INTRODUCTION TO THE TOPIC

HR POLICIES Policies are the very important aspect for any organization. It is a tool that helps an organization for better functioning . These involve managing the relationship between the top management as well as lower management. The goal of HR Policies is to ensure that the firm is able to continue its operations. And that it has sufficient to satisfy both maturing short-term debt and upcoming operational e penses. !anagement should use a combination of policies and techni"ues for the management of HR policies. These policies aim at managing the wor# balance according to re"uirement. In HR Policies we can include the following.

Recruitment $election Induction Training and development %ompensation system &eave policy 'elfare policy

FORMULATING POLICIES

There are five principal sources for determining the content and meaning of policies:

1. Past practice in the organization. 2. Prevailing practice in rival companies. 3. Attitudes and philosophy of founders of the company as also its directors and the top management. 4. Attitudes and philosophy of middle and lower management. 5. he !nowledge and e"perience gained from handling countless personnel pro#lems on day to day #asis.

BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits: a. he wor! involved in formulating policies re$uires that the management give deep thought to the #asic needs of #oth the organization and the employees. he management must e"amine its #asic convictions as well as give full consideration to the prevailing practices in other organizations. #. %sta#lished policies ensure consistent treatment of all personnel throughout the organization. &avoritism and discrimination are' there#y' minimized. c. (ontinuity of action is assured even though top management personnel change. he (%) of a company may possess a very sound personnel management philosophy. *e+she may carry the policies of the organization in his+her head' and he she may apply them in an entirely fair manner. ,ut what happens when he+she retires- he tenure of office of nay manager is finite. ,ut the organization continues. Policies promote sta#ility. d. Policies serve as a standard of performance. Actual results can #e compared with the policy to determine how well the mem#ers of the organization are living upto the professional intentions. e. .ound policies help #uild employee motivation and loyalty. his is especially true where the policies reflect esta#lished principles of fair play and /ustice and where they help people grow within the organization. f. .ound policies help resolve intrapersonal' interpersonal and intergroup conflicts.

PRINCIPLES OF HR POLICY

1. Principle of individual development to offer full and e$ual opportunities to every employee to realize his+her full potential. 2. Principle of scientific selection to select the right person for the right /o#.

3. Principle of free flow of communication to !eep all channels of communication open and encourage upward' downward' horizontal' formal and informal communication. 4. Principle of participation to associate employee representatives at every level of decision0ma!ing.

5. Principle of fair remuneration to pay fair and e$uita#le wages and salaries commensurating with /o#s. 1. Principle of incentive to recognize and reward good performance.

2. Principle of dignity of labour to treat every /o# and every /o# holder with dignity and respect. 3. Principle of labour management co-operation to promote cordial industrial relations.
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4. Principle of team spirit to promote co0operation and team spirit among employees. 15. Principle of contribution to national prosperity to provide a higher purpose of wor! to all employees and to contri#ute to national prosperity.

Recruitment: Placing the right person at right place at right time is called Recruitment. Recruitment policies at (arun )everages&td. a) Recruitment will normally be done against vacancies that occur due to the following reasons* i. $eparationResignation+ Termination+ ,ismissal+

Retirement death ii. - pansion+ Reorganization of %ompany.s business + operations b/ (acancies in all ,epartments will be filled after prior written approval of the !anaging ,irector. c/ Prior written approval of the !anaging ,irector will also be re"uired even the vacancies are within the provision of the approved !anpower.

d/ All vacancies to be filled from outside will be notified to the -mployment - change.

e/ (acancies will be filled through

Promotion+ up gradation+ relocation out of the e isting employees. 0r -mployment - change 0r Placement Agencies+ campus Interviews 0r Advertisements f/ The following considerations will weigh in preparing shortlists of candidates in recruitment %andidates within the 0rganization who could fill the vacancies on merits should be considered on priority.

Active list of Applicants in the %ompany will be scrutinized.

Selection: To choose the right candidate from a pool of applications is called $election. $election policy adopted by the company The following weightage will be given in the final evaluation*"

1actors 2ualifications Relevance of past e perience Interview a. The selected candidates will be notified promptly. b. %andidates not selected will be sent regret letters.

'eightage 345 345 465

c. %andidates who were very poor will be informed regretting the company.s inability to find an opening appropriate to their capabilities. d. %andidates who were very good but not suitable for the position for which interviewed will be informed that the selection committee found them good but not suitable for the post for which they were considered and that their application is being #ept on the active file and 7will be in touch should a suitable opening e ist in future.8 Appointment &etters All candidates found suitable for appointment shall be issued &etters of Intent 9-mployment 0ffers/. Appointment &etters shall be issued under the signature of Authorities as under*-

%AT-:0R; 'or#men $taff

A<TH0RI=-, $I:>AT0RI-$ 1actory !anager+ :eneral !anager - ecutive ,irector+ :eneral !anager
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- ecutives+ !anager !anaging ,irector+ - ecutive ,irector+:eneral !anager 0fficers - ecutive ,irectors+ :eneral manager

1ollowing testimonials and documents must be on the candidate.s file before issuing the Appointment &etter* a. !edical 1itness %ertificate from %ompany.s ,octor. b. Authentic proof indicating the ,ate of )irth 9$chool &eaving %ertificate/. c. %opies of %ertificates of -ducational 2ualifications. d. %opies of %ertificates of e perience from previous employers. e. %opy of relieving %ertificate from the immediate past employer. f. %ompany.s Application 1orm duly filled in. g. Three passports sized colours photographs. h. &ast -$I !embership >o. wherever applicable. i. &ast Provident 1und Account >o. wherever applicable. ?. $alary+ Income Ta %ertificate from the last employer9s/ along with PA> >o. #. Antecedent (erification from the Referees+ past -mployers indicated by the candidate in his+ her Application 1orm. Appointment &etters will be prepared on a standard format designed by the HR ,epartment.
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,ocuments and forms to be filled by the employee at the time of ?oining. a. ,eclaration+>omination form under the -mployee.s P.1 A>, !iscellaneous Provisions Act@ AB43. b. ,eclaration 1orm under -mployees $tate Insurance $cheme. c. >omination form under Payment of :ratuity Act@ ABC3. d. ,eclaration of dependant family members for notification to Insurance %ompany 1or coverage under !ed- claim. Probation All employees are initially #ept on probation for a period of si months@ which may be e tended for a further period of three months@ at the sole discretion of the !anagement. Total period of probation shall@ in no case@ e tend beyond one year. %onfirmation 0n receiving satisfactory reports on progress during probation period@HR ,epartment will obtain necessary approvals and issue letter of confirmation to the probationer on e piry of probation period. Compensation Policy: 0b?ective*To provide a uniform@ stable and reasonable competitive compensation to all the employees of the company.

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%ompensation- 1or $taff@ 0fficers and - ecutives*%ompany policyD %ompensation pac#age for above category of employees comprises of )asic $alary and allowances. Procedure 1or $taff and 0fficers@ there is a well E defined guiding scale. a. %omputation of salaries+ wages for 'or#ers+ staff F 0fficers - ecutives+ !anagers is done by the HR ,epartment b. $tatutory obligations li#e ta es@ provident 1und. -$I etc. and other deductions as permissible and payment thereof to the respective authorities is organized by Accounts ,epartment. c. Annual revision of )asic salary for the all the employees will be underta#en as per performance Appraisal policy of the company. d. The company has made arrangement to open individual.s salary Account in I>: (;$;A )an# where they have been given AT! %ards F their AT! counter is in 1actory premises.

