perfetti (himanshu)

SUMMER TRAINING PROJECT REPORT

ON

STANDARD OPERATING PROCEDURE

AT

INTRODUCTION

“A lot of athletes say they want to be part of a cohesive team—but they also

want their name printed on the back of their jerseys in 6-inch-high block

letters.”

-S P Rabbi

Individuals are important units of any organization. An organization which

resembles a team must have qualified individuals, in specific jobs at specific

places and times, in order to accomplish its goals. Obtaining such people

involves job analysis, human resource planning, recruitment, and selection.

Job analysis is the systematic process of determining the skills, duties, and

knowledge required for performing specific jobs in an organization. A sound

job analysis consists of job description, job specification and job evaluation.

The major objective behind the preparation of job descriptions is to place

right person at right job with right skills and abilities in a team where the

person knows what is his/her role in a team and what are the team

expectations. So it is necessary that the person is well informed about his

role and responsibilities as a team player. This task is accomplished by a

well designed job description which makes a person known about the job.

My study in this project covers the preparation of job descriptions of the

staff members which will act as a benchmark, according to the latest

requirements of Perfetti Van Melle Company, Rudrapur and then to identify

the Training Needs among the present staff and requirements of the new

recruitments. This is further supported by the designing of a Training

Calendar for Staff Members so that the Company becomes a leading FMCG

Company in gums and lozenges category by minimizing the Gaps which is

arising due to expansion.

PREFACE

Human Resource Management is both an academic theory and a business practice that

addresses the techniques of managing a workforce. The theoretical discipline is based on

the assumption that employees are individuals with varying goals and needs, and as such

should not be thought of as bonded labour or can be purchased at price. The field takes a

positive view of employees and study of practices followed by organization to manage

this intellectual capital to their maximum satisfaction, so that they can work to best of

their ability. So, as a MBA student I must know the practical implication of concepts of

Human Resource Management, GLA has given me this golden opportunity to meet this

end, by means of this Project work.

Project work consists of visit to the company and collecting the information about

the practices being followed there, as an HR student my aim was to get a deep insight

into HR functioning and to know about the vital role that HR department plays in

functioning of other departments.

I have done my Project from Perfetti Van Melle India Pvt. Ltd., Rudrapur, as a

requirement for the degree of MBA. I hope to provide relevant information about the

various HR functions of the Organisation in a nutshell by means of this report. It had

been a constant endeavor to remain informative and to the point.

Acknowledgement

I am very grateful to all the members of PERFETTI family as they all have helped me a lot in one or the other way in completion of my project work.

Under their guidance, I worked on the different tasks, due to which I came to know about the various things that takes place in the financial process of the company.

I also thank Mr. Chaman Dhiman who helped me a lot to make the project in Administrative activity & helped me to prepare the project report.

I also thank Mr. Dinesh Dhir our senior faculty member who appreciated & encouraged me to make the project in personal activity & helped me to prepare the project report.

Sanjay pandey

BBA Vth semester

DECLARATION

This project is a partial requirement towards the fulfillment of degree of Bachelor in Business Administration Kumaon University.

This project was executed during the summer break after the 5 th

semester under the supervision of Mr.Chaman Dhiman

I hereby declare that the project report entitled “personal activity In PERFETTI VEN MELLE INDIA PVT LIMITED” prepared by me is my original work. This report is totally prepared up to my own efforts & has not been copied from any other source.

SARASWATIINSTITTUTE OF MANAGEMENT TECHNOLOGY . RUDRAPUR

SANJAY PANDEY

BBA Vth semester

TABLE OF CONTENT

OBJECTIVE OF PROJECT

The object of the study was to examine the job description procedures

specified in Perfetti Van Melle, Rudrapur with reference to their use in

further expansion, and to develop supplementary procedures for rectifying

the deficiencies in various officer grade jobs. Previous evaluations and

recent applications of these kinds of procedures to officer jobs were

reviewed. It is proposed that major deficiencies can be avoided by beginning

the job description process by developing a job model having three major

sections which are discussed in this project.

Job Description is a process of systematically collecting, analyzing and

documenting the important facts about a job. It seeks to know:

FIG 1

Job descriptions have been documented to have more than 100 major

management applications. Frequently uses of job descriptions include:

helping employees understand their jobs better; building team understanding

WHAT A WORKER DOES

DutiesTasks

HOW THE WORKER DOES IT Methods

Tools/Techniques

WHY THE WORKER DOES IT ProductsServices

WORKER QUALIFICATIONS

SkillsKnowledge

Abilities

and support; motivating employees; determining non-pay rewards; assisting

work sampling research; helping with employee outplacement; determining

comparative job skills; providing priorities for supervisors to monitor; and

guiding decisions about work design and task allocations.

The psychological contract — what employees and employers want and

expect from each other — has been changing dramatically in recent years, as

a result of all sorts of pressures and trends on both sides.

Training needs identification (TNI) have become a popular and valuable tool

in the human resource development profession. When properly designed and

administered, a TNI will provide a detailed picture of an organization’s skill,

knowledge and talent base while simultaneously focusing attention to areas

where training programmes are most needed or, depending on the nature of

the business, required. This, in turn, permits the organization to allocate

funds for training and development where they will have the greatest impact

thereby providing a positive return on the firm’s investment. Focuses on an

open-systems approach to designing and administering a TNI.

SCOPE OF STUDY

Every Project has scope which defines the areas of research and the parameters that need to be studies. The scope also tells us the purpose of the project .

The project deals with the analysis of the present job status and

preparation of the future job description of the staff of Perfetti Van

Melle ,Rudrapur according to the rising needs of the company so as to

enhance the staff members at Pefetti Van Melle . Then the training needs

identified, a training calendar prepared on yearly basis and changes are

implemented, as per the study.

