“RECRUITMENT, SELECTION AND TRAINING

TECHNIQUES IN CORPORATE”
IN
PARLE BISCUITS PVT LTD
(C/oSHREE NATH JI BAKERS)
VARANASI

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

Submitted to Submitted by

Dr.D.K.Garg (Chairman) PARUL JAISWAL

IIMT,Greater Noida ENR NO.HRR3031

PGDM (HR)

BATCH-2009-2011

Ishan Institute of Management and Technology

2, KNOWLEDGE Park –I,Greater Noida,Distt.G.B. Nagar (U.P.

WEBSITE: www.ishanfamily.com,Email: www.student @ishanfamily.com

PREFACE
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The PGDM programme is well structured and integrated course of business studies. The
main objective of practical training at PGDM level is to develop skill in student by
supplement to the theoretical study of business management in general. Industrial
training helps to gain real life knowledge about the industrial environment and business
practices. The PGDM programme provides student with a fundamental knowledge of
business and organizational functions and activities, as well as an exposure to strategic
thinking of management.

In every professional course, training is an important factor. Professors give us theoretical

knowledge of various subjects in the college but we are practically exposed of such
subjects when we get the training in the organization. It is only the training through
which I come to know that what an industry is and how it works. I can learn about
various departmental operations being performed in the industry, which would, in return,
help me in the future when I will enter the practical field.

Training is an integral part of PGDM and each and every student has to undergo the
training for 2 months in a company and then prepare a project report on the same after the
completion of training.

During this whole training I got a lot of experience and came to know about the
management practices in real that how it differs from those of theoretical knowledge and
the practically in the real life.

In todays globalize world, where cutthroat competition is prevailing in the market,

theoretical knowledge is not sufficient. Beside this one need to have practical knowledge,
which would help an individual in his/her carrier activities and it is true that “Experience
is best teacher”.

ACKNOWLEDGEMENT

2
A successful completion of job is based upon the chain of factors combining together to
make an integral outcome. The cooperation of the factors mixed with sincere effort can
lead to best performance. My project is also no exception to this. So it becomes necessary
to mention this before I start writing the study report.

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

I would like to place on record, my sincere gratitude to my company guide Mr. Brijesh
Dubey (HR Manager Parle Products Pvt. Ltd), Mr. Ankur Sharma, and Mr. Chandan Paul
sir for giving me support, guidance & opportunity to do my summer internship with Parle
Products Pvt. Ltd .

Special thanks to our honorable Chairman sir Mr.D.K.Garg who give me guidance time
to time for my quires.

I am also thankful to all my other friends, family and all the staff members, workers of
the company, for cooperating with me at every stage of the project.

They all acted as a continuous source of inspiration and motivated me throughout the
duration of the project and helping me a lot in completing this project.

DECLARATION

3
The summer training project on “RECRUITMENT SELECTION AND TRAINING
TECHNIQUES IN CORPORATE” under the guidance of Mr.Brijesh Dubey is the
original work done by me. This is the property of the Institute and use of this report
without prior permission of the Institute will be considered illegal and actionable.

Date: Signature:

Parul Jaiswal

Enr no.HRR 3031

EXECUTIVE SUMMARY

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The main purpose behind choosing this topic is that practical knowledge about the major
functions of HRM like Recruitment, Selection, Training and Development can be
acquired. Practical exposures of the following activities would help to understand them in
a much better way. All such major activities are required in the working life of a worker-
from the time of his/her entry into an organization until he/she leaves-come under the
preview of HRM. In order to be a successful HR Manager one must have the in depth
knowledge of such important functions. So I have chosen this topic. This study would
also help me to give my own suggestions, changes if required related to such topics.

Recruitment & Selection is considered as a necessary asset of a company. In fact,

recruitment and selection gives a home ground to the organization acumen that is needed
for proper functioning of the organization. It’s a methodology in which the particular
organization works and how a new candidate could be recruited in such a way that he/she
would be fitted for the right kind of career.

It is said if right person is appointed at right place the half work has been done. 98% of
organizational success depends upon the selection process.

In this project I have tried to cover all the important point that should be kept in mind for
recruitment and selection process and tried to find out which methods, sources are
adopted and various other information related to recruitment and selection and tried to
come to a conclusion.

Parle has a well-articulated equal opportunity policy, which lays strong emphasis on
hiring of individuals irrespective of age, race, caste or gender. As the best practice in
recruitment.

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Executive are the most valuable assets of an organization. The manager is the dynamic
life giving element of an organization. The success and growth of an organization largely
depends upon the caliber and performance of its executives. Therefore every organization
must improve the quality of its managers through the process of training and
development.

In simple terms, development is defined as an unfolding long term educational process

that utilizes a systematic and organized procedure by which managerial personnel learn
conceptual and theoretical knowledge for general purpose.

Training and development is a systematic process of learning and growth by which

managerial personnel gain and apply knowledge, skills, attitudes and insights to manage
the work in their organizations effectively and efficiently.

Training and development consists of all the means by which employees learn to improve
their behaviour and performance. It is designed to improve the effectiveness of managers
in their present jobs and prepare them for higher jobs in the future. According to Flippo,
”Training and development includes the process by which managers and executives
acquire not only skills and competency in their present jobs but also capabilities for
future managerial tasks of increasing difficulty and scope.

Thus Training and development is any planned effort to improve current and future
effectiveness through a planned and deliberate process of learning.

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The general purpose of Training and development is to increase and modify the
potentiality of employees. To improve the performance of employees at all levels in their
present jobs. Specifically, the purposes are to:

 To improve the performance of employees at all levels in their present jobs.

 To sustain good performance of employees throughout their careers by exploiting
their full potential.
 To ensure that the managerial resources of the organization are utilized optimally.
 To ensure availability of required number of managers with the needed skills so
as to meet the present and anticipated future needs of the organization.
 To prevent obsolescence of executives who have risen from the ranks by highly
competent and academically qualified professionals.
 To provide opportunities to executives to fulfill their career aspirations.

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 LITERATURE REVIEW

Human resource management is the management of employees’ skill, knowledge

abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting
Human Resource Management. They are labor management, labor administration, labour
management relationship, employee –employer relationship, industrial relationship,
human capital management, human assent management etc. Though these terms can be
used differently widely, the basic nature of distinction lies in the scope or coverage and
evolutionary stage. In simple, human resource management means employing people,
developing their resources, utilizing, maintaining and compensating their services in tune
with the job and organizational requirements.

HR policies ensure that everyone is treated fairly and consistently and that their
contributions to the success of the Company are appropriately recognized and rewarded.
All employees shall be fully aware of what the Company expects of them and what they,
in return, should expect from the Company. HR Policies summarize the Company's
responsibility to individuals and their responsibility to the Company.

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 SUMMARY OF KEY ELEMENTS OF POLICIES

Recruitment

Edwin B Flippo defines recruitment as “the process of searching for prospective

employees and stimulating them to apply for the jobs in the organization”.

It is the Company’s policy to recruit on merit, regardless of sex, trade union membership,
race, or religion. Wherever possible, existing employees will have an opportunity to
apply for vacancy/ promotion opportunities. The company is responsible for developing
recruitment and selection procedures/techniques which support this policy.

Selection

According to Thomas “Selection is the process of differentiating between applicants in

order to identify those with greater likelihood of success in the job.”

After identifying the sources of human resources, searching for prospective employees
and stimulation helps too apply for jobs in an organization, the management has to
perform the function of selecting the right man at right job and at the right time.

Training and development

Organized activity aimed at imparting information and/or instructions to improve the

recipient's performance or to help him or her attain a required level of knowledge or skill.

In simple terms, development is defined as an unfolding long term educational process

that utilizes a systematic and organized procedure by which managerial personnel learn
conceptual and theoretical knowledge for general purpose.

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All newly appointed employees should be integrated into their new roles through a
supervised training programme and therefore be given appropriate support and guidance
until they are fully competent to do the job.

The Company recognizes that its people are the key to our future success. Through
performance management processes the Company aims to sure that all employees know
what is expected of them and possess the necessary skills, knowledge, values and
experience to achieve the highest level of performance of which they are capable.

Reward and Motivation

It is the Company’s policy to reward with fair and competitive salary and benefit
packages and an opportunity to share in the success of the business. All elements of
reward are designed to support the achievement of desired behaviour, values and
standards as well as high performance and continuous improvement/development. Within
each of the subsidiary companies, reward procedures and mechanisms shall be accessible
and transparent, and applied consistently. The Company also recognizes that pay/benefit
is only one element of reward like Gratuity, Attendance Bonus etc.

The company gives promotion as a tool to motivation. T he company gives promotion for
4 times during the service period.

Equity Diversity and Dignity at work

The Company's employment policies are based on the principles of equality and
diversity, this being in the belief that the elimination of unfair discrimination in the
workplace contributes to productivity and performance as it allows people's talents to be
most effectively utilized. The managing director of each subsidiary is accountable for
ensuring that these principles are followed and for establishing appropriate action plans
for their business.

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

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 TABLE OF CONTENT

S. NO. TOPICS PAGE

NO.
CHAPTER-1 OBJECTIVE 13-14

CHAPTER-2 FMCG SECTOR 15-19

CHAPTER-3 BUSCUIT INDUSTRY 20-27

CHAPTER-4 COMPANY PROFILE 28-37

CHAPTER-5 RECRUITMENT,SELECTION AND 38-75

TRINING TECHNIQUES IN PARLE
CHAPTER-6 EMPLOYEES OPINION TOWARDS HR 76-85
POLICIES OF PARLE
CHAPTER-7 GOVERNMENT POLICIES RELATED TO 86-101
PARLE
CHAPTER-8 EMPLOYEE WELFARE PROGRAMME IN 102-106
PARLE
CHAPTER-9 FINDINGS 107-108

CHAPTER-10 SUGGESTIONS 109

CHAPTER-11 LIMITATION 110

CHAPTER-12 LEARNINGS 111-113

CHAPTER-13 BIBLIOGRAPHY 114

CHAPTER-14 QUESTIONNAIRE 115

CHAPTER-1

OBJECTIVES OF THE PROJECT

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Meaning of Objective

The word objective is commonly used in any assignment means goal intended to be
attained. It means what we actually want out of that project undertaken. My project was
“RECRUITMENT, SELECTION AND TRAINING TECHNIQUES IN CORPORATE”
which includes recruitment, selection, training and welfare activities of the company.

I emphasized on my topic, but apart from the topic given I had certain objective that I had
to fulfill during my project work.

The main objective behind this project is the following:

 To know the recruitment policies of the company

 To know about the sources of recruitment through which the Organization gets
suitable application
 To know the selection process which includes steps of selection, types of test,
types of interview
 To know the difference between selection and recruitment
 To know the various training programmes
 To know the role of HRD in the development of Parle
 To understand the various process of training in Parle
 To know the organizational culture.
 To know the welfare activities apart from recruitment, selection, training.
 To know how training programmes are conducted.
 To know the objectives of various training institutes of the company.

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 CHAPTER-2

FMCG SECTOR

The Indian FMCG sector is the fourth largest sector in the economy with a total market
size in excess of US$ 13.1 billion. It has a strong MNC presence and is characterized by a
well-established distribution network, intense competition between the organized and
unorganized segments and low operational cost. Availability of key raw materials,
cheaper labour costs and presence across the entire value chain gives India a competitive
advantage.

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The FMCG market is set to treble from US$ 11.6 billion in 2003 to US$ 33.4 billion in
2015. Penetration level as well as per capita consumption in most product categories like
jams, toothpaste, skin care, hair wash etc in India is low indicating the untapped market
potential. Burgeoning Indian population, particularly the middle class and the rural
segments, presents an opportunity to makers of branded products to convert consumers to
branded products.

Growth is also likely to come from consumer 'upgrading' in the matured product
categories. With 200 million people expected to shift to processed and packaged food by
2010, India needs around US$ 28 billion of investment in the food-processing industry.

Automatic investment approval (including foreign technology agreements within

specified norms), up to 100 per cent foreign equity or 100 per cent for NRI and Overseas
Corporate Bodies(OCBs) investment, is allowed for most of the food processing sector.
Fast Moving Consumer Goods (FMCG) goods are popularly named as consumer
packaged goods. Items in this category include all consumables (other than
groceries/pulses) people buy at regular intervals. The most common in the list are toilet
soaps, detergents, shampoos, toothpaste, shaving products, shoe polish, packaged
foodstuff, and household accessories and extends to certain electronic goods. These items
are meant for daily of frequent consumption and have a high return. A major portion of
the monthly budget of each for FMCG products.

Sector outlook

FMCG is the fourth largest sector in the Indian Economy with a total market size of Rs.
60,000 crores. FMCG sector generates 5% of total factory employment in the country and
is creating employment for three million people, especially in small towns and rural
India.

Scope of FMCG Sector

 The Indian FMCG sector with a market size of US$13.1 billion is the fourth
largest sector in the economy.

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  A well-established distribution network, intense competition between the
organized and unorganized segments characterizes the sector.
 FMCG Sector is expected to grow by over 60% by 2010. That will translate into
an annual growth of 10% over a 5-year period.
 It has been estimated that FMCG sector will rise from around Rs 56,500 crores in
2005 to Rs 92,100 crores in 2010. Hair care, household care, male grooming,
female hygiene, and the chocolates and confectionery categories are estimated to
be the fastest growing segments, says an HSBC report.
 Though the sector witnessed a slower growth in 2002-2004, it has been able to
make a fine recovery since then.

