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INTRODUCTION

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Job Analysis is the process of describing and recording aspects of jobs and specifying the skills and other requirements necessary to perform the job.

Purpose
One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans. In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation. The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation. Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job

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NEED & IMPORTANCE OF THE STUDY:
JOB ANALYSIS helps the organization to follow systematic way of collecting data & information of each employee to aid planning, decision –making and submitting of returns & reports to the external agencies. This collected information about the personnel will be helpful in solving the employee‟s problems and organization problems .JOB ANALYSIS maintains the data related to the employee‟s personal profile, career profile, and skill profile & benefit profile, which would help in their growth. JOB ANALYSIS also maintains the data related to the personnel identification i.e. The employee code to recognize every individual with their employee codes. JOB ANALYSIS also includes managing the salary discrepancies of employees. Some modifications are done in order to rectify the salary discrepancies of the employees.

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Objectives of the study
1. To Determine equitable wage differentials between different jobs in the organization 2. Why does the job exist? When is the job to be performed in Heritage? 3. To develop a consistent wage policy 4. To provide a framework for periodic review and revision of wages 5. What constitutes successful performance of job analysis? 6. To enable management to gauge and control the payroll costs 7. To minimize wage descriptions on the basis of age, sex, caste, region, religion, creed etc

Scope of the study
The study with the prime objectives of ascertaining the employees towards the analyzation of jobs , which are required to perform their jobs effectively. In Heritage Foods (India) Limited. The survey was conducted on employees grades of heritage.the questionnaire for this survey was framed considering on work graders of heritage.the questionnarie for this survey was framed considering tose factors where corrective action can be taken at heritage.from the result of the survey the hr department can take corrective action to decrease absenteeism rate thereby increasse their productivity and efficiency

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METHODOLOGY
The present study has been conducted in HERITAGE LIMITED situated at Hyderabad. The online Interviews are conducted through a properly Designed questionnaire constitute the primary source of data for the study.

Unit of study
Two instruments are used; the first one is the management schedule to gather Information from management on different angles of organization. The second one intended to administer among the sample.

Research & Design
1. 2. Research method Data collection Method Primary source  : : : Survey

Structured closed ended questionnaire Company brochures , records , magazines (REINFOREC), Journals, Internet.

Secondary source :

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Research Instrument : Sampling plan : Procedure :

Personal Interview with aid Size 100 simple random sampling

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the system is operated in batch mode with The records being updated once a week. has many benefits. (c) Computers cannot substitute human beings. Computers can at best aid the human effort. 5 . Some of them are described below. The Quality of response is dependent upon the accuracy of data input and Quires fired. which they Want Producing information that is of quality to the users requires an Investment in time. Human intervention will Always be necessary. (b) Often the personnel designing JOB ANALYSIS do not have a thorough Understanding of what constitutes quality information for the users. which need to be Addresses to before it can really be useful. Online facility in multi- Environmental needs to be developed so that the reports generated are Not out of place with the realities. effort and communication on the part of JOB EVALUTION Managers. described Earlier. (a) It can be expensive in terms of finance and manpower requirements.LIMITATIONS OF THE STUDY: While the computerized Human Resource Information System. The user managers do not get exactly the reports. it also has many problems. The „Garbage-in Garbage-out‟ is the key expression in any Computerized system. Thus. (d) In many organizations .

Task analysis ensures that any system of work performance will operate and be maintained in a safe and efficient manner.” MEANING OF JOB ANALYSIS Job Analysis is a process of collecting information about a job. Individual Job Analysis The individual Job Analysis of any given occupation provides the foundation for sound decisions in pre-employment screening. The process of job analysisresults into two sets of data. 6 . Rehabilitation Services has developed an innovative and comprehensive job analysis tool that evaluates the requirements of any occupation and provides meaningful insights into current methods of task performance.INTRODUCTION JOB ANALYSIS DEFINITION “Job Analysis is a process of studying and collecting information relating to operations andresponsibilities of a specific job. reducing the potential for injury to personnel and improving productivity for the organization.Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work. The immediate products of this analysis are „JobDescription‟ and „Job Specifications‟. improved methods of performance. the functional requirements of the role and specific training opportunities relevant to the persons engaged in that occupation to address their occupational wellbeing. consultation and ongoing training. task performance.

as defined by the Job Analysis. An individual or small group of individuals performing the specific role being assessed will represent all similar employees and as such. select elements of a job and ultimately a complete occupation.Task analysis addresses the following elements: o o o o o o Functional Demands Pre-Employment Screening OHS Consultation Compliance Hazard Identification Safe Work Methods Training Programs Functional Demands Functional demands are the physical elements required of any occupation. 7 . rather than a singular hunt for pre-existing medical conditions. demands. consistently and efficiently perform a task. Pre-Employment Screening Once functional demands of an individual job have been identified and defined. have the opportunity to discuss relevant issues with the appointed consultant. ensuring individuals selected for an occupation have the minimum physical abilities to carry out the role without foreseeable risk of injury due to pre-existing limitations. This is an integral element in the employment of suitable persons with the capability of meeting the physical requirements of the role. OHS Consultation Compliance A structured job analysis provides a direct forum for the consultation and engagement of personnel in the occupational health and safety process. This is at the core of the information required for informed pre-employment screening protocols. They provide a direct indication of the minimal abilities required of an individual to safely. Identification of the functional demands of any occupation is an essential element of the preventative occupational health and safety process. The pre-employment screening process then becomes a meaningful comparison of abilities vs. a reference is formally established for the matching of an individual‟s abilities to the requirements of the job.

damage to the environment or a combination of these. allowing a structured internal approach to addressing such issues. the independent review of a role through job analysis ensures further scrutiny. Potential hazards are communicated to appropriate personnel in commercial confidence. Hazard identification is the process of recognizing that a hazard exists and defining its characteristics. Hazard Identification A hazard is defined as a source or a situation with the potential for harm in terms of human injury or ill-health. While these hazards may already be managed by the organization. The job analysis forum provides a meaningful tool for engaging employees in a process designed to improve safety and workplace wellbeing.Consultation of employees is a federally mandated process required of all organisations. damage to property. It is a proactive tool that results in an enhancement of the pre-existing consultation arrangements between the organisation and its employees. 8 . The review of any occupation by a specialized consultant inevitably results in the identification of hazards in that role.

Job analysis is a systematic approach to defining the job role. In conjunction with established national standards. recruitments. knowledge. The implementation of a meaningful training program assists in the development of a safety culture. it effectively contributes to setting up the compensation package for the job position. instruction and training necessary to ensure the person‟s health and safety. „an employer must ensure that any person who may be exposed to a risk to health and safety at the employer‟s place of work is provided with any information. measurable effectiveness of the job and contribution of job to the organization.e. ultimately resulting in reduced incidence of work place injury while meeting obligations under the relevant legislation. Importance of Job Analysis Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. compensation management. The benefits are improved participation. It helps in finding out required level of education. 9 .Safe Work Methods The analysis of task completion techniques ensures the refinement or development of alternate safe methods of work performance. Thus. evaluation. etc for the job position. Training Programs As a requirement of compliance with the Occupational Health and Safety Regulation. responsibilities. training. the retention of principles instructed and the application of these principles to work performance. skills. It forms the basis for demand-supply analysis. It also depicts the job worth i. and training need assessment and performance appraisal. etc. requirements. the Job Analysis forms the foundation for meaningful instruction of employees in safe work methods. The job analysis tool provides a consistent reference for the organization to review methods of task performance in the pursuit of continual improvement and a basis for the informed allocation of resources for items such as plant and equipment. description. It is the essential element for ensuring that training is tailored and directed to the individuals actually performing the role.

10 . Job Position Job position refers to the designation of the job and employee in the organization. The non-monetary benefits offered to two different levels in the organization also vary. etc. skill. level of education required. Job analysis can be further categorized into following sub components. education. The roles and responsibilities are key determinant factor in estimating the level of experience. For example management level employees receive greater pay scale than nonmanagerial employees.Components of Job Analysis Job analysis is a systematic procedure to analyze the requirements for the job role and job profile. Job Description Job description refers the requirements an organization looks for a particular job position. It also helps in benchmarking the performance standards. It also describes the roles and responsibilities attached with the job position. Job position forms an important part of the compensation strategy as it determines the level of the job in the organization. the level of experience needed. etc required for the job. It states the key skill requirements.