House Rent Allowance*-

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All e ecutives are entitled to House Rent Allowance at the rate of 465 of their basic salary 0fficers F $taff are paid House Rent Allowance at the rate of their basic salary. 0fficial ,uty %onveyance*a. All the - ecutives+ 0fficers+ $taff using their own vehicle for official wor# ta#e claim for reimbursement of conveyance e penses along with authorized official duty slip at the rates given below* i/ $cooter+ !otorcycle #ilometre ii/ %ar #ilometre b. !ode of calculation- Rate J >o. 0f #ilometresK claimed amount c. Reimbursement of such %onveyance e penses should preferably be claimed once in a month along with Toll Ta F Par#ing 1ee@ if any. %ar maintenance*All company.s %ars are maintained and serviced at authorized service stations+ wor#shops in different cities at %ompany.s %ost. It is the responsibility of the concerned - ecutive provided with %ompany %ar to maintain it in good@ wor#ing and road worthy condition. G I.36 per G A.H6 per

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Telephonic Policy: To communicate with their employees at any time company provides the facility of the telephone. )y providing this facility company also giving a good communication atmosphere. $ome - ecutives have been provided with !obile Phones depending upon their assignment sub?ect to monthly limits as per their respective :rade can claim 9!obile phone/ bills within the entitlement as given below in proscribed format*:.!. and above $r. manager !anager 0fficer 0ther $taff $alary Advance *All employees are entitled G H65 interest free salary advance and it can be recovered in L-I e"ual monthly instalments from their salary+ wage. $ocial $ecurity Policy *:ratuity Rs. A466+Rs. A666+Rs. C46+Rs. 466+Rs. LC4+- or L34+- as application

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The ob?ect of providing a gratuity scheme is to provide retirement benefit to employees who have rendered long and unblemished service to the employer and thereby contributed to the prosperity of the employer. :ratuity as paid in lumpsum as per the Payment of :ratuity Act@ ABCA and rules framed there under.:ratuity is payable to an employee on his separation from the services of the company@ after he+ she has rendered continuous service for not less than five years*a. 0n his superannuationD or b. 0n his retirement or resignationD or c. 0n his death or disablement due to accident or disease 9five years continuous service condition is not applied/ 1or the purpose of calculation of gratuity@ the salary last drawn is ta#en into consideration. Procedure* a. $alary+ 'ages J Total days payable under gratuity J A+3M. b. HR ,epartment will calculate the :ratuity amount and inform to Accounts ,epartment to release :ratuity payment. c. :ratuity must be paid within L6 days of the last wor#ing day of the separating employee sub?ect to fulfillment of the re"uirements. Provident 1und*-

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All the employees are covered under the Provident 1und $cheme@ framed under the -mployees Provident 1und and miscellaneous Provisions Act@ AB43@ those who are getting salary+ wages 9)asic N ,.A./ up to Rs. M466+p.m.

Rate of %ontribution*A35 of salary+ wage from employee and A35 employer 9H.LL5 pension account F L.MC5 -P1 account/. Attribution G 6.45 F admin charges Pf G A.A65@ -,&I admin charge 6.6A5 of the whole bill 9)asic N ,A/. Leave Policy: The - ecutive+ officers and $taff of the %ompany will be governed by the following types of leave

-arned &eave a. All the - ecutives+ officers and $taff shall be eligible -arned &eave in accordance with the 1actories Act. b. The unveiled -& standing to the credit of an employee as on LA st ,ecember each year may be carried forward and accumulated upon a ma imum for L6 day in case of - ecutives and officers F $taff@ beyond which it will encase. - tra 0rdinary &eave
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The %ompany@ at its own discretion@ will grant e tra-ordinary leave with or without pay for prolonged sic#ness@ studies@ or for other ?ustified reasons to the employees sub?ect to the condition that he+ she has e hausted all other leave to which he+she is entitled.

$ic# &eave a. -mployees@ who are in service of the company as on A st Oanuary of the financial yearD shall be credited with a $& of C days to be availed during the subse"uent twelve months on account of sic#ness. b. $& for L days or more should be supported by a !edical + fitness %ertificate from a Registered !edical Practitioner@ who treated+ e amined the employee. c. A leave application must be submitted immediately on falling sic# with a medical %ertificate@ as it would not be entertained later without sufficient ?ustification. d. $& in e cess of the accumulation limit will lapse and will not be the sub?ect matter of any compensation. %asual &eave An employee who is in service of the company as on A st Oanuary will be eligible to avail of %& for casual purposes for nor more than C days in a financial year. %& will not be allowed more than 3 days at a time.
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$hort &eave All the officers and staff are entitled to short leave of ma imum two hours a day for personal wor# and sub?ect to four hours in a month for which no salary is deducted. !aternity &eave !aternity &eave shall be as per !aternity )enefits Act@ ABMA as amended from time to time. &eave Roster The HR ,epartment+ in-charge shall also ensure that too many - ecutives@ 0fficers and $taff are not on leave at the same time in a particular month. &eave Rules- 'or#ers a. Those wor#men who have actually attended duty up to 3I6 wor#ing days in a calendar year will be allowed one day.s -arned leave fir every 36 days of wor# performed by them during the calendar year. b. The operating rules regarding granting of privilege &eave@ wages for leave period etc. will be governed by the Holiday falling in between -arned &eave days shall not be counted as &eave days. c. Privilege &eave will be encased on retirement+ resignation+ termination of the following basis*%asual &eave*-

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a. All wor#men shall be entitled to seven days %asual &eave with wages@ during one calendar year from A st Oanuary to LAst ,ecember. b. The principal of earns and avails on pro rata basis shall apply. %asual &eave shall not be granted for more than two days at a time.

Transfer And $eparation Transfer*$ervices of all the employees are transferable. -mployees may be transferred from one ,epartment to another ,epartment from one establishment to another establishment. Transfers normally ta#e place on account of following reasons* a. (acancies arising out of separation of e isting employee b. 0rganization Restructuring c. Reorganization of company.s business d. %losure of an establishment
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$eparation 1rom $ervice*An employee may cease to be in the employment of the company for any of the reasons li#e Resignation@ Termination@ Retirement@ ,eath@ ,ismissal etc. $eparation Procedure*After issuing a formal communication to the separating employee@ HR ,epartment + %ompany $ecretary 'ill along with a copy of the said letter give following details to the Accounts ,epartment i. &eave encashment amount payable of the separating employee ii. $alary+ 'ages amount payable of the separating employee iii. Any other recovery+ dues against separating employee iv. :ratuity Application form from the separating employee $ettlement of Accounts* 0n separation due to any of reasons mentioned above@ employee.s final accounts will be settled only after he+ she has cleared his+ her dues with the company. 1ollowing are some of the critical formalities which must be complied within the period specified below* A. 1ull and 1inal $ettlement* 9$alary N -ncashment/ 3. Payment of :ratuity* within L6 days of date of leaving. Holidays*2$

All the employees of the company are entitled to >ational and 1estival Holidays@ as per rules applicable in the 0ctober each year@ 1estival holidays are declared as per $tate+ Regional customers and traditions .'hile >ational Holidays are three in number and are observed on 3M th Oanuary@ A4 August and 3nd 0ctober each year. $hifts*There are following types of shifts in the company*-

$HI1T 1irst $hift :eneral

TI!I>: H.66 am to 4.66 p.m. B.66am to M.66 p.m.