Growth Prospects

With the presence of 12.2% of the world population in the villages of India, the Indian
rural FMCG market is something no one can overlook. Increased focus on farm sector
will boost rural incomes, hence providing better growth prospects to the FMCG
companies. Better infrastructure facilities will improve their supply chain.

FMCG sector is also likely to benefit from growing demand in the market. Because of
the low per capita consumption for almost all the products in the country, FMCG
companies have immense possibilities for growth. And if the companies are able to
change the mindset of the consumers, i.e. if they are able to take the consumers to
branded products and offer new generation products, they would be able to generate
higher growth in the near future.

It is expected that the rural income will rise in 2007, boosting purchasing power in the
countryside. However, the demand in urban areas would be the key growth driver over
the long term. Also, increase in the urban population, along with increase in income
levels and the availability of new categories, would help the urban areas maintain their
position in terms of consumption. At present, urban India accounts for 66% of total
FMCG consumption, with rural India accounting for the remaining 34%. However, rural
India accounts for more than 40% consumption in major FMCG categories such as

16
personal care, fabric care, and hot beverages. In urban areas, home and personal care
category, including skin care, household care and feminine hygiene, will keep growing at
relatively attractive rates. Within the foods segment, it is estimated that processed foods,
bakery, and dairy are long-term growth categories in both rural and urban areas.

For example, Hindustan Levers Limited (HLL) has shown a healthy growth in the last
quarter. An estimated double-digit growth over the next few years shows that the good
times are likely to continue.

Recent development in Fast Moving Consumer Goods

FMCG sector is no doubt registering an uptrend in growth. According to CNBC, FMCG

sector growth story will continue because of the positive budget. Nevertheless, there are
some barriers to the growth of the sector. Indirect taxes constitute no less than 35% of the
total cost of consumer products - the highest in Asia. Last year, Finance Minister
proposed to introduce an integrated Goods and Service Tax by April 2010.This is an
exceptionally good move because the growth of consumption, production, and
employment is directly proportionate to reduction in indirect taxes

Budget 2008-2009 for FMCG Sector

Reduction of duty on edible oil will have a positive impact on Marico.

Full exemption of excise duty on biscuits priced at 50 rupees or less per kg is
positive for ITC, Britannia, and Parle.
Reduction of custom duty on food processing machinery and their parts from
7.5% to 5%.
Reduction of excise duty on food mixes from 16% or 8% to nil is positive for
ITC.

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 Development of rural infrastructure is in focus, which is beneficial for FMCG
companies because it is a big market for FMCGs. Better infrastructure will
improve the supply chain.
Exemption of free samples and displays from the purview of FBT will be
beneficial for FMCG companies because they spend huge amount of money on
advertising and brand building. HLL, Dabur, ITC, and Marico will be amongst the
most benefited companies.

HR Trend in FMCG Sector

HR IN FAST moving consumer goods (FMCG) firms is progressively being pushed

down the line, providing an opportunity to build partnerships and ensure business units
exhibit a level of self-management when it comes to HR responsibilities. A recent survey
of FMCG companies found that even in companies with several sites, HR still commonly
remains a centralized function. As company size increases to more than 1,000 employees,
HR tends to take on a more decentralized structure, often with site HR managers
reporting into a central HR head office.

The survey examined the HR practices of 58 FMCG companies such as Cadbury

Schweppes, Coca-Cola Amatil, Colgate-Palmolive, GlaxoSmithKline, Lion Nathan and
Unilever.It also found that training and development was most common HR KPI for
coming 12 months (45 per cent), followed by staff retention (29 per cent), culture change
(21 per cent) and performance management (21 per cent).

The survey also revealed that paid parental leave is becoming commonplace, with 54 per
cent of FMCG companies providing paid parental leave for females with 35 per cent also
providing a similar policy for males. Another 21 per cent indicated an intention to
introduce paid parental leave in the next 12 months.

Financial incentives, training and development and career development opportunities

rated as the most effective retention strategies, while the median staff turnover rate for

18
FMCG firms was 11 per cent (comprising 8 per cent voluntary departures and 3 per cent
involuntary departures).

The survey found the majority of FMCG firms within Australia have a formal
redundancy policy. Interestingly these policies are generally not written into employee
contracts and two-thirds of firms do not publicize the fact that they have redundancy
policies.

CHAPTER-3

BISCUIT INDUSTRY IN INDIA

Indian Biscuits Industry is the largest among all the food industries and has a turnover of
around Rs.3000 crores. India is known to be the second largest manufacturer of biscuits,
the first being USA. It is classified under two sectors: organized and unorganized. Bread
and biscuits are the major part of the bakery industry and covers around 80 percent of the
total bakery products in India. Biscuits stand at a higher value and production level than

19
bread. This belongs to the unorganized sector of the bakery Industry and covers over 70%
of the total production.

India Biscuits Industry came into limelight and started gaining a sound status in the
bakery industry in the later part of 20th century when the urbanized society called for
readymade food products at a tenable cost. Biscuits were assumed as sick-man's diet in
earlier days. Now, it has become one of the most loved fast food products for every age
group. Biscuits are easy to carry, tasty to eat, cholesterol free and reasonable at cost.
States that have the larger intake of biscuits are Maharashtra, West Bengal, Andhra
Pradesh, Karnataka, and Uttar Pradesh. Maharashtra and West Bengal, the most
industrially developed states, hold the maximum amount of consumption of biscuits.
Even, the rural sector consumes around 55 percent of the biscuits in the bakery products.

The total production of bakery products have raised from 5.19 lakh tones in 1975 to
18.95 lakh tonnes in 1990. Biscuits contributes to over 33 percent of the total production
of bakery and above 79 percent of the biscuits are manufactured by the small scale sector
of bakery industry comprising both factory and non-factory unit.

The production capacity of wafer biscuits is 60 MT and the cost is Rs.56,78,400 with a
motive power of 25 K.W. Indian biscuit industry has occupied around 55-60 percent of
the entire bakery production. Few years back, large scale bakery manufacturers like
Cadbury, nestle, and broke- bond tried to trade in the biscuit industry but couldn't hit the
market because of the local companies that produced only biscuits.

The Federation of Biscuit Manufacturers of India (FBMI) has confirmed a bright future
of India Biscuits Industry. According to FBMI, a steady growth of 15 percent per annum
in the next 10 years will be achieved by the biscuit industry of India. Besides, the export
of biscuits will also surpass the target and hit the global market successfully.

Federation of Biscuit Industry

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Established in 1950, from gathering of CEOs of small, medium and large Biscuit
manufacturing organizations in the country’s capital city, the Federation of Biscuit
Manufacturers of India, popularly known as FBMI has come to stay as the premier forum
of the organized segment the biscuit industry in India, by virtue of its effective servicing
and result oriented activities, with the prime objective of protecting and promoting the
interests and development of the Biscuit industry.

During the five and a half decades of post-independent India, the biscuit industry in the
country has achieved a position of pre-eminence as the third largest producer of Biscuits
in the world, after the USA and china.

The FBMI, its members and leadership, have played a pivotal role in the unprecedented
growth, development and reach into all parts of the huge domestic market in India, as
also in exports of biscuits.

The FBMI represents the organized biscuit industry consisting of small scale, medium
and large biscuit manufacturers located in all zones and all States of the country. As the
apex body of the biscuit industry, the Federation strives to serve its members in particular
and the biscuit industry in general.

As an integral part of the industrial scenario in the country and belonging to the food
processing sector which has been identified as the sunrise group of industries by the
Government of India, biscuits along with similar packaged food products, have a place of
pride.

The FBMI estimates indicate that the proportion of biscuit production in the country, in
the organized and unorganized segments of manufacturing is 60%: 40%. (Please see
“Biscuit Industry Profile” for further detailed data/information).

The following information on the Biscuit Industry in India is provided by the Federation

of Biscuit Manufacturers of India-

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Biscuit industry in India in the organized sector produces around 60% of the total
production, the balance 40% being contributed by the unorganized bakeries. The industry
consists of two large scale manufacturers, around 50 medium scale brands and small
scale units ranging up to 2500 units in the country, as at 2000-01. The unorganized sector
is estimated to have approximately 30,000 small & tiny bakeries across the country.

1. The annual turnover of the organized sector of the biscuit manufacturers (as at
2001-02) is Rs. 4,350 crores.

2. In terms of volume biscuit production by the organized segment in 2001-02 is

estimated at 1.30 million tones. The major Brands of biscuits are - Britannia, Parle
Bakeman, Priya Gold, Elite, Cremica, Dukes, Anupam, Horlicks, Craze, Nezone,
besides various regional/State brands.

3. Biscuit industry which was till then reserved in the SSI Sector, was unreserved in
1997-98, in accordance with the Govt Policy, based on the recommendations of
the Abide Hussain Committee.

4. The annual production of biscuit in the organized sector continues to be

predominantly in the small and medium sale sector before and after de-
reservation. The annual production was around 7.4 Lakh tones in 1997-98 in the
next five years, biscuit production witnessed an annual growth of 10% to 12%, up
to 1999-00.

5. The annual Growth showed a decline of 3.5% in 2000-01, mainly due to 100%
hike in Central Excise Duty (from 9% to 16%). Production in the year 2001-02
increased very marginally by 2.75% where in 2002-03 the growth is around 3%.

The Union Budget for 2003-04 granted 50% reduction in the rate of Excise Duty on
Biscuit i.e. from 16% to 8%. The Federation's estimate for the current year indicates a
growth of approximately 8% to 9%.

However the average utilization of installed capacity by biscuit manufacturers in the

country has been a dismal 60% over the last decade up to 2001-02.

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 6. Though dereservation resulted in a few MNCs, i.e. Sara Lee, Kellogg’s
SmithKline Beecham, Heinz etc entering the biscuit industry in India, most of
them, with the exception of SmithKline Beecham (Horlicks Biscuits), have ceased
production in the country.

7. On the other hand, import of biscuits, especially in the high price segment has
started from 1998-99, but however, the quantum of imports has not so far
increased alarmingly and has remained at around 3.75% of the consumption of
biscuits in the country in the year 2001-02. However, recent imports from china
industries cheaper verities of biscuit, needs to be examined with cautions,
especially in the context of the price as the low margin based domestic industry,
which is operating at 60 % of the total installed capital. Exports of biscuits from
India have been to the extent of 5.5% of the total production. Export is expected
to grow only in the year 2003-04 and beyond.

Biscuit is a hygienically packaged nutritious snack food available at very competitive

prices, volumes and different tastes. According to the NCAER Study, biscuit is
predominantly consumed by people from the lower strata of society, particularly children
in both rural and urban areas with an average monthly income of Rs. 750.00.

Biscuit can he broadly categorized into the following segments:

(Based on productions of 2000-10)

Product category Production

Glucose 44%
Marie 13%
Cream 10%
Crackers 13%

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 Milk 12%
Others 8%

8. In recognition of industry's obligations towards the community, being a part of it,

biscuit manufacturers supply biscuits to the social welfare agencies in all States
for the benefit of school children, senior citizens and other needy sections of the
society. FBMI Members have always responded positively to our appeal as also
by the Government, to rush truck loads of biscuits to the people affected by
earthquakes, floods, famine etc. Our industry has also participated in supplying
biscuits to the people of war ravaged Afghanistan and presently to the Iraqi
people, under the aegis of the UN.

9. As regards the consumption pattern is concerned. surveys and estimates by

industry from time to time indicate the average consumption scenario in the four
Zones have been more or less close to each other, as below:

Northern States: 28%

Southern States: 24%
Western States: 25%
 Eastern States: 23%

10. Though India is considered as the third largest producer of Biscuits after USA and
China, the per capita consumption of biscuits in our country is only 2.1 Kg.,
compared to more than 10 kg in the USA, UK and West European countries and
above 4.25 kg in south East Asian countries, Le. Singapore, Hong Kong,
Thailand, Indonesia etc. China has a per capita consumption of 1.90 kg, while in
the case of Japan it is estimated at 7.5 kg.

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11. In view of the meager per capita consumption even as penetration of biscuits
manufactured by the organized sector, into rural areas in India, has been very
good during the last 10 years, as also in the metro and other cities, small towns
etc. However, in spite of this, the industry has not been able to utilize about half
of their installed capacities.

12. Biscuit is a comparatively low margin food product in the PMCG (Packaged Mass
Consumption Goods) sector. The commodity is also price sensitive, as a
consequence of which, even when the Excise Duty was doubled on biscuits in
2000-01 biscuit manufacturers, including the major brands, were not able hike
MRPs to the extent of the steep increase in the Duty. Taxation, both Central
Excise Duty as also State Sales Tax, other miscellaneous levies i.e. turnover tax,
local area tax, mandi taxes, purchase tax, octroi etc , has been a major deterrent in
the growth of the biscuit industry. The CII Study Report has identified Biscuit as
one of the products that should treated as "Merit Good for the purpose of liberal
tax policy both by the Centre and States.

13. Besides lack of technology up gradation in manufacturing, packaging etc has also
been a factor affecting our industry, along with inadequate financial credit and
support particularly for the medium and small scale biscuit units.

14. On the other hand, the Government of India has identified food processing
industries as a priority area to be encouraged for growth and development and
created the Ministry of Food Processing Industries (which was till then a Dept in
the Ministry of Agriculture), headed by an Ministry of State with Independent
charge.