Thought the basis of the training needs the identified in companies is

same, but the strategies, methodology used by companies with specific

reasons make them different from other .Hence the project also helps in

studying the difference by implementing different methods of identified

training needs .

In sum total ,my report contents the importance of job description in

an organization , the changes in job descriptions due to expansion ,

identifying job needs and filling the gap by providing training with the help

of training calendar which in an important plan of action designed by the HR

department.

RESEARCH METHODOLOGY

Research type ----------------------------Evaluative research

On worse----------------------------------- Rudrapur city

Sampling technique------------------------purposive sampling

Sampling size--------------------------------105

Type order----------------------------------secondary data

Tools -----------------------------------------structure schedule Special interview

When we talk about research methodology, we do not talk only of research method but also consider the logic behind the method that is used in context research study. We also evaluate why we are using a particular method that the used technique should be such that the research is capable of being evaluated by the researcher and as by others.

In this kind of research, we used facts or information already available. We have used facts available about the information of company’s position in respect of image, quality of product, supply & demand and real market situation then we analysis them and made a critical evaluation of these facts to suggest certain recommendations.

Sampling Size

For conducting our survey we have covered 150 respondents from different areas of Rudrapur

Research Instruments

The survey methods used in the study were Questionnaire methodPersonal meeting

Data Collection

Data collection was done using through both primary and secondary data.

LIMITATION

Every work has its own limitations. While doing this research in PVMI,

Rudrapur I had to face some difficulties, a lot of which were solved by the

admin of PVMI, but a few turned to be the limitations of my work. Some of

them are as follows:

1. Time factor being the first limitation of my project, as the time to

collect data for designing the job descriptions and to judge the

performance of the staff employees were limited, therefore I could not

adopt the 360 ° method of performance judgement. Due to time

factor, I had to adopt 90 ° method, where only the superiors rank the

performances of their subordinates.

2. The same problem faced is while designing the training calendar,

because the programmes recommended to the staff are graphed out of

the judgement of their superiors and their rankings.

3. The conclusion drawn from this project may be biased to a degree

because of the involvement of departmental superiors only. The

participation of every staff member in my research was not 100 %.

4. Whatever performance evaluation is done will be kept in records, but

if they would have been displayed to the employees along with their

present job descriptions, they might have been motivated and

dedicated to be more competent to improve their weaker sides. But I

cannot do this, as I am not the part of the Organization.

5. As I went for convenience sampling, the findings might not be 100%

accurate, and might contain a small percentage error.

6. In today’s fast paced environment, training requirements can change

so rapidly that data collected during a needs assessment, especially if

the assessment spans an extended time frame, can become outdated

fairly quickly.

7. Lastly, the performance factors undertaken by me while evaluating the

staff to identify their training needs might not be the whole some

representative of the employee performance, thus the parameters

might not be absolutely perfect but I believe that it presents the fair

picture of the performance and improvement areas of the present staff.

COMPANY PROFILE :

Perfetti Van Melle is a privately owned company, producing and distributing candies and

chewing gums in more than 130 countries worldwide.

The company was established in March 2001.through the merger of Perfetti S.P.A and

Van Melle NV.

In July 2006, the group acquired the Spanish company Chupa chups, thus strengthening

its position as the third largest confectionery (sugar confectionery + gums) group in the

world, and becoming the first player in the global sugar confectionery market.

It is now the third largest confectionery group in the world, and the first to be present in

the main Asian market. Employing over 14000 people and operating 32 companies

throughout the world. Perfetti Van Melle has a true global reach: it is present in the Asia

pacific region, Europe, Middle East, Africa, and the America. Its corporate headquarters

are located in Lainate (Italy) and in Breda (the Netherlands). Several of its brands are

household names and are much loved throughout the 5 continents.

Mentos, frisk, fruittella, alpenliebe, golia, happydent, vivident, big babol, airheads,

Chupa chups, and smint.

In addition to these global brands, Perfetti Van Melle offers a wide range of products, the

popularity of which is rooted in individual, local, and regional markets. The ability to

develop products, versions, and flavors, that suit the different demands and opportunities

of the local market is indeed one of the group’s key to success.

Perfetti Van Melle innovations provide ample proof of the effectiveness of its product

customization strategy and its attention to consumer demand. In many Asian countries,

Alpenliebe is produced with formulas, packaging and formats that vary according to local

preferences, making it the market leading candy. In the most highly developed European

markets, Perfetti Van Melle offers a wide and varied range of brands, with highly

distinctive qualities and characteristics, like that of functional chewing gum, still

unmatched by its largest international competitors. In America, Mentos, the Group’s no.1

brand, is distributed in a range of exclusive varieties, taking full advantage of the

market’s specific and enormous and potential.

COMPANY HISTORY:

Perfetti Van Melle India Pvt. Ltd has deep root the drawing energy from the inspiration

of real people. The founders – the brothers Ambrogio and Egidio Perfetti from Italy, and

Izaak Van Melle from Holland- were gifted with great initiative, intelligence and instinct.

Though they did not actually know each other, these men had much in common: the same

ambition, the same spirit and the same intuitions that encouraged them to found two great

companies, albeit in different times and hundreds of kilometers apart.

The Perfetti brothers started out in Lainate back in 1946 and Van Melle in Breskens in

1900.

They could never have foreseen that the destinies of their respective companies-, which

still bear their names, Perfetti and Van Melle-, would meet to bring about the creation of

one of the worlds largest and most dynamic confectionery groups.

And thanks to the work of their successor’s achievements, what might have only seemed

a dream for them has now become reality.