%AT-:0R; 1inishing All

Trainin an! Development:" Training F ,evelopment of employees is an essential activity for any organization to ensure its entrepreneurial superiority and e cellence in its field. Training F ,evelopment focuses on ensuring the timely availability of "ualified and motivated employees with re"uisite s#ill sets to discharge their e isting responsibilities@ to ta#e up higher responsibilities and to fill up the %ompetency gaps by continuously developing their s#ills and attitudes. The company ob?ectives on Training and ,evelopment are*

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a. To bridge the s#ill and competency gaps b. To create and maintain e cellence oriented wor# environment c. To develop employees s#ills so as to successfully meet the challenges of competition d. Retraining of employees to impart new s#ills re"uired to fight obsolescence and to perform under changing business conditions. Training Input*Training inputs are given as under*a. Training for e isting employees based on needs and re"uirements b. Induction training for new entrants c. Training for re-designated+ transferred+ re-located+ promoted

employees@ #eeping in view there new assignment@ if re"uired d. Attitude+ management development Presentations*All the employees@ other then wor#ers@ who have attended e ternal training programme@ have to give two presentations on the training programme attended by the employees.1irst presentation is held within ten days and second within the fifth day of the month of training. Performance appraisal*0b?ective*22

a. To provide a platform in which managers discuss the team member.s performance in their current role. b. Identify training+development needed in order to be effective in the current role. c. ,iscuss how the team member sees his role over the ne t one year. LM6 ,egree appraisal for e ecutives*All the - ecutives of the company are appraised + assessed through LM6 degree appraisal system.LM6 degree appraisal has been brought to practice very recently. 0nce LM6 degree appraisal is implemented successfully@ it will further be introduced down the line of officers and so on. Procedure*9a/ %ompany.s business goals for the year are finalized by the !, and are informed to all department head. 9b/ !anaging director circulates the company.s business goals to all so that all e ecutives may prepare their personal ob?ectives. 9c/ All e ecutives are re"uired to prepare the ob?ective of their subordinates. 9d/ All the e ecutives are re"uired to fill up their self appraisal and ratings in the prescribed format provided by the HR department. 9e/ $elf appraisal and self ratings are re"uired to be submitted to the !,.s office. 9f/ -ach e ecutive assessed by seniors@ peers and subordinate.
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9g/ All promotions@ financial increases and other rewards are on based on LM6 degree performance appraisal and achievements of agreed and finalized goals. 1ormat of Appraisal*!+$ (AR<> )-(-RA:-$I>,<$TRI-$

>ame of the employee ,esign ,eptt*Reporting To Position in organization chart Ooining date

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SCOPE O# THE STUD$

Scope o% the stu!y

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HR policies are helpful in further studies in future. HR policies are helpful in evaluating the functioning of the organization. It helps in understanding the organization wor# culture@ involvement and satisfaction.

It helps the organization in deciding the recruitment policy. It ta#es better decisions regarding promotion and transfer. It also decides the incentives and pay increment. 'e can #now about the employee.s involvement in the organization. 'e can #now effective methods of training and development. 'e can decide which compensation pac#age motivates the employees a lot.

'e came to #now whether employees are satisfied with the welfare policy.

LITER&TURE RE'IE(

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Revie) o% Literature

!alli#ar?unam P 93664/- The HR policies have assumed a new shape and nature in the form of a two-way communication lin# between the employees and the employers. Proper communication between the assessing authority and the employees under policies are essential for gathering all the re"uired information from the employee. HR policies that are based on a free and unrestrained approach would generate the preferred data and help to increase organizational productivity. :upta $amita 9366M/@ this article discuses the concept@ goals and also e plores several others aspects of human resource management. The literature focuses on the concept of effective HR policies in the organization. Researchers have argued in an article that HR represents twin dimensions of rationalization. The pursuits of reason in human affairs that is the process of bringing policies are pursued and rationalization as the increasing dominance of a means- end instrumental rationality. Ra?u and Oena 9366M/@ this literature provides the bac#ground and description of HR policies of 0>:%. A good review system can help improve communication@ while allowing people to increase their own effectiveness and clarify their own ?obs and responsibilities. An innovative system will not only increase the performance of the staff@ but also help them wor# together with common goals and fewer obstacles. The current system adopted by 0>:% coupled with an aggressive communication campaign has resulted in the
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creation of a positive wor# culture with a successful implementation of the new appraisal systemD 0>:% is setting an e ample for others. :upta and Aggarwal 9366C/ study e amined the relationship between managerial perception of the climate of participation and the perceived effectiveness of HR policies in a private sector organization in >orth India. It was e pected that the patterns of relationship between the variable under study would be positive in the organization. The result focused on the importance of climate of participation for increasing organizational

commitment with the help of better HR among managerial personnel in Indian organization. :eeti#a And Pandey >eera?9366C/@ the paper deals with benchmar#ing@ which involves a search for its genesis in the basis human instinct of comparison and ?udgmental reasoning@ Three parameters of performance are identified@ namely profitability@ customer service and human resource satisfaction. <sing these parameters@ the power sector in India is studied. Ravichandran P and ,O- 9366C/@ this article focuses on the means to improve the performance of the individual employee@ which result in the overall improvement of the organization. Recently@ organizations are being faced with challenges li#e never before. Increasing competition from business across the world has meant that all business must be much more careful about the choice of strategies to remain competitive. 0rganization have a better understanding of the importance of the human resource and so their focus on improving the process@ the implementation s#ills of the appraisers as well as the appraises for successful HR@ which means improving the performance of
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the individual employees which results in the overall improvement of the organization.s performance. Ooshi Rashmi 9366H/@ this article focuses on various component- goal setting@ regular reviews@ annual appraisal@ development process@ lin#age to reward system of HR policies. And consider issues for successfully implementation of HR policies with the help of current issues and best practices in HR li#e performance management as a strategies wor#force tool@ adopting year round performance management@ alignment of goals with human resource aligning business ob?ective with other areas@ adopting performance management system software. $he stated well defined performance management system will enhance the image of the organization in the mind of employees while improving its performance in terms of productivity and profitability. Pumar T #iran 9366H/ this article focused on the following aspects of performance management system*-need for HR policies@ HR in company@ setting up Human Resource@ designing HR policies@ setting up problem is human resource@ use of technology in performance management. %h#arborty !anishan#ar 9366H/ tee literature focuses on the human resource factor within an organization. Human resource manager across the globe are finding it very difficult to attract and retain talent@ In such a scenario@ the need for a proper HR policies has become all the more important. %ompanies from #nowledge sectors have devised novel HR policies@ which are considered benchmar#s by organization across sectors.
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OBJECTI E! O" T#E !T$%&

O*+ectives o% the Stu!y

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To Identify the techni"ue of recruitment and selection F training amd development.

To #now employer attitude towards the compensation system F welfare policy.

To #now about the reputation of the firm. To provide suggestions F recommendations from the study conducted. To study about the ma?or HR policies adopted by the managers of selected firms of (arun )everages industry.

To study how consistently the policies have implemented.

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!O"T %'I() *+')ET

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,-at is !oft %rin./

A soft drin. 6also called soda' pop' PEP!I' soda pop' fi00y drin.' tonic' or carbonated beverage7 is a non0alcoholic #everage that typically contains car#onated water' a sweetener' and a flavoring agent. he sweetener may #e sugar' high0fructose corn syrup' or a sugar su#stitute 6in the case of diet drin!s7. A soft drin! may also contain caffeine or fruit /uice. Products such as energy drin!s' 8ool0Aid' and pure /uice are not considered to #e soft drin!s. )ther #everages not considered to #e soft drin!s are hot chocolate' hot tea' coffee and mil!sha!es. .oft drin!s are called 9soft9 in contrast to 9hard drin!s9 6alcoholic #everages7. .mall amounts of alcohol may #e present in a soft drin!' #ut the alcohol content must #e less than 5.5: of the total volume if the drin! is to #e considered non0alcoholic. ;idely sold soft drin! flavors are cola' lemon0lime' root #eer' orange' grape' vanilla' ginger ale' fruit punch' and spar!ling lemonade. .oft drin!s may #e served chilled or at room temperature. hey are rarely heated.

#I!TO'& O" !O"T %'I()!

<id you !now that the soft drin!s that you have today is not a novice concept- .ince the ancient times' the drin! has #een serving people of all ages. oday considered degenerative for the health' soft drin!s were once regarded as a health drin!. =ight from the mineral water devised from natural springs to the soft drin!s availa#le today' the #everage has come of age. Apart from the many varieties of the drin!' they are also availa#le in different flavors. o get detailed information a#out the how it all started' read through the history given #elow.

