A PROJECT REPORT ON INDUSTRIAL VISIT

AT
BOTTLERS NEPAL (TERAI) LIMITED

Submitted to:
Tribhuvan University
BBM Department
Lumbini Banijya Campus
Devinagar,Butwal

Submitted By:
Subiksya Neupane
Neelam Neupane
Sabina Aryal(A)
Sabina Aryal(B)
Satish Bhattarai
Sandhya Aryal
Sandhya Rijal
Mijas Chhetri
Aastha Aryal
BBM 7th sem
Section: B

In Partial Fulfillment of the Requirements for the Degree of

BACHELOR OF BUSINESS MANAGEMENT (BBM)
Butwal
January, 2018

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 Acknowledgement

The report entitled “A PROJECT REPORT ON INDUSTRIAL VISIT AT BOTTLERS

NEPAL (TERAI) LIMITED BHARATPUR, CHITWAN” has been conducted to satisfy
the partial requirement for the degree of Bachelor of Business Management, Tribhuvan
University.

It is well known to everyone that without support from Lumbini Banijya Campus, it wouldn’t
have been possible to write this kind of academic report. Therefore, first of all, we are always
indebted to our respected supervisor Lecturer Dr.Bhagawati pd.Chaudhary who not only
provided valuable guidance to complete this project work in time but also according to the
University standards. Similarly, we would like to express our gratitude to Dr. Ishwor Prasad
Gautam, Campus Chief, and Mr. Bharat Bhusal, Programme Incharge, BBM of
Lumbimi Banijya Campus, for their tireless support to bring the report in this position and
we would also like to thank Bottlers Nepal Terai Ltd.for providing valuable information and
support to us.

Last but not least, we would like to express our warm respect to our parents for their affection
and emotional support to pursue further study. Despite of sincere efforts made, the chance of
human error cannot be neglected. Therefore, we would also like to take full responsibility of
any kind of deficiency presented in this project work.
The HRM group members:
Satish Bhattarai, Mijas Chhetri, Subiksya Neupane,
Neelam Neupane, Sandya Rijal, Sabina Aryal(A),
Sabina Aryal(B), Astha Aryal, Sandhya Aryal

January, 2018

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 Table of Contents

Acknowledgement

1. Introduction
 Introduction of the tour
 objective of the visit
 Methodology
 Limitations

2. Company Profile

 Introduction of the Company

3. Human Resource Department

 Recruitment and selection policy
 Training & management development
 Format of training feedback
 Promotion & transfer policy
 Performance appraisal
 Extra Facility and Provident fund scheme
 Engagement and Retention Strategy

4. Key Findings, Strength and Weakness of the Department

5. Conclusion
Appendices

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 Chapter 1
Introduction
Introduction of the tour
Industrial visit is a part of course, during which students visit companies and get insight of on
the internal working environment of the company. It also provides an insight on how
companies work and also useful information related to the practical aspects of the course
which cannot be visualized in lectures.

A group of students were guided for a tour into the premises of Bottlers Nepal Terai limited,
providing information about the background of the company their impact in Development of
various processes and their current position in the global business scenario.

Under the course of study, BBM 7th semester students were taken to Bottlers Nepal terai
limited, Bharatpur, Chitwan as an industrial visit as recommended by BBM Incharge Mr.
Bharat Bhusal with the objective to explore the overall activities performed in the Bottlers
Nepal terai ltd. and to identify the Motivational practices in the organization. The industrial
visit was conducted for two days under the special guidance of three lecturers. On the date
20th Poush 2074, seventy six students along with three lecturers departure, from the ground of
Lumbini Banijya Campus (LBC) at 6:30 a.m.

Objective of the Visit

The objective of the industrial visit is to help students gain first hand information regarding
functioning of the industry which presents students with opportunities to plan, organize and
engage in active learning experiences both inside and outside the classroom.

The overall study of the Industry visit was to gather the information’s regarding the Bottlers
Industry and study the working environment of the industry. The few objectives can be
enlisted as:

 To identify the motivational practices of the organization

 To get informed about the role of different people in the organization.

 To investigate the skills and expertise of the workforce.

 To gain knowledge of Human Resource practices.

