WORKING CAPITAL MANAGEMENT IN Bunge India Private Ltd.

Rajpura

Submitted To: Porf. Liza Sethi

Submitted By: Sonali Class M.B.A 2nd Roll no. 3

INTRODUCTION
Company being established as BUNGE FOUNDS BUNGE & CO. IN AMSTERDAM in 1818, The Netherlands, as an import/export trading firm, Bunge will maintain a prominent role in world grain markets.

In 1935 , Bunge builds it first major grain handling facility in Midway, MN, and becomes
an originator of grain in NORTH AMERICA. In 1967 , Bunge expands at Destrehan by building its first US Soybean processing plant. In 2007, Bunge purchases its first sugarcane mill in brazil and forms a fertilizer joint venture in Morocco.

BUNGE PRODUCTS

VISION AND MISSION

The company aims at successfully meeting the varied needs of the Indian consumers. The Company has continuously Endeavored to bring new products to the Indian Consumer the Company stayed close to its roots nature and it has been a platform for its success for several years. Mission Statement The mission statement of Bunge India Pvt Ltd. Rajpura is To produce and sell goods and service to achieve the highest return on sales in the Industry to total satisfaction of customers , employees and Share holders in that order.

Quality Rajpura Branch of Bunge India Pvt Ltd ltd has a good Quality control system together with Research and Development which is comparable to its best in the Industry. It is to the Credit of its good Quality Control system and efficient R and D Department, that Bunge India Pvt Ltd, Rajpura has been honoured and awarded .The American International Quality Certificate And Gold Medal.

RESEARCH METHODOLOGY
FOCUS AND OBJECTIVES OF PROJECT Focus of my study is to highlight the significance of human Resource with following

objectives:Human beings are complex in nature with potential to grow This resource is creative and has the ability to contribute in further in the cause of human lives. The organization require to demonstrate due concern to Recruit & select required talent

for the organizational progress

APPROACH OR METHODOLOGY
I was briefed by very guide Shri R.K. Kalia G.M. (HR & Adm) He highlighted salient aspects of human Resource management & importance of proper Recruitment & selection of employees for overall growth of the organization. He concerned numerous aspects related to recruitment & selection like the importance, policy, manpower planning, process, objectives & various options available to recruit the requisite talent.

COMPANY PROFILE
IN 23 June 2003, US-based agribusiness and food company Bunge has announced that it has signed a memorandum of understanding with Hindustan Lever to acquire the Indian consumer goods firms edible oils and fats businesses based in Bangalore, India. In 22 Sep. 2003, US agribusiness giant Bunge has announced that its Indian subsidiary, Gee Pee Ceval Proteins and Investment, has

acquired the India-based assets of Prestige Foods.

In 15 Oct. 2004, US agribusiness Bunge is to invest between

US$100m and $200m in India over the next five years, its Indian

subsidiary

has

said.

In 21 Dec. 2011, US agribusiness giant Bunge is set to buy the edible oils and fats business of India's Amrit Banaspati.

RESEARCH METHODOLOGY
Data Collection Methods
Primary Data: For primary data collection, we collect information by making questionnaire, direct interview, public opinion etc. Secondary Data Chandigarh market profile, various sectors wholesaler &

Retailer studies are important sources of secondary data.

Sampling Size The sample size of my project is limited to 50 people only. Sampling Design Data has been presented with the help of pie charts & column charts.

LIMITATIONS OF THE STUDY

Short span of time: The main limitation is the availability

of time. Due to short span of time, some inaccuracy may have occurred. Biasness on the part of respondents: Some respondents were not ready to reveal the true information. Inaccurate access: Due to short span of time it was not possible to access all employees as factory is wide. Some were not interested in filling the questionnaires and they did not give back the questionnaires.

WHAT IS PERFORMANCE APPRAISAL

Performance Appraisal is defined as the process of assessing the performance and progress of an employee or a group of employees on a given job and his/ their potential for futur development . It consists of all formal procedures used in working organizations and potential of employees. According to flippo, Performance Appraisal is the systematic periodic and an important rating of an employees excellence in matters pertaining to his present job and his potential for a better job.

1.Performance Appraisal is a process. 2.It is the systematic examination of the strengths and weakness of an employee in terms of his job. 3.It is scientific and objective study . Formal procedures are used in the study. 4.It is an ongoing and continuous process where in the evaluations are arranged periodically according to a definite plan.

OBJECTIVES Work- Related Objectives To improve efficiency To carry out job evaluation.

Carreer Development Objectives

To plan promotion transfers lay offs etc. of the employees. To plan career goals. Organizational Objectives To serve as a basis for promotion or demotion. To serve as a basis for planning suitable training and development programmers.

Performance Appraisal Process

Establishing Standards

Communicating Standards to employees

Measuring Actual Performance

Comparing Actual with Standards

Discussing Reports with Employees Taking Corrective Action

LIMITATIONS

1.Leniency or Strictness

2.Psychological Blocks
3.Miscellaneous Biases 4.Faulty Assumptions

METHOD

BIBLIO-GRAPHY
www.google.com www.yahoo.com Projects.com http://en.wikipedia.org/wiki http://www.managament help.org/ http://naukrihub.com./ html. + (Project)