Once it is determined that how much the job is worth. how much the job contributes to the organization. job analysis forms an integral part in the formulation of compensation strategy of an organization. Organizations should conduct the job analysis in a systematic at regular intervals. It is also known as job evaluation.Job worth Job Worth refers to estimating the job worthiness i. it becomes easy to define the compensation strategy for the position. It is also known as job evaluation. Therefore. 11 . for reviewing employees‟ performance with the standard level of performance. determining the training needs for employees who are lacking certain skills. Roles and responsibilities helps in determining the outcome from the job profile.e. Job analysis can be used for setting up the compensation packages. Job description is used to analyze the job worthiness.

work experience. duties. During this activity.The Brainbench Consulting Services team will work with the customer to complete a job analysis for each position within the selection process. The data collected from the surveys will be compiled and analyzed. judgment. education. and background information. the Brainbench team will collect information as it relates to the job. responsibilities. a series of interviews will be conducted with 5 to 8 different subject matter experts. Over the course of the interviews. A Job Analysis report is then generated and presented to the customer for review. 12 .

citizenship. In addition. The assessments will be based administered via Brainbench's Computer Adaptive Test (CAT) engine. To date. This may include an assessment test that would be administered during the recruitment process. concurrent use assessments. These questions can be used to screen out candidates that don't meet certain requirements. The assessment items will be compiled from Brainbench's library of over 450 different skills assessments. i. interactive flash modules. etc. Brainbench has the capability to host and administer assessments from 3rd party providers.Custom Assessments Brainbench has been a leader in the design. and job attitude. experience. Brainbench can incorporate:  Biographical Data Inventory (BDI) Using the date from the Job Analysis. development and deployment of assessments for numerous corporate and government customers. In addition. hot spot technology and data entry. Brainbench can compile a series of assessment modules that address the knowledge skills and cognitive ability necessary to perform a job. characteristics. several hundred assessment tests have been developed that leverage various types of assessment technology. or used to measure the knowledge of a particular organization. delivered during a training and certification course.  Knowledge Skills and Abilities (KSA) Using the data from the Job Analysis. 13 . Interest and Motivations (AIM) Using the data from the Job Analysis.  Personality/Attitudes. Brainbench will formulate a series of Bio-Data questions. The customer has the option of including these questions within the Brainbench Assessment Battery or their Applicant Tracking System. Brainbench can compile a series of assessments that ensure a good fit based on personal interests. including automated essay scoring.e.

you will probably want to continue with our consulting services for plan maintenance and knowledge transfer. The audit looks at each function and asks the question “are we actually doing what we say we are doing or what we should be doing”. It describes a program of action leading toward the accomplishment of specific and measurable results in connection with legal and moral responsibilities of an organization. External expert legal specialists are retained and available for guidance on intricate employment issues. in many cases.Through the use of an AIMs test. 14 . as well as predict job performance based upon the candidates interest in using what skills they already have. from plan assistance and maintenance to AAP education and regulatory updates. small and medium sized businesses simply cannot keep up. The Human Resources regulatory compliance arena continues to be a myriad of ever changing state and federal mandates. Once your Affirmative Action Program is in place. Affirmative Action Plan An affirmative action plan is more than a declaration of good intention. HRD Group approach develops a Human Resources regulatory compliance foundation and tailors it to meet your business needs. Human Resources Audit The purpose of the HR Audit is to identify the strengths and weaknesses in the HR functions and address issues needing resolution. we can determine a candidate's fit within the organization and culture. The cost of ensuring compliance continues to climb with each new regulation however. HRD Group offers an array of EEO/AAP consulting services. HRD Group can help your organization be in compliance and improve its productivity through a comprehensive HR audit that includes a course of action for improvement and organizational development. This can then be compared to best practices and a plan of action put in place.

employers must verify the employment eligibility status of newly-hired employees and makes it unlawful for employers to knowingly hire or continue to employ unauthorized workers. This select group of employers are obligated to prepare and maintain three written Affirmative Action Plans. desk audit. The Office of Federal Contract Compliance Programs (OFCCP) is the federal agency having jurisdiction and enforcement authority for the Affirmative Action section of federal regulations. has severe legal and financial consequences 15 .EEO/AAP Consulting Services Women. or comprehensive on-site review. whether intentional or caused simply by oversight. Noncompliance. goals and action program Prepare Quarterly and Statistical Reports Assistance on Desk Audit and On-site Compliance Review Coaching in cases of Reasonable Accommodations Who is required to do Affirmative Action Planning? Any employer who has a federal contract in totaling $50. Veterans and Individuals with Disabilities In-house training and workshop in How to Prepare an AAP Training in Equal Employment Opportunity laws and regulations Conduct Affirmative Action Self-Audit Evaluation of Recruiting and Personnel Practices Orientation to Management Personnel in EEO/AAP policies and regulations Presentation to Management of Company‟s AAP results. I-9 Employment Verification The Immigration Reform and Control Act of 1986 (IRCA) legally mandates that U.S. Veterans and Individuals with Disabilities in the following areas:           Preparation of Company‟s AAP for Women. jointly called an Affirmative Action Program or AAP. Federal contractors‟ Affirmative Action plans must be reviewed and updated on a yearly basis.000 or more and has 50 or more employees is subjected to the federal government's Affirmative Action Program under Executive Order 11246. employee discrimination complaint. The enforcement agencies for AAP compliance can visit your company for a pre-contract review.

HRD Group approach develops a Human Resources regulatory compliance foundation and tailors it to meet your business needs. from plan assistance and maintenance to AAP education and regulatory 16 . Compliance Training We can provide training on Human Resources legal issues. This can then be compared to best practices and a plan of action put in place. reduce processing errors. Human Resources Audit The purpose of the HR Audit is to identify the strengths and weaknesses in the HR functions and address issues needing resolution. External expert legal specialists are retained and available for guidance on intricate employment issues. small and medium sized businesses simply cannot keep up. HRD Group audits your Form I-9 to verify employees' legal right to work in the United States. HRD Group offers an array of EEO/AAP consulting services. The audit looks at each function and asks the question “are we actually doing what we say we are doing or what we should be doing”. It describes a program of action leading toward the accomplishment of specific and measurable results in connection with legal and moral responsibilities of an organization. document retention obligation. The cost of ensuring compliance continues to climb with each new regulation however.imposed by the Department of Homeland Security. HRD Group can help your organization be in compliance and improve its productivity through a comprehensive HR audit that includes a course of action for improvement and organizational development. Affirmative Action Plan An affirmative action plan is more than a declaration of good intention. as well as the potential of a corporate image tarnished by negative publicity. in many cases. The Human Resources regulatory compliance arena continues to be a myriad of ever changing state and federal mandates. and more.

you will probably want to continue with our consulting services for plan maintenance and knowledge transfer. This select group of employers are obligated to prepare and maintain three written Affirmative Action Plans. goals and action program Prepare Quarterly and Statistical Reports Assistance on Desk Audit and On-site Compliance Review Coaching in cases of Reasonable Accommodations Who is required to do Affirmative Action Planning? Any employer who has a federal contract in totaling $50. employee discrimination complaint. Federal contractors‟ Affirmative Action plans must be reviewed and updated on a yearly basis. The enforcement agencies for AAP compliance can visit your company for a pre-contract review. jointly called an Affirmative Action Program or AAP. Once your Affirmative Action Program is in place. or comprehensive on-site review.updates. Veterans and Individuals with Disabilities in the following areas:           Preparation of Company‟s AAP for Women. EEO/AAP Consulting Services Women. 17 . desk audit.000 or more and has 50 or more employees is subjected to the federal government's Affirmative Action Program under Executive Order 11246. The Office of Federal Contract Compliance Programs (OFCCP) is the federal agency having jurisdiction and enforcement authority for the Affirmative Action section of federal regulations. Veterans and Individuals with Disabilities In-house training and workshop in How to Prepare an AAP Training in Equal Employment Opportunity laws and regulations Conduct Affirmative Action Self-Audit Evaluation of Recruiting and Personnel Practices Orientation to Management Personnel in EEO/AAP policies and regulations Presentation to Management of Company‟s AAP results.

Policies and Procedures To ensure the fair and consistent treatment of your employee base. has severe legal and financial consequences imposed by the Department of Homeland Security. document retention obligation. develop an action plan. whether intentional or caused simply by oversight. employers must verify the employment eligibility status of newly-hired employees and makes it unlawful for employers to knowingly hire or continue to employ unauthorized workers. and assist with implementation. and more. We offer customized employee handbooks including legal review. 18 .I-9 Employment Verification The Immigration Reform and Control Act of 1986 (IRCA) legally mandates that U. Noncompliance. reduce processing errors. We will work with your company to identify needs. Our consulting services are provided on-site or off-site. Human Resources Management HRD Group provides a wide variety of management and human resource consulting services. it is necessary for all organizations to have up-to-date and easy to administer policies and procedures relating to operational matters. as well as the potential of a corporate image tarnished by negative publicity. Employee Handbook Employee handbooks can take ages to write and need to be regularly updated as employment law changes.S. HRD Group will partner with you to identify. or a combination that best meets the client‟s needs. Other initiatives generally administered by the Human Resources Department. HRD Group audits your Form I-9 to verify employees' legal right to work in the United States. define and write policies and procedures that reflect the requirements of your business model as well as incorporate the values of your organization.

current legislation. We review. We help employers get control of their benefit costs. claims. Benefits Management and Service Our firm will enroll and communicate the new plan to your employees. and your long-range plans as a company or an individual. Then we prepare a detailed feasibility study taking into consideration benefits. Our services include access to and administration of several plans. Special attention will be given to any plan changes. This is to be achieved through the understanding and evaluation of all pertinent facts and circumstances surrounding each individual clients needs. cost. personal. or product knowledge. analyze. We assist in answering questions regarding administration. and compare all the proposals received. Dismemberment & Death Insurance 19 . Benefits Package We review existing coverage‟s and funding and analyze them to determine the true cost of these benefits. Our firm is committed to providing professional. Pharmacy and Dental Insurance Life Insurance Accident. and courteous service to our clients.BENEFITS HRD Group provides our clients with the information needed to make the necessary decisions regarding their employee benefits. including:    Health. The insurance marketplace is then "shopped" for the plan of benefits and funding alternatives that are needed to maximize your benefit dollars. It is very important that the needs and expectations of both employers and employees are met and special attention is given to communication in these areas. We want to achieve both employer and employee satisfaction. Employer and employee satisfaction is our number one job. Benefits Benchmark We assist you in designing a plan of benefits to meet current needs with special attention paid to eliminating duplicate coverage or gaps in coverage.