15. The Food Processing Ministry has been rendering yeomen service to the industry,
of which biscuit manufacturing is an important part. The Ministry, with the
objective of enabling food processing Industries to undertake technology up
gradation diversification. Expansion as also to set up new units has formulated
scheme of Grants and Financial Assistance.

25
16. Other areas of concern to industries of food products like Biscuits include
multiplicity of food laws and their enforcing agencies in the Central and State
Governments with overlapping functions & implementation. At the persistent
instance of industry organizations including FBMI the Ministry of FPI took the
initiative in evolving an Integrated Food Act, harmonizing the existing
multifarious legislations enabling better compliance. The Draft Unfiled Food Bill
2002 has been prepared and now awaits approval by the Cabinet and the
Parliament, which will fulfill an important need of the industry and pave way for
accelerated development and growth.

17. Biscuit manufacturing as well as other bakery products like Bread etc are agro
based industries, with the major inputs - wheat flour/atta sugar, milk
vanaspati/vegetable oil etc all being agriculture produces.

18. Industries such as Biscuit are also languishing as they are not able to achieve their
potentials for higher production, in the absence of the concrete food Processing
Industry Policy. FBMI in close coordination with other organizations and apex
Chambers, initiated to urge the Govt of India to formulate a comprehensive Policy
Document, for smooth growth and harmonious development of the industry. The
Food Processing Industry Policy, which has been evolved as a result of various
workshops, deliberations and representations by a large cross section of food
processing industries, is yet to be finalized. It is hoped that the Ministry of Food
Processing Industries, GOI would initiate action for implementation of the Policy
expeditiously.
19. Biscuit Production- According to the production figures of members available up
to the calendar year 2003, the total production was 625000 tones as against
475000 tons in the previous year. The production of biscuit for the last 11 years is
as under:

Year Production(in tones)

1993 167750
1994 180526

26
 1995 202567
1996 222371
1997 362000
1998 400000
1999 425000
2000 450000
2001 465000
2002 475000
2003 625000

CHAPTER-4

COMPANY PROFILE

 A cream colored yellow stripped wrapper with a cute baby photo containing 10 –
12 biscuits with the company’s name printed in Red are Parle G biscuits. Times
changed, variety of biscuits did come and go but nothing has changed with these
biscuits. Yes, the size of their packing has definitely changed but for the
consumers good as these are money savers pack.
 The Parle name conjures up fond memories across the length and breadth of the
country. After all, since 1929 the people of India have been growing up on Parle
biscuits & sweets. Initially a small factory was set up in the suburbs of Mumbai
city, to manufacture sweets and toffees.

27
  In 1939, Parle Products began manufacturing biscuits, in addition to sweets and
toffees. Having already established a reputation for quality, the Parle brand name
grew in strength with this diversification.
 Parle Glucose and Parle Monaco were the first brand of biscuits to be introduced,
which later went to become leading names for great taste and quality. For around
75 years, Parle have been manufacturing quality biscuits and confectionery
Products. Over the years Parle has grown to become a multimillion-dollar
company with many of the products as market leaders in their category.
 The recent introduction of Hide & Seek chocolate chip biscuits is a product of
innovation and caters to a new taste, being India’s first ever chocolate-chip
biscuits. All Parle products are manufactured under most hygiene conditions.
Great care is exercised in the selection and quality control of raw material and
standards ensured at every stage of the manufacturing process.
 Parle products have 4 manufacturing units for biscuits and confectionaries at
Mumbai, Haryana, Rajasthan and Karnataka. It also has 14 manufacturing units
for confectionaries, on contract. All these factories are located at strategic
locations, so as to ensure a constant output & easy distribution.
 Today, Parle enjoy a 40% share of the total biscuits market and a 15% share of
the total confectionaries market, in India. The marketing mix of Parle for this
project has been studied from the point to point view of Parle biscuits; mainly
Parle-G and Parle Hide & Seek. Parle Products is a Private Sector Organization
that offers services in FMCG with Annual Total Turnover of 1000-2500 Crs and
with Employee Strength of 2501 -5000.

Vision

The main vision of Parle-G to concentrate on consumer tastes .

Mission

MISSION Hindustan Ki Taakat.” For over 65 years, Parle G has been a part.

28
Work culture of Parle

Parle has a very open work culture. Our work atmosphere is comfortable and relaxed that
helps increase productivity and efficiency.

Group lunches and outstation team-building exercises that augment inter-personal

relations and mutual understanding are part of our work culture.

We organize discussion forums and training programs on stress management and

employee well being. Yoga trainings, health check-up camps and workshops on healthy
lifestyle are regular events in Parle.

Parle society “Parle Pariwaar”

Parle Products with its wide platter of offering of biscuits and sweets like Parle-G,
Krackjack, Monaco, Melody, Mango bite and many others since 1929 is also actively
engaged to change & uplift the social face of India. As a part of Corporate Social
Responsibility Policy Parle is keenly involved in the overall development of younger
generation with focused endeavor to built New Face of India and spread happiness & joy
all over.

Parle Centre of Excellence as an institution is dedicated to enrich the lives of people

through conducting various cultural programs across all region to facilitate the all round
development of the children. Every year, Parle organizes Saraswati Vandana in the state
of West Bengal during the festival of Saraswati Puja, inviting schools from all across the
state to participate. The event is one of much fanfare and celebration, keeping alive the
culture and traditions of ages. Our involvement in cultural activities has seen the
inception of Golu Galata in Tamil Nadu, held during Navratri. Its gives a platform to all
the members of a household to showcase their creativity and being judged by immanent
personalities. Thousands of families participate and celebrate the occasion on a grand
scale.

These events give us a chance to interact with children on a one-to-one basis, and
promote our belief of fun and health for the whole family.

29
PARLE SARSWATI VANADANA

Every year a grand programme is organized by Parle in Kolkata to felicitate the winners.
Dedicated to enriching the lives of people across India, the Parle Centre of Excellence
has been keenly involved with promoting programmes to facilitate the all-round
development of children. Parle Saraswati Vandana, one of its initiatives, is an inter-
school contest based on the Saraswati Puja celebrations. It gives the children an
opportunity to exhibit their creative skills and makes the celebrations even more special
in the process. Started in the year 2002 in Kolkata, it has seen a tremendous increase in
the number of schools participating each year, with entries coming from schools of West
Bengal. Here eminent personalities from the field of literature, education, art, films,
media and politics grace the occasion. Performances by popular artistes make it a night to
remember for every invitee present there. The awards and adulation makes it
unforgettable for the winners.

GOLU GALATA

Parle Products is in the business of manufacturing and marketing biscuits and

confectioneries since 1929. Over these years Parle has been active across regions
conducting various social activities as part of our Corporate Social Responsibility policy.

In Tamil Nadu, traditionally, women decorate various dolls made of clay during
Navaratri celebrations by setting up 7-9 steps. This display is well decorated and friends
and relatives are invited to witness the same. Through a detailed research, Parle found
that due to time pressures, this tradition is slowly dying and is getting restricted to a
select few households

Thus, to revive the fading event, Parle introduced this novel promotion called Parle Golu
Galata contest. Golu means Doll & Galata means Dhammal.

30
Products of Parle

20-20 Biscuits

31
Rich butter and tempting cashews. An irresistible combination. Parle Twenty-20 cookies.
Baked to perfection to deliver the perfect experience of taste and aroma, they melt in your
mouth to give you a cookie eating experience unlike one you have ever had before. So
what are you waiting for? Go ahead and pick one up and enjoy a feast of crunchy, crispy
scrumptious cookies.

Bourbon Cream Biscuits

Our bourbon cream biscuits connoisseurs will find their fetish become more rewarding.
Deliciously sugar coated these Bourbons come with a chocolate cream centre, making
them an irresistible temptation for all times.

Chocolate Cream Biscuits

Wholesome chocolaty goodness now enveloped in crispy biscuits with Parle Chocolate
Cream Treat. Ingredient list: Wheat Flour, Sugar, Partially Hydrogenated Edible
Vegetable Oils, Invert Syrup, Cocoa Solids, Milk Solids, Salt, Leavening Agents [ 503
( ii ), 500 ( ii ) ], Emulsifiers [ 322 or 471 & 481 ( I ) ] and Dough Conditioners [ 223 ].
Contains Added Flavours [Artificial].

Crispy Cracker Nimkin Biscuits

32
A crispy cracker nimkin biscuits that adds a namkeen zing to the usual biscuit. Goes well
with a cup of tea, an evening snack or an occasional namkeen thought. Just bite in and let
the rich golden texture melt in your mouth. Ingredient list: Wheat Flour, Edible
Vegetable Oil, Partially Hydrogenated Edible Vegetable Oils, Sugar, Leavening Agents
[ 503 ( ii ), 500 ( ii ), 341 (i) ], Salt, Invert S .

Elaichi Cream Biscuits

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

Market share of Parle

The Indian biscuit industry is dominated by brands like Parle, Britannia and Sun feast.

33
 Consumption Pattern across Various Regions

Major competitors of Parle

34
 
Parle Products Pvt. Ltd: Established In 1929, company has factories in Mumbai,
Bangalore, Bahadurgarh in Haryana and Neemrana in Rajasthan, Additionally, Parle
 
Products also has 7 manufacturing units and 51 manufacturing units on contract.
Company has about approximate market share of 30-35% of the total biscuit market.
Parle-G accounts for the major volume turnover it accounts for approximately 80% of the
total biscuit tonnage for the company.

Key Products : Parle - G , Hide and Seek ,Krackjack ,Hide & Seek Milano ,Magix
,Digestive Marie ,Monaco ,Parle Marie ,Kreams ,Milk Shakti ,Parle 20-20 Cookies
,Golden arcs ,Nimkin ,Kreams Gold ,Chox ,Monaco Jeera.

Surya Food & Agro Ltd: Manufacturing & selling of biscuits under brand
“Priyagold”. Company has three plants located in Greater Noida, Luck now & Surat.
They also outsource some of our requirements to another plant located in Hyderabad.
Capacities have reached 1, 50,000 MT p.a.
Key Products : Classic Cream , Butter Bite ,Kids Cream ,Bourbon ,Big Boss ,Marie
Lite ,Magic Gold ,CNC ,Cheese Cracker ,Snacks Zig Zag ,Don ,Coconut Crunch
,Cheez Bit Classic Salt ,Chatpata

Britannia Industries Ltd. : Net sales for FY 2008-09 are Rs 3,112.2 Cr. For FY 07-
08 biscuits recorded sales of Rs. 2,329.9 Cr.
Key Products Tiger, Good Day, Bourbon, 50-50, Treat Milk Bikis, Marie Gold,
NutriChoice, Timepass, and Little Hearts

ITC Ltd: In July 2003, ITC forayed into the Biscuits market with the Sun feast range
of Glucose, Marie and Cream Biscuits. Sun feast with a current market share of ~10%
is now clearly established as a credible third brand.
Key Products : Sun feast Milky Magic ,Sun feast Marie Light ,Sun feast Golden
Bakery ,Sun feast Dark Fantasy ,Sun feast Dream Cream ,Sun feast Snacky ,Sun feast
sweet 'n salt ,Sun feast Nice ,Sun feast Benne Vita Flaxseed Biscuits ,Sun feast
Special

35
Organizational Structure of Parle

TOP MANAGEMENT

DIRECTOR

MIDDLE LOWER

 
PARLE OFFICER MIXING
36
 HR MANAGER ROTARY

OVEN
PRODUCTION MANAGER

SORTING
TRANSPORT MANAGER

FILLER
ACCOUNTANT

SEALING
SHIFTING INCHARGE

SUPERVISOR DISPATCHING

CHAPTER-5

RECRUITMENT, SELECTION AND TRAINING TECHNIQUES IN

PARLE GROUP

RECRUITMENT

Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor
shortages, or problems in management decision making and the recruitment process
could itself be improved by following management theories.

37
Meaning of Recruitment

According to Edwin B. Flippo, recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”. Recruitment is
the activity that links the employers and the job seekers. A few definitions of recruitment
are:

A process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted. The
result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organization so that the management can select the
right candidate for the right job from this pool. The main objective of the recruitment
process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific vacancies
do not exist. Usually, the recruitment process starts when a manger initiates an employee
requisition for a specific vacancy or an anticipated vacancy.

Sources of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes
from two kinds of sources: internal and external sources. The sources within the
organization itself (like transfer of employees from one department to other, promotions)
to fill a position are known as the internal sources of recruitment. Recruitment candidates
from all the other sources (like outsourcing agencies etc.) are known as the external

38
sources of the recruitment

Internal sources of recruitment

Some Internal Sources of Recruitments are given below:

1. Transfer

The employees are transferred from one department to another according to their
efficiency and experience.

2. Promotion
The employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their

performance.

4. Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. Recruitment such people save
time and costs of the organizations as the people are already aware of the organizational
culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also
done by many companies so that the members of the family do not become dependent on
the mercy of others.

External sources of recruitment

1. Press advertisements
Advertisements of the vacancy in newspapers and journals are a widely used

39
 source of recruitment. The main advantage of this method is that it has a wide
reach.

2. Educational Institutes
various management institutes, engineering colleges, medical Colleges etc. are a
good source of recruiting well qualified executives, engineers, medical staff etc.
They provide facilities for campus interviews and placements. This source is
known as Campus Recruitment.

3. Placement agencies
several private consultancy firms perform recruitment functions on behalf of
client companies by charging a fee. These Agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO (Recruitment
Process Outsourcing)

4. Employee exchange
Government establishes public employment exchanges throughout the country.
These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.

