Cadbury India

EXECUTIVE SUMMARY
Modern management considers human being as resource and it is an importance for

the success of any organization. It is the strength and aid. Therefore employees
attitudes, interest, quality, job satisfaction, etc., have a bearing productivity of a firm
unless the management is able to recognize employees needs and wants they will lose
motivation and morale and it will affect the best interest of the firm.Work is one of the
most important activities in a persons life . Dissatisfaction in work can lead in many
circumstances to lower production and friction on the job. So that it must be
considered by the management and steps should be taken to find out the factors which
cause job dissatisfaction and to reduce such dissatisfaction. In general employee
satisfaction is the attitude towards the work environment, salary, relationship with
their colleagues, job security, grievance handling, performance appraisal, training and
development, management style, quality policy, career counseling and so on. In this
project we are going to study about the human resources management carried by
Mondelez India Foods Limited (Formerly Cadbury India Ltd.)
Cadbury India began its operations in India in 1948 by importing chocolates. It now
has manufacturing facilities in Thane, Induri (Pune) and Malanpur (Gwalior),
Hyderabad, Bangalore and Baddi (Himachal Pradesh) and sales offices in New
Delhi, Mumbai, Kolkata and Chennai. The corporate head office is in Mumbai. The
head office is presently situated at Pedder Road, Mumbai, under the name of
"Cadbury House". Cadbury can be termed as one of the best performing FMCG
Companies today. Unlike its peer group, which are more of complete food companies.
Cadbury is very niche player with a dominant position in Indian Confectionary
Chocolate Market. This makes it different and more successful in comparison with
peer companies. In the period of slowdown in the economy, where FMCG companies
were the first ones to hit upon. Reduction the real income of the consumer has made
its direct impact on the top-line growth of the company. Still, Cadbury has been able
to drive its bottom-line growth.
The reason for the success is the Corporate
Governance practised in the organization. Thus lets start first by studying Human
Resource Management and then study
Cadbury India Limited now known as
Mondelez India Foods Limiteds Human Resources Strategies.

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)
CHAPTER 1
INTRODUCTION
HUMAN RESOURCE MANAGEMENT
Human resource management (HRM, or simply HR) is a function in organizations

designed to maximize employee performance in service of their employers strategic
objectives. HR is primarily concerned with how people are managed within
organizations, focusing on policies and systems.HR departments and units in
organizations are typically responsible for a number of activities, including
employee recruitment, training and
development, performance
rewarding (e.g., managing pay and benefit systems).
appraisal,
and
HR is also concerned
with industrial relations, that is, the balancing of organizational practices with
regulations arising from collective bargaining and governmental laws.
HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce. The function was initially dominated by transactional
work, such as payroll and benefits administration, but due to globalization, company
consolidation, technological advancement, and further research, HR now focuses on
strategic initiatives like mergers and acquisitions, talent management, succession
planning, industrial and labor relations, and diversity and inclusion.
In startup companies, HR's duties may be performed by trained professionals. In

larger companies, an entire functional group is typically dedicated to the discipline,
with staff specializing in various HR tasks and functional leadership engaging in
strategic decision making across the business. To train practitioners for the profession,
institutions of higher education, professional associations, and companies themselves
have created programs of study dedicated explicitly to the duties of the function.
Academic and practitioner organizations likewise seek to engage and further the field
of HR, as evidenced by several field-specific publications. HR is also a field of
research
study
that
is
popular
within
the
fields
of
management
and industrial/organizational psychology, with research articles appearing in a number

of academic journals, including those mentioned later in this article.
In the current global work environment, most companies focus on lowering employee
turnover and retaining the talent and knowledge held by their workforce. New hiring
not only entails a high cost but also increases the risk of the newcomer not being able
to replace the person who was working in that position before. HR departments also
strive to offer benefits that will appeal to workers, thus reducing the risk of losing
knowledge.
Human beings are social beings and hardly ever live and work in isolation. We always
plan, develop and manage our relations both consciously and unconsciously. The
relations are the outcome of our actions and depend to a great extent upon our ability
to manage our actions. From childhood each and every individual acquire knowledge
and experience on understanding others and how to behave in each and every
situations in life. Later we carry forward this learning and understanding in carrying
and managing relations at our workplace. The whole context of Human Resource
Management revolves around this core matter of managing relations at work
place.Since mid 1980s Human Resource Management (HRM) has gained acceptance
in both academic and commercial circle. HRM is a multidisciplinary organizational
function that draws theories and ideas from various fields such as management,
psychology, sociology and economics. There is no best way to manage people and no
manager has formulated how people can be managed effectively, because people are
complex beings with complex needs. Effective HRM depends very much on the
causes and conditions that an organizational setting would provide. Any Organization
has three basic components, People, Purpose, and Structure.
In 1994, a noted leader in the human resources (HR) field made the following
observation: Yesterday, the company with the access most to the capital or the latest
technology had the best competitive advantage;
Today, companies that offer products with the highest quality are the ones with a leg
up on the competition; But the only thing that will uphold a companys advantage
tomorrow is the caliber of people in the organization. That predicted future is todays
reality. Most managers in public- and private sector firms of all sizes would agree that
people truly are the organizations most important asset. Having competent staff on
the payroll does not guarantee that a firms human resources will be a source of
competitive advantage. However in order to remain competitive, to grow, and
diversify an organization must ensure that its employees are qualified, placed in
appropriate positions, properly trained, managed effectively, and committed to the
firms success. The goal of HRM is to maximize employees contributions in order to
achieve optimal productivity and effectiveness, while simultaneously attaining
individual objectives (such as having a challenging job and obtaining recognition),
and societal objectives (such as legal compliance and demonstrating social
responsibility).
CHAPTER 2
WHAT IS HUMAN RESOURCE MANAGEMENT ?
HRM is the study of activities regarding people working in an organization. It is a
managerial function that tries to match an organizations needs to the skills and
abilities of its employees.
Definitions of HRM
Human resources management (HRM) is a management function concerned with
hiring, motivating and maintaining people in an organization. It focuses on people in
organizations. Human resource management is designing management systems to
ensure that human talent is used effectively and efficiently to accomplish
Organizational goals.
HRM is the personnel function which is concerned with procurement, development,
compensation, integration and maintenance of the personnel of an organization for the
purpose of contributing towards the accomplishments of the organizations objectives.
Therefore, personnel management is the planning, organizing, directing, and
controlling of the performance of those operative functions (Edward B. Philippo).
According to the Invancevich and Glueck, HRM is concerned with the most
effective use of people o achieve organizational and individual goals. It is the way of
managing people at work, so that they give their best to the organization.
According to Dessler (2008) the policies and practices involved in carrying out the
people or human resource aspects of a management position, including recruiting,
screening, training, rewarding, and appraising comprises of HRM.
Generally HRM refers to the management of people in organizations. It comprises of

the activities, policies, and practices involved in obtaining, developing, utilizing,
evaluating, maintaining, and retaining the appropriate number and skill mix of
employees to accomplish the organizations objectives. The goal of HRM is to
maximize employees contributions in order to achieve optimal productivity and
effectiveness, while simultaneously attaining individual objectives (such as having a
challenging job and obtaining recognition), and societal objectives (such as legal
compliance and demonstrating social responsibility).
In short Human Resource Management (HRM) can be defined as the art of procuring,
developing and maintaining competent workforce to achieve the goals of an
organization in an effective and efficient manner.
CHAPTER 2.1
NATURE OF HRM
HRM is a management function that helps managers to recruit, select, train and
develop members for an organization. HRM is concerned with peoples dimension in
organizations.
The following constitute the core of HRM
1. HRM Involves the Application of Management Functions and Principles.
The functions and principles are applied to acquiring, developing, maintaining and
providing remuneration to employees in organization.
2. Decision Relating to Employees must be Integrated.
Decisions on different aspects of employees must be consistent with other human
resource (HR) decisions.
3. Decisions Made Influence the Effectiveness of an Organization.

