SUB : DABUR INDIA LTD CASE STUDY

GROUP: DEVANSHI SHAH

NUTAN SHAH

KRUNAL MEHTA

MANTHAN MEHTA

SANJAY GUNANI
 Dabur India Limited is
the fourth largest FMCG
Company
in India and Dabur had a
turnover of approximately
Rs. 3390.9 Crore FY 09-10
& Market Capitalisation of
over
Rs 15500 Crore, with
brands like Dabur Amla,
Dabur Chyawanprash,
Vatika, 
Hajmola and Real. The
company has kept an eye
on new generations of
customers
with a range of products
that cater to a modern
lifestyle, while managing
not to
alienate earlier generations
of loyal customers.
 ORGANISATIONAL STRUCTURE

CONSUMER CARE SBU CONSUMER HEALTH

DIVISION (CCD) DIVISION(CHD)

THREE SUBSIDIARY GROUP COMPANIES

 DABUR FOODS

 DABUR NEPAL

 DABUR INTERNATIONAL
DABUR INTERNATIONAL

 ASIAN CONSUMER CARE IN BANGLADESH

 AFRICAN CONSUMER CARE IN NIGERIA

 DABUR EGYPT

Dabur markets its products in 50

countries with 47 c&f agents , 5000
Distributors and 1.5 million retail
outlets in India alone…
VISION
DABUR IS DRIVEN BY ITS VISION STATEMENT :
 Dedicated to the health and well being of every house hold.

 Their strategic intents have their roots in their vision.

• Innovative products within easy reach.

• Build a platform to become a global Ayurvedic leader.

• Retaining Quality personnel.

• Environmental protectation .

• Superior returns to the share holders.

CORE VALUES
 OWNERSHIP.

 PASSION FOR WINNING.

 DEVELOPMENT OF PEOPLE .

 CONSUMER FOCUS.

 TEAM WORK.

 INNOVATION.

 INTEGRITY.
PEOPLE DEVELOPMENT
Dabur takes special care of its employees as it believes
that people are their most important asset ……

 By recognizing.

 By rewarding good performance.

 By focusing on continuous skill development.

 By strengthening familial bonds.

 CAREER PATH SBU
Zonal
sales head
manager
Head of
sales

Regional
sales Head of
manager marketing

Area sales
manager Category
manager

Senior
product
Product manager
Management manager
trainee
 ANSWER 1:
CRITICAL EVALUATION OF DABUR’S
APPROACH TO ALIGN PEOPLE WITH THE
ORGANISATION:
Dabur’s people development policy as they add value to result driven training
and they encourage and reward excellence is very much facinating…It takes
special care of its employees by recognizing and rewarding good performance
and also by all other means …
ANSWER 2:
HOW IT IS STILL ABLE TO SUSTAIN
There are many people who still believe in
ayurvedic concepts and try to avoid allopathy as
homeopathy is without any side effects…The
companies like Dabur produces most of ayurvedic
products by all those successful product they got the
trust of people in the market…now they have come
up with certain new products except medicines but
as they have already won customers’ trust they are
running very successfully in the present competitive
market….Dabur’s many products are running like
anything in the market…like Dabur honey ….Not just
Dabur Other companies like Himalaya which
produces ayurvedic products are having a very huge
market…and they sustain also….because its just the
people who now believes in ayurvedic medicines
more….as they are not side affecting..
ANSWER 3 :
CORE COMPETENCY WHICH GET ITS IDENTITY DISTINCT:

Dabur India Ltd. , The fourth largest , fast moving consumer

grouup’s unique module in this field, gives a whole new dimension to
evolving human resource practices. A newly incorporated module at
Dabur is e-learning programme, termed as “Employee Orientation on
web for Engagement and Reference”(EMPOWER).

The Primary aim for this plan is to enable all the employees to get
oriented to the Dabur culture instantaneously with the help of the
“Dabur Net”.The plan is self based and is available on the internet
This practice is the foundation for transperency and open
communication for growth , which forms the piller of Dabur’s
success..
ANSWER 4:
WRONG HUMAN RELATION APPROACH
OF DABUR:
We are unable to find any wrong human relation approach of
Dabur…..
THANK YOU.