This does not prevent the Chairman and Managing Director and Executive /Whole

υτχ 85
Time Director from using DO Letterheads or visiting cards with GREEN PLYWOOD's logo
thereon).

d) Do not sponsor any proposal relating to loans, investments, buildings or sites for Company's
premises, enlistment or empanelment of contractors, architects, auditors, doctors, lawyers and
other professionals, etc.

e) Do not do anything, which will interfere with and / or be subversive of maintenance of

discipline, good conduct and integrity of the staff.

υτψ 86
Chapter-5
Methodology and Strategy
Recruitment strategy
Training and Development Program
Frequency of Training and Development
Employees Promotion Strategy

υτω 87
 RECRUITMENT STRATEGY

Recruitment, covering the entire process of sourcing, selecting, and onboarding employees to an
organization, is a function typically housed within Human Resources. The person responsible for
developing effective recruiting strategies will usually be a talent acquisition manager, director of
personnel, or a recruiting/sourcing manager. Recruiting program changes at a strategic level may
include the enhancement of candidate communications, the development of talent pipe-lining,
succession planning, the optimization of recruitment channels, re-evaluation of interviewing
processes, and the deployment of new recruitment technology.

Recruiting strategy is probably one of the most misunderstood and misused terms tossed about in
our industry today. Try asking your clients and colleagues to define the term, and we guarantee
that you will get very different responses. Recruiting strategy means entirely different things to
different stakeholders (line managers, hiring leaders, HR professionals, recruiting professionals).
Try Googling the term or searching through respected and trusted recruiting industry resources.
Good luck … you won‘t find much of relevance or interest!

Whenever we get the chance, we put the recruiting strategy definition and conversation to test
with industry experts and leaders. We usually spend a good hour or two talking about the tired-
and-true recruiting hot buttons:

Recruiting processes and policies

Recruiting programs

Candidate attraction and sourcing techniques

Recruiting technology (ATS‘s and career websites)

υτϊ 88
Roles and responsibilities

This includes supervisory level, managerial requirements, and any working

relationships and may also include your corporate/individual objectives.

Job specifications or qualifications

This section could include academic requirements such as 5 GCSE's at grade C and
above.

Salary and benefits

Describes the compensation type, hourly or salary, and amount. In addition it includes
both standard benefits and any fringe benefits associated with the position.

υυό 89
TYPES OF RECRUITMENT:

There are two types of recruitment methods:

Internal Method
External Method

1. Internal Recruiting - An internal source of recruitment involves recruiting candidates

internally. Employees currently working in their own company are departed to other department
or higher position. If the employees‘ performance are excellent and up to the mark, they are
given chance to occupy higher level from the current post. If extra skills required, organization

υυφ 90
3. Business Heads / Functional Heads

Maintain a comprehensive and flexible candidate database sorted in many ways.

Assist HR head prepare consolidated annual manpower plan and budgets for recruitment.
Discuss with HR issues such major people intake, abnormal turnover etc
Discuss with HR job specifications, profile up gradations.
Monitor performance of recent recruits.
Monitor recruitment speed and help decrease cycle time.
Interview candidates.
Assess in interviews candidates functional competence and compatibility.
Help HR in implementing policies and decisions on recruitment.
Help HR in coordinating internal placements.
Conduct preliminary or final salary negotiation within agreed range.
Ensure that candidate is clear about job terms and company offerings and is not given any
untenable promises.

4. HR. coordinators.

Do first level shortlist and coordinate with functions head for a final list.
Coordinate interview dates among candidates, panel members, place etc.
Ensure professional conduct of interviews - accurate and clear information (to candidates,
panel members, admin staff) promptness, no waiting, assessment records, follow-up
communication.
Conduct a reference check on candidates prior to employment.
Ensure candidates have a clear understanding of offer terms.
Have clear agreement of terms with external agencies on services.
Release payment to external agencies as per agreed terms.

υφχ 91
TRAINING AND DEVELOPMENT PROGRAMS IN
GREEN PLYWOOD

Training in Indian Company is a continuous and unique process which unlocks the employees‘
latent potential by imparting knowledge, sharpening professional skills and reorienting proactive
attitudes to integrate individual development with organisational growth and excellence.

The quality of employees and their development through training and education are major factors
in determining long-term profitability of a small business. If you hire and keep good employees,
it is good policy to invest in the development of their skills, so they can increase their
productivity.

Training often is considered for new employees only. This is a mistake because ongoing training
for current employees helps them adjust to rapidly changing job requirements.