Effectiveness of an organization will result in betterment of services to customers in
the form of high quality products supplied at reasonable costs.
4. HRM Functions are not Confined to Business Establishments Only but
applicable to non-business organizations such as education, health care,
recreation and like.
HRM refers to a set of programmes, functions and activities designed and carried out
in order to maximize both employee as well as organizational effectiveness.
CHAPTER 3
Mondelez India Foods Limited (Formerly Cadbury India Ltd.)
Cadbury India began its operations in India in 1948 by importing chocolates. It now
has manufacturing facilities in Thane, Induri (Pune) and Malanpur (Gwalior),
Hyderabad, Bangalore and Baddi (Himachal Pradesh) and sales offices in New
Delhi, Mumbai, Kolkata and Chennai. The corporate head office is in Mumbai. The
head office is presently situated at Pedder Road, Mumbai, under the name of
"Cadbury House". This monumental structure at Pedder Road has been a landmark
for the citizens of Mumbai since its creation. Since 1965 Cadbury has also pioneered
the development of cocoa cultivation in India. For over two decades, Cadbury has
worked with the Kerala Agricultural University to undertake cocoa research.
Cadbury was incorporated in India on 19 July 1948. Currently, Cadbury India
operates in five categories Chocolate confectionery, Beverages, Biscuits, Gum and
Candy. Some of the key brands are Cadbury Dairy Milk, Bournvita, 5 Star, Perk,
Bournville, Celebrations, Gems, Halls, clairs, Bubbaloo, Tang and Oreo. Its products
include Cadbury Dairy Milk, Dairy Milk Silk, Bournville, 5-Star, Temptations, Perk,
Gems (a version of M&M's), Eclairs, Bournvita, Celebrations, Bilkul, Cadbury Dairy
Milk Shots, Toblerone, Halls, Tang and Oreo.
Cadbury is a leading global confectionery company with an outstanding portfolio of
chocolate, gum and candy brands. It has the number one or number two position in
over 20 of the worlds 50 largest confectionery markets. Cadbury also has the largest
and most broadly spread emerging markets business among all confectionary
companies. With origins stretching back nearly 200 years, Cadburys brands include
many global, regional and local favouritesIt is the market leader in the chocolate
confectionery business with a market share of over 70%.
Cadbury India, on 21 April 2014, changed its name to Mondelez India Foods
Limited.
CHAPTER 3.1
RAJESH RAMANATHAN
Executive Director - Human Resources, India with Mondelez India Foods
Limited (Formerly known as Cadbury India Limited ,
Rajesh Ramanathan is currently Executive Director- Human Resources, India with
Mondelez India Foods Limited, a part of Mondelz International. He joined Cadbury
India in 2001 to hold a key position in Organization effectiveness.
In 2005, Rajesh was promoted to Regional Head-Capability and Talent, Asia Pacific
at Cadbury Schweppes. In 2007, Rajesh was then again promoted to become VP Human Resource for Cadbury India.
Prior to this Rajesh has worked ITC Agri Division Ltd and with Pillsbury India.
Rajesh joined ITC Agri Division Ltd in 1995 as a Human Resource Business Partner.
In 1998 he moved to Pillsbury India where he held the position of Corporate Human
Resource Manager.Rajesh has earned a Bachelors Degree in Economics from the
Hindu College, Delhi University and has completed an MBA in HR from the XLRI
Jamshedpur. Rajesh lives in Mumbai. He enjoys cooking and has an artistic
inclination for charcoal sketching.
For any business to run one needs four Ms namely Man, Money, Machine and
Material. Managing other three resources other than men, are easy to handle. Men are
very difficult to handle because no two human beings are similar in all way. Human
beings can think, feel and give response. Handling humans is more important for any
business because human being have crucial potential that may be very profitable for
the business. And these potential can be developed to an unlimited extent if they are
provided with proper environment. So the function of managing men is as important
as finance or marketing function in any business.
CHAPTER 4
HUMAN RESOURCE MANAGEMENT

OF
MONDELEZ INDIA FOODS LIMITED
(FORMERLY CADBURY INDIA LTD.)
HRM refers to practices and policies framed for the management of human resources
in an organization, including Recruiting, screening, rewarding and appraising.
Human resources have at least two meanings depending on context. The original
usage derives from political economy and economics, where it was traditionally called
labor, one of three factors of production. The more common usage within corporations
and businesses refers to the individuals within the firm, and to the portion of the firm's
organization that deals with hiring, firing, training, and other personnel issues. This
article addresses both definitions.
The objective of Human Resources is to maximize the return on investment from

the organization's human capital.
THE SCOPE OF HRM is indeed very vast. All major activities in the working life
of a worker-from the time of his or her entry into the organization until he or she
leaves- come under the purview of HRM.Specifically, the activities include are
HR Planning
Job analysis and design
Recruitment and selection
Orientation and placement
Training and development
Performance Appraisal and Job evaluation
Employee and executive remuneration
Employee Motivation
Employee Welfare
It is the responsibility of human resource managers to conduct these activities in an

effective, legal, fair, and consistent manner.
"Human resource management aims to improve the productive contribution of
individuals while simultaneously attempting to attain other societal and individual
employee objectives." Schwind, Das &Wagar (2005).
CHAPTER 4.1
SCOPE OF HRM
The scope of HRM is indeed vast. All major activities in the working life of a worker
from the time of his or her entry into an organization until he or she leaves the
organizations comes under the purview of HRM.
The major HRM activities include HR planning, job analysis, job design, employee
hiring, employee and executive remuneration, employee motivation, employee
maintenance, industrial relations and prospects of HRM.
The scope of Human Resources Management extends to:
All the decisions, strategies, factors, principles, operations, practices,
functions, activities and methods related to the management of people as
employees in any type of organization.
All the dimensions related to people in their employment relationships, and all
the dynamics that flow from it.
The scope of HRM is really vast. All major activities n the working life of a worker
from the time of his or her entry into an organization until he or she leaves it comes
under the purview of HRM. American Society for Training and Development (ASTD)
conducted fairly an exhaustive study in this field and identified nine broad areas of
activities of HRM.
These are given below:
Human Resource Planning

Design of the Organization and Job
Selection and Staffing
Training and Development
Organizational Development
Compensation and Benefits
Employee Assistance
Union/Labour Relations
Personnel Research and Information System
a) Human Resource Planning:

The objective of HR Planning is to ensure that the organization hasthe right types
of persons at the right time at the right place. It prepares human resources
inventorywith a view to assess present and future needs, availability and possible
shortages in human resource.Thereupon, HR Planning forecast demand and
supplies and identify sources of selection. HRPlanning develops strategies both

long-term and short-term, to meet the man-power requirement.
b) Design of Organization and Job:
This is the task of laying down organization structure, authority,relationship and
responsibilities. This will also mean definition of work contents for each position
in the organization. This is done by job description. Another important step is
Job specification.
Job specification identifies the attributes of persons who will be most suitable for
each job whichis defined by job description.
c) Selection and Staffing:
This is the process of recruitment and selection of staff. This involvesmatching
people and their expectations with which the job specifications and career path
availablewithin the organization.
d) Training and Development:

This involves an organized attempt to find out training needs of theindividuals to
meet the knowledge and skill which is needed not only to perform current job
butalso to fulfill the future needs of the organization.
e) Organizational Development:
This is an important aspect whereby Synergetic effect isgenerated in an
organization i.e. healthy interpersonal and inter-group relationship within
theorganization.
f) Compensation and Benefits:
This is the area of wages and salaries administration where wagesand
compensations are fixed scientifically to meet fairness and equity criteria. In
addition labourwelfare measures are involved which include benefits and services.
g) Employee Assistance:
Each employee is unique in character, personality, expectation andtemperament. By

and large each one of them faces problems everyday. Some are personal someare
official. In their case he or she remains worried. Such worries must be removed to
make himor her more productive and happy.
h) Union-Labour Relations:
Healthy Industrial and Labour relations are very important for enhancingpeace and
productivity in an organization. This is one of the areas of HRM.
i) Personnel Research and Information System:
Knowledge on behavioral science and industrialpsychology throws better insight
into the workers expectations, aspirations and behaviour.Advancement of
technology of product and production methods
have created
working
environmentwhich are much different from the past. Globalization of economy has
increased competitionany fold. Science of ergonomics gives better ideas of doing a
work more conveniently by anemployee. Thus, continuous research in HR areas is
an unavoidable requirement. It must also takespecial care for improving exchange
of information through effective communication systems on acontinuous basis
especially on moral and motivation.
HRM is a broad concept; personnel management (PM) and Human resource
development (HRD) are apart of HRM.
CHAPTER 4.2
OBJECTIVES OF HRM
The primary objective of HRM is to ensure the availability of competent and willing
workforce to anorganization. The specific objectives include the following:
1) Human capital :
Assisting the organization in obtaining the right number and types of employees to
fulfill its strategic and operational goals

2)Developing organizational climate:
Helping to create a climate in which employees are encouragedto develop and
utilize their skills to the fullest and to employ the skills and abilities of the
workforceefficiently
3)Helping to maintain performance standards and increase productivity through
effective job design;providing adequate orientation, training and development;
providing
performance-related
feedback;and
ensuring
effective
two-way
communication.
4)Helping to establish and maintain a harmonious employer/employee
relationship
5)Helping to create and maintain a safe and healthy work environment
6)Developing programs to meet the economic, psychological, and social needs of
the employeesand helping the organization to retain the productive employees
7)Ensuring that the organization is in compliance with provincial/territorial and
federal laws affectingthe workplace (such as human rights, employment equity,
occupational health and safety,employment standards, and labour relations
legislation). To help the organization to reach its goals
8) To provide organization with well-trained and well-motivated employees
9)To increase the employees satisfaction and self-actualization
10)To develop and maintain the quality of work life.
11)To communicate HR policies to all employees.
12) To help maintain ethical polices and behavior.
The above stated HRM objectives can be summarized under four specific objectives:
societal, organizational,and functional and personnel.
1) Societal Objectives:
Seek to ensure that the organization becomes socially responsible to the needs and
challenges of the society while minimizing the negative impact of such demands
upon the organization. The failure of the organizations to use their resources for the
societys benefit in ethical ways may lead to restriction.
2) Organizational Objectives:
It recognizes the role of HRM in bringing about organizational effectiveness. It
makes sure that HRM is not a standalone department, but rather a means to assist
the organization with its primary objectives. The HR department exists to serve the
rest of the organization.
3) Functional Objectives:
Is to maintain the departments contribution at a level appropriate to the
organizations needs. Human resources are to be adjusted to suit the organizations
demands. The departments value should not become too expensive at the cost of
the organization it serves.
4) Personnel Objectives:
It is to assist employees in achieving their personal goals, at least as far as these
goals enhance the individuals contribution to the organization. Personal objectives
of employees must be met if they are to be maintained, retained and motivated.
Otherwise employee performance and satisfaction may decline giving rise to
employee turnover.
CHAPTER 4.3
FUNCTIONS OF HRM
Human Resources management has an important role to play in equipping

organizations to meet thechallenges of an expanding and increasingly competitive
sector. Increase in staff numbers, contractualdiversification and changes in
demographic profile which compel the HR managers to reconfigure the roleand
significance of human resources management. The functions are responsive to current
staffing needs,but can be proactive in reshaping organizational objectives. All the
functions of HRM are correlated withthe core objectives of HRM. For example
personal objectives is sought to be realizedthrough functions like remuneration,
assessment etc.
HR management can be thought of as seven interlinked functions taking place within
organizations. Additionally, external forceslegal, economic, technological, global,
environmental, cultural/geographic, political, and socialsignificantly affect how HR
functions are designed, managed, and changed.
The functions can be grouped as follows:

Strategic HR Management:
As a part of maintaining organizational competitiveness, strategic planning for HR
effectiveness can be increased through the use of HR metrics and HR technology.
Human resource planning (HRP) function determine the number and type of
employees needed to accomplish organizational goals. HRP includes creating venture
teams with a balanced skill-mix, recruiting the right people, and voluntary team
assignment. This function analyzes and determines
personnel needs in order to create effective innovation teams. The basic HRP strategy
is staffing and employee development.
Equal Employment Opportunity:
Compliance with equal employment opportunity (EEO) laws and regulations affects
all other HR activities.
Staffing:
The aim of staffing is to provide a sufficient supply of qualified individuals to fill jobs
in an organization. Job analysis, recruitment and selection are the main functions
under staffing. Workers job design and job analysis laid the foundation for staffing by
identifying what diverse people do in their jobs and how they are affected by them.
Job analysis is the process of describing the nature of a job and specifying the human
requirements such as knowledge, skills, and experience needed to perform the job.
The end result of job analysis is job description. Job description spells out work duties
and activities of employees.
Through HR planning, managers anticipate the future supply of and demand for
employees and the nature of workforce issues, including the retention of employees.
So HRP precedes the actual selection of people for organization. These factors are
used when recruiting applicants for job openings. The selection process is concerned
with choosing qualified individuals to fill those jobs.
In the selection function, the most qualified applicants are selected for hiring from
among the applicants based on the extent to which their abilities and skills are
matching with the job.
Talent Management and Development:

Beginning with the orientation of new employees, talent management and
development includes different types of training. Orientation is the first step towards
helping a new employee to adjust himself to the new job and the employer. It is a
method to acquaint new employees with particular aspects of their new job, including
pay and benefit programmes, working hours and company rules and expectations.
Training and Development programs provide useful means of assuring that the
employees are capable of performing their jobs at acceptable levels and also more
than that. All the organizations provide training for new and in experienced employee.
In addition, organization often provide both on the job and off the job training
programmes for those employees whose jobs are undergoing change.
Likewise, HR development and succession planning of employees and managers is
necessary to prepare for future challenges. Career planning has developed as result of
the desire of many employees to grow in their jobs and to advance in their career.
Career planning activities include assessing an individual employees potential for
growth and advancement in the organization.
Performance appraisal includes encouraging risk taking, demanding innovation,

generating or adopting new tasks, peer evaluation, frequent evaluations, and auditing
innovation processes.
This function monitors employee performance to ensure that it is at acceptable levels.
This strategy appraises individual and team performance so that there is a link
between individual innovativeness and company profitability. Which tasks should be
appraised and who should assess employees performance are also taken into account.
Total Rewards:
Compensation in the form of pay, incentives and benefits are the rewards given to the
employees for performing organizational work. Compensation management is the
method for determining how much employees should be paid for performing certain
jobs. Compensation affects staffing in that people are generally attracted to
organizations offering a higher level of payin exchange for the work performed. To be
competitive, employers develop and refine their basiccompensation systems and may
use variable pay programs such as incentive rewards, promotionfrom within the team,
recognition rewards, balancing team and individual rewards etc.
This functionuses rewards to motivate personnel to achieve an organizations goals of
productivity, innovationand profitability. Compensation is also related to employee
development in that it provides animportant incentive in motivating employees to
higher levels of job performance to higher payingjobs in the organization.Benefits are
another form of compensation to employees other than direct pay for the
workperformed.
Benefits include both legally required items and those offered at employers
discretion.Benefits are primarily related to the area of employee maintenance as they
provide for many basicemployee needs.
Risk Management and Worker Protection:
HRM addresses various workplace risks toensure protection of workers by meeting
legal requirements and being more responsive to concernsfor workplace health and
safety along with disaster and recovery planning.
Employee and Labor Relations:

The relationship between managers and their employeesmust be handled legally and
effectively. Employer and employee rights must be addressed. It isimportant to
develop, communicate, and update HR policies and procedures so that managersand
employees alike know what is expected. In some organizations, union/management
relationsmust be addressed as well. The term labour relation refers to the interaction
with employees whoare represented by a trade union. Unions are organization of
employees who join together toobtain more voice in decisions affecting wages,
benefits, working conditions and other aspects ofemployment. With regard to labour
relations the major function of HR personnel includes negotiatingwith the unions
regarding wages, service conditions and resolving disputes and grievances.
CHAPTER 4.4
ROLE OF HRM
The role of HRM is to plan, develop and administer policies and programs designed
to make optimum useof an organizations human resources. It is that part of
management which is concerned with the people atwork and with their relationship
within enterprises. Its objectives are: (a) effective utilization of humanresources, (b)
desirable working relationships among all members of the organizations, and (c)
maximumindividual
development.
Human
resources
function
as
primarily
administrative and professional. HR stafffocused on administering benefits and other

payroll and operational functions and didnt think of themselvesas playing a part in
the firms overall strategy.
HR professionals have an all encompassing role. They are required to have a thorough
knowledge of theorganization and its intricacies and complexities. The ultimate goal
of every HR person should be todevelop a linkage between the employee and
organization because employees commitment to theorganization is crucial.
The first and foremost role of HR personnel is to impart continuous education to the
employees about thechanges and challenges facing the country in general and their
organization in particular. The employeesshould know about the balance sheet of the
company, sales progress, and diversification of plans, shareprice movements, turnover
and other details about the company. The HR professionals should impart
such knowledge to all employees through small booklets, video films and lectures.
The primary responsibilities of Human Resource managers are:
To develop a thorough knowledge of corporate culture, plans and policies.

To act as an internal change agent and consultant
To initiate change and act as an expert and facilitator
To actively involve in companys strategy formulation
To keep communication line open between the HRD function and individuals
and groups bothwithin and outside the organization.

To identify and evolve HRD strategies in consonance with overall business
strategy.
To facilitate the development of various organizational teams and their
working relationship withother teams and individuals.
To try and relate people and work so that the organization objectives are
achieved efficiently andeffectively.
To diagnose problems and determine appropriate solution particularly in the
human resourceareas.
To provide co-ordination and support services for the delivery of HRD
programmes and services.
To evaluate the impact of an HRD intervention or to conduct research so as to
identify, develop ortest how HRD In general has improved individual and
organizational performance.
Different management gurus have deliberated different roles for the HR manager
based on the majorresponsibilities that they full fill in the organization. Few of the
commonly accepted models are enumeratedbelow.
According to Dave Ulrich HR plays four key roles.

1. Strategic Partner Role-turning strategy into results by building organizations that
create value;
2. Change Agent Role- making change happen, and in particular, help it happen fast
3. Employees Champion Rolemanaging the talent or the intellectual capital within a
firm
4. Administrative Role trying to get things to happen better, faster and cheaper.
The role HR in organizations has undergone an extensive change and many
organizations have graduallyoriented themselves from the traditional personnel
management to a human resources management approach.The basic approach of
HRM is to perceive the organization as a whole. Its emphasis is not only onproduction
and productivity but also on the quality of life. It seeks to achieve the paramount
developmentof
human
resources
and
the
utmost
possible
socio-economic
development.
Current Classification of HR roles,several roles can be fulfilled by HR management.
Thenature and extent of these roles depend on both what upper management wants
HR management to doand what competencies the HR staff have demonstrated. Three
roles are typically identified for HR. Thefocus of each of them is elaborated below:
1. Administrative Role of HR
The administrative role of HR management has been heavily oriented to
administration and recordkeepingincluding essential legal paperwork and
policy implementation. Major changes have happened in theadministrative
role of HR during the recent years. Two major shifts driving the
transformation of theadministrative role are: Greater use of technology and
Outsourcing.Technology has been widely used to improve the administrative
efficiency of HR and the responsivenessof HR to employees and managers,
more HR functions are becoming available electronically or are beingdone on
the Internet using Web-based technology.
Technology is being used in most HR activities, fromemployment applications
and employee benefits enrollments to e-learning using Internet-based
resources.
2. Operational and Employee Advocate Role for HR