Interesting Information on Origin 1 Bac.ground of !oft %rin.s

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al!ing a#out the history of soft drin!s' it can #e traced #ac! to the time when mineral water was found in natural springs. As per the general #elief during that time' natural spring was considered healthy for life. >n fact' people #elieved that /ust #y #athing in the springs' one could #e cured of many diseases. instigated them to drin! the water. he earliest form of soft drin!s was sher#ets' which was developed #y Ara#ic chemists and served in the medieval ?ear %ast. hese were #asically /uice or fruit punch' as we call it today' soft drin!s made from crushing fruits' her#s and flowers. >n the mid 13th century' a drin! named %andelion @ Burdoc. made a rage in %ngland. >t was prepared #y fermenting dandelion and #urdoc! roots and then naturally car#onating them. hough the drin! is still availa#le today' the flavor has changed. >t was in the 12th century that the first mar!eted non0car#onated drin! appeared in the ;est. he /uice mainly consisted of water' lemon /uice and honey as its ma/or ingredients. >n the year 1121' the Compagnie des 2imonadiers of Paris was granted a monopoly for the sale of lemonade soft drin!s. Aocal dealers would carry tan!s of lemonade drin! and sell it to thirsty Parisians in dispensa#le cups. >t was only in the ne"t century that the actual car#onated mineral water was manufactured' than!s to Boseph Priestley and his discovery. Priestley discovered a method of infusing water with car#on dio"ide' to ma!e car#onated water. *e found out that the infused water had a pleasant taste and served as a refreshing drin!. he water is still availa#le today and is #etter !nown as soda water. ;ith time' the concept of car#onated water caught up and other scientists started improvising the method. or#ern ,ergman' a .wedish chemist' invented a generating apparatus that made car#onated water from chal!' #y the use of sulfuric acid. he most advantageous feature a#out ,ergmanCs apparatus was that it allowed production of mineral water in large amounts. ,y this time' another .wedish chemist' BDns Baco# ,erzelius started adding flavors to the drin!. he concept of artificial mineral water intensified in Enited .tates. >t was in the year 1351 that Fale chemistry professor ,en/amin .illiman sold soda waters in ?ew *aven' (onnecticut. .oon' people started the #usiness of selling mineral water. Bohn Gatthews of ?ew For! (ity and Bohn Aippincott of Philadelphia #egan manufacturing soda fountains.
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he reasoning also

Artificial mineral water was considered healthy for life. ;ith time' the water was further ur#anized' as flavors started to play a ma/or role. *er#s' such as #irch #ar! 6see #irch #eer7' dandelion' sarsaparilla' fruit e"tracts and other su#stances were added to the mineral water to improve the taste. .ince the E... glass industry was facing pro#lems' #ottled drin!s did not play a ma/or role. >nstead' soft drin!s were dispensed and consumed at a soda fountain' usually in a drugstore or ice cream parlor. >n 1335031' C-arles +derton invented 3%r Pepper4 flavored #everage in ;aco' e"as' while %r5 Jo-n !5 Pemberton formulated 3Coca-Cola4 in Atlanta' Heorgia. &our years later' Caleb Brad-am had invented the 3Pepsi-Cola45 he last year of 14th century saw first patent issued for a glass #lowing machine' used to produce glass #ottles. *owever' it was only in the 25th century that #ottled soda increased e"ponentially. Fear 1414 saw the formation of the American ,ottlers of (ar#onated ,everages. &our years later' the first *om Pa!s or soft drin! cartons were created. he later half of the century saw the emergence of canned soft drin!s' which formed an important share of the mar!et. &acing a lot of tiffs and s$ua##les' #e it economic downturns or health movements' soft drin!s manage to #e one of the most profound #everages availa#le in the food and #everage industry' #y constantly adapting themselves to the changing taste of consumers.

!O"T %'I() *+')ET I( P'E!E(T !CE(+'IO

>n >ndia cold drin! mar!et is growing e"u#erantly day #y day and coming out as most profita#le #usiness. All the activities of cold drin! mar!et are revolving around the three ma/or competitorIs i.e. P%P.>' Pepsi @ cad0#uries. )ut of these three' two P%P.> and Pepsi have a face0to0face competition with e$ual #rand. (old drin! mar!et is flourishing #y leaps and attached #y cola flavor and mar!et of =s 455 crores has #een captured #y lemon flavor.

3!

>f we see the percentage of the different flavor in mar!et' a #ig portion of 15: has #een snatched #y cola flavor. Aemon and )range flavors captured a mar!et of 11: each' while remaining 3: mar!et has #een shared #y mango and other flavor. P%P.> with the #rands hums Ep' (oca0(ola' Aimca' &anta' Gazza' 8inley .oda'

8inley mineral water' .unfill is in the mar!et while its competitor Pepsi with the #rand Pepsi' Giranda' eem' .lice' Aehar .oda' 2Ep and newly launched Giranda Aemon is strive in the mar!et. >n lemon flavor group' Aimca a product of (oca0(ola' is leading with 4:mar!et share' eem is struggling with 1.5: mar!et share while (ad#ury .chweppes has a small portion of 5.5: in clear lemon or green #ottle soft drin!' 2Ep 6Pepsi7 is growing high with 2.5: mar!et share' cad #uries (anada dry with 1: and (itra 6P%P.>7 with 5.5: e"isting in the mar!et

3"

3#

COMPANY PROFILE
+BO$T PEP!ICO CO*P+(&
Pepsi(o is a world leader in convenient foods and #everages' with 2554 revenues of more than J24 #illion and 153'555 employees. he company consists of &rito0Aay ?orth America' Pepsi(o ,everages ?orth America' ?orth America' Pepsi(o >nternational and Kua!er &oods ?orth America. Pepsi(o #rands are availa#le in nearly 255 countries and territories and generate sales at the retail level of a#out J23 ,illion. Gany of Pepsi(oIs #rand names are more than 155 years old' #ut the corporation is relatively young. Pepsi(o was founded in 1415 through the merger of Pepsi0(ola and &rito0Aay. ropicana was ac$uired in1443 and Pepsi(o merged with Kua!er )ats (ompany including Hatorade in 2551.

PepsiCo4s *ission
L o #e the worldIs premier consumer Products (ompany focused on convenient

foods and #everages. ;e see! to produce healthy financial rewards to investors as we provide opportunities for growth and growth and enrichment to our employees' #usiness partners and the communities in which we operate. And n everything we do' we strive for honesty' fairness and integrity.M

PepsiCo4s ,orld #ead6uarter

Pepsi(oIs world *ead$uarter is located in Purc-ase7 (ew &or.' appro"imately 45 minutes from ?ew For! (ity. he seven #uilding head$uarters comple" was designed #y Edward %urrell !tone' one of AmericaI foremost architects. he #uilding occupies 15 acres of a 144 acre comple" that includes the %onald *5 )endall !culpture 8ardens' a world acclaimed sculpture collection in a garden setting.

PEP!I 9 T#E I(%I+( !CE(+'IO

4$

.ince the entry of Pepsi N (ola to >ndia in 1434' the soft drin! industry has under gone a radical change. ;hen Pepsi0(ola entered >ndian mar!et' Parle was the leader with the T-umps-$p #eing its flagship #rand. )ther products offering #y Parle included 2imca @ 8old!pot' another upcoming player in the mar!et was' the erstwhile #ottler of Coca-Cola' LPure %rin.sM. >ts offering includes (ampa0(ola' (ampa0Aemon @ (ampa0)range. ;ith the re0entry of (oca0(ola in the >ndian mar!et' Pepsi0(ola had to go in for more aggressive mar!eting to sustain share. he chronology of the initial phase of the (ola ;ars in >ndia are OO

:;<< *ilestone
Parle launched humps0Ep and pure drin!s launched (oca0(ola.