υφό 92
Purpose of employees training and development process:

Reasons for emphasizing the growth and development of personnel include

Creating a pool of readily available and adequate replacements for personnel who may
leave or move up in the organization.
Enhancing the company's ability to adopt and use advances in technology because of a
sufficiently knowledgeable staff.
Building a more efficient, effective and highly motivated team, which enhances the
company's competitive position and improves employee morale.
Ensuring adequate human resources for expansion into new programs.

Research has shown specific benefits that a small business receives from training and developing
its workers, including:

Increased productivity.
Reduced employee turnover.
Increased efficiency resulting in financial gains.
Decreased need for supervision.

Employees frequently develop a greater sense of self-worth, dignity and well-being as they
become more valuable to the firm and to society. Generally they will receive a greater share of
the material gains that result from their increased productivity. These factors give them a sense
of satisfaction through the achievement of personal and company goals.

υφφ 93
Merit as a basis of promotion:-

Merit is taken to denote an individual employee‘s skills, knowledge, ability, efficiency and
aptitude as measured from educational, training and past employment record. The merits of merit
system of promotion are:

1) The resources of higher order of an employee can be better utilized at a higher level. It
result in maximum utilization of human resources in an organization

2) Competent employees are motivated to exert all their resources and contribute them to the
organizational efficiency and effectiveness

3) It works as golden hand-cuffs regarding employee turnover,

4) Further it continuously encourages the employees to acquire new skill, knowledge etc. for
all-round development.

Despite these advantages the merit systems suffer from some demerit. They are:
1) Measurement or judging of merit is highly difficult.

2) Many people, particularly trade union leaders, distrust the management‘s integrity in
judging merit.

3) The techniques of merit measurement are subjective.

4) Merit denotes mostly the past achievement, efficiency but not the future success. Hence,
the purpose of promotion may not be served if merit is taken as sole criteria for promotion.

Senior as a basis of promotion

Seniority refers to relative length of service in the same job and in the same organization. The
logic behind considering the seniority as a basis of promotion is that there is a positive
correlation between the length of service in the same job and the amount of knowledge and the

υψφ 94
level of skill acquired by an employee in an organization. This system is also based on the
custom that the first in should be given first chance in all benefit and privileges.

Advantages of seniority as a basis of promotion are:

1) It is relatively easy to measure the length of service and judge the seniority.

2) There would be full support of the trade unions to this system.

3) Every party trust the management‘s action as there is no scope for favoritism and
discrimination and judgment.

4) It gives a sense of certainty of getting promotion to every employee and of their turn of
promotion.

5) Senior employees will have a sense of satisfaction to this system as the older employees
are respected and their inefficiency cannot be pointed out.

6) It minimizes the scope for grievances and conflicts regarding promotion.

7) This system seems to reserve the purpose in the sense that employees may learn more with
increase in the length of service.

In spite of these merits, this system also suffers from certain limitations. They are:

1) The assumption that the employees learn more relatively with length of service is not valid
as this assumption has reverse effect. In other words employees learn up to a certain age and
beyond that stage the learning ability of the cognitive process diminishes.

2) It denominates the young and more competent employees and results in employee turnover
particularly among the dynamic force.

3) It kills the zeal and interest to develop as everybody will be promoted with or without
improvement.

υψχ 95
4) Organizational effectiveness may be diminishes through the deceleration of the human
resource effectiveness as the human resource consists of mostly undynamic and old blood.

5) Judging the seniority though it seems to be in the theoretical sense. it is highly difficult in
practice as the problems like job seniority, company seniority, zonal/regional seniority, service in
different organizations, experience as apprentice trainee, trainee, researcher, length of service not
only by days but hours and minutes will crop up.

Thus the two main basic of promotion enjoy certain advantages and at the same time suffer from
certain limitations. Hence, a combination of both of them may be regarded as an effective basis
of promotion.

Seniority-cum-merit

Management mostly prefers merit as the basis of promotion as they are interested in enriching its
human resources. But trade union favour seniority as the sole basis for promotion with a view to
satisfy the interests of majority of their members.

Hence a combination of both seniority and merit can be considered as the basis for promotion
satisfying the management for organizational effectiveness and employees and trade union for
respecting the length of service. A balance between seniority and merit should be struck and a
new basis is to be developed. There are several ways in striking the balance between these
two basis.viz:-
1) Minimum length of service and merit:-
Under this method all those employees who complete the minimum service, say five years, are
made eligible for promotion and then merit is taken as the sole criteria for selecting the employee
for promotion from the eligible candidates. Most of the commercial bank in India has been
following this method for promoting the employees from clerk‘s position to officer‘s position.