    Short and Long Term Disability Supplemental Programs COBRA Administration 5500 Filing It’s Simple There is no need to meet with multiple vendors when considering a benefits plan for your business. save time and concentrate on your core business by removing the administrative paperwork associated with a benefits program. With HRD Group you‟re provided with several benefits options and expert management of the administrative process. Simply choose the plan or services that best fits your needs and we will implement and manage your customized program. 20 . Enhance your workforce. It‟s that simple.

we provide the following services:  Development of job analysis. external and individual equity 21 . retain. job evaluation. Compensation Process Recognizing that successful compensation programs must be fully aligned with a company‟s mission and objectives.Compensation The effective design and communication of total compensation programs are instrumental to an organization‟s ability to attract. and motivate talented employees. job description. internal. HRD Group consultants provide services and solutions to meet your organization‟s specific business needs.

especially in conjunction with improved pay administration plans. A key benefit our clients discover is our availability to assist them in thinking through the intricate HR problems that are a daily reality in most every organization. We want to increase the effectiveness of your business too! Your people are your competitive advantage and managing them effectively in today‟s legally complex environment is tough. Our HR consultants works closely with organizations to develop and maintain appropriate policies and practices that create a positive employer/employee relationship. you won't waste time worrying about sticky situations or wondering what to do.   Assessment of the competitiveness of compensation practices. You don't have to be concerned about employee relation situations that we can easily take care for you. Development of performance appraisal programs. Good people can be hard to find and even harder to keep! 22 . It is where work rules are introduced and enforced as well as where employees turn when they have a problem or need assistance. HRD Group recognizes that Human Resource Management is not just about dealing with legislation and increasing the efficiency of your business.  Review and evaluation of current compensation programs and practices with recommendations for improvement.   Assist in documenting your programs and preparing tools for ongoing administration. We'll help your employees feel comfortable and productive. Design and conduct of compensation surveys to identify competitive market rates for positions. When you entrust us with your employee relations. Assist in preparing communication materials to ensure that employees understand and value their total compensation package  Assist with periodic assessments of your programs and suggest possible improvements HR is usually the first stop for a new employee and the last stop for an existing employee.

Our customized training initiatives encompasses a wide range of training and development topics to include communication. and others. supervisory. Inc. Other trainings are available.With a wide range of both managerial and personal skills training and development options. To discuss possible training and development programs. Below we detail topics of our training program. customer service.           Avoiding Hiring Mistakes Coaching Communication Skills Conducting Successful Performance Appraisals Conflict Management Customer Service Effective Supervision Emotional Intelligence Employment Law Improving Workplace Discipline Practices 23 . Benefits of Training         Increased productivity Improved efficiency Greater accuracy Improved motivation and morale Less direct supervision Reduced turnover Ensures consistency Increased compliance (regulatory/statutory) Training and Development Topics HRD Group. time management. offers onsite and/or offsite trainings tailored to your workforce needs. and how we can assist your business please contact us for a free consultation. leadership. tailored to your needs we can assist you to train and develop your staff.

        Leadership Skills Motivation Negotiation Skills Performance Management Preventing Sexual Harassment Stress Management Teamwork Time & Priority Management 24 .

the industry is expected to grow at a pace of 25-30% annually. the retail industry in India was mostly unorganized. ft retail space located across the country. It can be mentioned here that.000 crore in 2004-05 to Rs. it has more than 5 million sq. It is also expected to reach 22% by 2010.5% of the total retail market. 35. it rose to 12%. In 2009. Major Retailers in India Pantaloon: Pantaloon is one of the biggest retailers in India with more than 450 stores across the country. however with the change of tastes and preferences of the consumers. The India retail industry is expected to grow from Rs. Though initially. In 2007. Pantaloon launched country's first hypermarket „Big Bazaar‟. India retail industry is the most promising emerging market for investment. With growing market demand. especially over the last few years. In 2001. Growth of Indian Retail According to the 8th Annual Global Retail Development Index (GRDI) of AT Kearney. the India retail industry is expected to grow to US$ 700 billion by 2010.The Indian retail industry is the fifth largest in the world. ft by the year 2010. India retail industry is one of the fastest growing industries in India. By the same time. the industry is getting more popular these days and getting organized as well. Comprising of organized and unorganized sectors. Headquartered in Mumbai. 109. It has the following retail segments: 25 .000 crore by the year 2010. the organized sector will be 20% of the total market share. It's growing at an enviable pace and is expected to reach 30 million sq. According to a report by Northbride Capita. the retail trade in India had a share of 8-10% in the GDP (Gross Domestic Product) of the country. the share of organized sector in 2007 was 7.

90. Trent owns over 4 lakh sq. 26 . More than 300 Reliance Fresh stores and Reliance Mart are quite popular in the Indian retail market. RPG Group RPG Group is one of the earlier entrants in the Indian retail market. Furniture Bazaar. Established in 1998. Music & Gifts: Depot Health & Beauty Care: Star. Collection-i Consumer Electronics: e-zone Shoes: Shoe Factory Books. which operates Westside and Star India Bazaar.com Entertainment: Bowling Co. It's expecting its sales to reach Rs. Reliance Reliance is one of the biggest players in Indian retail industry. Sitara E-tailing: Futurebazaar. AV Birla Group AV Birla Group has a strong presence in Indian apparel retailing. it also acquired the largest book and music retailer in India „Landmark‟ in 2005. Food Bazaar Home Solutions: Hometown.        Food & Grocery: Big Bazaar. Later it also opened the pharmacy and beauty care outlets „Health & Glow‟.000 crores by 2010. Tata Group Tata group is another major player in Indian retail industry with its subsidiary Trent. when it came into food & grocery retailing in 1996 with its retail Foodworld stores. ft retail space across the country. The brands like Louis Phillipe.

they are individually handled retail outlets and have a personal touch. Retail formats in India Hypermarts/supermarkets: large self-servicing outlets offering products from a variety of categories. Here beverages.  Convenience stores: are located in residential areas with slightly higher prices goods due to the convenience offered. It's also investing in other segments of retail. Peter England are quite popular.Allen Solly. Mumbai's Crossword Book Store and RPG's Music World are a couple of examples.  Specialty stores: are retail chains dealing in specific categories and provide deep assortment. snacks and other small items can be bought via vending machine. Van Heusen. Vending: it is a relatively new entry. 8000-9000 crores by 2010. in the retail sector. malls offers customers a mix of all types of products and services including entertainment and food under a single roof.  Shopping malls: the biggest form of retail in India. 27 . such as electronics and sporting goods. It will invest Rs.    E-trailers: are retailers providing online buying and selling of products and services.  Departmental stores: are general retail merchandisers offering quality products and services. They are known as category killers as they focus on specific categories.  Category killers: small specialty stores that offer a variety of categories. This is also known as Multi Brand Outlets or MBO's.  Mom-and-pop stores: they are family owned business catering to small sections. Discount stores: these are factory outlets that give discount on the MRP.

Manufacturing marketers see the process of retailing as a necessary part of their overall distribution strategy. It is further expected to reach US$ 1.3 trillion by the year 2018 at a CAGR of 10%. the organized sector is also expected to grow at a CAGR of 40%. By the year 2013. In commerce.Challenges facing Indian retail industry         The tax structure in India favors small retail business Lack of adequate infrastructure facilities High cost of real estate Dissimilarity in consumer groups Restrictions in Foreign Direct Investment Shortage of retail study options Shortage of trained manpower Low retail management skill The Future The retail industry in India is currently growing at a great pace and is expected to go up to US$ 833 billion by the year 2013. boutique or kiosk. in small or individual lots for direct consumption by the purchaser. In the last four year. and then sells smaller quantities to the end-user. like electric power. the India retail industry is expected to grow further in the future days. As the country has got a high growth rates. Retailers are at the end of the supply chain. Retail consists of the sale of goods or merchandise from a fixed location. Retailing may include subordinated services. Purchasers may be individuals or businesses. the consumer spending in India climbed up to 75%. The term "retailer" is also applied where a service provider services the needs of a large number of individuals. Retail establishments are often called shops or stores. As a result. such as delivery. a "retailer" buys goods or products in large quantities from manufacturers or importers. such as a department store. the consumer spending has also gone up and is also expected to go up further in the future. 28 . or by mail. such as a public utility. either directly or through a wholesaler.