HR managers manage most HR activities in line with the strategies and
operations that have been identified by management and serves as employee
champion for employee issues and concerns. HR often has been viewed as the
employee advocate in organizations. They act as the voice for employee
concerns, and spend considerable time on HR crisis management, dealing with
employee problems that are both work-related and not work-related.
Sometimes the HRs advocate role may create conflict with operating
managers. However, without the HR advocate role, employers could face even
more lawsuits and regulatory complaints than they do now.
The operational role requires HR professionals to cooperate with various

departmental and operating managers and supervisors in order to identify and
implement needed programs and policies in the organization. Operational
activities are tactical in nature. Compliance with equal employment
opportunity and other laws is ensured, employment applications are processed,
current openings are filled through interviews, supervisors are trained, safety
problems are resolved, and wage and benefit questions are answered. For
carrying out these activities HR manager matches HR activities with the
strategies of the organization.
3. Strategic Role for HR The administrative role traditionally has been the dominant role for HR. A
broader transformation in HR is needed so that significantly less HR time and
fewer HR staffs areused just for clerical work.Differences between the
operational and strategic roles exist in a number of HR areas. The strategic
HRrole means that HR professionals are proactive in addressing business
realities and focusing on futurebusiness needs, such as strategic planning,
compensation strategies, the performance of HR, and measuringits results.
However, in some organizations, HR often does not play a key role in
formulating the strategiesfor the organization as a whole; instead it merely
carries them out through HR activities.Many executives, managers, and HR
professionals are increasingly seeing the need for HR managementto become a

greater strategic contributor to the business success of organizations. HR
should beresponsible for knowing what the true cost of human capital is for an
employer. For example, it may costtwo times key employees annual salaries to
replace them if they leave. Turnover can be controlled thoughHR activities,
and if it is successful in saving the company money with good retention and
talent managementstrategies, those may be important contributions to the
bottom line of organizational performance.
The role of HR as a strategic business partner is often described as having a

seat at the table andcontributing to the strategic directions and success of the
organization. That means HR is involved indevising strategy in addition to
implementing strategy. Part of HRs contribution is to have financialexpertise
and to produce financial results, not just to boost employee morale or
administrative efficiencies.Therefore, a significant concern for chief financial
officers (CFOs) is whether HR executives are equippedto help them to plan
and meet financial requirements. However, even though this strategic role of
HR is recognized, many organizations still need to makesignificant progress
toward fulfilling it.
Some examples of areas where strategic contributions can be madeby HR are:
a. Evaluating mergers and acquisitions for organizational compatibility,
structural changes, andstaffing needs
b. Conducting workforce planning to anticipate the retirement of employees at all
levels and identifyworkforce expansion in organizational strategic plans
c. Leading site selection efforts for new facilities or transferring operations to
international outsourcing
d. locations based on workforce needs

e. Instituting HR management systems to reduce administrative time, equipment,
and staff by usingHR technology
f. Working with executives to develop a revised sales
g. compensation and incentives plan as new products
It is the era when for the competitive triumph of the organization there is a need to
involve HRM significantlyin an integrated manner, which demands such capabilities
from the HR specialists.The role of HR shifted from a facilitator to a functional peer
with competencies in other functions, and isacknowledged as an equal partner by
others. The HR is motivated to contribute to organizational objectivesof profitability
and customer satisfaction, and is seen as a vehicle for realization of quality
development.The department has a responsibility for monitoring employee
satisfaction, since it is seen as substitute tocustomer satisfaction.
According to this framework, effective organizational change is a complex
relationship between sevenSs. HRM is a total matching process between the three
Hard Ss (Strategy, Structure and Systems) andthe four Soft Ss (Style, Staff, Skills
and Super-ordinate Goals). Clearly, all the Ss have to complementeach other and
have to be aligned towards a single corporate vision for the organization to be
effective. Ithas to be realized that most of the Ss are determined directly or indirectly
by the way Human Resourcesare managed, and therefore, HRM must be a part of the
total business strategy.
CHAPTER 5
FACILITIES
RENDERED
BYMONDELEZ
INDIA
FOODS
LIMITED (FORMERLY CADBURY INDIA LTD.)

COMPANY LEASED HOUSE
Company will arrange the house through an authorized real estate agent as per
the choice of the employee.
Security deposit by company.
12% percent Interest will be charged on deposit amount.
The same will be debited in CTC.
Rent would be exempted from income tax.
10% Perquisite Tax would be charged to the employee on his taxable income.
COMPANY OWNED ACCOMODATION
No deposit no interest.
Rent would be calculated @ 11 rupees per Square feet.
Monthly rental would be charged to CTC
Rental Amount will be exempted from tax
10% perquisite tax would be charged on employee.
Security Deposit
HRA House Rental Allowance
HRA can be maximum 40% of Basic Salary.
Deposit and rent has to be paid by employee by self
To get the tax exemption the employee has to produce the rental agreements
and rental receipts of the house.
The employee cant claim this benefit if He/She has his own house.
OFFICE WEAR ALLOWANCE
An amount of Rs.18, 000 P.A. is exempted for income tax.
To get the exemption original bills to be submitted.
Items covered under this head are as follows:
Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges
LTA - LEAVE TRAVEL ALLOWANCE
An Employee can block two months of Basic Salary as Leave Travel

Allowance.
He/She should take a minimum of 5 days leave (PL).
In case of air travel-economy class fare is exempted and in case of rail travel
second class AC fare is exempted.
He/She can travel within India only.
He/She has to produce the original travel tickets.
CAR
Company will arrange a car through a car lease agency.
Employee can choose any make/model.
The EMI that will be charged would be Rs. 2095/- per Lac per month.
The EMI amount per Annum would be exempted from Income Tax.
MAINTENANCE & RUNNING COST
Maintenance and Fuel Cost will be exempted as follows.
Maintenance cant exceed Rs. 25, 000 per annum.
If CC of the car is less than 1000 Rs. 1, 11,000 per annum.
If CC of the car is more than 1000 Rs. 1, 50,000 per annum.
The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car
The above exemption would be provided on submission of original bills.
There would be no tax exemption against if the employee has his own car.
The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how
much you have opted for.
At the time of leaving CO. before 48 months then the employee has to pay
FCV (For Closer Value) to the company from whom the loan is taken.
If the employee is still stays after 48 months then employee will be charged
20% on the value of the car at that time for changing the name i.e. ownership.
CHILDREN EDUCATION ALLOWANCE
Employee can claim exemption Rs. 2400 per year.
This exemption is restricted up to two children.
To pass the claim Employee has to submit the original bills.
To get this benefit child age should be greater then 3.5 years.
GIFT COUPONS
A sum of Rs. 5000/- would be exempted against the Gift Coupons.
The company would provide coupons worth Rs. 5000/- during the months of
October & November.
Validity of this coupons is one year
This coupon is accepted at major outlets in city.
FBT Tax 16.67% is charged.
CONVEYANCE ALLOWANCE
If the employee is not using companys car then and only then he can claim
this option.
To getting the exemption bills are not required.
Conveyance allowance is up to Rs. 800/- per month.
FOOD COUPONS
The Company gives SODEXO passes in term of Food Coupons.
Food coupons are provided on monthly basis of Rs. 1300.
A sum of Rs. 15600 per annum will be exempted from the income tax.
MEDICAL ALLOWANCE
The employee gets an exemption of Rs. 15000 p.a.
But to get exemption the employee must submit original bills.
HOUSE RENT ALLOWANCE
Maximum 40% of basic salary can be calculated as HRA.
But if employee owns the house in another state then he/she can ask for HRA
and also opt for Company Leased House.
SUPERANNUATION
13-15% of basic salary is transferred to trust.
It can be given to employee only after the completion of 5 years with the
company.
The money is collected by a trust.
To withdraw the money the employee has two options, either he can take the
money monthly or he can take the money after 5years.
SPECIAL PERSONAL ALLOWANCE
Any amount which exceeds the limits of each allowance can be transferred
under this head.
SPA is fully taxable as per income tax rules.
LEAVES
There are four types of leaves available with the employees.
PAID LEAVE
CASUAL LEAVE
SICK LEAVE
OPTIONAL LEAVE
Additional Information:
No leaves can be clubbed with another leave.
Minimum 90 days leave should be in balance for the encashment of leaves.