2) Measurements of seniority and merit through a common factor.

3) Minimum merit and seniority:-
In contrast to the earlier methods, minimum score of merit which is necessary for the acceptable
performance on the future job is determined and all the candidates who secure minimum score
υψψ 96
Data Analysis &
Interpretation

DATA ANALYSIS AND INTERPRETATION

Age Group
97
 OPTIONS RESPONDENTS %AGE

16 to 25 years 42 42

26 to 35 years 18 18

36 to 45 years 34 34

46 to 60 years
6 6

Total 100 100

Interpretation
42% of peoples of age group is 16 to 25 years are shopping in Shoppers stop, 18% of peoples
of age group is 26 to 35 years, 34% of peoples of age group is 26 to 35 years and other

hand 6% of peoples shopping in shoppers stop.

98
 Education

Occupation Frequency Percentage

High school and Intermediate 8 8

Bachelor’s Degree 40 40

Master’s Degree 20 20

Prefer not to say 32 32

TOTAL 100 100

Interpretation
40% of peoples they shopping in shoppers stop are Bachelor’s Degree, 20% of peoples
having Master’s Degree, 32% of peoples Prefer not to say, and 8% of peoples are High school
and Intermediate.

99
OCCUPATION

OPTIONS RESPONDENTS %AGE

Student 27.7 27.7

Salaried 24.8 24.8

House maker 23.8 23.8

Self employed 23.8 23.8

Total 100 100

Interpretation
27.7 % of people are shopping, they are students, 24.7 % of salaried peoples choose
shopper stop , 23.8% of peoples are house maker, 23.8 % of peoples are self-employed.

100
Marital Status

OPTIONS RESPONDENTS %AGE

Married 82 82

Unmarried
18 18

Total 100 100

Interpretation

82% of peoples shows interest in shopping are Married, on the other hand, 18% of
peoples are unmarried.

101
Age
OPTIONS RESPONDENTS %AGE

Below 15
42 42

15 to 20
18 18

20 to 25
34 34

25 to 30
6 6

Total 100 100

Interpretation
The table shows that the majority of people who consume your
chosen brand of milk are between the ages of 15 and 25 (34%).
This is followed by people who are below the age of 15 (42%)
and

102
Are You Familiar with the Smriddhi App ?*

Description Respondent Percentage

Yes 60 60
No 40 40
Total 100 100

This table indicates the distribution of respondents' answers to a binary question. For
example, 60 respondents (60%) answered "Yes," and 40 respondents (40%) answered
"No."
The "Total" row indicates that the sum of respondents across both response options is
100, and the sum of percentages is also 100%, which is expected in a well-constructed
distribution.
Binary questions, such as yes/no questions, are commonly used to gather
straightforward information and understand the distribution of opinions or behaviors
among respondents.
Top of Form

103
Do You Think, Green Samriddhi app is very useful for you?*

Description Respondent Percentage

Very Useful 50 50
Less Useful 20 20
No Useful 30 30
Total 100 100

This table indicates the distribution of respondents' opinions regarding the usefulness of something.
For example, 50 respondents (50%) found it "Very Useful," 20 respondents (20%) considered it
"Less Useful," and 30 respondents (30%) deemed it "No Useful."
The "Total" row indicates that the sum of respondents across all usefulness levels is 100, and the
sum of percentages is also 100%, which is expected in a well-constructed distribution.
Understanding perceived usefulness is crucial for organizations to assess the impact and
effectiveness of their products, services, or initiatives and make informed decisions about
improvements or modifications.

104
How frequently do you use the green Samridhi App?*

Description Respondent Percentage

Very Frequently 35 35
Less Frequently 25 25
Never Use 40 40
Total 100 100

This table indicates the distribution of respondents' usage patterns. For example, 35 respondents
(35%) indicated using the product or service "Very Frequently," 25 respondents (25%) reported
using it "Less Frequently," and 40 respondents (40%) stated "Never Use."
The "Total" row indicates that the sum of respondents across all frequency levels is 100, and the
sum of percentages is also 100%, which is expected in a well-constructed distribution.
Understanding the frequency of use is important for organizations to gauge the engagement or
adoption of their offerings and can inform strategies for improvement or promotion.