Shopping generally refers to the act of buying products. Its literal meaning for retail was to "cut off. the word retail in both Dutch and German (detailhandel and Einzelhandel respectively). clip and divide" in terms of tailoring (1365). Like the French. Sometimes a shopping street has a partial or full roof to protect customers from precipitation. Etymology Retail comes from the French word retailler. It first was recorded as a noun with the meaning of a "sale in small quantities" in 1433 (French). The traditional market square is a city square where traders set up stalls and buyers browse the merchandise. Shopping streets may be for pedestrians only. shred. not buying) and browsing and does not always result in a purchase. Online retailing. This kind of market is very old. shopping streets with few or no houses or in a shopping mall. 29 . are forms of non-shop retailing. Recreational shopping often involves window shopping (just looking. Types of retail outlets A marketplace is a location where goods and services are exchanged. off my toes paring". sometimes it is done as a recreational activity. and countless such markets are still in operation around the whole world. Sometimes this is done to obtain necessities such as food and clothing. also refers to the sale of small quantities of items. which refers to "cutting off my hands. a type of electronic commerce used for business-to-consumer (B2C) transactions and mail order.Shops may be on residential streets.

. Retail is usually classified by type of products as follows:    Food products Hard goods ("hardline retailers") . electronics. The range of products are very selective and few in numbers.retailers that aim at one particular segment (e.  Discount stores . Soft goods .very large stores offering a huge assortment of "soft" and "hard goods. often bear a resemblance to a collection of specialty stores. 30 . etc.    General merchandise store .appliances. sporting goods. Supermarkets . and other fabrics. Warehouse stores . but they compete mainly on price offers extensive assortment of merchandise at affordable and cut-rate prices. furniture.a hybrid between a department store and discount store.  Mom-And-Pop or Kirana Stores: is a retail outlet that is owned and operated by individuals..  Demographic .sell mostly food products. They offer considerable customer service. with limited selection. These stores are seen in local community often are family-run businesses. A retailer of such store carries variety of categories and has broad assortment at average price.clothing. warehouse clubs charge a membership fee. There are the following types of retailers by marketing strategy:  Department stores . the retail business is still dominated by small family-run stores. but this market is increasingly being taken over by large retail chains.  Variety stores or "dollar stores" . Normally retailers sell less fashion-oriented brands. apparel. high-end retailers focusing on wealthy individuals).g. often high-quantity goods piled on pallets or steel shelves. The square feet area of the store depends on the store holder. However the service is inadequate.these offer extremely low-cost goods.warehouses that offer low-cost.tend to offer a wide array of products and services.In some parts of the world.

However. Example: Sigma mall and Garuda mall in Bangalore. This store is ideal for emergency and immediate purchases.  Convenience Stores: is essentially found in residential areas.  Category Killers or Category Specialist: By supplying wide assortment in a single category for lower prices a retailer can "kill" that category for other retailers. They endow with products. For example: Pai Electronics™ store in Bangalore.  Malls: has a range of retail shops at a single outlet. Express Avenue in Chennai.  Supermarkets: is a self service store consisting mainly of grocery and limited products on non food items. the products are displayed at the centre of the store and sales person will be available to address customer queries and give suggestions when required. They accept the payment for the product but the customer receives the product directly from the manufacturer or a wholesaler. Here the retailers use drop shipping technique. The supermarkets can be anywhere between 20. Example: SPAR™ supermarket. Other retail format stores are forced to reduce the prices if a category specialist retail store is present in the vicinity. However it is important for the 31 . food and entertainment under a roof. such as electronics. branded stores also come under this format. Specialty Stores: A typical specialty store gives attention to a particular category and provides high level of service to the customers. For example if a customer visits a Reebok or Gap store then they find just Reebok and Gap products in the respective stores.  Hypermarkets: provides variety and huge volumes of exclusive merchandise at low margins. A pet store that specializes in selling dog food would be regarded as a specialty store. This format is ideal for customers who do not want to travel to retail stores and are interested in home shopping. They provide limited amount of merchandise at more than average prices with a speedy checkout. A classic example is the Metro™ in Bangalore.000-40.000 square feet. For few categories.  E-tailers: The customer can shop and order through internet and the merchandise are dropped at the customer's doorstep. They may adopt a Hi-Lo or an EDLP strategy for pricing. The operating cost is comparatively less than other retail formats. Tata Croma.

Some stores take a no frills approach.a store which sells most goods needed. general merchandise. The stores accept credit cards and are usually open 24/7.  Big-box stores encompass larger department. and warehouse stores. Example: Amazon and Ebay. A good format will lend a hand to display products well and entice the target customers to spawn sales. robotic kiosks located in airports.customer to be wary about defective products and non secure credit card transaction. discount. typically in a rural area.  Vending Machines: This is an automated piece of equipment wherein customers can drop in the money in machine and acquire the products. depending on what income level they target. 32 . malls and grocery stores.  Convenience store . Other types of retail store include:  Automated Retail stores are self service.  General store . stocking everyday or roadside items.a small store often with extended hours. Retailers can opt for a format as each provides different retail mix to its customers based on their customer demographics. Examples include ZoomShops and Redbox. while others are "mid-range" or "high end". For example: Soft drinks vending at Bangalore Airport. lifestyle and purchase behaviour.

This involves adding a markup amount (or percentage) to the retailer's cost. For example.g. students. 33 . there can be price discrimination. Transfer mechanism There are several ways in which consumers can receive goods from a retailer:  Counter service. This simply involves charging the amount suggested by the manufacturer and usually printed on the product by the manufacturer. where goods are out of reach of buyers and must be obtained from the seller. or senior citizens. Alternatively.Retail pricing The pricing technique used by most retailers is cost-plus pricing. when prices are not clearly displayed. a customer may have to pay more if the seller determines that he or she is willing and/or able to. where the sale price is dependent upon who the customer is. jewelry) and controlled items like medicine and liquor. retail prices are often called psychological prices or odd prices. This type of retail is common for small expensive items (e. It was common before the 1900s in the United States and is more common in certain countries. Often prices are fixed and displayed on signs or labels. Another example would be the practice of discounting for youths. Another common technique is suggested retail pricing. In Western countries.

Sales techniques Behind the scenes at retail. In give-away shops goods can be taken for free. which are where a person can place an item in a store and if it sells. television advertisement or a local restaurant menu. where goods may be handled and examined prior to purchase. has become more common since the 1920s. Corporations and independent store owners alike are always trying to get the edge on their competitors. The advantage of selling an item this way is that the established shop gives the item exposure to more potential buyers. for immediate service (especially for pizza delivery). One way to do this is to hire a merchandising solutions company to design custom store displays that will attract more customers in a certain demographic. Delivery (commerce). Mail order from a printed catalog was invented in 1744 and was common in the late 19th and early 20th centuries. the public donates goods to the shop to be sold. In the case of a nonprofit shop. Online shopping started gaining significant market share in developed countries in the 2000s. Retailers can also use facing techniques to create the look of a perfectly stocked store. where the salesperson sometimes travels with the goods for sale. Ordering by telephone is now common. there is another factor at work. where goods are shipped directly to consumer's homes or workplaces. even when it is not. are also used to generate telephone orders. There are also "consignment" shops. Second hand retail Some shops sell second-hand goods. so will a retail landscape. The nation's largest retailers spend millions every year on in-store marketing programs that correspond to seasonal and promotional changes. Self-service. As products change. 34 . Direct marketing. Another form is the pawnshop. either from a catalog. newspaper. in which goods are sold that were used as collateral for loans. including telemarketing and television shopping channels. the person gives the shop owner a percentage of the sale price.   Door-to-door sales.

and make sure he leave the store satisfied. A sample of 12. The advanced estimated data is based on a subsample from the US CB complete retail & food services sample. which is capitalized upon by smaller retailers. When a customer enters the store.A destination store is one that customers will initiate a trip specifically to visit.000 firms is included in the final survey and 5. important. an important indicator of the US GDP. 35 . These stores are often used to "anchor" a shopping mall or plaza.000 in the advanced one. undivided attention and helping him find what he is looking for will contribute to the customer's satisfaction. Retail firms provide data on the dollar value of their retail sales and inventories." It is important for a sales associate to greet the customer and make himself available to help the customer find whatever he needs. Retail Sales The Retail Sales report is published every month. It is a measure of consumer spending. customer service is the "sum of acts and elements that allow consumers to receive what they need or desire from your retail establishment. generating foot traffic. Customer service According to the bookDiscovery-Based Retail. it is important that the sales associate does everything in his power to make the customer feel welcomed. Giving the customer full. sometimes over a large area.

