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Gupta, Personnel Manager, J. Mangharam Foods Pvt. It has been my great privilege to work under his inspiring guidance. Suresh Sharma for his valuable guidance, suggestions and outstanding mentorship.
Hence practical training has been made integral part of the management education in India. The summer training programmers are designed to give a manager the future of the corporate happenings and work culture. It exposes the potential of the manager of the future to the actual tune of the working environment present is dynamic organization.
Personnel management is that part of management concerned with the people at work and with their relationships within the organization.
Training is the process of increasing the knowledge and skill for doing a particular job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of training is basically to bridge the gap between job requirements and present competency of an employee. I am fortunate project I tried to find out the working methods and techniques, which is enough to get the opportunity of vocational training at J.
I have prepared it during my Summer Internship from June and the project was completed on 15th July This report is correct to best of my knowledge and so far has not been published anywhere else. Mangharam is a very old factory; it was established in under the name of J. To meet increasing volume of production targets and customer satisfaction, the company went into the expansion plan in and operation shifted to balding with state of art technology in biscuit manufacturing.
This centre is well known for its quality and consistency in performance and its bench marketed for many activities. Beside of these Britannia and Britannia Milk Bikis are the two other varities which are manufacturing in the industry. At present 4 varities of biscuits are manufactured in J. Mangharam: 1. Jim Jam 3. Bourbon 4.
General: India is the second largest wheat producing country in the world. It is the second largest most important cereal grain crop in India next to rice and is cultivated on nearly 26 million hectares of land with an annual production of 72 million tones.
Important wheat producing states in India are U. Surplus wheat produced from these states is procured by Central and State Government.
The wheat cultivars grown in Northern India are high yielding with and average yield of 2. The substantial increase in the wheat production in India has been attributed to green revolution, which started in The bakery products are the most important engineered foods in the world.
They are increasingly becoming popular due to their ready to eat convenience. Britannia Industry Ltd. Company Overview: The story of one of India's favourite brands reads almost like a fairy tale. Once upon a time, in to be precise, a biscuit company was started in a nondescript house in Calcutta now Kolkata with an initial investment of Rs. The company we all know as Britannia today. The beginnings might have been humble-the dreams were anything but.
By , with the advent of electricity, Britannia mechanized its operations, and in , it became the first company east of the Suez Canal to use imported gas ovens. Britannia's business was flourishing. But, more importantly, Britannia was acquiring a reputation for quality and value. As a result, during the tragic World War II, the Government reposed its trust in Britannia by contracting it to supply large quantities of "service biscuits" to the armed forces.
As time moved on, the biscuit market continued to grow… and Britannia grew along with it. In , the Britannia Biscuit Company took over the distribution of biscuits from Parry's who till now distributed Britannia biscuits in India. Four years later in , it crossed the Rs. On the operations front, the company was making equally dynamic strides.
In , it celebrated its Platinum Jubilee. In , the company unveiled its new corporate identity - "Eat Healthy, Think Better" - and made its first foray into the dairy products market. Britannia strode into the 21st Century as one of India's biggest brands and the pre- eminent food brand of the country. Today, more than a century after those tentative first steps, Britannia's fairy tale is not only going strong but blazing new standards, and that miniscule initial investment has grown by leaps and bounds to crores of rupees in wealth for Britannia's shareholders.
The company's offerings are spread across the spectrum with products ranging from the healthy and economical Tiger biscuits to the more lifestyle-oriented Milkman Cheese. Having succeeded in garnering the trust of almost one-third of India's one billion population and a strong management at the helm means Britannia will continue to dream big on its path of innovation and quality. And millions of consumers will savour the results, happily ever after.
Subsequently they moved to Mumbai during early seventies and finally shifted their headquarters to Bangalore. Britannia as all of us can recollect had a stated Mission to make every third Indian a Britannia Consumer.
Vinita Bali, CEO. Britannia hopes to bring our key brand under this packaging. Britannia is lot more than just biscuits. Nusli Neville Wadia Chairman Ms. Vinita Bali Managing Director Mr. Atul Sinha VP- New Business Development The new logo was born is the core essence of Britannia- healthy, nutritious, optimistic — and combining it with a delightful product range to offer variety and choice to consumers. Similarly, J. Mangharam in MP is first to be awarded with this certification.