105
Please rate the 'Green Samriddhi App' in terms of provided ease of use?*

Description Respondent Percentage

Very Easy to use 30 30
Easy to use 20 20
Hard to use 10 10
Very Hard to use 40 40
Total 100 100

This table indicates the distribution of respondents' opinions regarding the ease of use of
something. For example, 30 respondents (30%) found it "Very Easy to use," 20 respondents (20%)
considered it "Easy to use," 10 respondents (10%) found it "Hard to use," and 40 respondents
(40%) deemed it "Very Hard to use."
The "Total" row indicates that the sum of respondents across all ease of use levels is 100, and the
sum of percentages is also 100%, which is expected in a well-constructed distribution.
Understanding perceived ease of use is crucial for organizations to evaluate the user-friendliness of
their products or services and make informed decisions about user interface design or instructional
materials.

106
How likely do you recommend the 'Green Samridhi' App to other Contractors?*

Description Respondent Percentage

Very Likely 20 20
Likely 45 45
Not Likely 35 35
Total 100 100

This table indicates the distribution of respondents' likelihood to do something. For example, 20
respondents (20%) indicated being "Very Likely," 45 respondents (45%) mentioned being
"Likely," and 35 respondents (35%) stated "Not Likely."
The "Total" row indicates that the sum of respondents across all likelihood levels is 100, and the
sum of percentages is also 100%, which is expected in a well-constructed distribution.
Understanding the likelihood of certain actions or behaviors, as perceived by respondents, can be
valuable for organizations in terms of predicting future actions, shaping marketing strategies, or
identifying areas for improvement.

107
What restricts you from using 'Green Samriddhi App?*

Description Respondent Percentage

Lake Of Knowledge 20 20
Unavailability of Smart Phone 45 45
Lake Of Trust 35 35
Total 100 100

This table indicates the distribution of respondents' reasons or issues related to a certain context.
For example, 20 respondents (20%) identified "Lack of Knowledge" as an issue, 45 respondents
(45%) mentioned "Unavailability of Smart Phone" as a concern, and 35 respondents (35%)
specified "Lack of Trust" as an issue.
The "Total" row indicates that the sum of respondents across all issues is 100, and the sum of
percentages is also 100%, which is expected in a well-constructed distribution.
Understanding these issues can be valuable for organizations to address specific challenges or
barriers that respondents may face, helping them tailor their strategies or services accordingly.

108
Please rate the level of support provided by the 'Green ply team'?*

Description Respondent Percentage

Very Good 20 20
Good 20 20
Bad 25 25
Very Bad 35 35
Total 100 100

This table indicates the distribution of respondents' opinions or satisfaction levels. For example, 20
respondents (20%) rated their experience as "Very Good," another 20 respondents (20%) rated it as
"Good," 25 respondents (25%) found it "Bad," and the majority, 35 respondents (35%), rated it as
"Very Bad."
The "Total" row indicates that the sum of respondents across all satisfaction levels is 100, and the
sum of percentages is also 100%, which is expected in a well-constructed distribution.

109
Do You Think, The Information given by Green Samriddhi app can be trusted?*

Description Respondent Percentage

Very Trusted 35 35
Less Trusted 45 45
No Trusted 20 20
Total 100 100

This table indicates the distribution of respondents' trust levels. For example, 35 respondents (35%)
indicated being "Very Trusted," 45 respondents (45%) mentioned being "Less Trusted," and 20
respondents (20%) stated "No Trusted."
The "Total" row indicates that the sum of respondents across all trust levels is 100, and the sum of
percentages is also 100%, which is expected in a well-constructed distribution.
Understanding the level of trust in this manner can be useful for organizations to gauge the
confidence or trustworthiness perceived by their audience and can guide efforts to build or improve
trust in various areas.

110
Specify your per month sales figure (in rs) of Green ply products?*

Description Respondent Percentage

10000-20000 20 20
20000-30000 20 20
30000-40000 40 40
40000-50000 20 20
Total 100 100

For instance, 20 respondents (20%) fall within the 10,000-20,000 income range, another 20
respondents (20%) fall within the 20,000-30,000 income range, 40 respondents (40%) fall within
the 30,000-40,000 income range, and the remaining 20 respondents (20%) fall within the 40,000-
50,000 income range.

111
 FINDINGS
The history of plywood industry in India is old. It is more than 75 years that this industry was
started here on a very modest scale. The GIL is a widely held public Limited company listed in
NSE and Bomay Stock Exchange. Greenply Industries Ltd., is the largest interior infrastructure
manufacturer in the country as well as in southern Asia. It was established in 1985.GIL is the
largest MDF manufacturer in the World. In the present, GIL products are exported to more than
32 countries spread across 4 continents to buyers associated with the company for over 3
decades. Continue to remain the best plywood panel corporation in India with a growth in allied
areas is the vision of the company.