900 crores in 2009-10 and is aiming for Rs. Tamil Nadu. Dairy. employing more than 3500 employees and generating indirect 36 . The annual turnover of Heritage Foods crossed Rs. one subsidiary . More than three thousand villages and three lakh farmers are being benefited in these states. On the other side. Kerala. Pragmatic. friends and associates promoted "Heritage Foods" in the year 1992 taking opportunity from the Industrial Policy. Hyderabad. At present. is one of the fastest growing Private Sector Enterprises in India. Karnataka.. he along with a few like minded. with four-business divisions viz. With an objective of "Bringing prosperity into the rural families through co-operative efforts". founded in 1992 by Sri Nara Chandra Babu Naidu. Maharastra and Orissa and its retail stores across Bangalore. Kerala. Agri. Integrated agri operations are in Chittoor and Medak Districts and these are backbone to retail operations. Heritage is serving millions of customers needs. 1991 of Government of India and he has been successful in his endeavour. Karnataka.1100 crores during 2010-11. Retail. In the year 1994. Presently Heritage‟s milk products have market presence in Andhra Pradesh. AndhraPradesh. Chennai and Hyderabad. which was oversubscribed 54 times and its shares are listed under B1 Category on BSE (Stock Code: 519552) and NSE (Stock Code: HERITGFOOD) The Founder Chairman Heritage Foods ( India ) Limited. Tamil Nadu and Maharastra.SKIL RAIGAM POWER Limited. Heritage has market presence in the states of Andhra Pradesh. The state of art Bakery division at Uppal. and Bakery under its flagship Company Heritage Foods (India) Limited (HFIL).COMPANY PROFILE The Heritage Group. Progressive and Visionary Leaders of the 21 st Century. India Sri Chandra Babu Naidu is one of the greatest Dynamic. HFIL went to Public Issue to raise resources.

Tirupati. N Bhuvaneswari is presently the Vice Chairman & Managing Director of Heritage Foods ( India ) Limited.employment opportunities to more than 10000 people. Sri Naidu held various coveted and honourable positions including Chief Minister of Andhra Pradesh. " Business Person of the Year " (Economic Times). Member of the A.350 crores during the financial year 2006-2007. "South Asian of the Year " (Time Asia ). the sales turnover has reached close to Rs. Following the 1977 cyclone. Naidu had his school education in Chandragiri and his college education at the Sri Venkateswara Arts College . and Chairman of Karshaka Parishad. Andhra Pradesh . Ammanamma was a housewife. India .P. Kharjura Naidu was an agriculturist and his late mother Smt. Naidu held various positions of office in his college and organised a number of social activities. His late father Sri N. Ex-Chief Minister of Andhra Pradesh and famous Star of Telugu Cinema.P. Sri Naidu is married to Ms. Director of A. he actively organised donations and relief material from Chittoor district for the cyclone victims. He did his Masters in Economics from the Sri Venkateswara University . Naidu has been evincing keen interest in rural development activities in general and the upliftment of the poor and downtrodden sections of society in particular. Legislative Assembly. Sri Naidu was chosen as one of 50 leaders at the forefront of change in the year 2000 by the Business Week magazine for being an unflinching proponent of technology and for his drive to transform the State of Andhra Pradesh . Small Industries Development Corporation. and " IT Indian of the Millennium " ( India Today). Minister for Finance & Revenue. Mrs. Mr. Tirupati. Mr. Sri Chandra Babu Naidu was born on April 20.4. which devastated Diviseema taluk of Krishna district. Beginning with a humble annual turnover of Rs. Sri Naidu has won numerous awards including " Member of the World Economic Forum's Dream Cabinet" (Time Asia ). 1951 in Naravaripally Village .38 crores in 1993-94. Chittoor District. Minister for Archives & Cinematography. Mr. 37 . Bhuvaneswari D/o Sri N T Rama Rao.

affordable and convenient supply of " Fresh and Healthy " food products. those are a benchmark for quality in the industry. Vision To be a progressive billion dollar organization with a pan India foot print by 2015.Heritage Slogan When you are healthy. managing career aspirations and providing innovative avenues for enhanced employee prosperity. we are healthy When you are happy. 38 . we are happy We live for your "HEALTH & HAPPINESS" Mission Bringing prosperity into rural families of India through co-operative efforts and providing customers with hygienic. To achieve this by delighting customers with "Fresh and Healthy" food products. We are committed to enhanced prosperity and the empowerment of the farming community through our unique "Relationship Farming" Model. To be a preferred employer by nurturing entrepreneurship.

He has been in practice for the last four decades. Membership of the Southern Regional Board of Reserve Bank of India. in Agriculture (Madras University).W. Director.Sc. Being associated with the IDRC financed Agricultural Research Management (Asia) 39 . Visa International Pacific. Chairmanship of Tirumala Tirupati Devasthanams Trust Board etc. Federation of Andhra Pradesh Chamber of Commerce and Industry. New India fire and General Assurance Co. He is also on Board.C. aged 83 years. rehabilitating and reconstruction of the sick industries. He had held the position as Director in several companies like discount and finance house of India. Dr.A and Honorary Member of the Indian Institute of Bankers. retired as the Vice Chancellor of the Andhra Pradesh Agricultural University. aged 83 years. completed his post doctoral work at Kansas State University as TCM-USA Scholar.K Operations of Bank of Baroda.D. a leading Chartered Accountants firm. which include. He had occupied several coveted positions. a B. He had the occasion to render its services overseas as Vice-President between 1982-84 at New York and General Manager of U. Kannan. Chairman BOB Cards Ltd. Agricultural Finance Corporation. a commerce graduate from the Andhra University and a member of the Institute of Chartered Accountants of India. Ph. A. honking. He started his career as a direct recruited officer in 1965 in Bank of Baroda and worked in various capacities in the same Bank upto 1992. Director.(Agri). Andhra Pradesh State Financial Corporation.C. Apart from this he was also the Chairman of IBU “international Finance Limited. Apart from this he is also on the Board of directors of several Limited Companies. is an F. of several Companies. He had the core banking experience for over 30 years and handled successfully several cases of reviving. is the senior partner of Brahmayya & Co. Seetharamiah. Sri K. Thereafter he was appointed as its Chairman and Managing Director and served between 1995 to 1999. He is an author of around 40 papers published in the fields of Plant Pathology and Agricultural Research & Education.Ltd. Appa Rao. Chairman.A and I.. aged 70 years.Board of Directors Sri D.

was instrumental in implementing SEARCA. He is also a Director in several Companies and a member of several committees including the ICAR. Nagaraja Naidu. Professor. Philippines for over 5 years.Governance Capacity Building program for the governments of South Sudan and Kenya. Bhuvaneswari. Sri Lokesh Nara. and e. Before joining Heritage Foods. Dean Director etc. He has over three and half years of experience in the areas of strategic business and information technology. starting from Administrative Staff College of India..A. Director. which contributed to the current status of Heritage as a leading player in South India. he worked with the World Bank as a Junior Professional Associate where he completed various projects including an e-Governance Capacity Building program for the government of Ethiopia. V. aged 62 years. Executive Director. She is also a Director in several other Companies. He had been the Registrar (Administrative head) of the Dr B R Ambedkar Open University for about 10 years. an M. aged 27 years. and taught in the fields of Finance and Business Economics at Post graduate and Doctorate levels for about 25 years. aged 47 years. Litt and a PhD. 40 . is a dynamic leader who has extensive experience in business and has been successfully steering Heritage towards growth and better prospects. Hyderabad in 1972 held various positions in reputed Universities. a B. Com. (Financial Management). Before joining the Board of Heritage Foods. Smt N. Vice-Chairman & Managing Director. M.. He has been associated with the Company since inception and has been able to utilize his intimate understanding of the rural socio economic scenario to strengthen the milk procurement systems and strategies of Heritage.Project. Viz. Dr. he was associated with the Company as a Vice-President of the Retail division. completed his Master‟s Degree in Business Administration from Stanford University and graduated with a Bachelor of Science degree in Management Information Systems from Carnegie Mellon University.

Heritage respects and provides information to stake holders about the performance and strives to be ahead of competition by taking all the risk assessment well in advance. It is about best practices of business to be imbibed in to the culture of the organization and complying with value systems. Corporate Governance integrates multi functions of an organization to fulfill the objectives with in the framework of all the stakeholders. The functions. equity. A brief report on the practices and compliances by your company is given below. transparency responsibility and accountability. senior staff and functional heads. 41 . B. The main focus is on highest levels of integrity. Heritage is committed good governance that creates long-term sustainable shareholder value. society. Company‟s Philosophy on Corporate of Governance Heritage has integrated the value system in all spheres of activities involving people from all functional areas. Good governance practices stem from the culture and mindset of the organization. and people at large. It is based on the principles of integrity. The detailed reports of the company activities and performances are periodically placed before the Board for effective decision-making. an organization is structured. transparency. value systems. accountability and commitment.Corporate Governance Corporate Governance is a system with which. At Heritage the focus is on its core strengths. responsibility. Law of Government. ethical business practices. Board of Directors Composition Heritage has been one of the front runners in establishing broad based Directors with a balanced composition of Executive Director to Non executives Independent Directors ever since it went public. A. It has initiated to comply with code of conduct for all the directors. role and accountability of the Board are well defined. laws and regulations to achieve the main objectives of the company . hard working and strategic moves to be in the leading edge of new technology.