ABOUT PERFETTI

The story of this large company began in Lainate, a town just outside of Milan, in 1946.

It was here that the two Perfetti brothers, Ambrogio and Egidio, founded the Dolcificio

Lombardo.

In the mid 1950’s the two brothers had the inspiration that led to their company’s first

and decisive qualitative leap forward: the production and launch of chewing gum, the

legendary American product that had arrived in Italy a few years earlier with the first

Allies. This decision marked the arrival of the first chewing gum entirely made in Italy:

“Brooklyn”, known everywhere as “la gomma del ponte”, the chewing gum of the bridge. A

true cultural icon, the Brooklyn legend lives on today.

1968 marked another milestone in the company’s development: the creation of Gum Base, a

business that immediately became an indispensable strategic asset for the production of gum

base, the raw material for chewing gum. Today Gum Base is one of the top international

gum base producers, supplying all the group’s companies as well as many other

confectionery producers.

The 1970’s witnessed the launch of the brands that were to become favorites with

consumers around the world: Big Babol, Morositas, Vigorsol, Happydent, Vivident, and

Alpenliebe.

Since then Perfetti has continued to grow, set on a highly innovative policy that drives it

to offer new products and new brands every year.

Special attention to consumers and acute awareness of market trends have always been

the hallmark of the company’s activities. The ability to anticipate consumer demands and

trends has played a vital role in the success of Perfetti.

In the 1980’s and 1990’s Perfetti launched an aggressive policy of commercial expansion

to accompany its strategy of constant innovation. In Italy, the acquisition of large players

in the sector, such as Caremoli, owners of the Golia brand, Gelco and La Giulia, allowed

Perfetti to extend its range even further into all market sectors. The acquisition of Frisk

took it into the mini mint tablet sector and ensured a presence on the Japanese market.

Encouraged by its leadership in the domestic market, the company launched an

impressive process of international expansion, opening new production facilities and

distribution units on five continents- from Greece and Turkey in the Mediterranean area,

to the emerging markets of India, the ultramodern factory opened in Brazil in 1999.

ABOUT VAN MELLE

The story began in 1900 in Breskens, where Izaak Van Melle began converting the

bakery founded 60 years earlier by his grandfather into a small confectionery factory. It

only took him a few years to turn the small family business into a thriving company.

Towards the end of the Second World War the Breskens factory was destroyed, and the

company was forced to move to Rotterdam. After a few months of setting in, it was

business as usual. The famous Mentos and Fruittella brands began to grow in volume and

distribution range.

It was at this time that modern stick and roll formats appeared.

The company grew rapidly, spreading around the globe.

The company focused on the qualitative improvements of its products and adopted the

strategy for international expansion based on its ability to “supply superior quality

products to quality markets.”

Several European countries (France, Belgium and Germany) soon became the setting for

commercial units which, supplied by the Rotterdam factory, created an efficient

distribution network.

In just a few years, Van Melle would succeed in taking the freshness and taste of its

unmistakable brands to the most remote corners of the world.

In 1980’s, Van Melle decided to move its main factory to Breda, where the greater space

allowed its productive capacity to increase.

Immediately afterwards the company broaden its product range, directing its interest

towards candies for young children through the acquisition of large companies.

It was also during this period that Van Melle started its far reaching international

expansion by opening commercial units and factories in Brazil, the USA, Thailand,

Indonesia and the Philippines. Its growth in other international markets continued

throughout the 1990’s with the opening of the eastern European borders. During this time

the company set up commercial facilities across the whole region and built a production

unit in Poland.

In the late nineties Van Melle set its sights on the emerging Asian markets, where it once

again displayed remarkable operational foresight.

As well as creating commercial units, it also set up large-scale production facilities in

Indonesia, China and India.

To improve its home market position Van Melle acquired the Dutch company Klene,

famous for its liquorices products.

The Story at the crossing --

The first links between the two companies date back to the 1980’s. Later, in 1991 common

interests led Perfetti to acquire a 37% share in Van Melle. This was only the first step in a

partnership that was to prove profitable from the outset, growing even stronger until ultimately, in

January 2001, Perfetti bought Van Melle’s entire shareholding.

In this way the two companies, starting from similar strategic concepts and complementary

geographic and product interests, formed a new, strong, dynamic group that is today one of

world’s most important confectionery players.

Enormous challenges, ambitious projects and important objectives are opening up for this new

group, born at the dawn of the new millennium.

With a great past behind it, an even greater future awaits.

.

COMPANY’S VISION ::

“Company will enhance our world leadership in confectionery by creating value for

people through delightful and imaginative high-quality products.”

MISSION STATEMENT :

Develop, manufacture and market high-quality and innovative products for

consumers through efficient use of resources and in partnership with customers.

Create a fulfilling workplace for employees built on trust, mutual respect, and

appreciation of their diversity.

Value the role we play in communities, as a socially and environmentally

committed organization.

Generate economic value through superior growth and profitability.

Continuous focus on these principles will lead the company towards the vision.

COMPANY, S VALUES:

Living the Perfetti Van Melle values requires courage, vision, trust, commitment, and

pragmatism.

The following values guide the actions in realizing the mission of the company:

Integrity Without Compromise-

Perfetti Van Melle conducts the business with honesty, integrity, and respect for

those with whom they have relationship.

Achieving Excellence-

Perfetti Van Melle pursues quality in everything they do. They strive for

continuous improvement in the way they operate.

Dedication to the Consumer-

Perfetti Van Melle will meet and surpass the differing needs and expectations of

our consumers, delighting them with high quality, state-of-the-art and innovative

products.