The company has an annual installed capacity of plywood is 28 million sq. m , MDF is
193000 cubic mtr, and Laminates is 10.2 million sheets. The company‟s various operations on
raw material performed in sequence and the machines are placed along the product flow line.
Because of this, the company‟s products get completed in lesser time and also have a smooth
and continuous work flow. GIL. has separate department for total quality management and is
well known for its quality throughout the world it has recognition of ISO 9001-2000 for one of
best and standardized production system in the world. The company has well equipped R &D
laboratory, which is one of the best research centers in wood working industry in the country
approved by the Department of Scientific and Industrial Research, Ministry of Science &
Technology, Govt. of India.

The company has well managed HR department to analyze and interpret the needs of t he
employees so that reward can be individually designed to satisfy their needs. GIL has Timber
Purchase Department and all Other Purchase Departments. Other department does the buying of
all other items other than wood i.e. timber. The prices of GIL‟s products are comparatively high,
but of high quality. The company maintaining 0% wastage. The wastes are recycled or refused.
Promotional expense is very less. The company does not focus on mass advertisement. GIL
focuses mainly on quality of its products. GIL markets their products through dealers and
distributors . They use sales representative also. The finance department has direct interaction
with all other departments since all the payments and collections are made through here.

υόφ 112
 CONCLUSION

Greenply Industries Limited, the largest , as a bright future in this field. During the running
period since 1985, the co. achieved various milestones. The high-end production technology of
GIL is well acknowledged among the wood processing industries in the World. The GIL
achieved 100% utilization of raw materials due to its integrated production system. Therefore,
it would be apt to call GIL, „a company with a conscience ‟. GIL stands for superior product
performance and provides value for money to its customers. It is backed by GIL‟s commitment
to harness the latest technology in wood processing industry and continuously upgrade its
processes and machinery. Due to the high quality maintained, the company has found a ready
market both India and abroad.

The company does not aim at competing with the local manufactures but wants a
main player in the plywood export. Now the company is producing more quantity is Medium
Density Fiberboard than plywood, because of the development of technology. Presently the
company is operating in loss- the major cause being globalization. . The price level of the
products is higher as compare that of other companies manufacturing similar products. The
company should try to create brand awareness in the local market by advertising in medias and
conducting exclusive exhibitions etc.

Today in this era when everyone realizes the importance of workforce so

the HR professional have given very important place in the organization. The HR
professionals play an important role in controlling and managing the work force
within an organization. They have to play certain roles that are directly or indirectly
related to the workforce of an organization.

Creating and maintain viable talent accusation practice is very essential for
the organizations growth. Yet, even more significant initiative will be developing a
visionary hr agenda that is integrating into organization mission and to correlate into
specific programs such as talent accusation, job evaluation process conceptually and
operationally.

υόχ 113
 In present business environment continued change will occur in terms of
who works in a organization, when the work and what they have to do .a major part
of HR professional responsibility will be to acquire the right person for right place in
an organization that means the acquisition of the talent for the vacant place.

Senior executive must be prepared and encouraged to implement strategies

for acquiring the talent in ways that a fair and ethical. The HR professionals should
update themselves with the recent sources of talent acquisition. Designing effective
talent acquisition to meet the needs of the organization and employee retention.

This study on talent acquisition practice proves that all the successful
organization is realizing that the talent acquisition is a critical business tool,
particularly in converting the strategy into results. Talent acquisition therefore,
continues to grow and develop as an integrated business system with strong links to
business strategies, employee retention and other system.

Today talent acquisition is a broad practice which is characterized by

talent with no compromise. Based on the trends observed in past few years, talent
acquisition practice should continue to grow, playing and even stronger, more
diversified role in an organizational success. The most obvious changes are reflection
of this broadening role will be in how organization uses talent acquisition to achieve
its multiple goals.

This chapter makes an attempt to make an inference from the findings of

the study so as to find the different aspect of talent acquisition practice. It s mainly
concerned with the talent acquisition practice followed in telecom sector.

Different telecom sector uses this practice because human resource and it is
essential that the biggest resource that is hr should be more effective and efficient.
Managers have to be updated with the recent changes in the elements of talent
acquisition .each job profile have different requirement of skills and abilities so it is
essential that as per the requirements of job profile, an employee should be hired.