42 . the Company has defined the guidelines for the meetings of the Board and Committees thereof. Hyderabad-500 082. Panjagutta. and Andhra Pradesh. Quarterly summery of all long term borrowings. statutory nature or listing requirements and shareholders services such as non payment of dividend. additional Board meetings are convened by giving appropriate notice to address the specific needs of the Company. which are pre-scheduled after the end of the each financial year.Board & its committee Meetings and procedures With a view to institutionalize all corporate affairs and set up systems and procedures for proper planning for matters requiring discussion/ decisions by the Board. Quarterly results for the Company and its operating divisions or business segments Minutes of the meeting of the Audit Committee and other committees of the Board Non-compliance of any regulatory. India. bank guarantees issued and investments made etc Recommending/ Declaring dividend General Notice of Interest of Directors Terms of reference of the Board committees Any material default in financial obligations to and by the Company etc. (a) Minimum four Board meetings are held in each year. Scheduling and Selection of Agenda items for Board Meetings. (c) The information placed before the Board includes. delay in share transfer etc. (b) The meetings are held at the Company‟s Registered office at 6-3-541/C. Apart from the pre schedule Board meetings.

Majority of the members of the Audit Committee posses financial / accounting expertise. the Secretarial Standards recommended by the Institute of Company Secretaries of India. Audit Committee The Board has constituted Audit Committee. The primary objective of the audit committee is to monitor and effectively supervise the Company‟s financial reporting. 1956 and Clause 49 of the Listing agreement. New Delhi.Board materials Distributed in advance Agenda and Notes on agenda are circulated to the Directors. Draft minutes are circulated to all the members of the board/ committee for their comments. All material information is incorporated in the Notes on Agenda for facilitating meaningful and focused discussions at the meeting for tacking proper decisions. The constitution of audit committee meets the requirements of Section 292A of the Companies Act. Compliance The Company Secretary while preparing the Agenda. Recording Minutes of proceedings at Board Meeting The Company Secretary records the minutes of the proceedings of each Board and Committee meetings. The finalized minutes of proceedings of a meeting are entered in the Minutes Book within 30 days from the conclusion of that meeting. Minutes etc is responsible for and is required to ensure adherence to all the applicable laws regulations including the Companies Act. Notes on agenda. 1956 read with the Rules issued there under and to the extent feasible. 43 .Executive Independent Directors and one Non-Executive Director. C. Board Committees 1. in the defined Agenda format. in advance. comprising three Non.

the Committee takes into account the financial position of the Company. 6) 2. Remuneration Committee The Board has constituted the remuneration Committee comprising three Non Executive Independent Directors . 3) To review Quarterly. 2) To review the internal control and audit systems with special emphasis on their quality and effectiveness. 1956 or referred by the Board. To review matters required being included in the Directors‟ responsibility statement to be included in the Board‟s report in terms of clause (2AA) of Section 217 of the Companies Act. past remuneration etc. based on their performance. 1956.a) Terms of Reference 1) To provide direction and to oversee the operations of the audit functions of the Company. While deciding the remuneration. 5) To have full access to information contained in the records of the Company and external advice. 19566) To review matters required being included in the Directors‟ responsibility statement to be included in the Board‟s report in terms of clause (2AA) of Section 217 of the Companies Act. The remuneration policy of the Company is directed towards rewarding performance. The Remuneration Committee has been constituted to recommend / review the remuneration of Managing Directors / Full Time Directors. Half yearly and Annual financial results before submission to the Board. experience. if necessary. 4) To investigate into any matter in relation to the items specified in Section 292A of the Companies Act. past performance. trend in the Industry. based on review of achievements on a periodic basis and attracting new talents and retaining them. Appointee's qualification. 44 .

The Board has delegated the authority for approving transfer. nonreceipt of Balance Sheet. the share transfers which are received in physical form are processed and the share certificates returned within 15 days from the date of receipt. N. Share Transfer and Shareholders'/ Investors' Grievance Redressal Committee a) Terms of reference The Board has constituted Share transfer and Shareholders'/ Investors' Redressal Committee. Presently. The committee also monitors the implementation and compliance of the Company's Code of Conduct. transmission etc of the company's securities to the share transfer committee. The committee also reviews the performance of share transfer agent and recommends improving overall quality services to share holders. Siva Swamy Designation Chairman Member Member Status Non-Executive Independent Director Non-Executive Independent Director Non-Executive Independent Director 3. A. subject to the documents being valid and complete in all respects. to look into grievance/issue of share holders/investors relating to non-receipt of dividend. Seetharamaiah Dr. Appa Rao Dr. 45 . R. D.Composition of the Remuneration Committee Name Sri. The Directors periodically reviewed the investor's complaints received and redressed. Shares sent for transfer etc. A summary of share transfer/ transmission of the securities of the company so approved by the committee is placed at every Board Meeting.

The Company circulated the Code of Conduct among all the Board members and senior management personnel and affirms that they are complying with the code on an annual basis. their relatives or the management that may have a potential conflict with the interest of the company. directors. Disclosures There are no transactions of material nature undertaken by the company with its promoters. Disclosure on transactions with related party as required under Accounting Standard 18 has been incorporated in the notes on Accounts forming part of the Annual Report every year. Our Commitments Milk Producers Change in life styles of rural families in terms of Regular high income through co-operative efforts Women participation in income generation Saved from price exploitation by un-organized sector Remunerative prices for milk Increase of milk productivity through input and extension activities Shift from risky agriculture to dairy farming Heritage Financial support for purchase of cattle.D. insuring cattle Establishment of Cattle Health Care Centers Supplying high quality Cattle feed Organizing "Rythu Sadasu" and Video programmes for educating the farmers in dairy farming Customers Timely Supply of Quality & Healthy Products Supply high quality milk and milk products at affordable prices 46 . The total text of the Code of Conduct is posted on the company's website.

Society Potential Employment Generation more than 3500 employees are working with heritage 47 .Focused on Nutritional Foods More than 4 lakh happy customers High customer satisfaction 24 hours help lines ( <10 complaints a day) Employees Enhancing the Technical and Managerial skills of Employees through continuous training and development Best appraisal systems to motivate employees Incentive. bonus and reward systems to encourage employees Heritage forges ahead with a motto "add value to everything you do" Shareholders Returns Consistent Dividend Payment since Public Issue (January 1995) Service Highest impotence to investor service. yogurts drinks and fruit flavoured drinks AlfaLaval: supplier of high-end machinery and technical support Focusing on Tetra pack association for products package. no notice from any regulatory authority since 2001 in respect of investor service Very transparent disclosures Suppliers Doehlar: technical collaboration in Milk drinks.

more than 9500 procurement agents got self employment in rural areas more than 5000 sales agents associated with the company Employment for the youth by providing financial and animal husbandry support for establishing MINI DAIRIES Producing highly health conscious products for the society 48 .

41 27.38 2.67 4.16 14.92 9.92 30.98 5.69 Gross Fixed Assets Net Fixed Assets 294.03 19.58 (35.24 264.49 0.38 63.33 72.26 2007-08 588.31 9.57 27.23 4.00 2009-10 900.00 20.84 9.99 52.52 34.42 3.22 347.13 8.51 13.17 30.58 6.82 43.91 19.60 20.33 14.85 8.45 7.50 20.22 14.13 628.77 32.33 1.37 0.66 10.71 31.42 0.00 3.10 3.35 0.44 30.53 10.91 4.22 0.15 53.23 5.84 2002-03 192.60 6.53 69.48 2.01:1 14.17 6.23 799.14 10. Networth 86.47 203.35 18.13 3.67) 0.34 2004-05 266.49 18.89) (9.43 10.82 1.18 6.72 8.49 0.00 14.99 45.50 30.32 (30.48 72.42 165.49 1.65 18.93 19.47 31.39 49 .41 128.81 62.38 141.90 47.75 17.48 7.12 11.26) 0.60 3.68 2001-02 165.51 0.93 903.Consistent Growth Financial Year Turnover Other Income Total Income Earnings before Depriciation.99 59.50 27.57 0.83 0.62 38.43 (0.87 80.53 104.53 75.70 33.56 0.79 : 1 3.64 18.45 70.77 115.61) (11.94 0.14 10.02 0.86 193.Rs Debt: * Equity Ratio EBDIT/Turnover% Net Profit Margin% RONW % 4. Interest and Tax(EBDIT) Depriciation Interest Provision for Taxation Profit/(Loss) after Tax Cash Profit/(Loss) Equity Dividend(%) Dividend Payout (Including Tax on Dividend) Equity Share Capital Reserves & Surplus 11.49 62.62 75.50 2.24 2.49 53.14:1 12.19 17.86 3.96 40.10 2.64 21.97 2.96 : 1 4.43 (4.05 1.40 6.39 13.00 1.35 11.71 26.70 0.86 4.07 0.70 69.28 9.64 55.11 13.15) Nil 23.29 1.46 10.69 32.80 19.38 80.50 : 1 0.49 32.55 12.00:1 7.09) 100.94 11.84 1.47) (44.30 72.24 11.83 44.62 21.13 0.78 266.68 206.51 3.50 9.16 0.17 9.38 6.17 14.69 50.42 3.50 0.35 1.19:1 10.31 2008-09 796.00 25.Rs Cash Earnings per share Rs Book Value per share .10 10.34 : 1 5.63 4.65 18.61 7.43 17.99 62.81 16.82 28.03 40.78 1.01:1 13.73 8.00 31.87 45.85 26.65 9.99 34.03 3.00 12.87 (Rs.88 95.42 Nil 2.81 69.24 215.00:1 8.62 6.49 2000-01 141.35 235.80 0.22 55.91 2003-04 234.01 0.15 Key Indicators Earnings per share .39 16.78 24.16 2006-07 346.96 1.38 0.29 12.50 9.10 2.27 293.45 162.59 14.60 30.56 44.88 0.07 1.64 16.56 2005-06 292.