5. Labor contractors
Manual workers can be recruited through contractors who maintain close contacts with
the sources of such workers. This source is used to recruit labor for construction jobs.

6. Unsolicited applicants

Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating

40
the talent pool or the database of the probable candidates for the organization.

Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of
performance of and organization depends on the effectiveness of its recruitment function.
Organizations have developed and follow recruitment strategies to hire the best talent for
their organization and to utilize their resources optimally. A successful recruitment
strategy should be well planned and practical to attract more and good talent to apply in
the organization for formulating an effective and successful recruitment strategy, the
strategy should cover the following elements:

Identifying and prioritizing jobs

Recruitment keeps arising at various levels in every organization; it is almost a never-

ending process. It is impossible to fill all the positions immediately. Therefore, there is a
need to identify the positions requiring immediate attention and action. To maintain the
quality of the recruitment activities, it is useful to prioritize the vacancies whether to
focus on all vacancies equally or focusing on key jobs first.

Candidates to target

The recruitment process can be effective only if the organization completely understands
the requirements of the type of candidates that are required and will be beneficial for the
organization. This covers the following parameters as well:

 Performance level required: Different strategies are required for focusing on

hiring high performers and average performers.

 Experience level required: the strategy should be clear as to what is the

experience level required by the organization. The candidate’s experience can
range from being a fresher to experienced senior professionals.

41
  Category of the candidate: the strategy should clearly define the target candidate.
He/she can be from the same industry, different industry, unemployed, top
performers of the industry etc.

Recent trends in recruitment

The following trends are being seen in recruitment

Outsourcing

In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs of
the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing people
for them and make available personnel to various companies as per their needs. In turn,
the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing

42
  Company need not plan for human resources much in advance.

 Value creation, operational flexibility and competitive advantage

 turning the management's focus to strategic level processes of HRM

 Company is free from salary negotiations, weeding the unsuitable

resumes/candidates.

 Company can save a lot of its resources and time

Poaching/ Raiding

“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry. A company can attract talent from
another firm by offering attractive pay packages and other terms and conditions, better
than the current employer of the candidate. But it is seen as an unethical practice and not
openly talked about. Indian software and the retail sector are the sectors facing the most
severe brunt of poaching today. It has become a challenge for human resource managers
to face and tackle poaching, as it weakens the competitive strength of the firm.

E-Recruitment
Many big organizations use Internet as a source of recruitment. E-recruitment is the use of
technology to assist the recruitment process. They advertise job vacancies through
worldwide web. The job seekers send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide
web, which can be drawn by prospective employees depending upon their requirements.

43
RECRUITMENT TECHNIQUES IN PARLE

(A)Employee Referral Scheme

Employee referral is an internal recruitment method employed by organizations to

identify potential candidates from their existing employees' social networks. An employee
referral scheme encourages a company's existing employees to select and recruit the
suitable candidates from their social networks. As a reward, the employer typically pays
the referring employee a referral bonus. Recruiting candidates using employee referral is
widely acknowledged as being the most cost effective and efficient recruitment method to
recruit candidates and as such, employers of all sizes, across all industries are trying to
increases the volumes they recruit through this channel.

Proponents of employee referral schemes claim the benefits to be an improved candidate

quality, ‘fit’, and retention levels, while at the same time delivering a significant reduction

44
in recruitment expenditure. However, there are a number of potential drawbacks. One of
the greatest concerns tends to be that relying too heavily on employee referrals could
limit diversity in the workplace, with new staff recruited in the likeness of existing
employees. But, provided that there is already a diverse workforce in place this ceases to
be such an issue.

Employee referral scheme’s allows existing employees to screen, select and refer only the
best candidates to the recruitment process. This eliminates the often considerable cost of
third parties service providers who would have previously conducted the screening and
selection process

The costs of operating an employee referral scheme extends to the cash bonus’ paid to
employees and internal promotion and administration, the total of which is considerably
lower than the expense of recruiting using traditional recruitment consultants,
headhunters and online recruitment methods

As candidate quality improves and interview to job offer conversion rates increase the
amount of time spent interviewing decreases meaning the company’s Human Resources
headcount can be streamlined and be used more efficiently. Marketing and advertising
spend decreases as existing employees’ source potential candidates from the existing
personal networks of friends, family, acquaintances and associates.

The opportunity to improve candidate quality, ‘fit’, and retention levels, while at the
same time significantly reduce recruitment expenditure has seen the emphasis employers
place on increasing the volume of recruits by employer referral increase dramatically.
However, there are number of obstacles to achieving the desired increase:

An employee’s social network is limited – only a small proportion of the network may be
suitable for referral

 Recruiting from an employee’s limited social network may compromise the

diversity of the workforce

45
  Actively referring candidates increases an employee’s workload and may be
detrimental to their main responsibilities
 The best and most relevant candidates may not be acquainted with an existing
employee of the company and therefore cannot be recruited via the referral scheme

An employee referral scheme is only as good as the volume and quality of candidates
applying through the channel.

Benefits

Companies have traditionally encouraged their employees to refer people they know for
job openings. However, in today’s highly competitive job market, this informal referral
approach may not be effective enough to attract and retain qualified employees. As a
result, many employers have set up more formal employee referral programs to give
themselves a competitive edge.

Benefits of employee referral programs include:

 Cost per hire is reduced.

 Potential hires are prescreened by current employees for cultural fit.
 Current employees gain a sense of ownership.
 Incentive payments to current employees as a new company benefit increase
morale.
 New hires have a built-in support network
 Human Resource Management theories focus on methods of recruitment and
selection and highlight the advantages of interviews
 Human Resource Management theories focus on methods of recruitment and
selection and highlight the advantages of interviews, general assessment and
psychometric testing as employee selection processes.

(B)Job Rotation

46
This approach allows the manger to operate in diverse roles and understand the different
issues that crop up. If someone is to be a corporate leader, they must have this type of
training. A recent study indicated that the single most significant factor that leads to
leader’s achievement was the variety of experiences in different departments, business
units, cities, and countries.

An organized and helpful way to develop talent for the management or executive level of
the organization is job rotation. It is the process of preparing employees at a lower level
to replace someone at the next higher level. It is generally done for the designations that
are crucial for the effective and efficient functioning of the organization.

Benefits of Job Rotation

Some of the major benefits of job rotation are:

 It provides the employees with opportunities to broaden the horizon of

knowledge, skills, and abilities by working in different departments, business
units, functions, and countries

 Identification of Knowledge, skills, and attitudes (KSAs) required

 It determines the areas where improvement is required

Assessment of the employees who have the potential and caliber for filling the position

Importance of Job rotation

Job rotation is the surest way of keeping the employee away from complacency and
boredom of routine. It is difficult for an employee to sustain his interest in a given job for
any substantial length of time as humans have the tendency of outgrowing their jobs
through the learning and experience that they gain over a period of time. Stimulating
human mind through diversity of challenges is a sure way to bring to forefront its creative
instincts and in taking the individual and organizational performance to a higher plane.
This is where job rotation can prove to be a handy tool.

47
Job rotation in Parle at different levels of management

For job rotations at a slightly higher level, it is absolutely necessary that the business
problems in various areas are identified. This calls for the active involvement of top
management. Select most suitable people to be shifted from their current jobs to tackle
the challenges at hand by considering individual attributes already described above. This
will not only provide an insight for the future leaders in various aspects of the business
but also will enhance their confidence levels as they solve these critical problems for the
organization.

 Job rotation at junior and middle level executives may be pivoted around their
strengths and attributes and the future roles expected of them. Focus must be on
exposure in all related areas of his domain of expertise, so that as they grow to
higher rungs of the management, they have an overall experience of their domain.

 Job rotations for workers must include aspects related to work environment, also
along with other individual attributes already explained, so that it adds to his
satisfaction derived from balanced distribution of work load, working conditions
and learning opportunities.

 Done this way job rotation gets aligned with career development, leadership
development and employee satisfaction which would finally result in higher levels
of intrinsic motivation among the employees and hence may contribute in
retaining talent.

48
SELECTION

Selection is the process of choosing the most suitable person out of all applicants.
According to Thomas “Selection is the process of differentiating between applicants in
order to identify those with greater likelihood of success in the job.”

Selection involves the elimination of candidates who do not have the required skills and
qualification for the job proposed. Also it is a process of differentiating between
applicants in order to identify and hire those with grater likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and
devise adopted in a given company to ascertain whether the candidate’s specifications are
matched with the job specifications and recruitment or not.

49
Selection process or activities typically follow a standard patter, beginning with an initial
screening interview and concluding with final employment decision. The traditional
selection process includes: preliminary screening interview, completion of application
form, employment test, comprehensive interview, background investigation, physical
examination and final employment decision to hire.

Benefits of selection process

Advantages

 useful for determining if the applicant has requisite communicative or social skills
which may be necessary for the job

 interviewer can obtain supplementary information

 used to appraise candidates' verbal fluency

 can assess the applicant's job knowledge

 can be used for selection among equally qualified applicants

 enables the supervisor and/or co-workers to determine if there is compatibility

between the applicant and the employees

 allows the applicant to ask questions that may reveal additional information useful
for making a selection decision .The interview may be modified as needed to
gather important information

Disadvantages

 Subjective evaluations are made

50
  Decisions tend to be made within the first few minutes of the interview with the
remainder of the interview used to validate or justify the original decision

 Interviewers form stereotypes concerning the characteristics required for success

on the job

 Research has shown disproportionate rates of selection between minority and non-
minority members using interviews

 Negative information seems to be given more weight

 Not much evidence of validity of the selection procedure not as reliable as tests

Factors affecting selection techniques

Some of the factors affecting the reliability of selection measures are:

Emotional and physical state of the candidate

Reliability suffers if candidates are particularly nervous during the assessment process.

Lack of rapport with the administrator of the measure

Reliability suffers if candidates are "turned off" by the interviewer and thus do not "show
their stuff" during the interview.

Inadequate knowledge of how to respond to a measure

Reliability suffers if candidates are asked questions that are vague or confusing.

Individual differences among respondents

51
If the range or differences in scores on the attribute measured by a selection device is
large, that means the device can reliably distinguish among people.

Selection process in Parle Group

(A) Determine whether a temporary employee is needed

Sometimes a new employee is urgently needed. Hiring a temporary worker is a good

alternative to employing a less suitable replacement under pressure. Written employment
contracts for such fixed-term work may help to avoid misunderstandings and possible
litigation when the employee is laid off at the conclusion of this work period.

Exceptional temporary workers can be encouraged to apply for permanent positions. The
HR can share with such workers the criteria that will be used to make the final selection
decision, and offer additional help and training. Throughout the process, it should be
made clear to the temporary employee, as well as other personnel at the farm, that you
will hire the most qualified applicant.

A temporary employee has the advantage of having one foot in the door and the
opportunity to learn what is important to you. Management benefits by having the
occasion to better evaluate the individual's performance and personality. The down side

52
has to disappoint the temporary employee who does not get the job--or the co-workers
who were rooting for him.

The statistical chances are not high that a temporary employee turns out to be the best
candidate once the position is opened. Clear communication will help alleviate possible
disappointment but is unlikely to eliminate it totally. At the end, the responsibility for
qualifying for the job needs to be the employee's.

Seasonal employees, hired without the benefit of a careful selection process, can also be
evaluated for future regular employment. The best workers can be invited to return back
for the next season.

Step 2: Complete a job analysis, description and specification

A frequent sentiment among Parle officer is that a good attitude and a lack of bad habits
are the most important ingredients in the personal makeup of employee. It is indisputable
that a good attitude is essential, but attitude alone does not make up for poor skills
anymore than good skills make up for a poor attitude.

The Parle officer or HR manager has to make selection decisions on the factory by testing
for skills such as the ability to handle machine, having knowledge how to operate rotary
machine, mixing machine, and must having experience of working at factory, recognize
difficulties, solve problems, work at an acceptable pace, and consistently turn out quality
results.

Successful employee selection is dependent on a clear understanding of a job’s

components. A job analysis is used to identify job tasks and responsibilities. This may be
accomplished by collecting information about the position; by interviewing workers,
supervisors, contractors and other Parle officer and by observing current employees.

Step 3: Review applicants’ biodata (applications and résumés)

A properly designed application will help you check applicants’ minimum skills as well
as their employment history. Very short employment periods, vague reasons for leaving

53
previous jobs and large gaps in employment history may all be cause for concern. Yet,
too much credence has traditionally been given to biodata in the selection of personnel.
Skills and abilities that applicants claim to possess do not always show up in their job
performance.

Step 4: Conduct tests

Many types of tests can be used to measure an applicant’s qualifications. They can be
classified as written, oral, or practical tests. Tests can measure knowledge, ability, skills,
aptitude, attitudes, honesty, and personality.

Step 5: Check references

Reference checking involves obtaining information about applicants from previous

employers and contractors .Meeting references in person on the phone is usually more
productive than asking them to respond in writing. Reference checks can supply
important information about personality and character, and may even provide some legal
protection.

Selection process for middle level staffs of Parle

 The following steps generally make up the selection process for the middle level staffs in
Parle

Pre Interview Screening & Preliminary Interview

This is generally the starting point of any middle level staff ie.shift in charge, supervisors,
etc selection process. Pre Interview Screening eliminates unqualified applicants and helps
save time. Applications received from various sources are scrutinized and irrelevant ones
are discarded. A preliminary Interview may be conducted as well.