υόψ 114
 Then only they can contribute in the fulfillment in the goal of the
organization. Talent acquisition practice is quite different from recruitment.
Recruitment is a narrow aspect where as talent acquisition practice is a wider aspect.
Now a day each and every organization is adopting this practice of talent acquisition.
For acquiring the talent its essential that hr professional should be very talented.

The hr professional should be very careful while putting the right person at right at
right time. Hr is usually responsible for stabilizing organization talent acquisition practice so
they should not compromise any aspects while caring out this process. Talented employee is
more productive and its easy for them understand their work clearly and to carry out them in best
possible way.

υόω 115
 SUGGESTIONS

It is desirable to launch an advertising campaign to attract more customers. They have to

give more advertisement in electronic medias and printed media in order to attract more
customers and to withstand with the competition.
It is advisable to maintain and efficient market intelligence system and advice
management of the changing needs of the market.
The company may introduce more measures such as fencing of machineries, which will
protect the workers from accidents.
The company may prepare budgets for each activity which will provide it a better control
and coordination mechanism.
This will aid in reduction of production costs. The company has to follow more safety
measures because there is a risk of fire in the factory layout

υόϊ 116
 LIMITATIONS

1. The future is uncertain :-

The future in any country is uncertain i.e. there are political, cultural, technological
changes taking place every day. This effects the employment situation. Accordingly the
company may have to appoint or remove people. Therefore HRP can only be a guiding
factor. We cannot rely too much on it and do every action according to it.

2. Conservative attitude of top management :-

Much top management adopts a conservative attitude and is not ready to make changes.
The process of HRP involves either appointing. Therefore it becomes very difficult to
implement HRP in organization because top management does not support the decisions
of other department.

3. Problem of surplus staff :-

HRP gives a clear out solution for excess staff i.e. Termination, layoff, VRS,. However
when certain employees are removed from company it mostly affects the psyche of the
existing employee, and they start feeling insecure, stressed out and do not believe in the
company. This is a limitation of HRP i.e. it does not provide alternative solution like re-
training so that employee need not be removed from the company.

4. Time consuming activity :-

HRP collects information from all departments, regarding demand and supply of personnel.
This information is collected in detail and each and every job is considered. Therefore the
activity takes up a lot of time.

5. Expensive process :-
The solution provided by process of HRP incurs expense.company has to spend a lot of
money in carrying out the activity. Hence we can say the process is expensive.

υόχ
117
118
Questionnaire
Age Group

16 to 25 years
26 to 35 years
36 to 45 years
46 to 60 years

Education

High school and Intermediate

Bachelor’s Degree
Master’s Degree
Prefer not to say

OCCUPATION

Student
Salaried
House maker
Self employed

Marital Status

Married
Unmarried

Age

Below 15
15 to 20
20 to 25
25 to 30

119
Are You Familiar with the Smriddhi App ?*

Yes
No

Do You Think, Green Samriddhi app is very useful for you?*

Very Useful
Less Useful
No Useful

How frequently do you use the green Samridhi App?*

Very Frequently
Less Frequently
Never Use

Please rate the 'Green Samriddhi App' in terms of provided ease of use?*

Very Easy to use

Easy to use
Hard to use
Very Hard to use

How likely do you recommend the 'Green Samridhi' App to other Contractors?*

Very Likely
Likely
Not Likely

What restricts you from using 'Green Samriddhi App?*

Lake Of Knowledge
Unavailability of Smart Phone
Lake Of Trust

120
Please rate the level of support provided by the 'Green ply team'?*

Very Good
Good
Bad
Very Bad

Do You Think, The Information given by Green Samriddhi app can be trusted?*

Very Trusted
Less Trusted
No Trusted

Specify your per month sales figure (in rs) of Green ply products?*

10000-20000
20000-30000
30000-40000
40000-50000

BIBLIOGRAPHY

Books:

Dr.C.B GUPTA; Human Resource Management; New Delhi; Sultan Chand & Sons,
Education publishers;2008;
Pg no.- ―9.1-9.20‖

T.N. Chhabra :- Human Resource Management, Concepts and Issues, Dhanpat Rai &
CO.

121
 Aswathappa K. :-Human resource & Personnel Management, Tata McGraw Hill New
Delhi

Company journals and magazine

Internet:

http://en.wikipedia.org/wiki

Websites:

www.google.com
www.wikkipidea.com
www.slideshare.net
www.sunilmittal.com
www.greenply.com
www.fippi.co

υόό

122