Care for the people-

Perfetti Van Melle are committed to creating a global workplace where teamwork,

involvement, open communication, flexibility and fun exist.

They treat the people fairly; they value different styles, skills, experiences, and

backgrounds and acknowledge that these differences result in greater creativity

and better insights.

They encourage them to take initiative and expect them to approach their jobs

with passion and commitment.

They offer their people the training opportunities and ongoing development so

that each individual can reach his or her full potential.

Social and environmental Responsibility-

Perfetti Van Melle conduct the business as responsible members of society,

respecting the laws of the countries in which they operate,

Contributing to the progress of the local communities in line with the legitimate

role of the business.

They will operate safely, responsibly and with sound environmental practices,

aimed at minimizing the impact on the environment and working toward long-

term sustainability.

Independence-

Perfetti Van Melle is committed to achieving ambitious business goals while

securing our company’s profitability thus ensuring their independent growth.

PRODUCTS:

Perfetti Van Melle strengths are – Quality, innovation, knowledge of market and

consumer desires.

Quality: Product quality is not a simple detail; it is an indispensable starting point. With

the firm conviction that the best way to encourage consumer loyalty is to offer products

of unbeatable quality, Perfetti Van Melle has always paid utmost attention to the selection

of the finest raw materials, the development of cutting-edge production processes and

research into ever newer and better production formulas.

Innovation: The confectionery sector is in constant evolution and innovation is an

essential element in keeping pace with competition and the market.

This is why the group has always given strategic importance to the research and

development of new, up-to-date products.

The central laboratories of Lianate and Breda, assisted by local laboratories, are

constantly researching new products and qualitative improvements to existing ones.

Marketing: An understanding of the market, its underlying trends and the ability to

identify and anticipate consumer tastes and demands play a vital role in the achievements

of outstanding competitive results. For this reason, our marketing services conduct

constant, detailed market research and in-depth analyses of the target market and its

development. Perfetti Van Melle also remains in tune with consumers by placing great

emphasis on a series of other innovative, attractive initiatives; these include developing

new formats and packaging, designing original product concepts, creating alternative,

effective promotional tools, and high-impact, eye-catching advertising campaigns.

Environment: Respect for the environment by operating in total compliance with local

laws and regulations is central to the way of working.

The production processes have been designed to reduce all environmental impact to a

minimum; attention and economic resources are thus specifically directed to improving

the efficiency of these processes, cutting waste as far as possible, making the best use of

natural resources and respecting the regulations and standards in force in the countries

they operate.

They concern for environmental issues is also shown in our preferences for

environmentally-friendly options in all production processes. The sensitivity in this field

has also led them to collaborate with the WWF through the sponsorship of important

initiatives for environmental protection.

People: The employees are the most important resource. Behind the success lies the

initiative, enthusiasm, enterprise, commitment and creativity of the people working with

them. That’s why Perfetti Van Melle makes every effort to create a stimulating work

environment, to guarantee conditions of total safety for the workforce, and to offer all

staff professional training and the opportunity for career advancement at an international

level.

Brands:

The brands which are being manufactured & distributed by Perfetti Van Melle are as

follows:

a) Chlormint

b) Fruit -tella

c) Big babol

d) Brooklyn

e) Center – fresh/ shock/ fruit

f) Vivedent

g) Daygum- herbs white/ microtek/ protex

h) Frisk – powermint/ liquid

i) Alpenliebe

j) Golia-activ/ fruit-c

k) Happydent-protex/ white/ xylit

l) Marbles

m) Meller

n) Mentos- candy/ gums

o) Vigorsol- original/ real fruit

p) Air action

GLOBAL MARKET POSITION:-

Sales in billion US $

3rd position in global (sugar confectionery + gums)

Organisation Chart

Human Beings / People- A Complex Resource

Variety

SENIOR CONTROLLER&

UNIT HEAD

MANAGER

Production

MANAGER

Maintenance & Projects

MANAGER

Quality Assurance, Process &

R&D

MANAGER

Purchases

ControllerFactory

HR

MANAGER

Finance

ASSOCIATEMANAGER

Stores

ASSOCIATEMANAGER

Legal

AssistantManager

Production

SeniorExecutive Production

Ayurvedic

Manufacturing Chemist

JuniorExecutive

MIS

AssistantManager

Maintenance

Senior Executive

Maintenance

AssistantManager

EHS

Associate ManagerProjects

Senior Executive

Utility

Sr. Executive Trainee

Senior Executive

QA

Senior Executive Planning

Executive Purchase

Senior Executive Purchase

Retainer

Executive HR

Senior Executive

HR

Associate Manager

HR

Executive Accounts

Junior Executive

Stores

Sr. Executive Finance

Associate Manager Accounts

Senior Executive

Stores

Executive Maintenance

Executive IT

Front Office

Individual Differences (Each individual is different from another)

Specific Requirements

Scare or Surplus

Human resources term in which many organizations describe the combination of traditionally

administrative personnel functions with performance management, employee relations and

resource planning. The field draws upon concepts developed in Industrial/Organizational

Psychology. Human resources have at least two related interpretations depending on context. The

original usage derives from political economy and economics, where it was traditionally called

labor, one of four 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.

Assets- Valuable or Useful person or thing.

Human resource management (HRM) is the strategic and coherent approach to the

management of an organization’s most valued assets - the people working there who individually

and collectively contributes to the achievement of the objectives of the business. The terms

"human resource management" and "human resources" (HR) have largely replaced the term

"personnel management" as a description of the processes involved in managing people in

organizations. Human Resource management is evolving rapidly. Human resource management

is both an academic theory and a business practice that addresses the theoretical and practical

techniques of managing a workforce.