PAID LEAVE
There are 30 days PL available with the employee after the

conformation.
The PL is available after 180 days from the date of joining.
The employee can take only 3-5 PL at a single time
CASUAL LEAVE
There are 5 days CL available to an employee from the date of joining.
The employee can take 1-3 days CL at a time.
SICK LEAVE
There are 10 days SL available to an employee from the date of joining.
The employee has to submit doctors certificate if the leave extends to 2

days.
OPTIONAL LEAVE
There are 3 days OL available to an employee from the date of conformation.
JOINING FACILITATION
Joining Day is the day when an employee recruited on the payrolls of the company.
The HR Rep. should be in constant touch with the candidates till the date of joining.
Collect the information from the candidate regarding the date and mode of arrival to
the location of joining. Arrange for pick-up of the joinee& family from the
station/airport and take them to the hotel as per the requirement. If pick-up
arrangement cant be arranged then give complete address/directions to the hotel &
the office to joinee.
HR Representative should give a brief introduction to the new joinee on the

following:
Geography of the Location/City/Town.
Organization Structure.
Status of the Project/Operations of the circle.
Role of the employee.
RESIDENTIAL & MOBILE TELEPHONE
Residential & Cellular Phone are allotted to employee based on the role and
responsibility level and should not be treated as Perquisite. The Residential & Cellular
Phone provided by the company will be on the name of company.
Circle / Business Entity Head can take any of the following decisions with respect to
Residential Telephone Connection:
Obtain the telephone connection on priority basis by paying higher amounts.
Provision of STD / ISD Facility.
Reimburse only Telephone Rental expenses.
Reimburse the Local Call Expenses.
Reimburse expenses related to only official calls.
Reimburse all expenses including Long Distance Calls.
ALLOTMENT OF DESKTOP PC / LAPTOP
All full time permanent employees who will be available at their office desk for more
than 80% of the working hours on daily basis will be provided with a desktop PC on
their workstation.
The circle/Business Entity head can take decision to allotment of Lap Top in lieu of
desktop PC based on the role of the employee.
INDUCTION
Induction is also called orientation, which is designed to provide a new employee with
the information he or she needs to function comfortably and effectively in the
organization.
CHAPTER 6
AWARDS RECEIVED
2008
Cadbury India is ranked as the 7th Great Place to Work among all companies
and the Best Place to Work among FMCG companies in India by the Great Place to
Work Institute.
Cadbury Bournvita receives the Asian Marketing Effectiveness Award for the
Folk/Fusion campaign.
Cadbury India is awarded the Bronze Award for Excellence in People
Management in the Great Place to Work 2007 survey conducted by Grow Talent
Company Limited and Business World.
Cadbury India is ranked 5th in the FMCG sector, in a survey on India's most
respected companies by sector, conducted by the magazine, Business World.
2009
Cadbury India gets AAA rating by CRISIL.
Cadbury India is recognised as the 11th Best Marketer in India by the

Economic Times Brand Equity Marketers Survey.
Bournvita is voted the Most Trusted Brand of 2009 by Reader's Digest in the
Vitamin Health Supplement category.
2010
Cadbury India retains its AAA rating, awarded by CRISIL, the country's
leading credit rating agency, for the second year in a row.
Cadbury India bags three awards at the Shopper and Consumer Insights
Forum:
Outstanding Contribution to Shopper Insight - Purchase decision-
making and other shopper behaviour studies. Excellence in Shopper Insight &
Consumer Behaviour - Recognition for the Purple King Placement Programme.
Leader in Shopper Insight/Behaviour Award - Rakhi Celebrations
Activation.
The world's largest retail chain, Wal-Mart, offers Category Captaincy to
Cadbury India; Cadbury India became the first to be offered Category Captaincy by
Bharti Wal-Mart.
Cadbury becomes the first Indian company to get the Tesco Values Award.XX
PL GIVE DETAILS XX
Cadbury gets four Effies Awards for its Cadbury Dairy Milk PehliTareekh
media campaign:
Gold - Best Integrated Campaign of the year (360 degree) for its pay-
day campaign, KhushHai Hindustan Times AajPehliTareekhHai.

Gold - Best Media Innovation on TV for its special channel identities,
created with 18 broadcasters across India KhushHai Star PlusAajPehliTareekhHai.

Bronze - Best Media Innovation Direct Marketing for pay-day
activations and celebrations at the corporate offices of Johnson & Johnson, Star
Network, and Viacom 18, among others.
TAM (Television Audience Measurement) Award Best TV Execution
in recognition of innovation in TV campaigns.

Cadbury India bags the Radio Mirchi Client of the Year Award.
2011
Cadbury India wins the Client of the Year at the Effie Awards 2011. Cadbury
also wins four gold and two silver awards:

Gold for both the Cadbury Dairy Milk ShubhAarambh' campaigns as
well as the post dinner meetha' and Celebrations' for festivals campaigns.
Silver for the Oreo and Cadbury Celebrations campaigns.
Cadbury wins the Gold Standard at the 2011 APPIES Awards for the Cadbury
Dairy Milk 'ShubhAarambh' campaign.

Cadbury wins a silver trophy at the University of Asia and Pacific (UA&P)
Tambuli Awards in the Best Insights & Strategic Thinking' category and a bronze
trophy in the Best in Creative Ideas and Execution' category for the Cadbury
Celebrations Mithaas Diwali campaign.
Cadbury wins Gold at the Asian Marketing Effectiveness Awards 2011 for the
Cadbury Dairy Milk 'ShubhAarambh' campaign, in the Strategic Thinking and

Insights Category.
Cadbury wins eight creative Abby awards at the Goa Fest 2011 for the
Cadbury Dairy Milk ShubhAarambh' and the Celebrations Diwali campaigns. It also
wins the Grand Prix for the Cadbury Dairy Milk ShubhAarambh' campaign.
Cadbury India receives the Make-A-Wish Corporate Partner Award' from the
US-based Make-A-Wish Foundation.

Cadbury is ranked third among India's Most Respected Companies in the
FMCG sector survey 2011 conducted by Business World magazine.

Cadbury is ranked sixth among the Best companies to work for within the
FMCG, durables sector, in the Best Companies to Work For Survey 2011 conducted
by Business Today magazine.
2012
Wins the 'Client of the Year' award at the Effie Awards 2012, which was held
on December 4. Becomes the only company to win the award twice in a row and the
only company to hold the Client of the year' title in the Emvies and the Effies in the
same year.
Wins 2 Golds, 5 Silvers and 3 Merits at the Outstanding Marketing-at-Retail
Awards hosted by POPAI (Point-of-Purchase Advertising International) held on