:;;= *ilestone
>n Garch' LPepsi-Cola and <-$pM launched mar!ets in north >ndia. >n Gay' the Hovernment cleared the Pepsi0(ola pro/ect again #ut with a change in #rand name to L2e-ar PepsiM' simultaneously it re/ects the (oca0(ola application LCitraM from the Parle' sta#le hited the mar!et.

:;;: *ilestone
Pepsi0(ola e"tended its soft drin!s #usiness and reached at national scale. Pepsi0cola launched its product in <elhi and ,om#ay.

:;;> *ilestone
>n Banuary' Brito "oods application is cleared #y the &>P,. Pepsi0(ola and Parle start initial negotiation for a strategic alliance #ut too! #rea! off after a while.
41

:;;? *ilestone
Pepsi0(ola launched L !lice 1 TeemM captured a#out 25035: of the soft drin! mar!et in a#out 2 years.

:;;@ *ilestone
Pepsi #ought L%u.es 1 !onesM.

:;;A *ilestone
Pepsi0(ola lunched (ans' having capacity of 335ml in various flavours.

:;;B *ilestone
Pepsi0(ola domestic and >nternational operations com#ined into a Pepsi0(ola (ompany. >nternational and <omestic operations com#ined into one #usiness unit called L"rito-lay CompanyM.

:;;< *ilestone
Pepsi0(ola #rought L*irinda OrangeM )pposite to L"antaC5

:;;D *ilestone
Pepsi0(ola launched E*irinda 2emonM opposite to L2imcaC. >n .eptem#er' final approval for the Pepsi &oods Atd. Pro/ect granted #y the LCabinet CommitteeM on economic affairs of the L'aFeev 8and-i 8ovt.M

:;;; *ilestone
Pepsi0(ola launched L %iet PepsiM can and 1.5 Ait. for health conscious people. LPETM #ottle

>==: *ilestone
Pepsi0(ola launched .lice in LTetraC Pac! .

>==? *ilestone
42

Pepsi0(ola launched L Pepsi BlueM to get the favour of world cup season.

>==A-*ilestone
Pepsi0(ola launched Girinda in L !traw BerryM flavour to get the favour of movie ,atman.

>==A-*ilestone
Pepsi0(ola launched 20up as L<-up iceM. Pepsi0(ola launched L*ountain %ewM to #e more competitive with (oca0cola.

CE2EB'ITIE! "O' PEP!I

Following are some cele ri!ies "or Pe#si $ %

%mitabh &achchan 'hahru(h )han 'aif %li )han *ardeen )han )areena )apoor +reity ,inta 'achin Tendul(ar 'aurav -anguly .uvra/ 'ingh 0arbha/an 'ingh 1ahul 2ravid ,aheer )han 3ohammad )aif +riyan(a 4hopra 35'52oni 1anveer (apoor

43

FAMOUS CATCH LINES

Some "amo&s lines o" Pe#si are $ %

6.ehi 0ai 1ight 4hoice &aby77%aha 889 6:othing Official %bout ;t9 64hoice of :e<t -eneration9 63ore 4ric(et 3ore +epsi9 6.eh %azadi 0ai 2il )i9 6.eh 2il mange 3ore9 6,or )a =hat(a 2heere 'e >age9 6+epsi )e >iye 0um &esharam 0ain9 6.eh +yaas 0ai &adi9 62o The 2ew9 6Oye7 &ubbly 889 6+epsi change the game9

' 5) 5Jaipuria 8roup

>t can #e said with a#solute certainty that the ')J 8roup has carved out a special niche for itself. )ur services touch different aspects of commercial and civilian domains li!e those of ,ottling' food chain and education. *eaded #y *r5 '5 )5 Jaipuria' the group as today can lay claim to e"pertise and leadership in the fields of education' food #everages.

44

he #usiness of the company was started in 1441 with tie0 up with Pepsi &oods Aimited to manufacture and mar!et Pepsi #rand of #everages in geographically pre0 defined territories in which #rand and technical support was provided #y the Principles viz.' Pepsi foods Aimited. he manufacturing facilities were restricted at Agra Plant' only arun Beverages 2td5 is the flagship company of the group. he group also #ecome the first franchisee for Fum =estaurants >nternational Pformerly Pepsi (o =estaurants 6>ndia7 Private AimitedQ in >ndia. >t has e"clusive franchise rights for the ?orthern @ %astern >ndia. >t has total 22 pizza *ut =estaurants under its company. >t diversified into education #y opening the first school in Hurgaon under Ganagement of <elhi Pu#lic .chool .ociety. he schools of the group are run under a registered rust namely (hampa <evi Baipuria (harita#le rust. (ompanies are medium sized' professionally managed' unlisted and closely held #etween >ndian Promoters and &oreign colla#orators. he group added another feather to its cap when the prestigious Pepsi(o LInternational Bottler of t-e yearM award was presented to *r5 '5 )5 Jaipuria for the year :;;D at a glittering award ceremony at Pepsi(oIs centennial year cele#rations at #awai7 $!+. he award was presented #y *r5 %onald *5 'oger +5 Enrico ' (hairman of the ,oard @ (.%.).' Pepsi(o >nc. and *r5 Craig ,eat-erup' President of Pepsi (ola (ompany.

isionG,eing the #est in everything we touch and handle.

*issionG-

45

(ontinuously e"cel to achieve and maintain leadership position in the chosen #usiness and delight all sta!eholders #y ma!ing economic value additions in all corporate functions.

!uccess GProduction of innovative' high $uality retail #randed #everages com#ined with world class pac!aging. <riven #y management team with a relentless focus on achieving superior customer service' driving earnings improvement and shareholder value.

People G=8B creates an environment where employee en/oy a greater degree of empowerment N #oth individually and in their wor! teams. he employees are e$uipped with the necessary tools' training and well management #ac!up for strong performance and accounta#ility' as well as with an environment of open communication and involvement.

T#E ')J 8'O$P I( E!T*E(T CO*P+(IE! C#+'T

4!

+'$( BE E'+8E! 2T%7 )O!I *+T#$'+ +'$( BE E'+8E! 2T% HPEP!I)7 ?* N 2' ,ypass' 8osi Gathura is a ,ottling Plant of Pepsi (ola ,rands. oday' R,A is t-e top position holding company among the soft drin! #ottling companies in >ndia. >ts registered office is located in ?ew <elhi and corporate office at 8osi. >t is a &ranchise company of Pepsi(o >ndia holding. >tIs a L'5)5 J+IP$'I+ 8'O$P CO*P+(&M. he group is a largely diversified rising group having interest in .oft <rin! ,ottling' =estaurant chains under the ,rand name of Pi00a #ut and Tricon @ Creambell >ce (ream manufacturing' power pro/ect' %"port and many other pro/ects. >t is having Pepsi ,ottling Plants in various places of >ndia as well as out of >ndia. >t is on the rising path under and the wisdom guidance of its chairman *r5 '5)5J+IP$'I+.

he R,A plant was esta#lished in the year :;;A in 8reater noida. >t was the first plant to start its operation in the 8reater (oida Industrial %evelopment +rea. Hreater ?oida >ndustrial <evelopment Authority has awarded and given early production incentive for #eing starting and competing the pro/ect very first in Hreater ?oida. ,rand. >ts product #rand are Pepsi' Girinda0orange' Girinda0Aemon' Girinda0Apple' .lice' 20Ep' %vervess .oda. >ts mar!eting ?etwor! is spread in =a/asthan' <elhi6 =A?. FAGE?A7 and Ettaranchal.
4"

he companyIs mainly operate the ,ottling and mar!eting of Pepsi (ola

;estern0EP' *aryana'

R,A has always secured top position in its #est $uality and mar!eting. Gr.=.8.BA>PE=>A who is the chairman of the group' received various award for the #est $uality and mar!eting. *e has also #een awarded for good $uality and mar!eting in .outh Asia with LEICE22+(C& +,+'%M #y *r5 8EO'8E B$!#' former president of E...A. in :;;D.