The theoretical discipline is based primarily on the assumption that employees are individuals

with varying goals and needs, and as such should not be thought of as basic business resources,

such as trucks and filing cabinets. The field takes a positive view of workers, assuming that

virtually all wish to contribute to the enterprise productively, and that the main obstacles to their

endeavors are lack of knowledge, insufficient training, and failures of process.

HRM is seen by practitioners in the field as a more innovative view of workplace management

than the traditional approach. Its techniques force the managers of an enterprise to express their

goals with specificity so that they can be understood and undertaken by the workforce and to

provide the resources needed for them to successfully accomplish their assignments. As such,

HRM techniques, when properly practiced, are expressive of the goals and operating practices of

the enterprise overall. HRM is also seen by many to have a key role in risk reduction within

organizations.

Synonyms such as personnel management are often used in a more restricted sense to describe

activities that are necessary in the recruiting of a workforce, providing its members with payroll

and benefits, and administrating their work-life needs. So if we move to actual definitions,

Torrington and Hall (1987) define personnel management as being:

“a series of activities which: first enable working people and their employing organizations to

agree about the objectives and nature of their working relationship and, secondly, ensures that

the agreement is fulfilled".

While Miller (1987) suggests that HRM relates to:

".......those decisions and actions which concern the management of employees at all levels in the

business and which are related to the implementation of strategies directed towards creating and

sustaining competitive advantage"

The goal of human resource management is to help an organization to meet strategic goals by

attracting, and maintaining employees and also to manage them effectively. The key word here

perhaps is "fit", i.e. an HRM approach seeks to ensure a fit between the management of an

organization’s employees, and the overall strategic direction of the company (Miller, 1989).

Human resources management comprises several processes. Together they are supposed to

achieve the above mentioned goal. These processes can be performed in an HR department, but

some tasks can also be outsourced or performed by line-managers or other departments.

• Human Resources Planning (HRP)

• Design of Organisation and Job

• Selection and Staffing

• Training and Development

• Organisation Development (OD)

• Compensation and Benefits

• Employee Assistance

• Union/Labour Relations

Nature of HRM:

Simply put, Human Resource Management (HRM) is a management function that helps

managers to recruit, select, train and develop members for an organization. Obviously,

HRM is concerned with the people's dimension in organizations. Following are few

definitions of HRM:

1. HRM is a series of integrated decisions that form the employment relationship; their

quality contributes to the ability of the organizations and the employees to achieve their

objective.

2. HRM is concerned with the people dimension in management. Since every organization

is made up of people, acquiring their services, developing their skills, motivating

them to higher levels of performance and ensuring that they continue to maintain their

commitment to the organization are essential to achieving organizational objectives. This is

true, regardless of the type of organization- government, business, education, health,

recreation, or social action.

3. HRM is the planning, organizing, directing and controlling of the procurement,

development, compensation, integration, maintenance and separation of human resources

to the end that individual, organizational, and social objectives are accomplished.

These definitions of HRM can be summarized in the following points:

1 Organizations are not mere bricks, mortar, machineries or inventories. They are is

the people who staff and manage organizations.

2 HRM involves the application of management functions and principles. The

functions and principles are applied to acquisitioning, developing, maintaining,

and remunerating employees in organizations.

3. Decisions relating to employees must be integrated. Decisions on different aspects

Of Employees must be consistent with other human resource (HR) decisions.

4. Decisions made must influence the effectiveness of an organization. Effectiveness of

an organization must result in betterment of services to customers in the form of -

high- quality products supplied at reasonable costs.

5. HRM functions are not confined to business establishments only. They are

applicable to non- business organizations, too, such as education, health care,

recreation, and the like.

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 lie or she leaves—come under the purview of

HRM. Specifically, the activities included 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, motivation and

communication, welfare, safety and health, industrial relations (IR) and the like.

For the sake of convenience, we can categorize all these functions into seven sections—

(i) Employee hiring,

(ii) Employee and executive remuneration,

(iii) Employee motivation,

(iv) Employee maintenance,

(v) Industrial Relation

(vi) Prospects of HRM (see Fig.1).

Fig.1 Scope of HRM

Human resource management is a process of bringing people and organizations together so that

the goals of each are met. It is that part of the management process which is concerned with the

management of human resources in an organization. It tries to secure the best from people by

winning their whole hearted cooperation. In short, it may be defined, as the art of procuring,

developing and maintaining competent workforce to achieve the goals of an organization in an

efficient and effective manner.

In other words, it can be said that human resource management is concerned with people at work

and their relationships with each other.

Nature of Human Resource Management

Training andDevelopment

Function

Continuous Function

People Oriented

Individually oriented

Pervasive Function

InterdisciplinaryApproach

Nature Of

HRM

A BRIEF ON:

In a typical manufacturing setup there are different Activities under the Banner of HR Department. We can divide them into the following areas:

PERSONNEL ACTIVITIES

For doing the Activities / Routine work there is a Standard Operating Procedure (SOP).

These SOP’S help in making the functions more efficient & System oriented rather than people oriented

PERSONNEL ACTIVITIES

1 PAYROLL MANAGEMENT

a.Attendance & Leaves

b. Overtimec. Loans d. Advancese. Compensatory offf. Short Leavesg. Late coming.