LLC and Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. Human Resource Management is a management function that helps an organization select, recruit, train and develops. Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM.
Out of all these divisions, one such important division is training and development. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth.
Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The Modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost.
The training system in Indian Industry has been changed to create a smarter workforce and yield the best results TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.
Training is activity leading to skilled behavior. Training is about the acquisition of knowledge, skills, and abilities KSA through professional development. It also helps the employees in attaining personal growth. It helps to expand the horizons of human intellect and an overall personality of the employees. It helps in inculcating the zeal to learn within the employees. It helps in creating the learning culture within the organization. The employees get these feelings from leaders, subordinates, and peers.
It helps to build good employee, relationship so that individual goals aligns with organizational goal. Organization gets more effective decision making and problem solving. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives — help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.
Organizational Objectives — assist the organization with its primary objective by bringing individual effectiveness. Societal Objectives — ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Although the job may be the same the method of doing the job differs from company to company.
This is called work practice and it affects job design. II] Environmental factors:- Environmental factors which affect job design are as follows a Employee availability and ability:- Certain countries face the problem of lack of skilled labour. They are not able to get employees with specific education levels for jobs and have to depend on other countries due to this job design gets affected.
This applies to every country and therefore job design will change accordingly. III] Behavioral factors:- Job design is affected by behavioral factors also. These factors are a Feedback: - Job design is normally prepared on the basis of job analysis and job analysis requires employee feedback based on this employee feedback all other activities take place. This in turn affects job deign. This is called autonomy. Thus when we prepare a job design we must see to it that certain amount of autonomy is provided to the worker so that he carries his job effectively.
This leads to lack of interest and carelessness on the job. Therefore, while preparing job design certain amount of variety must be provided to keep the person interested in the job. Methods of job design There are various methods in which job design can be carried out. These methods help to analysis the job, to design the contents of the and to decide how the job must be carried out.
Job rotation II. Job enlargement III. Job enrichment I. Job Rotation: - Job rotation involves shifting a person from one job to another, so that he is able to understand and learn what each job involves. The company tracks his performance on every job and decides whether he can perform the job in an ideal manner. Based on this he is finally given a particular posting. Job rotation is done to decide the final posting for the employee e.
A is assigned to the marketing department whole he learns all the jobs to be performed for marketing at his level in the organization.
He is finally placed in the department in which he shows the best performance Job rotation gives an idea about the jobs to be performed at every level. Avoids monopoly:-Job rotation helps to avoid monopoly of job and enable the employee to learn new things and therefore enjoy his job ii. Avoiding fraudulent practice:-In an organization like bank jobs rotation is undertaken to prevent employees from doing any kind of fraud i. Disadvantages of Job Rotation i. Frequent interruption:- Job rotation result in frequent interruption of work.
A person who is doing a particular job and gets it comfortable suddenly finds himself shifted to another job or department. Reduces uniformity in quality :- Quality of work done by a trained worker is different from that of a new worker.
Misunderstanding with the union member:- Sometimes job rotation may lead to misunderstanding with members of the union.
The union might think that employees are being harassed and more work is being taken from them. In reality this is not the case. Job enlargement involves combining various activities at the same level in the organization and adding them to the existing job. It increases the scope of the job. It is also called the horizontal expansion of job activities.
Jon enlargement can be explained with the help of the following example - If Mr. A is working as an executive with a company and is currently performing 3 activities on his job after job enlargement or through job enlargement we add 4 more activities to the existing job so now Mr. A performs 7 activities on the job.
It must be noted that the new activities which have been added should belong to the same hierarchy level in the organization. Job enlargement is also essential when policies like VRS are implemented in the company.
Advantages of job enlargement 1. Variety of skills:- Job enlargement helps the organization to improve and increase the skills of the employee due to organization as well as the individual benefit. Improves earning capacity:- Due to job enlargement the person learns many new activities.