Application Form 

54
A candidate who passes the preliminary interview and is found to be eligible for the job is
asked to fill in a formal application form. Such a form is designed in a way that it records
the personal as well professional details of the prospective sales employee.

Personal Interview 

Most sales managers believe that the personal interview is an absolute 'MUST'. It helps
them in obtaining more information about the prospective employee. It also helps them in
interacting with the candidate and judging his communication abilities, his ease of
handling pressure etc. In some Companies, the selection process comprises only of the
Interview.

Checking References

Most application forms include a section that requires prospective candidates to put down
names of a few references. References can be classified into - former employer, former
customers, business references, reputable persons. Such references are contacted to get a
feedback on the person in question including his behavior, skills, conduct etc

TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviors to enhance the performance of
employees. Training employees is an essential activity for all organizations. Training
provides employees with the key knowledge and skills that they need to perform their
job. Training and Development (T&D) can be the most important HRM function to treat
people well and increase the competitive power for the organizations. Training refers to
improving competencies needed today or very soon

Training is activity leading to skilled behavior.

 It’s not what you want in life, but it knows how to reach it.

55
  It’s not where you want to go, but it knows how to get there.

 It’s not how high you want to rise, but it knows how to take off.

 It may not be quite the outcome you were aiming for, but it will be an outcome.

 It’s not what you dream of doing, but it’s having the knowledge to do it.

 It's not a set of goals, but it’s more like a vision.

 It’s not the goal you set, but it’s what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current
situation looks) at present, and where you will be after some point of time. Training is
about the acquisition of knowledge, skills, and abilities (KSA) through professional
development.

Benefits of training

 As the business world is continuously changing, organizations will need to

provide their employees with training throughout their careers.

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

 The other benefit of training is that it will keep your employees motivated.

 New skills and knowledge can help to reduce boredom.

 It also demonstrates to the employee that they are valuable enough for the
employer to invest in them and their development.

56
  Training can be used to create positive attitudes through clarifying the behaviors
and attitudes that are expected from the employee.

 Training can be cost effective, as it is cheaper to train existing employees

compared to recruiting new employee with the skills you need.

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

Objectives of training

 To make all the activities in a uniform way in the units of PARLE.

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

57
Importance of Training and Development

 Optimum Utilization of Human Resources –

Training and Development helps in optimizing the utilization of human resource

that further helps the employee to achieve the organizational goals as well as their
individual goals.

 Development of Human Resources –

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

 Development of skills of employees –

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

 Productivity –

Training and Development helps in increasing the productivity of the employees

that helps the organization further to achieve its long-term goal

 Team spirit –

58
 Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.

 Organization Culture –

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

 Organization Climate –

Training and Development helps building the positive perception and feeling
about the organization. The employees get these feelings from leaders,
subordinates, and peers.

 Quality –

Training and Development helps in improving upon the quality of work and
work-life.

 Healthy work environment –

Training and Development helps in creating the healthy working environment. It

helps to build good employee, relationship so that individual goals aligns with
organizational goal.

 Health and Safety –

 Training and Development helps in improving the health and safety of the
organization thus preventing obsolescence.

59
  Morale –

Training and Development helps in improving the morale of the work force.

 Image –

 Training and Development helps in creating a better corporate image.

 Profitability –

Training and Development leads to improved profitability and more positive

attitudes towards profit orientation.

 Training and Development aids in organizational development i.e. Organization

gets more effective decision making and problem solving. It helps in
understanding and carrying out organizational policies

 Training and Development helps in developing leadership skills, motivation,

loyalty, better attitudes, and other aspects that successful workers and managers
usually display

Training Techniques

1. LECTURE METHOD

It is one of the oldest methods of training. This method is used to create understanding of
a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or
oral form. Lecture is telling someone about something. Lecture is given to enhance the
knowledge of listener or to give him the theoretical aspect of a topic. Training is basically

60
incomplete without lecture. When the trainer begins the training session by telling the
aim, goal, agenda, processes, or methods that will be used in training that means the
trainer is using the lecture method. It is difficult to imagine training without lecture
format. There are some variations in Lecture method. The variation here means that some
forms of lectures are interactive while some are not.

Main Features of Lecture Method

some of the main features of lecture method are:

 Inability to identify and correct misunderstandings

 Less expensive

 Can be reached large number of people at once

 Knowledge building exercise

 Less effective because lectures require long periods of trainee inactivity

2. DEMONSTRATION TRAINING METHOD

This method is a visual display of how something works or how to do something. As an

example, trainer shows the trainees how to perform or how to do the tasks of the job. In
order to be more effective, demonstration method should be should be accompanied by
the discussion or lecture method.

To carry out an effective demonstration, a trainer first prepares the lesson plan by
breaking the task to be performed into smaller modules, easily learned parts. Then, the
trainer sequentially organizes those modules and prepares an explanation for why that
part is required. While performing the demonstration, trainer:

61
3. COMPUTER BASED TRAINING (CBT)

With the worldwide expansion of companies and changing technologies, the demands for
knowledge and skilled employees have increased more than ever, which in turn, is
putting pressure on HR department to provide training at lower costs. Many organizations
are now implementing CBT as an alternative to classroom based training to accomplish
those goals.

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

62
4. ROLE PLAY TRAINING METHOD

Role play is a simulation in which each participant is given a role to play. Trainees are
given with some information related to description of the role, concerns, objectives,
responsibilities, emotions, etc. Then, a general description of the situation, and the
problem that each one of them faces, is given. For instance, situation could be strike in
factory, managing conflict, two parties in conflict, scheduling vacation days, etc. Once
the participants read their role descriptions, they act out their roles by interacting with
one another.

Role Plays helps in

 Developing interpersonal skills and communication skills

 Conflict resolution

 Group decision making

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

63
6. MENTORING METHOD

Mentoring is an ongoing relationship that is developed between a senior and junior

employee. Mentoring provides guidance and clear understanding of how the organization
goes to achieve its vision and mission to the junior employee.

The meetings are not as structured and regular than in coaching. Executive mentoring is
generally done by someone inside the company. The executive can learn a lot from
mentoring. By dealing with diverse mentee’s, the executive is given the chance to grow
professionally by developing management skills and learning how to work with people
with diverse background, culture, and language and personality types.

Some key points on Mentoring

 Mentoring focus on attitude development

 Conducted for management-level employees

 It is one-to-one interaction

 It helps in identifying weaknesses and focus on the area that needs improvement

64
 7. INDUCTION TRAINING

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

8. ON THE JOB TRAINING

As the name suggests, on the job training, is training provided during the regular
performance of duties. This can take a variety of forms including:

 The employee being guided through a task or process by a colleague or

supervisor, so that the employee knows how to perform the task and to what
standard.

 Shadowing, spending time with an expert so that the employee can observe how
the expert performs their daily duties.

 Observations, the employee is observed whilst they perform their duties. At the
end of the observation, the observer will provide the employee with feedback on
their performance.

 Coaching, the employee will learn new skills (not knowledge) and have the
opportunity to practice the skills with the coach before using the skills in the
workplace. An effective coach will review the employee’s performance to ensure
that the employee uses the newly learnt skills until they become habit.

65
  Mentoring, the employee is partnered with an experienced employee so that they
can discuss performance. The experienced person is known as the mentor and the
employee they are partnered with we will call the mentoree. The mentoree will
discuss their performance and problems with the mentor.

9. OFF THE JOB TRAINING

This is training provided away from the employee’s usual work environment and the
employee will stop their usual duties/work during the training. Off the job training may
be in the same building or off site. This training may be provided by trainers working for
the same employer as the employees being trained or an outside company hired by the
employer.

Training Techniques in Parle

1. ONE POINT LESSON

Objectives

A. One point lesson is basically workers/operators education about the functioning of

machines, quality, safety, does and don’ts in their respective work area.

B. To enrich their work knowledge and upgrade skills so they perform in a better
way.

66
 C. To educate them about their work functions, safety, aspect small troubleshooting,
job responsibility etc.

System of one point lesson

1. Lesson to be taught is to be written in separate register section wise with the

details information in advance.
2. Daily lesson to be taught must be written on the board.
3. First simple lesson to be taught.
4. One lesson per week per person to be taken in a section.
5. After teaching 4 lessons a test to be carried out.
6. If the person fails in any lesson then again teach him that particular lesson and so
on.
7. Concerned supervisors must take training prior to teaching and prepare details of
the lesson to be taught at least one month before schedule of teaching. These
lessons to be taught to the workers of respective section in at least 4 days
duration.
8. One point lesson findings to be recorded in a register ,as shown below:
Star (*) or circle (o) on date mentioned to be marked on those lessons to show that
this was learnt by the workers.

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These activities helpful in

 In up gradation of knowledge of entire work force.

 Chances of small mistake will be eliminated

 Belongingness among employees will be developed

 Awareness about work improvement

2. JAGRUTI GROUP

Objective

To develop awareness and cultural changes in the employees with respect to personal
hygiene, cleanliness of the factory and its surrounding areas.

Selection and formation of team

A-team comprising of 10-20 members per shifts, pooled from all the section of the
factory. Leader will be always from the supervisor’s level or above, from the same shift.
A badge to be given to every member of the team for identification so as to develop a
sense of ownership.Strangth of the team should be such so that each employee must get a
chance to become jagruti Group member during one year.

Role of the group

1. First meeting to be arranged with Manager/Co-Ordinator and Parle Officer.

2. Briefing the working of this group such as about the check points as per the
enclosed checklist;
Self Discipline aspects.

68
 Counseling frequently

3. Period of working:

 This group will function for only one month. in case, the workers strength is less
than 60 per shift, this may be for two months.
 After completion of one month almost 90% new members must be inducted in
this team and the remaining 10% will be from the running team members.
 New leader will be chosen from shift in charge/supervisor cadre.
 Concluding meeting at the month end prior to induction of new members to give
send off to the old members.
 A group photo along with team leader and manager to be displayed on the notice
board.
 Small memento and work appreciation at the end of every month end meeting
with hand shake by the manager with word of praise about their contribution.

Jagruti group check list

PERSONAL HYGINE:

NAILS

HAIR

SHAVE

CLOTHES

UNIFORM/APRON CONDITION

CAP

SHOE/CHAPPALS

GUTKA/BEEDI/CIGARETTES

FLOWERS/PERFUMES

69
GLASS BANGLES

CUT/WOUND/ILLNESS

HABIT CHANGED SUCH AS SPITTING,SMOKING ETC THROUGH

COUNSELING

Apart from the above hygiene the following things to be checked on daily basis and the
findings to be recorded through the group leader in the register.

 Workers toilet and drainage system.

 Lunch room
 Drinking water.
 Hygiene station and all wash basins.
 Monitoring the disposal of dustbins.
 Change room for teammates.
 Wastage control e.g.

i. Falling of biscuits/confectionery/wrappers etc.

ii. Water leakage /open taps.
iii. Unnecessary use of lights.
iv. Air curtains running without use.
v. The above list contains some of the salient features of the jagruti group function
unit may add few more check points, specific the units.
vi. Instead of weekly checking daily checking to be done by jagruti group members.
Action taken on observations should be there.

70
3. VISUAL MANAGEMENT TRAINING

It is powerful tool to understand the problem/message /instructions etc through pictorial

representation in a quick time by every area in the plant.

4. GTT STUDY (GROUP TIME TECHNIQUE STUDY)

This study is very useful to know:

 The type of minor losses in machine during running.

 Activity of worker for each type of work being done.
 Man-machine loading. Some time machine is loaded but man is idle our man is
loaded with so much of work that machine is less utilized. This type of man-
machine balancing may be done by this study.

HOW TO CONDUCT GTT STUDY

1. In first stage take one machine and operator for study.
2. After proper practice can go for one machine and 2 or 3 operators working
in that machine.
3. Select machine and operator.
4. Find out the reasons for stoppages of machine and activities of the workers
on your experience basis.
5. Put some code against each type of stoppages or activities for example
Electrical fault-E
Mechanical fault-M
M/c oiling-O
Waiting for material-WM etc.
6. Prepare check sheet for minimum 30 observations for each machine in one
time.
7. Normally during 15 days each time study will be completed.

71
 8. Collect the frequency of each type of defects in machine and activities for
operator.

5. POKA YOKE (MISTAKE PROOF SYSTEM)

Mr.shingeo came up with the term POKA YOKE “generally known as mistake proof
system.

To become a world class competitor, a company must adopt not only a philosophy but
also a practice producing zero defects.Poka yoke methods are simple concept for
achieving this goal.

Inspection Techniques: There are three inspection techniques in the field of QC

Judgment Inspection: Separates defective products from good ones after processing .

6. “5-S TRAINING

1S: SEIRI - Organization: Organization or re-organization is to sort out unnecessary

items in the work place and apply stratification management to discard them e.g. Things
not belong to that area is to be removed from that area. If repairing is required, separate
them and get them repaired, If it has to be discarded, decide whether it has get them
repaired. If repairing is required, separate them and get them repaired, if it has to be
discarded, decide whether it has some scrap value, and then sell them at the right time. If
item is all right but not in your use and you can’t sell them but can be utilized by
someone, give it to them who need it. Items that need to be discarded must be discarded
in such a way so that this will not harm society, environment and even animals. Use red
tag for unnecessary society, environment and even animals. Use red tag for unnecessary
items and yellow tag for the items, which is extra and should be sent to stores.