+I*
he main aim of R,A Hreater ?oida plant is to provide soft drin! to the people of >ndia in its assigned territory' which is helpful in !eeping cool their mind. he aim of this company is also to provide full satisfaction to the customers. And most importantly' through a range of customer relevant product manufactured with care and $uality in a fully hygiene environment.

J$+2IT& PO2IC&
2eliver the best product in the mar(et place The highest ?uality The best Tasting

4#

%ifferent Brands of Pepsi Co5HIndia)

Pepsi Co is today having the soft drin!s mar!et in >ndia with lots of its #rands. hey have also diversified into different sectors. >ndian Gar!et are as follows: heir popularly e"iting #rands in the

!oft %rin.s
17 Pepsi 27 Pepsi ,lue 37 <iet Pepsi 47 Gountain <ew 57 .lice 17 2Ep

Purified %rin.ing ,ater

+6uafina

"ruit Juice
Tropicana

C-ips
"rito-2ays 'uffles

Composition of Pepsi
5$

Pepsi
(ontains: (ar#onated water' high fructose corn syrup and+or sugar' caramel color' phosphoric acid' caffeine' citric acid and natural flavors (alories 155

otal &ats 6g7 5 .odium 6mg7 25 Potassium 6mg7 15 otal (ar#ohydrates 6g7 22 .ugars 6g7 22 Protein 6g7 5 (affeine 6mg7 25

Pepsi Blue
(ontains: (ar#onated water' high fructose corn syrup and+or sugar' citric acid' natural and artificial flavors' phosphoric acid' potassium citrate' potassium #enzoate and potassium sor#ate 6to preserve freshness7' caffeine' gum ara#ic' ascor#ic acid and calcium disodium %< A 6to protect flavor7' #lue 1' red 45 (alories 155 otal &ats 6g7 5 .odium 6mg7 25 otal (ar#ohydrates 6g7 22 .ugars 6g7 21 Protein 6g7 5 (affeine 6mg7 25
51

%iet Pepsi
(ontains: (ar#onated water' caramel color' aspartame' phosphoric acid' potassium #enzoate 6preserves freshness7' caffeine' citric acid and natural flavors (alories 5 otal &ats 6g7 5 .odium 6mg7 25 Potassium 6mg7 25 otal (ar#ohydrates 6g7 5 .ugars 6g7 5 Protein 6g7 5 (affeine 6mg7 24

PRO'UCTION SET UP

(osi #lan! is a )e)ica!e) #lan! "or * ma+or #ro)&c!s,

These are as follows : -

PRO'UCT
+@+'; 3;1;:2% O1%:-@ 3;1;:2% >@3O: '>;4@ !B C+ @D@1D@'' 'O2% 3OC:T%;: 2@E 52

BOTTLING FILLING
3$$3>A 2$$3> 3$$3>A 2$$3> 3$$3>A 2$$3> 25$3> 3$$3>A 2$$3> 3$$3> 2$$3> F 3$$3>

+lant is producing 1$ million cases every year5 +lant has employed about 2$$ employees on permanent and casual basis5 There are 4$ mangersGofficersG supervisors and rest of wor(men5 +lant is dispatching near about125B15$ truc(s in pea( seasons per day to various location5 This +lant is spread in pea( seasons per day to various location5 This plant is spread over !55 acre5

-,. PROBLEMS OF THE ORGANI/ATION

'ervice delivery G >ogistics perception is wea( :egative @nvironment Top management ta(es large amount of time to approve high value loan borrowers5

-,0 COMPETITION INFORMATION

4O4%B4O>% ;:2;% +DT >T2 2%&C1 ;:2;% >T2 3OC:T @D@1@'T 3;:@1%> E%T@1' >T2 :%1%:-' 0O'+;T%>;T. '@1D;4@' +DT >T2 +%1>@ %-1O +DT >T2 +%1>@ &;'>@1; >T2 +;O3% ;:2C'T1;@' >T2

53

-,1 S2OT ANALYSIS STRENGTHS

15 25 4ompany belongs to the *34- sector so the demand will never die5 % large and strong distribution networ(5 H;n comparison to the other competitive brand +epsi is having better reach to the mar(et5I 35 +rofessional and dedicated manpower5 H'tarting from the higherB level management to the salesBman +epsiJs employees is having great degree of dedication and professional attitude towards selling the products5 On the other hand companiesJ operational staff always try their ma<imum strength to meet the demand and utilize the recourses to ma<imum5I 45 3ore emphasis on mar(et penetration5 H4ompanies efforts of providing the +epsi and other products to the customerJs doorstep are wor(ing visBKBvis wherever the transportation is not possible dealers are appointed5I 55 ;n comparison to 4ocaB4olaJs red colorA which is brighter and have more visibility +epsiJs blue color provide sense of rela< ness in the bright sunny day5 5 ;n the rural areas and outs(irts of the city where there is ma<imum population is illiterateA +epsi is having an edge5 H%s compared to 4ocaB4olaA pronouncing +epsi is lot more easy reason for more demand of the +epsi and its brands5I !5 3ore popularity among the (ids and female youth5 H&ecause of the sweetened taste +epsi and its other brands attracts the (ids and female more5 3irinda is found more popular among (ids5I5 "5 1etain ability of the T5D5 advertisements of +epsi is far more in comparison to 4oca B 4ola5 H+epsiJs T5D5 advertisement in which 'achin Tendul(ar whistles at the end has ma<imum retain ability5 54

Other than this world cup 2$$3 advertisement campaign that comprises of 'achin Tendul(arA 'hane Earne and 4arl 0ooperA advertisement campaign which comprises of %mitabh &achanA )arma )apoor and %dnan 'ami and latest advertisements of +epsi and 3ountain 2ew H2o the 2ewI are very famous5 On the other hand 4ocaB4olaJs advertisement campaign of9 thanda matlab 4ocaB 4ola9 and %mir )hanJs five rupees add have the ma<imum retainability5

2EA(NESS
15 4ocaB4olaJs red color has more visibility than +epsiJs blue color5 H&ecause of the bright color of 4ocaB4ola it is more visible even from the distance as compared to +epsiI 25 +epsiJs sinages are far more scattered as compared to 4ocaB4ola5 H&ecause of this at some places it loo(s that the mar(et is captured by 4ocaB4ola5I5 35 >ow plant capacity because of which company is not able to meet its demand during the pea( season5 H2evyani &everages ;ndia >td5A +epsiJs -reater :oida plant has one continuous assembly line for preparing tetra and four continuous assembly linesJ which are filling around 15A$$$ bottleGdayA which is insufficient to complete the demand during the pea( seasons5I5 45 >esser plant utilization during the offBpea( seasons5 H2uring the winter season as the demand is very lowA plant and resource utilization goes down5I 55 >ac( of automaton in the administrative department in the plantA which results in wastage of time and sometimes in resources also5

OPPORTUNITIES
15 2emand is more than the production5 H&ecause of the heat the demand of the soft drin( raised drastically which is the good 55

opportunity for the company a the rival brands are also finding it difficult to complete the demand5 Therefore +epsi4o5 has to increase the production5I 25 ;n the rural areas +epsi4oJs distribution networ( is far stronger vis5B ;Bvis to any of the competitor5 Therefore it is viable to ma(e it more strongerA as this can restrict the entry of the other brands in the rural mar(et5 35 )ids demand for the 3irinda more as compared to any other orange flavor soft drin( brand5 45 Eith the launch of slice tetra +epsi4o has entered in to one more segment of soft drin( beveragesA which was more or less captured by the 6*rooti9 till now5

THREATS
15 :ot able to meet the mar(et demand during the pea( season5 H%s the plant capacity is very low the company is not able to meet the e<isting demand during the pea( seasonsI5 25 +epsi is not pic(ing up the empty bottles of 4ocaB4ola on the other hand 4ocaB4ola is e<changing the +epsiJs empty bottles with the filled bottles of 4ocaB4ola5 HThis is hitting the +epsi in two waysA firstly our bottles are getting tuc(ed with the 4ocaB4ola and creating shortage of empty bottles of +epsi in the mar(etA and secondly when our salesman goes to distribute the reBfilled bottles in the mar(etA he tends to meet with the lac( of sales at the end of the day despite of the increasing demand because wherever he goes he found the empty bottles of 4ocaB4ola everywhere which he is as(ed not to pic(ed up5 35 There is lot of complaints are coming up about the impurities or lea(age of gas or lea(age of carbonated water5 HEithin the last 3$ days ; met around 5$ such complaints because of which retailers were very angry with the companyI5 5

45

'ome of the filling eLuipments in the plant are Luite old which one of the reasons for low production is5

RESE&RCH ,ETHODOLO-$
5!