Your organization provides opportunity for growth and security.Data analysis & interpretation 1.NO 1 2 3 4 TOTAL OPTIONS Strongly agree Agree Disagree Strongly disagree No OF RESPONSES 46 50 04 0 100 PERCENTAGE% 46% 50% 04% 0% 100% 50 40 30 20 disagree Strongly agree Agree 10 Strongly disagree 0 NO OF RESPONSES Interpretation : The survey revealed that most of the employees strongly agree that the Heritage Foods (India) Limited provides opportunity for growth and security and some are disagree about this 50 . S.

2. 51 Agree Neutral Strongly disagree .Pay and compensation package is adequate and fair in comparison to performance.NO 1 OPTIONS Strongly agree Agree Neutral Strongly disagree NO OF RESPONSES 18 52 18 12 100 PERCENTAGE% 18% 2 3 4 TOTAL 52% 18% 12% 100% 60 50 Strongly agree 40 30 20 10 0 NO OF RESPONSES Interpretation: The survey revealed that most of the employees agree for the reason of their pay and compensation package is adequate and fair in comparison to performance and some are disagree. S.

3.Medical facilities provided by the organization suites your health needs?

S.NO 1 2 3 4 TOTAL

OPTIONS Strongly agree Agree disagree Strongly disagree

NO OF RESPONSES 38 46 16 0 100

PERCENTAGE% 38% 46% 16% 0% 100%

50 40 30 20
disagree Strongly agree Agree

10
Strongly disagree

0 NO OF RESPONSES
Interpretation:The survey revealed that most of the employees agree and strongly agree for
the reason of the medical facilities provided by the organization which suits their health needs, and few are disagree.

52

4.Is Your job allows you to use your skills and abilities.

S.NO 1 2 3 4 TOTAL

OPTIONS Strongly agree Agree Disagree Strongly Disagree

NO OF RESPONSES 22 62 12 0 100

PERCENTAGE% 22% 62% 12% 0% 100%

70 60 50 40 30 20 10 0 NO OF RESPONSES
Disagree Strongly Disagree Strongly agree Agree

Interpretation:
The survey revealed that most of the employees agree and strongly agree for using their skills and abilities in their job.
53

5.Promotion policy of your organization ensures planned carrier growth.

S.NO 1 2 3 TOTAL

OPTIONS Yes No Can‟t say

NO OF RESPONSES 42 40 18 100

PERCENTAGE% 42% 40% 18% 100%

45
40 35 30 25 20 15 10 5 0
yes No Can’t say

Interpretation:
The survey revealed that most of the employees are satisfied the promotion policy by the organization which ensures planed career growth. But most of the employees are un-satisfied by this policy.
54

6.Training facilities of your organization enhance your skills competencies. S.NO 1 2 3 4 TOTAL OPTIONS Very true Some what true Not true Not at all true NO OF RESPONSES 28 60 12 0 100 PERCENTAGE% 28% 60% 12% 0% 100%

60 50 40 30 20 10 0 NO OF RESPONSES
Very true Some what true Not true Not at all true

Interpretation:
The survey revealed that most of the employees are some what true about the training facilities of Heritage Foods (India) Limited that enhance their skill competencies and some employees are very true and not true.

55

56 . And some employees are very good in maintaining their relation.How would you describe relations at your work place with your superiors? S.7.NO 1 2 3 TOTAL OPTIONS Very good Good Bad NO OF RESPONSES 44 52 06 100 PERCENTAGE% 44% 52% 06% 100% 60 50 40 30 20 10 0 NO OF RESPONSES Very good Good Bad Interpretation: The survey revealed that most of the employees are good at describing relations at their workplace with their superiors.

S.Your relation with your peers and subordinates are harmonious.8.NO 1 2 3 4 TOTAL OPTIONS Very good Good Satisfactory Bad NO OF RESPONSES 44 40 16 0 100 PERCENTAGE% 44% 40% 16% 0% 100% 45 40 35 30 25 Very good Good Satisfactory Bad 20 15 10 5 0 NO OF RESPONSES Interpretation: The survey revealed that most of the employees are very good and some and least employees are good and satisfactory in their relation with their peers and sub-ordinates are harmonious 57 .

9.Your organization provides a mechanism to express your views and grievances.NO 1 2 3 4 TOTAL OPTIONS Strongly agree Agree Can‟ say disagree NO OF RESPONSES 16 48 18 18 100 PERCENTAGE% 16% 48% 18% 18% 100% 50 45 40 35 30 25 20 15 10 5 0 NO OF RESPONSES Interpretation: Strongly agree Agree Can’ say disagree The survey revealed that most of the employees strongly agree and some employees agree that their organization provides a mechanism to express their views and grievances. 58 . S.

NO 1 2 3 TOTAL OPTIONS Yes I work a part of team No I work on my own I work as an individual NO OF RESPONSES 70 18 12 100 PERCENTAGE% 70% 18% 12% 100% 70 60 50 40 30 20 10 0 NO OF RESPONSES Yes I work a part of team No I work on my own I work as an individual Interpretation: The survey revealed that most of the employees work as a part of team and where some employees work on their own and individual.Do you normally work as part of a team or do you work mostly on your own? S. 59 .10.

60 .How often do you feel successful in your work? S.11.NO 1 2 3 4 TOTAL OPTIONS Often Sometimes Rarely Never NO OF RESPONSES 64 26 10 0 100 PERCENTAGE% 64% 26% 10% 0% 100% 70 60 50 40 30 20 10 Often Sometimes Rarely Never 0 NO OF RESPONSES Interpretation: The survey revealed that most of the employees often feel successful in their work but some employees feel sometime successful in their work.

61 .How often do you carry office work to your home as part of your job? S. And few employees do carry their work few times in a year and least employees do carry their work once in a month.12.NO 1 2 3 4 TOTAL OPTIONS Never Few times in a year Once in a month Once in a week NO OF RESPONSES 62 20 18 0 100 PERCENTAGE% 62% 20% 18% 0% 100% 70 60 Never 50 40 30 Once in a month Few times in a year 20 10 0 NO OF RESPONSES Once in a week Interpretation: The survey revealed that most of the employees are never do carry office work to their home as part of their job.

13.To what extent your organization provides scope for the employee‟s Development? S. 62 .NO 1 2 3 4 TOTAL OPTIONS To great extent To some extent Satisfactory Not satisfied NO OF RESPONSES 18 50 20 12 100 PERCENTAGE% 18% 50% 20% 12% 100% 50 40 30 20 satisfactory To great extent To some extent 10 Not satisfied 0 NO OF RESPONSES Interpretation: The survey revealed that most of the employees to some extent accepted that Heritage Foods (India) Limited provides scope for the employee‟s development and some are satisfactory.

14. Strongly agree Agree Neutral disagree 63 .NO 1 2 3 4 TOTAL OPTIONS To great extent To some extent Satisfactory Not satisfied NO OF RESPONSES 18 50 20 12 100 PERCENTAGE% 18% 50% 20% 12% 100% 50 40 30 20 10 0 NO OF RESPONSES Interpretation: The survey revealed that most of the employees agree and strongly agree that there is no discrimination and there is high degree of social integration at workplace.There is no discrimination and there is high degree of social integration at the Workplace? S.

4. 2. 3. TOTAL OPTIONS To great extent To some extent Satisfactory Not satisfactory NO OF RESPONSES 50 28 22 0 100 PERCENTAGE% 50% 28% 22% 0% 100% 50 40 30 20 satisfactory To great extent To some extent 10 Not satisfactory 0 NO OF RESPONSES Interpretation: The survey revealed that most of the employees to great extent they think that they are best suited for the job and some employees to some extent and satisfactory. 64 .NO 1.To what extent do you think that you are best suited for the job? S.15.

Which techniques are used to improve your work life? OPTIONS By doing hard work With patience Understanding others Balancing both personal work &official work NO OF RESPONSES 26 18 12 44 45 40 By doing hard work 35 30 25 20 15 10 5 0 NO OF RESPONSES Balancing both personal work &official work Understanding others With patience Interpretation: The survey revealed that most of the employees are using the techniques to improve their work life by balancing both personal work and official work and some employees by doing hard work and some with patience and by understanding others.16. 65 .