72
2S: SEITON -Neatness: Put the things in a proper way. Everything should have a place
and everything should be in its place (PEEP). Decide the place, mark the place, and put
label on items. Arrange the items in such a way so that can be picked up easily for use,
During storage, keep in mind the height, weight, size, shape, safety etc, Functionally
storage of items will help in our day to day functionally storage of items will help in our
day to day functioning.

3S: SEISO(Cleaning): Here cleaning is in the form of inspection. When we are doing
cleaning, we are inspecting simultaneously, if something is unnecessary we are
discarding those things (under 1S) and if during cleaning we have seen that any items is
not kept in proper place, we put them in its place (doing 2S). Hence whenever we are
doing 3S means we are doing ‘1-S’ and ‘2-S’ simultaneously. In addition we check for
the health of the machine, Lubrication, electrical connections etc., also. Clean your work
place completely so that there should not be any dust on the floor, walls, windows, desk,
table, machinery etc. Cleaning should be done in Macro first and then in micro level for
individual items.

4S: SEIKETSU Standardization: When we are doing 1-S, 2-S and 3-S, we may be
facing number of problems, In ‘1-S’ it is very easy to discard items, but think why this
has become unnecessary, in ‘2-S’ if things are not in proper place we simply put them
back in their proper place, but here we have to think why this has happened. In 3-S, area
is dirty we clean it. Here again we have to think as why had become dirty. What is the
system of cleaning equipment or change the equipment /way of cleaning, can we arrest
the source by which area has become dirty. All this will give some solution through Brain
Storming. Try to find out good solutions and standardize the system. Apply visual
management for easy to follow the system.

5S: SHITSUKE Discipline: This means whatever system we are having or developed by
us under ‘4-S’ to be followed in such a way so that, standard practices become a part of
our life. This will help to maintain high level of work place organization at all the time.

IMPLEMENTATION PHASES OF ‘5-S’

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PHASE 1- Awareness programme and planning

1. Top management exposure programme

2. To incorporate ‘5-S’ in management objectives.
3. Formation of ‘5-S’ steering committee. This committee will meet once in a month
for periodic and regular reviews of implementation status. Committee will also
discuss for future action plan.
4. Nomination of coordinating agency and Chief coordinator.
5. Identify trainers. Organize training programme on “Training for Trainers”
6. Start awareness by organizing exposure programme for all the employees at all
levels.
7. Organize programmes for families, students, contract labours, shopkeepers, etc.,
connected with the company.
8. Distribute handbills, recording materials etc., for your area.

PHASE II – implementation plan

1. After awareness programme to Sr. Executives, they must implements ‘5-S’ in

their respective office/chamber. This should start from head of the plant.
2. Management should observe the status of a few important areas, which are ‘no
man’s land, before starting ‘5-S’ in specific areas, viz. Toilets, Main Gate,
Cycle/Scooter stands, canteen, Hospital, Places of Drinking water, Notice Board,
P&A department etc.
3. Divide the total area in zones. HOD will be the convener of zone.
4. HOD will further divide the zone into sub-zones. This may be in required
numbers. For each sub zone, HOD will make someone responsible. They will be
the council members for that zone.
5. Council members may further divide the sub-zone into sub-zones. Member of
such sub-sub-zones will depend upon the number of employees working in that
area as each and every person will be responsible for area assigned to them.

74
 6. Group will visit to each corner of the area and adjust the action plan, suitable for
the working place.
7. Participate in Goal setting. Follow through each step of ‘5-S’. Take pictures of all
areas before the activities are applied. Keep developing. Evaluate and set
standards.

CHAPTER-6

EMPLOYEE OPINION TOWARDS HR POLICY OF PARLE GROUP

Q1. % of employees who are satisfied with the training technique of Parle group.

A. Yes B. No

ANS. A. YES (75%) B. NO (25%)

Particular No. of employee Percentage

Yes 15 75%

No 5 25%
Total 20 100%

75
 80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

CONCLUSION:

As Parle Biscuits Pvt Ltd is India’s largest biscuits company where number of workers
are being placed to work and to handle these manpower lots of training technique have
been implemented so that employees can easily equipped with the factory environment.
The above pie chart shows that 75% of the employees are satisfied with the training
technique of Parle and only 25% of the workers are not satisfied .This shows that some
more and modified training techniques must be implemented for the satisfaction and
comfort of the employees.

Q2. % of employees who feel physically they are safe in the working environment of
Parle.

A. Yes B.No

ANS: A. YES (100%) B. NO (0)

Particular No. of employee Percentage

Yes 20 100%
No 0 0
Total 20 100%

100%
90%
80%
70%
60%
50%
40%
30% 76
20%
10%
0%
YES NO
CONCLUSION:

Parle group having huge plant for manufacturing hence lots of safety is required for
employee and it can be proved by the survey where 100% employees are feel safe
physically while working at factory. No one is having any dissatisfaction regarding
safety.This is all proved that the working environment of parle is very peaceful and
safe.Hence this is the reason that in present scenarioParle is continuosly competing its
rivals.

Q3. % of employees, having view that they are treated fairly regardless of race, color,
gender and religion etc.

A. Yes B.No

ANS A. YES (100%) B. NO (0)

Particular No. of employee Percentage

Yes 20 100%
No 0 0
Total 20 100%

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

CONCLUSION:

As Parle company is very huge company with lots of workers coming with lots of
workers coming from diverse culture. They all are different from their race, color, gender
and religion that might create lots of crisis in the organization. But this phenomenon is

77
completely different in Parle and this can be shown by above pie chart where 100%
employees are having view that they all are being treated fairly regardless of race, color,
gender and religion etc.This shows that this is one of the key factors for the success of
Parle group.

Q4. % of employees who think their leader care about the employees well being.

A. Yes B. No

ANS A. YES (100%) B. NO (0)

Particular No. of Employee Percentage

Yes 20 100%
No 0 0
Total 20 100%

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

CONCLUSION:

In factory lots of workers are working continuously 24 hrs on machine that might
increase the lots of accident. And to tackle such type of mishappening effective medical
facilities must be provided to employees’ .Employees must get free hospital facility so
that employees feel that they all are the part of the organization. The above pie chart
shows that 100% employees are getting medical facility as they all are having personal
health card. A healthy employee leads to the success of the company.

78
Q5. % of employees/workers who think 5s technique reduces the wastage.

A.YES B.NO

ANS.A.YES (55%) B. NO (45%)

Particular No. of Employee Percentage

Yes 11 55%
No 9 45%
Total 20 100%

60%

50%

40%

30%

20%

10%

0%
YES NO

CONCLUSION:

As it has already mentioned that employee of Parle group having lots of training
techniques that reduces mishappening and wastage. Among these techniques 5s technique
is very useful. The above pie chart shows that 55% of the employees think that 5s
technique reduces the wastage and 45% of the employees having view that 5s technique
is not effective for reducing wastage. Those employees having view that they might need
another technique.

79
Q6. % of employee who think there is no communication gap between
workers and top managers.

A. YES B.NO

ANS. A.YES (35%) B. NO (65%)

Particular No. of Employee Percentage

Yes 7 35%

No 13 65%

Total 20 100%

70%
60%
50%
40%
30%
20%
10%
0%
YES NO

CONCLUSION:

It has been said that employees must feel that they are the part of the organization and
this can be done through the sharing of ideas of each other. It is another main factor for
the success of any organization. The above pie chart shows that 35% of the employees
having view that they are not getting chance to speak about their ideas and 65% of the
employees are having view that there is no communication gap between them and top
management .Those are having view that there is communication gap they might not be
active workers and prefer to give excuse for not talking with senior one.

Q7. % of employees who are satisfied with the welfare policies of parle group .

80
A.Yes B.No

ANS A. YES (100%) B. NO (0)

Particular No. of Employee Percentage

Yes 20 100%
No 0 0
Total 20 100%

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

CONCLUSION:

As Parle is renowned company where lots of govt. policies and welfare policies have
been implemented. These policies help the workers for their betterment .These welfare
policies have been successfully implemented in the factory .This can be shown by the
above pie chart where all (100%) employees are having positive view towards the
welfare policies of Parle group.

Q8. % of employee having view that they are getting proper equipment like tools and
other benefits.

A. Yes B. No

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ANS.A. YES (100%) B.NO (0)

Particular No. of Employee Percentage

Yes 20 100%
No 0 0
Total 20 100%

100%
80%
60%
40%
20%
0%
YES NO

CONCLUSION:

As Parle products having largest market share in the biscuit industry .This fact itself show
that in every step of the factory workers are satisfied by getting proper equipment. This
can be shown by above pie chart where 100% employees are having view that they are
getting proper equipment for the proper functioning of the work.

Q9. % of workers having confidence in the leadership of the company.

A. Yes B. No

ANS. A. YES (85%) B. NO (15%)

Particular No. of Employee Percentage

Yes 17 85%
No 3 15%
Total 20 100%

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 90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

CONCLUSION:

It is already known that Parle Company having 40% of market share in the biscuits
industry. And this has been done by the experienced leaders of the company. This can be
shown by the above pie chart where 85% of the employees having view that they all are
having trust and confidence upon their senior one or their leader .where as 15% of the
employees are having opinion that they all are not having confidence upon their leaders
.and the reason behind this is that they don’t having conversation or contact with their
leader that’s why they are unable to understand their potential.

Q.10 Are you satisfied with the benefits related to salary like ESI and PF?

A. Yes B. No

ANS. A. YES (60%) B. NO (40%)

Particular No. of Employee Percentage

Yes 12 60%
No 8 40%
Total 20 100%

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 60%
50%
40%
30%
20%
10%
0%
YES NO

CONCLUSION:

As it has already mentioned that Parle Company is giving lots of facilities to their
workers that enhance their satisfaction level. This can be shown by the above pie chart
where 60% of the workers having view that they are getting proper salary related benefits
hence they are satisfied with the salary related benefits, where as 40% of the employees
having the view that they are not satisfied with the salary related benefits like ESI and
PF.The reason behind this is that these employees are not having proper knowledge about
these benefits that’s why they are having such type of opinion.

CHAPTER 7

GOVERNMENT POLICES RELATED TO PARLE GROUP

The Federation of Biscuit Manufacturers’ of India (FBMI), a premier industry body,

represents the interests of the organized biscuit industry. An apex body of the biscuit
industry in the country, FBMI is actively involved in promoting biscuit exports to various
parts of the world. FBMI is constituted by biscuit manufacturers belonging to both small-
sized and large-scale industries.

Some of the primary objectives of the organization are as follows:

 Safeguarding the interests of the Indian biscuit industry

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  Compiling and circulating market research reports and useful information
pertaining to the biscuit industry

   Forging agreements with government bodies to formulate policies

concerning the biscuit industry

   Establishing trade linkages with foreign agencies

 Providing technical assistance to members of the organization to help

increase their export volumes

 By becoming a member of FBMI, one can access regular updates on international
best practices existing in the biscuit industry. FBMI is also a good platform to interact

and network with biscuit manufacturers from across the world.

MEASURES UNDERTAKEN BY GOVERNMENT

The Food Processing Industry have been experiencing the adverse affect of multiplicity
of various Acts/ Rules and Regulations for food standards under the Prevention of Food
Adulteration Act Standards of Weights & Measures Act, Food Products Order, the Meat
Products Order, the Bureau of Indian Standards & MMPO (Milk & Milk Product Order),
etc. affected the Food & Food Processing Sectors. They need to be modernized &
converged. As a consequence of various representations of industry, the Govt. of India
has decided to set up a Group of Ministers (GOM) to propose legislation and other
changes for preparing a Modem Integrated Food Law and related regulations. The
Ministry of State for Food Processing Industries is the Nodal Ministry to coordinate the
Parle G .

85
Federation submitted its recommendations and suggested to placed before the Group of
Ministers, covering the broad frame work required for the food legislation as well as
specific issues such as: The main objectives of the new Integrated Food Laws & its
structure Methodology of development of Standards Provisions of Labeling Acceptance
of a basic list of additives Matters relating to GMP(Good Manufacturing Practice),
GHP(Good Health Plan) Issues related to Codex Procedure for sampling& launching of
Prosecuting Grading of violations according to the nature of discrepancy.

Recent Changes / Amendments Prevention of Food Adulteration Rules The Ministry of

Health & Family Welfare, Govt. of India vide its Notification No. GSR 908 (E) Dt.
20.12.2008 has provided for printing of statutory symbol on all products containing
vegetarian ingredients. The notification came into effect from 20 June 2008. As members
may be aware the Govt. has earlier amended PFA Rules vide notification No. 245(E)
Dt.4.4.2001 provided for statutory printing of the symbols of food packages containing
non vegetarian ingredients.

This notification has already come into effect from 4 October 2008. Our Federation along
with apex organizations such as CII (Confederation of Indian Industry) & CIFTI
(Confederation Of Indian Food Trade & Industry) have represented to Hon'ble Union
Minister for Health and Family Welfare seeking extension of a minimum period of 6
months for implementation of the notification, particularly on account of hardships in
printing vegetarian symbol in advertisements. A delegation from the industry met the
Secretary, Ministry of Health and Family Welfare and apprised him of the hardships
faced by industry. Further follow up is in hand.

Prevention of Food Adulteration Act / Rules

Members reported various instances where the PFA authorities in the States are adopting
penal action, even in cases of very minor offences / errors under the PFA 27 Rules. FBMI
(Federation of Biscuit Manufacturer of India) suggested that such minor errors etc should
be compounded, avoiding prosecution, harassment and resultant losses to biscuit units.