2 GOOD HOUSE KEEPING3 FIRST AID4 PERSONAL RECORD OF STAFF EMPLOYEES5 CONTRACT LABOUR MANAGEMENT6 LEAVE TRAVEL ALLOWANCE

7HANDLING EMERGENCY AND MEDICAL TREATMENT

9 BILL CLEARANCE10 MEDICLAIM INSURANCE12 DAILY HR REPORT13 LEARNING CENTER14 MEDICAL CHECK UP POLICY15 MEDICAL REIMBURSEMENT(DOMICILARY)16 GROUP HOSPITALISATION POLICY17 GROUP PERSONAL ACCIDENT INSURANCE 18 GROUP TERM POLICY19 CASH ADVANCE FOR OFFICIAL PURPOSE20 MAINTAINANCE OF FILES21 OFFER/APPOINTMENT/CONFIRMATION22 PRODUCT SALES TO EMPLOYEES23 MARRIAGE ANNIVERSARY GIFT

PERFETTI VAN MELLE INDIA PVT. LTD.

Rudrapur Plant

SOP for PAYROLL MANAGEMENT

Revision

No.: 00

SOP

No.-1

A. Attendance & Leaves

Objective:-

To maintain a proper record of the daily attendance, Over Time, leaves of the shop

floor members.

SOP

The working in the factory is 24 hrs and it’s divided into 3 shift of 8 hrs each:

“A” Shift 7.00 am to 3.00 pm.

“B” Shift 3.00 pm to 11.00 pm.

“C” Shift 11.00 pm to 7.00 am.

Attendance System

a). Each SFE signs the shift roaster at commencement and end of the shift at

the

Security Gate.The time of entry and exit is recorded by the security.

b).Changes to company uniform and shoes provided by the Company in locker

room and swipes again his attendance card before entering into Shop Floor.

c). Employee swipes time while coming out of the shop floor for “OUT” time

SHIFT CHANGE

1. Member making a shift change with his colleague obtains a prior approval

on shift change format (Annexure-1) from his shift executive & the same is

be forward to the HR in advance so as to avoid any confusion.

2. Any member making shift change is not allowed the Shift change more than

two times in a month.

On Duty Intimation

In case any of the employees is on official duty or is going out of station, he should

get the prior approval from the shift executive and departmental head and on the

official duty slip (Annexure-2) & same should be forwarded to HR

At the end of the month salaries will be made as per the attendance register. All the

members should ensure their leave card, Over Time Card, On duty slips are

forwarded to the HR on or before 20th of every month.

Documentation:

Attendance is compiled by the time office by verifying the gate entry register and

attendance system

PERSONAL GATE PASS:

If any employee is going out form factory during his shift timing due to some

personal work, in this case he has to fill the personal gate pass and get the approval

of his shift executive then submit to time office. The leave of 1 hour will be treated a

deduction of 1 hrs but if its upto 2hrs then half day salary will be deducted. Personal

Gate pass is allowed maximum of 2hrs.


Rudrapur Plant


Revision

No.: 00

SOP

No.-2

B. Leaves

Objective:

To maintain a proper record of leaves given to Employees.

SOP of Leave

In PVMI leaves are given as:

a. Earned Leave

b. Casual Leave

c. Sick Leave

d. Maternity Leave

e. Special Leave

f. Short Leave

a) Earned Leaves for SFE,s:

A shop floor member is eligible for EL if he has worked for minimum 240

days in the previous calendar year. These leaves are encashable.

Leave are calculated @ one day for every 20 days worked.

EL can not be availed less then 3 days

Balance leaves are forwarded to the next year & can be accumulated up to 30

days and over & above 30 days the leaves will be automatically encashed

along with the Jan month salary.

Calculation Formula: Present Basic / 26 x No. of days leave to be encashed

EL leaves for staff members:

An employee can avail earned leave a maximum of three times in a year and for

minimum duration of 3 working days at a time.

The entitlement will be 30 working days per calendar year.

For a newly recruited employee earned leaves are calculated on a Pro-rata basis

In case of trainee employees he /she will be entitled for 15 days in a year EL and

can avail only after complete his training period.

Earned leave may be granted any time for which it is due in a calendar year

Balance leaves after every calendar year are forwarded to the next year & can be

accumulated up to 60 days and over & above 60 days the leaves will be

automatically encashed along with the Jan month salary.

Calculation Formula: (Current Monthly Basic Salary x No. of days of leave to be en-cashed)

÷ 30

b) Casual Leaves

9 casual leaves are allowed to each SFE.

The workman has to mention the reason of Casual Leaves in the Leave Card.

An employee can not availed more then 3 days in continuously

The balance causal leave at the end of the year will be encashed automatically in Jan

every month.

b) Casual Leaves for Staff Members

7 casual leaves are allowed to each staff members.

The workman has to mention the reason of Casual Leaves in the Leave Card.

An employee can not availed more then 3 days in continuously

The balance causal leave at the end of the year will be lapsed automatically.

(c)Sick Leaves

(c.1) Sick Leaves for SFE, s

An employee will be entitled to avail 9 days sick leave in a year with full pay.

SL is not encashable

Balance SLs are forwarded to next year and can be accumulated upto 20 days and

over and above 20 days will be lapsed automatically.

The medical certificate is required if anyone is availing SL more then 3 days.

(c.2) Sick leaves to staff members.

An employee will be entitled to avail 10 days sick leave in a calendar year. For employees

(including trainees) joining mid way through the year, sick leave will be given on a pro-rata

basis.

The maximum Sick leave can be accumulated is up to 40 days, and is not encashable at any

time. Sick Leave over and above 40 days will automatically lapse

The medical certificate is required if anyone is availing SL more then 3 days.

Earned Leave can be granted in continuation with the Sick Leave.

(d) Maternity Leave

All female employees are eligible for maternity leave for 12 weeks period, subject to the

eligibility stated in the Act which says that she has to complete a minimum period of 80 days

of service in the preceding 12 months prior to proceeding on Maternity Leave. A female

employee may defer a part of the leave before delivery to after delivery. However at least

six weeks leave post delivery must be taken.