17.NO 1. 66 . 4. 2. 3.How often do you go home in time? S. TOTAL OPTIONS Occasionally Daily Rarely Never NO OF RESPONSES 38 44 18 0 100 PERCENTAGE% 38% 44% 18% 0% 100% 45 40 35 30 25 20 15 10 5 0 NO OF RESPONSES Occasionally Daily Rarely Never Interpretation: The survey revealed that most of the employees often go home in time by occasionally and some they go daily and some are rarely.

3.How often your official commitments obstruct your personal and family works. 67 . S. 4.NO 1. 2. TOTAL OPTIONS Always Often Rarely Never NO OF RESPONSES 12 32 46 10 100 PERCENTAGE% 12% 32% 46% 10% 100% 50 45 40 35 30 25 20 15 10 5 0 NO OF RESPONSES Always Often Rarely Never Interpretation: The survey revealed that most of the employees are rarely obstruct their official commitments in their personal and family works and some are often and always.18.

The survey revealed that most of the employees are rarely obstructing their personal work in their official commitments and never for some employees.No OPTIONS NO OF RESPONSES PERCENTAGE% 1.How often your personal works obstruct your official commitments? S. 4. 2.19. TOTAL Always Often Rarely Never 12 16 44 28 100 12% 16% 44% 28% 100% 45 40 35 30 25 20 15 10 5 0 NO OF RESPONSES Always Often Rarely Never Interpretation. 68 . 3.

S. 3.The suggestion scheme in your organization is.NO 1. 2.20. 69 . TOTAL OPTIONS Very Effective Good Ineffective NO OF RESPONSES 20 56 24 100 PERCENTAGE% 20% 56% 24% 100% 60 50 40 30 20 10 0 NO OF RESPONSES Interpretation: Very Effective Good Ineffective The survey revealed that the suggestion scheme is good and very effective in Heritage Foods (India) Limited.

3.21. TOTAL OPTIONS Strongly Agree Agree Neutral Disagree NO OF RESPONSES 22 50 16 12 100 PERCENTAGE% 22% 50% 16% 12% 100% 50 45 40 35 30 25 20 15 Strongly Agree Agree Neutral Disagree 10 5 0 NO OF RESPONSES Interpretation: The survey revealed that most of the employees agree for quality orders are instrumented for improving quality in work and some are strongly agree. 70 . 4. 2.NO 1.Quality orders are instrumented improving quality in work? S.

22. 71 . S. 2. TOTAL OPTIONS Strongly agree Agree Neutral Disagree NO OF RESPONSES 18 48 16 18 100 PERCENTAGE% 18% 48% 16% 18% 100% 50 45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutral Disagree NO OF RESPONSES Interpretation: The survey revealed that most of the employees agree and strongly agree for recognition and rewards are given based on employee performance but some are disagree.Recognition & rewards are given based on employee performance.NO 1. 4. 3.

72 .23. 3. 4. TOTAL OPTIONS Always Often Rarely Never NO OF RESPONSES 46 36 18 0 100 PERCENTAGE% 46% 36% 18% 0% 100% 50 45 40 35 30 25 20 15 10 5 0 NO OF RESPONSES Always Often Rarely Never Interpretation.NO 1. 2. The survey revealed that most of the employees are always and often able to balance their personal requirements without effecting their job requirements.Are you able to balance your personal requirements without affecting your job Requirements? S.

TOTAL OPTIONS Once in a year Quarterly once Monthly once Never NO OF RESPONSES 32 38 10 20 100 PERCENTAGE% 32% 38% 10% 20% 100% 40 35 30 25 20 15 Once in a year Quarterly once Monthly once Never 10 5 0 NO OF RESPONSES Interpretation: The survey revealed that social gatherings and departmental meetings are conducting less in Heritage Foods (India) Limited i.How often social gatherings in departmental meetings are conducted in your Department. 3. S. 4. by quarterly once and yearly once.24. 2.e. 73 .NO 1.

Working conditions.   Half of the Employees are not satisfied with the personal development. Megacity of the respondents feels that they are under paid.  Employees in HERITAGE FOODS INDIA LTD can see themselves in a better position in near future which indicates the carrier growth on the company.  All most all the employees have positive attitude of the management towards security as employees feel highly secured in HERITAGE FOODS INDIA LTD.FINDINGS  Employees feel that they are very important person in the deportment. Employees in HERITAGE FOODS INDIA LTD are satisfied with the company policies and procedures. which shows their level of commitment.   Employees in all dept are well planned while performing their activities. On the whole employees in HERITAGE FOODS INDIA LTD have Job Satisfaction the contributing factors for their satisfaction are good relationship. Employees in the HERITAGE FOODS INDIA LTD have good relationship with their peers. 74 . superiors and sub-ordinates. Company polices and other benefits.    Company successful in providing good working conditions.

  The present study identifies the following areas in which training is to be undertaken.  Executives working in technical areas to be trained effectively in the areas of their role and interpersonal dependence and relations to make Evaluation more fruitful. 75 . A training program may be undertaken for Executives in general and to Senior Executives in particular to convince and make them accept the Evaluation concept. to make the subordinate staff completely ready for undertaking Evaluation.  A training program may be undertaken about "Shared Leadership" which brings high morale and high productivity and makes the Evaluation a success.  The subordinate staff that is going to be empowered must be ready to take up this responsibility. This helps in identifying the training areas.SUGGESTIONS The conclusions so far drawn from the study tempts to offer the following suggestions for making the organization ready for Evaluation. A study is to be conducted among the subordinate staff to find out their readiness to discharge the new roles under this Evaluation program. The conclusions drawn above convince anybody to identify the following areas to chart out for job evaluation programs for the executives to make them completely ready for Evaluation  A general training program covering the importance of and need for employee Evaluation in the light of global competition is to be designed in brainstorming session involving internal and external experts.

they are very positive. which is a basic for Evaluation.. is that the executives are favorable and feel that sufficient learning opportunities should be there for the rank & file. However.e. As far as information sharing with lower rungs is concerned. The study examines the readiness for employee Evaluation in six aspects. A perusal of data pertaining to combination makes us to conclude that the Executives have agreed to the effective down ward communication flow. namely effective Communication. It should be confessed here that the investigator is conscious of the limitations of the study and the conclusion drawn on the basis of the sample from a single unit cannot be generalized about the entire manufacturing sector. the analysis leads to the conclusion that the Executives give a reasonable value to the Human Resources in the Organization. Clarity. in respect of concept about power. Value of people. which is a prerequisite for Evaluation. One significant conclusion with regards to learning opportunities.CONCLUSIONS In the above perspective. The aspect wise percentage analysis leads to the conclusion that the organization is somewhat ready for employee Evaluation because the majority of the Executives in almost all aspects are concentrated in somewhat ready group 76 . Information and Learning. With regard to value of people. the executives are somewhat agreed i. neutral. the present chapter makes an attempt to draw some conclusions. As far as clarity is concerned. Concept about power. they are somewhat agreed to share the power.

jobholder…………………………….. Brief job summary……………………………........................ Number of persons employed……………………........... Signature – supervisor……………………………....QUESTIONNAIRE Date.Job title……….............. Signature.... 77 ..

Whether you are given any incentives / appreciation / rewards by the company when you do at your work? A) Yes B) No C) Some time D) Can‟t ( ) ( ) 2.Do you feel that you are having a good report with all your peers and superiors? A) Very good B) Average C) Below Average D) Low ( ) 8.Do you feel that your job is secured? A) Yes B) No C) Doubtful D) can‟t say ( ) 6.Do you feel job enrichment helps in individual development? A) Agree B) Disagree C) Agree to some extent D) Cant say ( ) 5.Have you been informed about the objectives of your organization? A) Yes B) No C) Some time D) Can‟t say 3.Technology and better work environment leads to more productivity” Do you agree? A) Agree B) Disagree C) Agree to some extent D) Cant say ( ) 4.Do you feel that working atmosphere is friendly in nature at your work place? A) Agree B) Disagree C) Agree to some extent D) Cant say ( ) 78 .1.In your department work is distributed in a fair manner? A) Yes B) No C) Some time D) Can‟t say ( ) 7.

Do you feel to do your duty out of your commitment to job or because of the fear of survival? A) Yes B) No C) Some times ( ) 10.Are you accustomed work under many supervisors for the same nature of work? A) Yes B) No C) Some time D) Can‟t say ( ) 11.9.Is the physical working conditions are taken care by superiors? A) Yes B) No C) Some time D) Can‟t say ( ) 79 .

G Empowerment-What Does It Mean? 3.com www.heritagefoods. MC GRAW HILL COMPANY SINGAPORE 2.THE HINDU OCT23RD 1999 Chandran Pillai.org 80 .TATA MC GRAW HILL Harold Koontz Heinz Weihrich Essentials Of Management AUTHOR Freed Luthans BOOK Organizational Behaviour Web sites: www.in www.BIBLIOGRAPHY: PUBLISHER 1.co.wikipedia.retailindia.