When such people apply for jobs to other companies they can bargain for more salary. Wide range of activities:- Job enlargement provides wide range of activities for employees. This reduces the salary bill for the company.
Disadvantages of job enlargement 1. Increases work burden:- Job enlargement increases the work of the employee and not every company provides incentives and extra salary for extra work. Therefore the efforts of the individual may remain unrecognized. Problem with union members:- Many union members may misunderstand job enlargement as exploitation of worker and may take objection to it.
Job enrichment: - Job enrichment is a term given by Fedric Herzberg. According to him a few motivators are added to a job to make it more rewarding, challenging and interesting. According to Hertzberg the motivating factors enrich the job and improve performance.
In other words we can say that job enrichment is a method of adding some motivating factors to an existing job to make it more interesting. The motivating factors can be a. Giving more freedom. Encouraging participation. Giving employees the freedom to select the method of working. Allowing employees to select the place at which they would like to work. Allowing workers to select the tools that they require on the job. Allowing workers to decide the layout of plant or office.
Job enrichment gives lot of freedom to the employee but at the same time increases the responsibility. Some workers are power and responsibility hungry. Job enrichment satisfies the needs of the employees.
Advantages of job enrichment 1. Interesting and challenging job:- When a certain amount of power is given to employees it makes the job more challenging for them, we can say that job enrichment is a method of employee empowerment. Identifies future managerial caliber: - When we provide decision making opportunities to employees, we can identify which employee is better that other in decision making and mark employees for future promotion. Identifies higher order needs of employees:- This method identifies higher order needs of the employee.
These needs can be achieved through job enrichment. Reduces work load of superiors:- Job enrichment reduces the work load of senior staff. When decisions are taken by juniors the seniors work load is reduced. Disadvantages of job enrichment 1.
Job enrichment is based on the assumptions that workers have complete knowledge to take decisions and they have the right attitude. In reality this might not be the case due to which there can be problems in working. Job enrichment has negative implications i. Along with usual work decision making work is also given to the employees and not many may be comfortable with this. This might lead to ego problems.
This method will only work in certain situations. Some jobs already give a lot of freedom and responsibility; this method will not work for such jobs. Some people are internally dissatisfied with the organization. This includes: a Developing application blanks. This function includes: a Counseling the concerned managers regarding the placements. It includes: A. Internal mobility- Vertical, horizontal transfers, promotions and demotion.
Transfer- Process of placing employees in the same level jobs where they can be utilized more effectively as per the needs of the organization. Demotion- It is the downward assignment of an employee in an organization.
Compensation Compensation includes all the extrinsic rewards that an employee receives during and after the course of his sob. For his contributions to the organization. The principles of compensation payment are that it has to be adequate, equitable and fair to the employees. Compensation encompasses base salary, incentives, bonus and benefits and is based on job evaluation. Job evaluation- It is a systematic determination of the value of each job in relation to other jobs in the organization, in the industry and in the market.
In other words, job evaluation involves classifying a job based on its importance and its contribution to the organization and its requirements. Wage and salary administration - The process of formulating and operating a suitable wage and salary program is known as wage and salary administration. In India, the payment of bonus is a very popular means of rewarding employees and is governed by The Payment of Bonus Act Fringe benefits — Fringe benefits are those monetary and non-monetary benefits given to employees during their employment, and sometimes, in the post-employment period also.
These benefits provide a sense of security to the employee and keep them committed to the organization. Compensations and Benefits: Bank provide compensations to its employees in shape of Cost of any medical Treatment, Cancelled Holidays fees, Repair of vehicle, any injury while doing job tasks and some other.
Employees can claim their compensation if any above case occurs. Benefits which are provided by Banks are Paid time off, Retirement, Disability Insurance, Education and training programs.
Retirement benefits are in shape of pension, gratuity, provident fund and superannuation fund. Basically they are all interactions between human beings. Hence Human Resources Management functions will center on: 1. Motivating all employees. Promoting employee morale. Developing communication skills.
Developing leadership skills. Redressing satisfactorily through a well-defined grievance procedure. What is little known but of greater importance is that each of these banks follows very distinct HR practices which have contributed, substantially, to the business processes.
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