February 21.
Cadbury Dairy Milk's KuchMeetha Ho Jaaye 2005-2012' campaign wins the
Grand Effie.
Ranked 4th amongst India's 50 Most Admired companies by Fortune India.
Wins the Dupont Award on Innovative packaging.
2 million fans on Facebook for Bournville, Celebrations and Oreo.
Wins the Best Suppliers awards (overall and processed foods category) at the
Spencer's Best Supplier Awards.
Wins 10 Advertising Awards at Goafest 2012.
Oreo Togetherness Mela wins Gold at EEMAX Awards 2012
Ranked 4th Best Marketing Company.
Bournvita Quiz Contest wins best kids program at India Telly Awards.
5 Star's The Date' film wins Platinum Award at Digiratti 2012.
Cadbury India wins the EMVIES Media Client of the Year' at the EMVIE
Awards announced on September 3; bags 6 Golds, 4 Silvers and 1 Bronze.
4 Shopper Insight WINs (India) for H1'12 submitted by Asia Pacific.
2013
Cadbury Bournvita won Gold and International Export Award at the DBA
Design Effectiveness Awards for its packaging design
Tang won Gold at the SrijonSamman for its innovative print advertisement.
Cadbury India Ltd won a series of awards at the World Star Packaging Award:
Cadbury Bournvita won an award in the Beverages category.
The Paper Board Dispenser for Chocolates and Single Layer Even
Better entries (for Cadbury Gems) won an award in their Food category.
Oreo Dear Dad campaign won Gold in the Family Oriented Brand category at
Tambuli Awards.
Cadbury India Ltd. ranked 3rd amongst Indias Most Admired Companies by
Fortune India.
The Corporate Affairs team won Certificate of excellence (Silver position) in

the Media Relations category at the SABRE Awards for Cadbury Celebrations PR
campaign
Cadbury Induri team won the Energy Efficient Unit award for the General
category at the CII 14th National Award for the Excellence in Energy Management
2013 Awards
Oreo won CII National Award for Outstanding Performance in Food Safety
Excellence 2013 under the Manufacturing Medium, Rising Star category (Less than
3 year old business).
Tang won two awards at Commward:
Gold for Tang Ramadan Print
Silver for Tang Ramadan Outdoor
Cadbury won 3 Gold, 3 Silver, 2 Bronze and 1 Peoples Choice award at the
Emvies for the following campaigns:

Gold:
Cadbury Celebrations Sisters Street in Best Media Innovation
- Out of Home category

Cadbury Dairy Milk ShubhAarambh in Best Ongoing Media
Campaign category
Cadbury Dairy Milk The Grand Indian Mishti Wedding in
Best Integrated
Campaign - Consumer Products category
Silver:
Cadbury Celebrations Gift a Diwali in Best Media Innovation
TV category
Cadbury Dairy Milk The Wedding Song in Best Media
Innovation - Branded Content category

Cadbury Dairy Milk When Mishti Weds Cadbury in Best
Media Innovation Events category

Bronze
o
Halls Mobile Breath Machine in Best Media Innovation Digital/Mobile/Handheld device category
Cadbury Digital Consumer Clusters in Best Media Research

using Proprietory Data category
Peoples Choice
Halls Breathe the Change in Best Integrated Campaign - Consumer
Products category
Cadbury won 3 Silver and 1 Bronze at the Yahoo Big Idea Chair Awards for
the following campaigns:

Silver:
Bournville Mall Proposal in Best Online Video category
Bournvita India Plays BQC in Digital 360 degree category
Cadbury Celebrations Songs for Sisters in Best Use of Social

category
Bronze:
Cadbury Celebrations Songs for Sisters in Digital 360 degree
category
2
Cadbury won 3 Silver and 5 bronze at the Media Abby, Goafest, for the
following campaigns:
Silver:
Cadbury Dairy Milk KaunBanegaCrorepati in Best
Use of Sponsorship category

Gems Museum TVC in Film Craft - Special Effects
category
Gems Museum TVC in Film Craft Direction
category
Bronze
Bournville A fine dark duet in Best Use of Cinema
category
Cadbury Dairy Milk Eclairs League of extraordinary
Gentlemen in Best use of Digital as a medium category

Cadbury
Dairy
Milk
When
Roshogulla
turns
Chocogulla in Best use of Social Events/Stunts category

Oreo Dear Dad in Best use of newspapers and
magazines category
Oreo Optical Illusion in Outdoor Food category
o
2
Cadbury won 1 Gold, 2 Silver and 4 Bronze at the Effies for the
following campaigns:
Gold:
Bournvita Race Film in Best Campaign- Consumer
Durables Beverages category

Silver:
Bournvita TaiyyariJeet Ki in Best On Going Campaign
category
CDM- Mishti Mishti Activation in Experiential
Marketing category
Bronze:
Cadbury Dairy Milk Silk Have you felt Silk lately in
Best On Going Campaign category

Celebrations Iss Diwali aapkisekhushkarenge in Best
On Going Campaign category

o
Oreo Dunkathon in Digital category
Oreo Choco Crme launch in Consumer Foods

category
3
Cadbury won 2 bronze at the EEMAX Awards for the following

campaigns:
Cadbury Dairy Milk Silk Bid for Silk in Best on-ground
promotion category
Oreo Togetherness Mela in Best Road Show of the Year
category
4
Halls Mobile Breath Machine campaign won Silver at the Global

MMA Awards (The Smarties) in Marketing Strategy - Social
Impact/Not for Profit category
Cadbury Dairy Milk Cadbury Dairy Milk Relations ShubhAarambh

campaign won Gold at the IDMA in Best Use of Social Apps category
Cadbury Dairy Milk Shaadi Special campaign won Silver at the ERA
- India Radio Forum in Best Use of Radio category
Oreo Dear Dad campaign won Silver at the WOW Awards in Onground promotion category
The Brand Equity - Most Trusted Brands 2013 Report by Economic

Times features our brands in various categories:
In the Hot beverages category, Bournvita stands at the #1
position.
In the Chocolates/Confectionary Category, 5 of our brands are
featured
#1. Cadbury Dairy Milk
#6.Cadbury clairs
#2. 5 Star
#8. Perk
#10.Halls
Cadbury 5 Star is one of the biggest gainers surging up to the
57th position (up 37 positions, compared to last year)

Cadbury Dairy Milk is the 7th most favored brand among Adult
Females in the country

In the ranking by Income category, Bournvita is at #9 in the Rs
25000+ income group.

In the overall ranking of Top 100 Brands, Bournvita is at #34,
Cadbury Dairy Milk at #38 and 5Star at #57
2014
We won 1 Gold, 3 Silver and 5 Bronze awards at the Emvies for the following
campaigns:
GOLD
Cadbury Bournville 'Tape a Tweet' in Best Media Innovation- Digital/Video category
SILVER
Cadbury Celebrations 'Songs for Sisters' in Best Media Innovations- Radio category
Mondelez India 'What Social Media Does' in Best Media Research / Analytics : Best
Media Research Using Existing Data category
Cadbury Dairy Milk 'What A Goal ByChocogulla' in Best Media InnovationEvents/Experiential Marketing category
BRONZE
Cadbury Celebrations 'Songs for Sisters' in Best Media Strategy- Consumer Products
category
Cadbury Celebrations 'Take Some Effort, Make Some Time' in Best Media StrategyConsumer Products category
Cadbury Dairy Milk 'Purple, New ColourOf Friendship' in Best Media InnovationAmbient Media category
Cadbury Gems 'T20 World Cup' in Best Media Innovation- Ambient Media category
Cadbury Dairy Milk Silk 'A Newspaper with Heart' in Best Media Innovation
category
Our CS&L team was recognized as one of the Transformation Champions for
consistently demonstrating Operational Excellence in "Customer Order Management
Process" through better constrained SKU volume allocation leading to increased
distributors' range availability and increased allocation efficiency for Modern Trade.
Supplier led Innovation in Packaging in Private Procurement Innovation