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This issue has also been referred to CII (Confederation of Indian Industry) & CIFTI
(Confederation Of Indian Food Trade & Industry) for further follow up.

Introduction of HACCP/GMP/GHP

The Govt. of India (Ministry of Health), has formulated proposals to introduce the
concepts of Hazard Analysis Control Convention Procedures (HACCP), Good
Manufacturing Practices (GMP) and Good Hygienic Practices (GHP), as a step towards
eventual adoption in the various states in accordance with the International Codex
Alumnus, in the context of trade terms and regulatory, measures under the WTO regime.
After discussions with FBMI and other organizations, the Dept of Health constituted
Sectoral Groups on various categories of food processing industries. The Sectoral Group
on Bakery Products consisted of FBMI ((Hazard Analysis Critical Control Point)
Federation of Biscuit Manufacturer of India), as Convener and FBMI and SIB as
members. After detailed deliberations, the Federation submitted our comments and
suggestions, highlighting the hardships that the biscuit units would face in the event of
statutory enforcement of HACCP/GMP/GHP.

The Federation suggested that the concepts of HACCP etc should be made voluntary in
the first two/three years, keeping in view the ground realities in the bakery sector and due
to the fact that the implementation of HACCP/GMP/GHP may be beyond he financial
and technical capabilities of majority of the biscuit manufacturers and compulsory
introduction of these regulations would adversely impact the via Parle G and may lead to
closure of a large number of bakeries in the country. FBMI, after detailed deliberations
by the Executive Committee, suggested to the Govt. of India that, in the first instance
projects for imparting training to the Managers/Executives and workforce in the bakery
industries should be organized so as to create awareness and knowledge on these
complex regulatory aspects and educate the personnel in the industry on various aspects
of HACCP etc.

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POLICIES RELATED TO EMPLOYEE

(a) Employees State Insurance

An act to provide for certain benefits to employees in case of sickness, maternity and
"employment injury" and to make provision for certain other matters in relation thereto.

Contribution

The employer is required to contribute @ 4.75% of the wages paid / payable in respect of
every wage period.

The employees are also required to contribute @ 1.75% of their wages except when the
"average daily wages in a wage period" are equal to or less than Rs.25/-.

It is the employers responsibility to deposit his own as well as the contribution in respect
of employees including contract labour in ESI account.

(b) Employees Provident Funds &Provisions Act, 1952

An Act to provide for the institution of provident funds for employees in factories and
other establishments.

Various PF Authorities

 Central Provident Fund Commissioner

 Add. Central Provident Fund Commissioner
 Dy. Provident Fund Commissioner
 Regional Provident Fund Commissioner
 such other officer as may be authorised or notified by the Central Govt. and State
Govt. through Gazette notification .

Contributions

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1. Employer's:

A. Towards Employee Provident Fund and Pension Fund : in case of establishment

employing less than 20 persons or a sick industrial unit or any establishment in
jute, beedi, brick, coin or gaur gum industry 10% of the basic wages, dearness
allowance and retaining allowance, if any.
B. In case of all other establishment employing 20 or more persons 12% of the
wages & DA etc. A part of the contribution is remitted to the Pension Fund and
the remaining balance to the Provident Fund Account.

Towards Deposit Linked Insurance Fund 0.5% of the wages & DA etc.

2. Employees':

The employees' contribution shall be equal to the contribution payable by the employer in
respect of him, i.e. 10% or 12% as the case may be. The employee is however not
required to contribute towards Deposit Linked Insurance Fund. If an employee so desires,
he may opt to contribute at higher rate also.

3. Central Government

The Central Government shall also contribute @ 1.16% of the pay of the members of
Employees' Pension Scheme to the Pension Fund.

Where the pay of the member exceeds Rs.6500/- per month the contribution payable shall
be limited to the amount payable on his pay of Rs.6500/- only.

Administrative Charges paid by Employers:

The employer is required to pay the following administrative charges also

1. w.e.f 1.8.98 @ 1.10% (0.65% up to 31.7.98) of the employees' wages subject to a

minimum of Rs.5/- every month for admin. of Provident Fund.
2. 0.01% of the employee’s wages subject to a minimum of Rs. 2/- every month for
admin. of Deposit Linked Insurance Fund.

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(C)Women Compensation Act

- Not to be required to work beyond 9 hours between 6 A.M. and 7 P.M. - with the
exception of mid-wives in plantations.

- ISMW ACT - Separate toilets and washing facilities to be provided in employment

covered by the 3rd and 6th laws.

- In factories, women not to be engaged for cleaning, lubricating or adjusting any part of
prime mover or transmission machinery; maternity leave upto 12 weeks with wages to be
provided.

(d) Workmen’s Compensation Act

Temporary disablement rate of compensation in case of death is an amount equal to 50%

of monthly wages of the deceased workman multiplied by the relevant factor or Rs
80,000

While permanent total disablement results from the injury, the more compensation will
be an amount equal to 60 % of monthly wages of the injured workman multiplied by the
relevant factor or Rs 90,000 whichever is more Where the monthly wages of a workman
exceed Rs 4000, his monthly wages will be maximum amount of compensation is Rs
4000 only. 4.56 lakh in the case of death & Rs 5.48 lakh for permanent total
disablement.

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 Where partial disablement results from the injury, such percentage of compensation
which would have been payable in the case of permanent total disablement as is
specified therein as being the percentage loss percentage loss of earning capacity caused
by that injury of earning capacity depends on the loss of limbs and varies from 1 % to
90% disablement.

POLICIES RELATED TO WORK PLACE

(A)The Bidi and Cigar Workers (Conditions of Employment) Act, 1966

 Employment of children under 14 years of age prohibited under the laws .

 Except in the process of family based work or recognised school-based
activities, children not permitted to work in occupations connected with:
 Passenger, goods mail transport by Railway Cinder picking, cleaning of ash pits
Building operations, construction Catering establishments in Railway premises or
port limits Beedi making Carpet weaving Cement manufacturing Cloth printing
Dyeing, weaving Manufacture of matches, explosives, fireworks Mica cutting,
splitting Wool cleaning
 In occupations and processes other than the above mentioned, work by children
is permissible only for six hours between 8.00 A.M. and 7.00 P.M. with one day's
weekly rest.
 Occupier of establishment employing children to give notice to local Inspector
and maintain prescribed register.

(B)THE FACTORY ACT

HEALTH

Cleanliness –

Every factory shall be kept clean and free from effluvia arising from any drain, privy or
other nuisance, and in particular-

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Accumulation of dirt and refuse shall be removed daily by sweeping or by any other
effective method from the floors and benches of workrooms and from staircases and
passages, and disposed of in a suitable manner

The floor of every workroom shall be cleaned at least once in every week by washing,
using disinfectant, where necessary, or by some other effective method;

Where a floor is liable to become wet in the course of any manufacturing process to such
extent as is capable of being drained, effective means of drainage shall be provided and
maintained;

All inside walls and partitions all ceilings or tops of rooms and all walls, sides and tops of
passages and staircases shall-

Where they are 1[painted otherwise than with washable water-paint] or varnished, be
repainted or revarnished at least once in every period of five years;

Where they are painted with washable water-paint, be repainted with at least one coat of
such paint at least once in every period of three years and washed at least once in every
period of six months]

Where they are painted or varnished or where they have smooth impervious surfaces be
cleaned at least once in every period of fourteen months by such method as may be
prescribed;

Disposal of wastes and effluents –

Effective arrangements shall be made in every factory for the treatment of wastes and
effluents due to the manufacturing process carried on therein, so as to render them
innocuous, and for their disposal.

The State Government may make rules prescribing the arrangements to be made under
sub-section (1) or requiring that the arrangements made in accordance with sub-section
(I) shall be approved by such authority as may be prescribed.

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Ventilation and temperature –

Effective and suitable provision shall be made in ever factory for securing and
maintaining in every workroom-

Adequate ventilation by the circulation of fresh air, and

Such a temperature as will secure to workers therein reasonable conditions of comfort

and prevent injury to health;

Walls and roofs shall be of such material and so designed that such temperature shall not
be exceeded but kept as low as

Where the nature of the work carried on in the factory involves, or is likely to involve the
production of excessively high temperatures, such adequate measures as are practicable
shall be taken to protect the workers there from by separating the process which produces
such temperatures from the workroom, by insulating the hot parts or by other effective
means

The State Government may prescribe a standard of adequate ventilation and reasonable
temperature for any factory or class or description of factories or parts thereof and direct
that 1[proper measuring instruments, at such places and in such position as may be
specified, shall be provided and such records, as may be prescribed, shall be maintained.]

If it appears to the Chief Inspector that excessively high temperatures in any factory can
be reduced by the adoption of suitable measures, he may, without prejudice to the rules
made under sub-section (2), serve on the occupier, an order in writing specifying the
measures which, in his opinion, should be adopted, and requiring them to be carried out
before a specified date.]

Lighting

In every part of a factory where/workers are working of passing there shall be provided
and maintained sufficient and suitable lighting, natural or artificial, or both.

93
In every factory all glazed windows and skylights used for the lighting of the workrooms
shall be kept clean on both the inner and outer surfaces and, so far as compliance with the
provisions of any rules made under sub-section (3) of section 13 will allow, free from
obstruction.

Drinking water-

In every factory effective arrangements shall be made to provide and maintenance at

suitable points conveniently situated for all workers employed therein a sufficient
supply of wholesome drinking water.

All such points shall be legibly marked "drinking water" in a language understood by a
majority of the workers employed in the factory, and no such point shall be situated
within 1[six metres of any washing place, urinal, latrine, spittoon, open drain carrying
sullage or effluent or any other source contamination] unless a shorter distance is
approved in writing by the Chief Inspector

In every factory wherein more than two hundred and fifty workers are ordinarily
employed, provision shall be made for cooling drinking water during hot weather by
effective means and for distribution thereof.

In respect of all factories or any class or description of factories the State Government
may make rules for securing compliance with the provisions of sub-sections (1), (2) and
(3) and for the examination by prescribed authorities of the supply and distribution of
drinking water in factories

Latrine and Urinals-

In every factory sufficient latrine and urinal accommodation of prescribed types shall be
provided conveniently situated and accessible to workers at all times while they are at
factory:

Separate enclosed accommodation shall be provided for male and female workers.

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 Such accommodation should be adequately lighted and ventilated, and no latrine or urinal
shall, unless specially exempted in writing by the Chief Inspector, communicate with any
work room except through an intervening open space or ventilated passage

All such accommodation shall be maintained in a clean and sanitary condition at all
times;

Sweepers shall be employed whose primary duty it would be to keep clean latrines,
urinals and washing places.

In every factory wherein more than two hundred and fifty workers are ordinarily
employed-

All latrine and urinal accommodation shall be of prescribed sanitary types;

Without prejudice to the provisions of clauses (d) and (e) of sub-section (1), the floors,
portions of the walls and blocks so laid or finished and the sanitary Pans of latrines and
urinals shall be thoroughly

Washed and cleaned at least once in every seven days with suitable detergents or
disinfectants or with both.

SAFETY

Fencing of machinery-

Every moving part of a prime mover and every flywheel connected to a prime mover,
whether the prime mover or flywheel is in the engine house or not;

The headrace and tailrace of every water-wheel and water turbine;

Any part of a stock-bar which projects beyond the head stock of a lathe; and

Unless they are in such position or of such construction as to be safe to every person
employed in the factory as they would be if they were securely fenced, the following,
namely,-

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Every part of an electric generator, a motor or rotary converter;

Every part of transmission machinery; and

Every dangerous part of any other machinery;

Shall be securely fenced by safeguards of substantial construction which 1[shall be

constantly maintained and kept in position] while the parts of machinery they are fencing
are in motion or in use:

Employment of young person’s on dangerous machines –

No young person 2[shall be required or allowed to work] at any machine to which this
section applies, unless he has been fully instructed as to the dangers arising in connection
with the machine and the precautions to be observed and

Has received sufficient training in work at the machine, or

Is under adequate supervision by a person who has a thorough knowledge and experience
of the machine.

Sub-section (1) shall apply to such machines as may be prescribed by the State
Government being machines which in its opinion are of such a dangerous character that
young persons ought no to work at them unless the foregoing requirements are complied
with.

Striking gear and devices for cutting off power

In every factory-

Suitable striking gear or other efficient mechanical appliance shall be provided and
maintained and used to move driving belts to and from fast and loose pulleys which from
part of the transmission machinery and such gear or appliances shall be so constructed,
placed and maintained as to prevent the belt from creeping back on the fast pulley .

Driving belts when not in use shall not be allowed to rest or ride upon shafting in motion.

Hoists and lifts–

96
In every factory-

Of good mechanical construction, sound material and adequate strength.