RESE&RCH ,ETHODOLO-$
Research can be defined as a careful investigation or in"uiry especially through search for new facts in any branch of #nowledge. Research is@ thus an original contribution to the e isting stoc# of #nowledge ma#ing for its advancement. It is the pursuit of truth with the help of study@ observation@ comparison and e periment. In short@ the search for #nowledge through ob?ective and systematic method of finding solution to a problem is research. $election of methodology for a particular pro?ect is made easy by sorting out a number of alternative approaches@ each of them having its own advantages and disadvantages. -fficient design is that which ensure that the relevant data are collected accurately. The researcher has to thin# about what procedure and techni"ues should be adopted in the study. He should arrive at the final choice by seeing that the methodology chosen for pro?ect is indeed the beast one@ when compared with others

5"

Research Process* ---- )efore embar#ing on the details of research methodology and techni"ues@ it seems appropriate to present a brief overview of the research process. Research process consists of series of actions or steps necessary to effectively carry out research and the desired se"uencing of these steps. The se"uence is as follows "

,efine Research

Review concept and theories

1ormulate Hypothesis

,esign research 9sample size/

%ollection of data

Analysis data

5#

1eed bac#

Interpret and report

$uggestion and recommendation

The term QResearch !ethodology. indicates an e haustive and searching investigating into some accepted principles and conclusions@ so as to bring into light some new and novel facts .The first step towards any research is to identify the problem and loo# at it ob?ectively. 0ne problem to be studied is decided@ the steps to be finalized as follows*-

The $ample is to be surveyed as to get the reliable result. !ethods to be used for collecting re"uired information. Interpretation of data to get the re"uired result through an analysis. Provide the necessary recommendations and suggestions.

The methodology is based on the e tensive e perience in "ualitative and "uantitative interview methods with both wor#ers and factory managers .The study solicits and e amines HR policies and offers insight into the ethical and business perspective of the issue through a survey for its analysis .The study relied on trained interviews using a structured interview to gather a broad range of information regarding the HR policies prevailing in the organization .The study emphasizes on both engineers and senior engineers interviews conducted at (arun )everagesemployees . $

Interviews were conducted and the 2uestionnaires were filled between 36th Oune 36AL to 4th Ouly 36AL. All the -ngineers were interviewed with convenience from the available list from the different departments. 0nsite interviews were also conducted at random for further clear picture prevailing in the organization. The aggregate result of the interviews presents a %lear picture of the HR policies in the 0rganization.

Research Desi n

A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with combine in procedure. The current study is e ploratory cum descriptive in nature. - ploratory Research ,esign* The main purpose of such studies is that of formulating a problem for more precise is that of formulating a problem for more precise investigation or of developing the wor#ing hypotheses from an operational point of view. The ma?or emphasis in such studies is on the discovery of ideas and insights. ,escriptive Research ,esign* ,escriptive research studies are those studies@ which are concerned with describing the characteristics of a particular individual or of a group.
1

The research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. !ore e plicitly@ the design decisions happen to be in respect of*-

'hat is the study aboutRHow a team in an organization wor#@ how team wor# to accomplish the ob?ective of the organizationS

'hy is the study being madeR7Team8 being recognized as an important aspect of an organization@ which contributes to the overall success of the organizationS

'here will the study be carried out 'here can the re"uired data be found 'hat period of time will the study includeRthe time ta#en for the entire process too# around si wee#s@ which includes framing of the "uestionnaire@ distribution of the "uestionnaires. %ollection of it@ then collection of the data and finally the interpretation of the data collected.

Sample si.e an! techni/ues

Sample !esi n: A sample design is a definite plan for obtaining a sample from a given population. Universe* <niverse refers to the entire population ta#en understudy. Here@ the universe consists of (arun )everages company in (arun )everages Industry. Si.e o% sample: This refers to the number of items to be selected from the universe to constitute a sample. In this study@ the sample size is fifty. Samplin Proce!ure:

In sampling procedure the decision regarding techni"ue to be used in selecting the items for the sample is ta#en. Here the techni"ue used is convenient sampling F area sampling.

Data Collection

,ata is of two types E Primary data F $econdary data.

Primary !ata The primary data are those@ which are collected afresh and for the first time and it is original and correct. Primary data are collected with the help of "uestionnaire F personal interviews and discussions. 0ut the various tools@ the techni"ue adopted here is one of the most practical and result oriented techni"ue@ popularly #nown as 2uestionnaire Techni"ue. In a structured "uestionnaire@ "uestions are definite@ concrete and preordained with additional "uestions limited to those that a necessary to clarify incomplete or inade"uate answers for eliciting a more detailed response. In the "uestionnaire@ the "uestions are presented with e actly the same wording

and in same order to all respondents. The reason for standardization is to ensure that all the respondents reply to the same set of "uestions. Secon!ary Data $econdary data is that data which someone else has already collected and which have already been passed through the statistical process. Here@ secondary data is collected from ?ournals@ magazines@ annual reports and publications.

,ata Analysis* After collecting the data it has to be processed and analyzed. The term analysis refers to the computation of certain measure along with searching for patterns of relationship that e ist among data groups. This study involves percentage and appropriate analytical tools. ,ata Interpretation* Interpretation refers to the tas# of drawing inferences from the collected facts after at analytical study.

%+T+ +(+2&!I! 1 I(TE'P'ET+TIO(

0uestion : &ccor!in selection policy1

to you )hat is the most important %actor %or

2ualification Response percentage L6+46 M65

Past e perience AL+46 3M5

Interview C+46 AI5

percentage H65 M65 I65 365 65 2ualificatio n Past e perience Interview

percentage

Interpretation:" According to most of the employees "ualification is the most important factor in selection process.

0uestion : (hich metho! is a!opte! *y the company in trainin policy1

0n the ?ob training Response Percentage L6+46 M65

'or#shops A6+46 365

$eminars A6+46 365

Percentage H65 M65 I65 365 65 0n the ?ob 'or#shops $eminars training Percentage

Interpretation:"

"

Training is given during the ?ob session.

0uestion : (hich recruitment policy is a!opte! *y the company1

0ptions Response Percentage

0n-line A4+46 L65

advertisement 36+46 I65

Institutions A4+46 L65

Percentage 465 I65 L65 365 A65 65 A 3 L Percentage

Interpretation:"

The organization mainly gives preference to advertisement.

Employer attitu!e to)ar!s the compensation system 2 )el%are policy

0uestion : (hich type o% compensation is iven to you *y the company1

Holiday pac#age Response Percentage C+46 AI5

)onus L6+46 M65

0thers AL+46 3M5

Percentage H65 M65 I65 365 65 Holiday pac#age )onus 0thers Percentage

Interpretation:"

!$

Here we can interpret that the company mostly use to give bonus to its employees as a part of the compensation.