Award Category.
Cold chain freight sourcing under CREW and Project RAIL - Foil Elimination
in Outstanding Cross functional Collaboration Category.
Procurement Capability Development program in Excellence in People

Development Category.
Cadbury Bournvita and BournvitaL'il Champs recognized as the "Most

Popular Health Drink" under '6 12 years age group' and '2 - 5 years age group'
categories respectively.
Tang's Rocketman and Refreshment Bar sampling activation won a Gold
under the Retail Touch Points & Merchandising category

Our Sales team bagged 8 prestigious awards 2 Gold, 3 Silver and 3 Merits at
OMA hosted by POPAI (Point of Purchase Advertising International):

GOLD
OREO Innovative FSU (MT)
Chocolate FSU (lit with Sensor) in Airports (MT)
SILVER
Celebrations Diwali Campaign (TT)
Chocolate LED Window Display in P7 stores (TT)
Cadbury Window Display in Hills (Shimla)
MERIT
Chocolate Window Display (TT)
Cadbury Gems Spectacular Display (MT)
CDM Silk Thermoforming Backlit Signage (TT)
Bournvita's TVC 'Aadatein' (Mother and Son) awarded at the for Gender
Sensitivity 2012-13 under the Advertising category 'Best Advertisement- Product

TVC'.
Bournvita has been voted among the top 2 brands in its category Hot
Beverages at the Buzziest Brands of the Year poll.
Our Bangalore and KJS Hyderabad factories took home the prestigious "3 Star
Rating Award" as a recognition of Mondelz International's effort in sustaining
Environment, Health and Safety (EHS) performance at factories and demonstrating

leadership in establishing the best practices.
Oreo has been awarded the Content Marketing Brand of the Year. This
industry recognition was attributed to Oreo's social media and online space presence
in 2013 which includes Daily Dunks & #Dunkathon.
CHAPTER 7
CONCLUSION
It was a wonderful experience for me to prepare a project on Mondelez India Foods
Limited (Formerly Cadbury India Ltd.) that made me learn various aspects of an
organization, areas of concern for an organization, art of not just surviving but
proving its potential and extra caliber at time to time in the Indian corporate sector.
I hope the organization will be benefited from this survey and the organization
can improve its working further more and the overall satisfaction level in the
organization might increase up to the excellent level.
The workers and the staffs of the firm are more satisfied. The data collected are
analyzed scientifically and the results obtained are free to nearly 80%. It is assured
that the company may get high boosted moral in the organization.
LOCATIONS IN INDIA
Registered Office
Mondelez India Foods Limited
(Formerly Cadbury India Ltd.)
Mondelez House
Unit No. 2001, 20th Floor, Tower-3 (Wing C),
Indiabulls Finance Centre, Parel,
Mumbai - 400013, India
Tel number: 022- 33963100
Regional Offices
Mumbai
Chennai

EL Tara, 5th Floor
Opp Odyssey II
Near Delphi C Wing
Hiranandani
Powai
Mumbai 400076.
Maharashtra.

146- Second Floor
Royapeth High Road
Mylapore
Chennai 600004.
Tamil Nadu.
Delhi
Kolkata

Golf View Corporate Towers
1st Floor, Tower - A
Sector 42, Golf Course Road
Gurgaon 122002
Phone: +91 124 4297400

9-A Esplanade Row
Kolkota - 700 069
West Bengal.
Factories
Thane
Pune

1 Pokhran Road
Eastern Express Highway

Induri Factory
TalegaonDabhade
Thane 400 606

Maharashtra.
Pune 410 507

Maharashtra.
Himachal Pradesh
Gwalior

Works: Hadbast No 199
Village SandholiBaddi
Tehsil- Nalagarh
Dist. Solan 173205
Himachal Pradesh.

Plot No 25
Malanpur
Industrial Area
Village Gurikha
Tehsil Gohad
Gwalior - 477 116
Madhya Pradesh.
Bangalore
Hyderabad

Jodi Hanumanapalya
Mahadevapura Post
Mangalore Road
Nelamangala 562 123
Bangalore
Karnataka.

Plot No. 1 & 2
IDA Phase III
Pashamylaram 502307
Dist Medak
Andhra Pradesh.
Cocoa Operations
Dharapuram
Cocoa Operations
Sennakalpalayam
Dalavaipattinam P.O
Dharapuram - 638 672
Tamil Nadu.
BIBLIOGRAPHY
http://en.wikipedia.org/wiki/Cadbury
http://in.mondelezinternational.com/about-us/india-business
http://in.mondelezinternational.com/about-us/our-team
http://in.mondelezinternational.com/about-us/india-awards
https://www.scribd.com
http://www.shrm.org/about/foundation/products/pages/hrstrategy.aspx
http://online.vmou.ac.in/oldweb/studymaterial/BBA%2008.pdf

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EXECUTIVE SUMMARY

Modern management considers human being as resource and it is an importance for

The reason for the success is the Corporate

Cadbury India Limited now known as

Mondelez India Foods Limiteds Human Resources Strategies.

Human resource management (HRM, or simply HR) is a function in organizations

rewarding (e.g., managing pay and benefit systems).

In startup companies, HR's duties may be performed by trained professionals. In

and industrial/organizational psychology, with research articles appearing in a number

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

Generally HRM refers to the management of people in organizations. It comprises of

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

3. Decisions Made Influence the Effectiveness of an Organization.

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

HUMAN RESOURCE MANAGEMENT

The objective of Human Resources is to maximize the return on investment from

Job analysis and design

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

Recruitment and selection

Orientation and placement

Training and development

Performance Appraisal and Job evaluation

Employee and executive remuneration

It is the responsibility of human resource managers to conduct these activities in an

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

These are given below:

Human Resource Planning

a) Human Resource Planning:

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

supplies and identify sources of selection. HRPlanning develops strategies both

d) Training and Development:

Each employee is unique in character, personality, expectation andtemperament. By

fulfill its strategic and operational goals

Human Resources management has an important role to play in equipping

The functions can be grouped as follows:

Talent Management and Development:

Performance appraisal includes encouraging risk taking, demanding innovation,

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

Employee and Labor Relations:

administrative and professional. HR stafffocused on administering benefits and other

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

To develop a thorough knowledge of corporate culture, plans and policies.

and groups bothwithin and outside the organization.

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

According to Dave Ulrich HR plays four key roles.

2. Operational and Employee Advocate Role for HR

The operational role requires HR professionals to cooperate with various

professionals are increasingly seeing the need for HR managementto become a

The role of HR as a strategic business partner is often described as having a

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

d. locations based on workforce needs

HRM in Mondelez India Foods Limited (Formerly Cadbury India Ltd.)

LIMITED (FORMERLY CADBURY INDIA LTD.)

Security deposit by company.

12% percent Interest will be charged on deposit amount.

The same will be debited in CTC.

Rent would be exempted from income tax.

COMPANY OWNED ACCOMODATION

Rent would be calculated @ 11 rupees per Square feet.

Monthly rental would be charged to CTC

Rental Amount will be exempted from tax