Properly maintained, and shall be thoroughly examined by a competent person at least

once in every period of six months, and a register shall be kept containing the prescribed
particulars of every such examination

Every hoist way and lift way shall be sufficiently protected by an enclosure fitted with
gates, and the hoist or lift and every such enclosure shall be so constructed as to prevent
any person or thing from being trapped between any part of tile hoist or lift and any fixed
structure or moving part;

The maximum safe working load shall be plainly marked on every hoist of lift, and no
load greater than such load shall be carried thereon

The cage of every hoist or lift used for carrying persons shall be fitted with a gate on each
side from which access is afforded to a landing

Every gate referred to in clause (b) or clause (d) shall be fitted with inter- locking or other
efficient device to secure that the gate cannot be opened except when the cage is at the
landing and that the cage cannot be moved unless the gate is closed

The following additional requirements shall apply to hoists and lifts used for carrying
persons and installed or reconstructed in a factory after the commencement of this Act,
namely:-

Where the cage is supported by rope or chain, there shall be at least two ropes of chains
separately connected with the cage and balance weight, and each rope or chain with its
attachments shall be capable of carrying the whole weight of the cage together with its
maximum load:

Efficient devices shall be provided and maintained capable of supporting the cage
together with its maximum load in the event of breakage of the ropes, chains or
attachments;

97
An efficient automatic device shall be provided and maintained to prevent the cage from
over-running.

The Chief Inspector may permit tile continued, use of a hoist of lift installed in a factory
before the commencement of this Act which does not fully comply with the provisions of
sub-section (1) upon such conditions for ensuring safety as he may think fit to impose

The State Government may, if in respect of any class or description of hoist or lift, it is of
opinion that it would be unreasonable to enforce any requirement of sub-sections (1) and
(2), by order direct that such requirement shall not apply to such class or description of
hoist or lift.

Floors, stairs and means of access

In every factory-

All floors, steps, stairs, passages and gangways shall be of sound construction and properly
maintained  5 [and shall be kept free from obstructions and substances likely to cause persons to
slip], and where it is necessary to ensure safety, steps, stairs, passages and gangways shall
be provided with substantial handrails;

There shall, so far as is reasonably practicable, be provided and maintained safe means of
access to every place at which any person is at any time required to work.

When any person has to work at a height from where he is likely to fall, provision shall
be made, so far as is reasonably practicable, by fencing or otherwise, to ensure the safety
of the person so working.]

Precautions in case of fire,

In every factory, all practicable measures shall be taken to prevent outbreak of fire and its
spread, both internally and externally, and to provide and maintain .

Safe means of escape for all persons in the event of a fire, and –

The necessary equipment and facilities for extinguishing fire.

98
Effective measures shall be taken to ensure that in every factory all the workers are
familiar with the means of escape in case of fire and have been adequately trained in the
routine to be followed in such cases.

WELFARE

Washing facilities

In every factory

Adequate and suitable facilities for washing shall be provided and maintained for the use
of the workers therein

Separate and adequately screened facilities shall be provided for the use of male and
female workers:

Such facilities shall be conveniently accessible and shall be kept clean.

Canteens-

The State Government may make rules requiring that in any specified factory wherein
more than two hundred and fifty workers are ordinarily employed, a canteen or canteens
shall be provided and maintained by the occupier for the use of the workers.]

Without prejudice to the generality of the foregoing power, such rules may provide for

The date by which such canteen shall be provided;

The standards in respect of construction, accommodation, furniture and other equipment

of the canteen

The foodstuffs to be served therein and the charges which may be made therefor;

The constitution of a managing committee for the canteen and representation of the
workers in the management of the canteen;

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Shelters, Rest rooms and Lunch rooms –

In every factory wherein more than one hundred and fifty workers are ordinarily
employed, adequate and suitable shelters or rest rooms and a suitable lunch room, with
provision for drinking water, where workers can eat meals brought by them, shall be
provided and maintained for the use of the workers:

The shelters or rest rooms or lunch rooms to be provided under sub-section (1) shall be
sufficiently lighted and ventilated and shall be maintained in a cool and clean condition.

CHAPTER-8

EMPLOYEE WELFARE PROGRAMME IN PARLE

Definition of employee welfare

Welfare includes anything that is done for the comfort and improvement of employees
and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. The
welfare measures need not be in monetary terms only but in any kind/forms.
Labor welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or
salaries.

Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied

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 3. To relieve workers from industrial fatigue and to improve intellectual, cultural
and material conditions of living of the workers.

The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social
status.

2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining

3. Labor welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government, employees

or by any social or charitable agency.

5. The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to
make their work life better and also to raise their standard of living

Statutory Welfare Schemes

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should
be provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

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 3. First aid appliances: First aid appliances are to be provided and should be
readily assessable so that in case of any minor accident initial medication can be
provided to the needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are to be

provided in the office and factory premises and are also to be maintained in a neat
and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as

to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock
area and office premises spittoons are to be provided in convenient places and
same are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with
tap and tap on the stand pipe are provided in the port area in the vicinity of the
work places.

9. Changing rooms: Adequate changing rooms are to be provided for workers to

change their cloth in the factory area and office premises. Adequate lockers are
also provided to the workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.

Non Statutory Schemes

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies

provide the facility for extensive health check-up

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 2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business
commitments while supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged like

external counseling service so that employees or members of their immediate
family can get counseling on various matters.

4. Harassment Policy: To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the aggrieved
employee.

5. Maternity & Adoption Leave – Employees can avail maternity or adoption

leaves. Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate

insurance coverage of employees for expenses related to hospitalization due to
illness, disease or injury or pregnancy.

7. Employee Referral Scheme: In several companies employee referral scheme is

implemented to encourage employees to refer friends and relatives for
employment in the organization.

LABOUR BENEFITS

Sickness benefits

Every insured employee is entitled to cash benefit for the period of sickness occurring
during any benefit period and certified by a duly appointed Medical Practitioner if the
contribution in respect of him were payable for not less than 78 days in the
corresponding contribution period. The benefit is payable at the standard benefit rate
corresponding to his daily average wages.

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Maternity benefits

A periodical cash benefit is payable to an insured woman employee, in case of

confinement, miscarriage, medical termination of pregnancy, pre-mature birth of a child
or sickness arising from pregnancy, miscarriage etc. occurring or expected to occur in a
benefit period, if the contribution, in respect of her were payable for at least 70 days in
two immediately preceding contribution periods.

The benefit is payable at twice the standard benefit rate or Rs.20/- whichever is higher for
all days on which she does not work for remuneration during the period prescribed..

Disablement benefits

It is payable in the form of cash in installments, to an employee who is injured in the

course of his employment and is, permanently or temporarily, disabled or contacts any
occupational disease. The benefit for temporary disablement not less than 3 days and
permanent total disablement is @40% more than the standard benefit rate.

For permanent partial disablement at such percentage of the benefit payable in the case
above as is proportionate to the percentage of the loss of the earning capacity.

Worker education schemes

Objective

1. To equip all sections of workers, including rural workers for intelligent participation
in social and economic development of nation.
2. To develop among workers a greater understanding of problems of their social and
economic environment
3.To develop leadership.

4.To develop strong, united and more responsible trade unions

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 5. To through more enlightened members and better trained officials. strengthen
democratic processes and traditions in trade union movement.

CHAPTER-9

FINDINGS OF SURVEY

Popularity of the company

The biscuits are becoming quite popular in rural areas as well. Nearly 55% of the biscuits
are consumed by rural sectors. Today Parle enjoys a 40% share of the total biscuit market
and 15% share of the total confectionery market in India. 

Workers satisfaction

 All the workers have positive response towards the techniques and methods being
adopted by the plant. Near about 97% of the employees are satisfied with the company
and their leader. They find all types of facilities and benefits in the company that increase
their satisfaction level.

Well structured HR policies

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The company has effectively implemented the HR techniques in the plant.
The workers and employees are well aware of the concepts of these techniques.
The HACCP applied in the plant is working in its most effective manner.

Minimum wastage

 The Kaizens given regularly by the employee and the workers has also helped in r
educing the wastage and increase the effective production.

 The wastage in the plant is least and the production team and the workers try their 
level best to reduce it even more.

 The wastage of the biscuits that fall on the floor  is minimized by the use of trays 
under the machines.
The use 5S in the plant has helped in keeping the plant well and tidy.

 The under baked or over baked biscuits are reprocessed by sending them back to t
he chura store and thus minimizing the wastage.

 The total wastage of the plant is sent to the poultry farms and it is around 1 truck i
in 6 months.

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 CHAPTER-10

SUGGESTION

1. The Company should focus more over the Application of HR Training

Techniques.

2. The Company should pay more attention to enhance the knowledge of

Workers related to the benefits that they are getting like- ESI, PF.

3. The Transportation Department should be more active as the Delivery of the

Biscuits are sometimes being late.

4. As it has been seen that there is a bit communication gap between Top
Management and Workers that might create Dissatisfaction among worker so
this should be reduced

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 5. As the Workers are coming from Villages hence they do not have Clean
Clothes hence Company should provide proper apparel to each and every
Employees of their Department.

CHAPTER-11

LIMITATIONS

Unwillingness of Workers:-

As most of the Workers are coming from Village hence they are shy to talk with any
Stranger so they are not ready to Communicable.

Shortage of Time

As most of the Workers are working for 7-8 hrs. Hence they do not have any extra time
except Lunch time and he also not have been given extra time to communicate with
Workers hence I have to talk with them only at Lunch time.

Uneducated Workers:-
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Very few Workers are educated and most of them including Men and Women both are
Un-educated hence they did not know about the HR Policies of Parle Products.

Fear of seniors:-

As Workers are Working Under the Supervision of their Supervisor hence the thought
they might be Punished if they Say anything against the Company hence they all have
Unable to tell any Truth about Company.

CHAPTER-12

LEARNINGS

Every endeavor undertaken to accomplish challenging goals, can only be successful

under the experienced and encouraging guidance. I am privileged to have undergone
training at Parle. As learning never stops, my learning at Parle has come from a lot of
exposure, on the job training and close interaction with the corporate. In brief my
learning and achievements can be summarized as under:

 I have learnt that personnel department is generally responsible for the

coordination of the plans and policies for the administration of the different pay
scales, benefits and services. For this purpose, it seeks the advice of the various
departments, call for their suggestion and anticipates the emergence of possible

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 problems. The final approval of the plans formulated for the management
personnel, however, is the prerogative of the top authority of an organization.

 I have also observed that money is not a single motivator to retain the best
employees in an organization. For maintaining the growth and stability of the
organization, management should consider the requirements and desires of the
employees.

 During this project I have also learnt that to attract and retain the employees
keeping ‘absenteeism’ and ‘turnover’ to tolerable levels, provision of ‘benefits
and services’ is very important regardless of whether it wants it or not. It should
be provided to all employees as it will foster loyalty and act as a security base for
the worker. These benefits do provide protection during periods of contingencies
of life, training and development of the employees, good working conditions.

 I got a project which gave me the opportunity to meet the various people in the
corporate world. I could understand the working culture of a private organization.
Before this I never visited such big organizations.

 My guide helped me very much to learn about the corporate world. He also
guided me and explains a lot about recruitment, selection and how the company
undergoes such procedures. I also learnt how to deal with the employees’
grievances and labor problems.

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 I also learnt that honesty in the workplace is very necessary. And Business
Etiquettes are very important. Above all these Human Relation skills, technical
skills are also very important. One has to be Emotionally Intelligent too.

 I learnt the data entry operation, screening and short listing of candidates for the
various designations.

 I have learnt the way of communication that is required in the Corporate. Hence
communication skill is also very important for a manager.

 I have learnt how to handle queries received from various departments;

 I learnt that to present the thoughts in correct logical order is also very important

 This summer training project has given me the opportunity to have first
experience in the corporate world. Theoretical knowledge of a person remains
dormant until it is used and tested in the practical life. The training has given to
me the chance to apply my theoretical knowledge that I have acquired in my
classroom to the real business world. I have completed my summer training
project in which are involved in its successful completion. In spite of few
limitations and hindrance in the summer training project I found that the work
was a challenge and fruitful.

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 CHAPTER-12

BIBLIOGRAPHY
BOOKS:

 K Aswathappa,Sadhna Dash,,International Human Resource Management,Tata

McGraw-Hill Publishing Company Limited, sixth Edition 2008(page no.64-84).

INTERNET:

http://en.wikipedia.org/wiki/International_labour_standards(20/6/2010)

http://www.ccsindia.org/interns2003/chap6.pdf.(15/5/2010)

http://www.tradeidia.com(28/5/2010)

OTHER SOURCE:

Parle HR manual

Parle PQS manual

Magazine of Parle”PARLE PARIWAAR”

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 QUESTIONNAIRE

EMPLOYEE OPINION TOWARDS THE HR POLICIES OF PARLE GROUP

My name is Parul Jaiswal. I am pursuing my PGDM from Ishan Institute of Management

and Technology, as a part of my curriculum I am doing my summer training from
PARLE BISCUITS PVT. LTD. My survey is based on EMPLOYEE OPINION ABOUT
HR POLICI OF PARLE GROUP.

Q1.Are you satisfied with the training technique of Parle group?

A) YES ( ) SB) NO( )

Q2.Are you feel physically safe in the working environment of Parle group?

A) YES( ) B) NO( )

Q3.Are you treated fairly regardless of race, color, gender and religion etc.?

A) YES ( ) B) NO( )

Q4 Are you getting any medical facility in your company?

A) YES ( ) B) NO( )

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Q5.Do you think that 5s technique reduces the wastage?

A) YES ( ) B) NO( )

Q6.Do you think is there any communication gap between workers and top management?

A) YES ( ) B) NO( )

Q7.Are you satisfied with the welfare policies of Parle group?

A) YES ( ) B) NO( )

Q8.Are you getting proper equipment like tools, manual etc for proper functioning?

A) YES ( ) B) NO( )

Q9.Do you have confidence in the leadership of the company?

A) YES( ) B) NO( )

Q10.Are you satisfied with the benefits related to salary like ESI and PF?

A) YES ( ) B) NO( )

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