0uestion : (hat type o% chan es you )ant in (el%are policy1

0ptions Response Percentage

%anteen AL+46 365

Insurance 3A+46 I45

-ducation AM+46 L45

Percentage 465 I65 L65 365 A65 65 %anteen Insurance -ducation Percentage

Interpretation:" !ost of the employees want insurance policy.

!1

Reputation o% the %irm

0uestion : (hich type o% social security you )ant %rom the company1

:ratuity Response Percentage 3C+46 4I5

Provident fund A6+46 365

-$I scheme AL+46 3M5

Percentage M65 465 I65 L65 365 A65 65 :ratuity Provident fund -$I scheme

Percentage

Interpretation:"

!2

:ratuity is paid to the employees time to time.

0uestion : Do you thin3 your HR policies helps in *uil!in relationship *et)een top level an! lo)er level mana ement1

oo!

;es >o %ant say

$LI+46 4+46 AA+46

MH5 A65 335

H65 C65 M65 465 I65 L65 365 A65 65 ;es >o %ant say

$eriesA

Interpretation:"
!3

;es@ HR policies help in building good relationship between top level and lower level management.

0uestion : (hat are the ma+or impacts o% HR policies1

0ptions Response Percentage

Productivity 36+46 465

Reduce turnover A4+46 345

:ood relationship A4+46 345

Percentage M65 465 I65 L65 365 A65 65 Productivit y Reduce turnover :ood relationshi p

Percentage

Interpretation:"

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HR policies have ma?or impact on the productivity.

4no)le! e o% ma+or HR policies 0uestion : (hich appraisal system is a!opte! *y the company1

!)0 Response Percentage AL+46 A45

LM6T Appraisal 3I+46 C65

0thers AL+46 A45

Percentage H65 M65 I65 365 65 !)0 LM6T Appraisal 0thers Percentage

Interpretation:" Here we can conclude that company mostly uses the LM6T Appraisal techni"ue for the performance appraisal of the employees.
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0uestion : &re you satis%ie! )ith the leave policy o% the company1

;es Response Percentage 3L+46 IM5

no 36+46 I65

>o comment C+46 AI5

Percentage 465 I65 L65 365 A65 65 yes no >o comment

Percentage

Interpretation:" !ost of the employees are not satisfied with the leave policy@ they demand more leave.

Implementation o% policies
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0uestion : &re you satis%ie! )ith the policies a!opte! *y the company1

;es >o %ant say

$LI+46 4+46 AA+46

MH5 A65 335

H65 C65 M65 465 I65 L65 365 A65 65 ;es >o %ant say

$eriesA

Interpretation:" Here we can conclude that the most of the employees are satisfied with the policies of the company..

0uestion : Does Top level m t5 inclu!e your representative at the time o% ma3in HR policies1
!!

;es Response Percentage 3L+46 IM5

no 36+46 I65

>o comment C+46 AI5

Percentage 465 I65 L65 365 A65 65 yes no >o comment

Percentage

Interpretation:" !ost of the employees say that their representatives are included in ma#ing HR policies.

0uestion : Ho) %re/uently your or ani.ation chan e the policy1

!"

0ptions Response Percentage

After govt. order AL+46 345

After M months A4+46 L65

Annually 33+46 I45

Percentage 465 I65 L65 365 A65 65 After govt. order After M months Annually

Percentage

Interpretation:" The organisation mainly changes the policy annually.

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#INDIN-S

#INDIN-S

There are a lot of techni"ues of recruitment@ selection @ training F development. In (arun )everages &imited@ there are three main factors for the
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selection process li#e 2ualification@ Past e perience F Interview but the most important is "ualification of the candidates.

1or providing in the company@ three methods are applied E 0n the ?ob training@ 'or#shops F $eminars. 0ut of these@ on the ?ob training is preferred mostly.

1or the purpose of recruitment@ out of 0nline way@ Advertisement F through Institutions@ the advertisement gets the highest response. Thus most of the recruitment is done through advertisements. As per as the employer attitude towards the compensation system F welfare policy is concerned@ the company offers bonus the most to its employees as a part of compensation compared to holiday pac#age F others. Thus through the analysis@ it is clear that the employees want more F more insurance schemes than canteen F education facilities for the improvement in welfare policy. There are three main #inds of social securities provided to the employees. These include- gratuity@ provident fund F -$I scheme F out of these@ the most demanded social security is gratuity by the employees. In the analysis that HR policies help in building good relationship between top level F lower level management@ it is found that there is a good relationship between the two F these HR policies have helped a lot in increasing the productivity of the organization.
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!ost of the employees are appraised through LM6T appraisal system but some other techni"ues as well as !)0 are also used sometimes. About I45 of the employees are satisfied with the &eave Policy of the company F I65 are not satisfied F rest A4 5 have no comments.

Through the analysis@ it is also #nown that around C65 of employees in the organization are satisfied with the HR policy of the company@ around A65 are not satisfied while the rest have no comments on this.

It is also found that at the time of ma#ing HR of policies in the organization@ the top level management includes representatives of the employees only sometimes while they should be included at this time every time because they are also the part of the organization F may help in setting up the HR polices in the company. As far as the changes in the HR polices are concerned@ the organization mainly changes its policies annually.

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CONCLUSION 2
RECO,,END&TIONS

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Conclusion 2 Recommen!ations
After having analyzed the data@ it was observed that practically there was recruitment and selection in the organization. To be an effective tool@ it has to be on the continuous basis. This is the thing that has been mentioned time and again in the report@ as@ in the absence of continuity@ it becomes a redundant e ercise. )efore actually deciding drafting what should be the #ind of recruitment and selection the following things should be ta#en care of* A. The very concept of recruitment and selection should be standardized through the organization. <nless this is done@ it is accepted@ be it how important to the organization. 3. To mar#et such a concept@ it should not start at bottom@ instead it should be started by the initiative of the top management. This would help in percolating down the concept to the advantage of all@ which includes the top management as well as those below them. This means that the top management has to ta#e a welcoming and positive approach towards the change that is intended to be brought. L. 1urther@ at the time of confirmation also@ the recruitment and selection form should not lead to fault of any information. Instead@ detailed l of the employee.s wor# must be done E which must incorporates both the wor# related as well as the other attributes that are important for org.

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I. Time period for conducting the recruitment and selection should be revised@ so phenomenon. 4. Transparency into the system should be ensured through the discussion about the employee.s performance with the employee concerned and trying to find out the grey areas so that training can be implemented to improve on that. M. Performance appraisal conducted must be fair and very clear to the employees. A well communicated or discussion sort of performance appraisal should be conducted. C. !anagement must provide the opportunities for self-development of employees. They must feel proud wor#ing with the organization. H. Promotions must be handled fairly and all employees must be informed about the openings within the organization. B. Permute use of wor# incentives- profit sharing. A6. %reative and innovative-provide employee with opportunities to use their there s#ills. AA. Train people and help them recognizing suggestion opportunities and ma#ing suggestion. A3. It should be noted that the recruitment and selection form for each ?ob position should be different as each ?ob has different #nowledge and that the the e ercise becomes a continuous

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s#ill re"uirements. There should not be a common recruitment and selection form for every ?ob position in the organization.

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LI,IT&TIONS O# THE STUD$

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Limitations o% the Stu!y

A 1ew limitations and constraints came in the way of conducting the present study*

,ue to lac# of time with authority@ we could not get full information about the HR policies in the company.

'e can.t visit to many companies in such a short time. ,ue to the lac# of internet facility@ we could not get the data of other companies.

-mployees are not so much cooperative in giving the response of "uestionnaire.

Though no effort was spared to ma#e the study more accurate. $ample size selected may not be the true representative of the company@ resulting in biased results. This being the maiden e perience of the researcher of conducting study such as this@ the possibility of better results@ using deeper statistical techni"ues in analyzing and interpreting data may not be ruled out.

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