Employees shall apply for leave one month prior to her tentative date of delivery along with

medical certificate

In case of miscarriage, the woman employee is entitled to take Leave for a period of 6 weeks

with full pay, immediately from the date of miscarriage.

(e) SPECIAL LEAVE

In case of any exigencies like major ailments the Manager -HR may grant leave without

pay at his discretion .In case of accidents while on duty the leave may be considered with

pay as deemed fit by the Manager – HR

(f) SHORT LEAVE

Any members who wish to go on short leave should fill up the outgoing gate pass

clearly mentioning the time at which he would like to go out.

The concerned shift Executive, depending upon the exigency of work, will allow the

members to go on short leave.

The shift executive will sign the outgoing gate pass for the security gate.

The security officer will enter the details in the short leave register (format enclosed) and

forward the gate - pass to H.R. Department for payroll purposes

GENERAL:

All official holidays and Sundays falling in between the period of leave (all types) shall be counted as days of leaves taken.

National/Festival holidays and weekly off’s falling just at the commencement or at the end of leave (All types) period shall not be counted as leave.

In case of leave without pay (LWP) deduction will be on all salary components.

An employee who has taken leave without obtaining permission of the Company will be deemed to be absent from work without permission. This will be deemed to be leave without pay.

Documentation:

All the leave details are recorded by time office in the leave card


Rudrapur Plant


Revision

No.: 00

SOP

No.-2

C. Overtime

Objective :

To compensate for working additional hours or worked continuously for additional shift.

SOP

a) Overtime is applicable to all shop floor employees.

b) Whenever a member is required to work for extra hours the intimation is

sent

at the security gate through his over time card which is duly authorized by

the

shift executive and department head. This over time card is forwarded to

Time

Office on the next day for further entries in payroll.

NOTE: Over Time cards which are not submitted on time would not be entertained in the

subsequent month.

zz

Security to forward the slips on the same day to Time office who will advice payroll for payment

Requirement for extra working hours of employees duly authorized by Shift Executive/ Department Head

Shift Executive / Department Head will fill the extra hours worked in Over Time Card

The employee will submit the same with the security who will again sign with OUT time.


Rudrapur Plant


Revision

No.: 00

SOP

No.-2

E. Salary Advance

Objective

Salary advance is given to the employees to help them meet their medical/

bereavement exigencies.

SOP

This policy is applicable to the entire permanent shop floor members and staff

members.

Any employee on the permanent rolls can avail this for meeting exigencies due to

illness to self, immediate family (wife, children, and parents) or for meeting

expenses due to death in the family of immediate relatives.

The amount of advance would be 50% of the take home salary if he has

worked for more than 15 days during the current month in which he applies

for the advance.

The amount paid would be recovered in full while processing salary for the

current month.

In cases where the salary has been processed without deduction the employee

is required to deposit the advance money received in cash immediately on

credit of his salary.


Rudrapur Plant


Revision

No.: 00

SOP

No.-2

f. Late Coming

Objective

To ensure discipline and Time Management among shop floor employees.

SOP for late coming

1. All the employees are expected to enter the production area / work place at

least 5 minutes before the commencement of the working hours.

2. In case of exigencies as a special case he will be allowed to enter the factory

premises up to 5 minutes after commencement of the shift. He / she will have

to sign the late coming register kept at the main gate wherein the time of

entry into the factory premises will be noted by the security.

3. In case if any employee is late for more than 5 minutes but less than 15

minutes after the commencement of the shift , he /she will be allowed inside

the factory premises as a special case. However, such incidents of late coming

will not be allowed for more than TWO TIMES in a month. He /she will have

to sign the Gate register wherein the time of entry into the factory premises

will be entered by the security.

4. Wherein the employee is late for more than 15 minutes but less than 30

minutes he /she will be marked absent for 2 hours. If he /she is late for more

than 30 minutes but less than 1hour he /she will be marked absent /leave for

1/2 day and will be allowed inside the factory after getting the approval from

Department head.

5. If the employee is late for more than 1 hour, he / she will not be allowed for

work and will be considered absent without information.


Rudrapur Plant


Revision

No.: 00

SOP

No.-2

G. Compensatory Off

Objective

To compensate any Holiday or weekly off provide PVMI members a day off against

their working on holiday or weekly off.

S.O.P

Compensatory off can be availed by the member 3 days preceding the Sunday or

3 days after Sunday.

Member taking the compensatory off has to clearly inform the responsible heads

of their Department about the off taken.

Member is also required to record the details of the Compensatory Off in the

Leave Card issued to him from the Time Office.

A list regarding the Compensatory off of members is sent to the Time office for

further processing.

Documentation

Entries regarding the Compensatory Off are recorded by the time office after he

receives the lists of the members who have taken Compensatory off


Rudrapur Plant

SOP for HOUSE KEEPING

Revision

No.: 00

SOP No.2

2. Good House Keeping

PVMI Rudrapur has a contract with Nath HR for providing housekeeping services,

which is locally situated in rudrapur.

Unskilled manpower is hired on minimum wages, Contractor is given the

requirements as how many persons we need to depute in various areas and in

different shifts

Contractor supplies with the manpower as well as house keeping material,

for which the company has to pay a fix amount.

After that the manpower comes into the plant ,changes his dress,marks his

attendance at the time of enter and exit

Then the housekeeping supervisor deputes the manpower in their respective

area as per the requirement

Housekeeping supervisor fills the housekeeping plant checklist on hourly

basis and submit the same to time office at the end of each shift.

This checklist is duly signed and verifyied by the production executive and

quality executive and the same will be submitted to time office

Every day housekeeping supervisor needs to fill the toilet checklist and

submit it to the time office the next day.