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Methodology of the study
For preparing this report field work research method has been primarily used. It has also
touched the area of description research because this report has been prepared on the basis of
description given by personal interview by the staff of Bottlers Nepal limited. . The following
methodology has been adopted for the analysis.
a) Primary method
As the primary methods of data collection, we had visited the industry ourselves and
collected all the required information’s. This study is based on the described decision and
data obtained from the direct personal interview.
b) Secondary method
As the secondary data, we have used internet as our reference. All the information could not
be obtained from limited specified time for the visit so company description and other
information has been obtained from internet. The social Media (i.e. internet) has further been
our major sector of study.

Limitations of the study

In short period of time the study does not go in detail, so as every study, this study has also
faced a lots of limitation during the presentation of this report.
 This report is based on the field visit of Bottlers Nepal Terai limited only so cannot be
generalized as whole Bottlers Nepal.
 Detailed information is not obtained from the company.
 Clicking pictures and noting the correct information was not allowed inside the factory.

Therefore, the required information couldn’t be generated as required.

 It is an academic report and presented as academic format.

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 Chapter 2
Company Profile
Introduction of the company
The only bottler of Coca-Cola products in Nepal, Bottlers Nepal Limited (BNL) has two
plants in the country namely Kathmandu Bottlers Nepal Limited and Bharatpur Bottlers
Nepal (Terai) Limited situated at Kathmandu and Bharatpur and Kathmandu respectively.
The import of Coca-Cola from India to Nepal first began in 1973 and six years later in 1979
the local production of the drink in the country itself was started. Promoted by Khetan Group
one of the leading business organizations in Nepal, Bottlers Nepal also handles the bottling
and marketing of other products such as Sprite and Fanta.
The manufacturing factory is divided into different departments such as; Production,
Laboratory check, Packaging, Branding and Store managing. There are different HR teams
working in a wide range of activities. Bottlers Nepal Limited is the manufacturing company
producing Coco-Cola, Fanta, Sprite, Diet Coke, Maaza and Kinley to hydrate consumers
throughout the day.
Bottlers Nepal Limited focus on consumer response to address any consumer/ customer
concern, ideas, suggestions either on product and its quality or on stock supply, maintenance
of equipment etc. The company makes sure to deal all consumer concerns with a fair, timely
and friendly manner so as to satisfy them and resolve their concern. The marketing and
advertisement of the product emphasis POS (Point-Of-Sale), radio, television, hoardings,
truck back etc. along with emphasis on consumer price compliance. It focuses on making
innovative packages and pack sizes so that the consumers get better value and also the
storage of the products are easy for the retailers.
Since its establishment, Bottlers Nepal Limited has been one of the leading companies in
Nepal handling the bottling and marketing of the soft drink in the country. With its plant set
up in the valley and in terai region, BNL has expanded its coverage from valley to inner lands
of terai serving to quench the thirst of the people living in terai region especially to those
working under scorching sun.

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 Chapter 3
Human Resource Department
Function of different organizations are divided into different departments as like that bottlers
Nepal limited has also divided its function in different department. Among these departments
Human resource department is one of them. It is concerned with managing all the manpower
i.e. all 315 company staff inside the organization and fulfilling the needs of manpower in
time. It also concerns maintaining the existing human resource effectively and efficiently. It
includes various aspects like:

Recruitment and selection policy

Bottlers Nepal focuses on the internal selection of the employee rather than external
selection because internal employees are well known about the company culture and
processes that should be followed inside the organization. Recruitment in new job in the form
of job promotion or job rotation is practiced in bottlers Nepal. If the internal selection cannot
fulfill the human resource requirement of the company than external selection is done. Job
vacancy announcement is made in national newspaper and potential candidate can apply for
the job. Selection is done on the basis of qualification and job experience of the candidate.
Higher the similar experience higher the chance to be selected. Human resource department is
responsible for selecting the best candidate for doing the specified job.

Training and Management development.

Training and development activities are done according the need of the situation. After
analyzing the needs, when gap between job requirement and employee capability is seen then
the need of training arises. The external employee selection process of the bottlers Nepal is
itself a qualitative so the qualified and experienced candidates are selected which results less
needs of training.
Initial training is given to new staffs to make them known about the organizational culture,
organizational process, organizational behavior etc. When any new technology is
implemented then training is given firstly by the experts to the employees of bottlers Nepal
about how to operate in that new technology. Similarly internal on the job training by existing
staffs to new comers is done. Likewise Quality training is given as requirement. Some
management development program is conducted after the internal promotion of staff to
management level.

Training Feedback
After providing the training to the newly selected staff their performance is evaluated
whether their performance is improving as requirement or not, should they be guided for
some more periods or not. Feedback from the employees is collected about the nature of work
they are performing and corrective action is taken if there lacks some quality.

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Promotion and Transfer policy
As the staff selection process of Bottlers Nepal give focus on internal selection so priority is
given to promotion, transfer and job rotation as per the need. Promotion as a vertical upward
movement of staff on the job, it fulfills the Human resource requirement of the bottlers
Nepal. A newly selected staff may not be known about all the culture requirement of the
organization so promotion is selected as best option to fulfill the higher level employee
requirement. After evaluating the performance over certain period the employee to be
promoted is selected. Similarly transfer of employee from one job to similar nature other job
is also practiced in Bottlers Nepal, But it has not got priority as Promotion of employee.

Performance Appraisal
Every employees work is evaluated in a certain period of time to know about their efficiency
and their actual performance. Without performance appraisal, company cannot analyze the
performance of the employee so Bottlers Nepal evaluates its employs performance in certain
period of time. Appraisal is done on the basis of various aspects like: Behavior of employees,
work nature, quantity of work and quality of work.HR department evaluates the performance
using graphical rating scale method in which various performance factors are measured like
quality of work, quantity of work, attendance, honesty etc.
For the evaluation employees are categorized in different class identifying the level of
employees as described in the table below:
Employee Group Level of evaluation

G1-G3 CBA grade evaluation

Above G3 Management employee evaluation

In the above table G is grade which represents the employee level where G1 is lower level
and G2, G3 are increasingly higher level which is evaluated through CBA grade evaluation
method. Similarly employees falling in G4 and above are the management level employees
whose performance is evaluated through management employee evaluation method.

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Extra Facility and Provident fund scheme
Other than the salary Bottlers Nepal is providing other extra facility to its employee. Some
extra facilities provided include medical expenses, insurance facility, provident fund facility
etc. Insurance facility is provided according to the level of the employees and the insured
amount differs in terms of their level. Other insurance and medical facility is explained in
table below:

Facility For Amount

Medical expenses Employees family 3000 annual
Medical expenses employee Unlimited
insurance Employees wife + 2 child 50000 p.a

Beside all these facility it also provides the provident fund facility as per the legal
requirement. Employees are retired at the age of 58 years with retirement benefits to them.
Similarly employees get 3 months’ salary as bonus benefit yearly.
Other all the legal requirement is fulfilled by Bottlers Nepal as per the labor law.

Engagement and retention strategy

Almost all the employees in the Bottlers Nepal seem to be satisfied from the company’s
treatment to the employees. So employee turnover rate of bottlers Nepal limited is very low
and employee retention rate is high. Employee grievance is seen at very minimal rate with the
management in bottlers Nepal. Disputes are always settled internally.

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 Chapter 4
Major findings, Strengths and weakness of the department

Key findings
From the analysis of data we have found various types of findings. Some of the major
findings have been noted as specified as below.

 Bottlers Nepal focuses on internal selection of employees through promotion and job
rotation, rather than external selection.
 Job vacancy announcement is published in national newspapers.
 Training to employees is provided as per the need of the situation, maximum to new
staff
 Various extra facilities are provided to employees, due to which the satisfaction level
of the employees is high.
 Company focuses on the use of modern technology and the safety of the employees is
taken consideration.
 Higher coordination among the employees is seen which leads to qualitative work
performance.

Strengths of the department

 Automated system of production which minimizes the production time.
 Computer based controlling system which reduces the problems and defects.
 Smooth and continuous work flow.
 Qualified and satisfied work force with higher coordination.

Weakness of the department

 Higher Cost for production
 Inflexible layout
 If any machine fails in production line it may lead to shot down the complete
production system.
 Company focuses on internal selection of the employee which restricts the new and
more qualified potential employee to be selected.

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 Chapter 5
Conclusion
After analyzing all the data provided by Bottlers Nepal we can conclude that it is one of the
leading company in business sector in Nepal. It has high chance of expanding its business
because of its quality products & services and computer based production system. It has
helped in the area of political, technological and economical development of the nation. It is
able to satisfy its all stakeholders like customers, suppliers, employees etc. All 315
employees of the Bottlers Nepal Terai limited are fully concerned on betterment of the
company.

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 Appendices
Front view of Bottlers Nepal Terai Limited Bharatpur, Chitwan

Human Resource Departments study group members

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