Time office personnel needs to co ordinate with the contractor for providing

housekeeping material on time for any day to day issue.


Rudrapur Plant

SOP for FIRST AID

Revision

No.: 00

SOP

No.-3

3. First Aid

Objective:

To ensure proper arrangement of First Aid so that required aid can be provided at

time.

S.O.P

The Time Officer ensures the availability of First Aid Kit in each department

updates its constituents.

PVMI also provides first aid training to all individuals twice a year through

internal and external trainers

After the training session, certificates from respective organization.

Documentation

All the details related the bills of all expenses of Unit Head’s Vehicle are recorded in

the Record Register by the Incumbent of Time office.


Rudrapur Plant

SOP for personal records of employees

Revision

No.: 00

SOP

No.-4

. Personal record of Employees

Objective

To maintain a proper record of all personal details of each Employee so that any

information related to the person can be retrieved at the required time.

S.O.P for Personal Record of Employees.

The incumbent records all the personal details of each Employee in a

systematic manner at the time of his/her joining.

The incumbent maintains all the details in a proper Format in which

following description is included

Name

Date of Birth

Qualification

Experience

Contact No.

Spouse’s name

Children’s name

Date & Time of Joining etc

On the basis of this proper format, any information related to the individual

can be easily retrieved.

The details of new joining and left employees is being sent to corporate HR

on monthly basis.

It is updated timely by the respective HR Departement

Documentation

There is a systematic record of personal details related to each individual working

in PVMI & is maintained by the respective incumbent.


Rudrapur Plant

SOP For CONTRACT LABOUR MANAGEMENT Revision

No.: 00

SOP

No.-5

Contract Labor Management

Objective:

To manage the Contract Labour according to the requirements of PVMI.

Administration of Contract Workmen:

Contract workmen requirement:

The production department gives requirement of manpower for a week every Saturday. Basis this requirement the number of contract workmen from different contractors are communicated to the security gate.

Gate Entry:

All contractor workmen require marking his attendance in the Register in the presence of contractor Supervisor before entering in to the production area in all the shifts. He will have to sign the gate register wherein the time of entry & exit in to the factory premises will be entered by Supervisor. Supervisor will ensure the all contractor workmen should be entered in the production atleast 5 minutes before the commencement of the shift. After entry of workmen the Contractor Supervisor has to prepare Daily Manpower Sheet shift wise and get is verified by Production Executive / Security and HR Department. These daily manpower sheets are kept with the HR for monthly bill processing.

I. Card and Attendance Card

The Contractor has to issue Each contract workmen is issued with a photo identity and daily attendance card by the contractor which is deposited with the contractor supervisor at the time of entry and collected while going out after work.

Induction

The Contractor Supervisor will ensure to new contract workmen before entry into the factory are given a brief induction about the company, Good Manufacturing Practices, Safe working, Personal Hygiene, process, facilities provided to the contract workmen, rules and regulations to be adhered to as per the Induction Manual for Contract Workmen. Also contractor supervisor has to handover the Induction manual book to Contract workmen at the time of Induction.

Test during the period of employment

The HR Respratantive / QA Respratantive and Contract Labour will have to take test of contract workmen to aware them about the company, Good Manufacturing Practices, Safe working, Personal Hygiene etc, through a Test Paper. The HR Respratantive has to evaluate the test Paper and give the feedback to Sr. Manager – HR. The HR Respratantive will ensure that 2 test of contract workmen during a period of his employment (5 months)

Break

The contractor has to ensure that workmen are required to be engaged for a maximum of 5 months at a stretch. After the said period he is given full and final settlement which included all statutory payments including EL encashment, Bonus payable (percentage should be in par with permanent employees). The PF withdrawal form is also filled by the contract workman and ensured that the same is settled by the contractor.

Bill Processing:

The daily entries are maintained in excel format for arriving at the total man days for each contractor payable for the month as per the contracted rates. The monthly sheets are enclosed / PF and ESI Challans4 of previous month along with the bill of the contractor authorizing for payment by the Sr. Manager – HR.

Documentation

All the derails related to each contract workmen is submitted to the Sr. Executive - HR


Rudrapur Plant

SOP for Handling Emergencies- Medical Treatment Revision

No.: 00

SOP

No.-7

. Handling Emergencies- Medical Treatment

OBJECTIVE:

To provide the medical treatment to all employee in emergencies like accidents.

PROCEDURE

The Company has tie up with M/s Sanjivani Hospital, situated on Kashipur Road Rudrapur for handing any emergency accidental medical treatment.

In case of any employee injured due to accident while working in the Factory, his colleague needs to be informed to Security Gate immediately so that they can make the transportation arrangement for sending him to hospital at the earliest. The supervisor of the area where accident happened needs to be informed to Safety Manager to analysis the route cause.

In case of any employee got Health related problem while on duty, he may go to the Hospital for treatment. In this case the company will provide only first aid and rest expenses will be borne by the concerned employee only.

In case of hospitalization of any employee due to accident happened in Factory, the expense will be claimed through mediclaim policy, if he is cover under mediclaim policy otherwise Manager HR would be the deciding authority to treat the expenses as special case

In case of first aid cases the expenses would be borne by the company. If the injury requires the employee to stay home as advised by the Doctor then such period would be treated as extraordinary and adjusted against the sick leave / Earned Leave available for the employee. Beyond the available leave if the employee is required to rest at home and take treatment and if it is more than 20 days the same may be considered as a special leave on written request to the Manager - HR.

S.O.P for Bill Clearance

Relevant bills are transferred to the Time Office whereas current day to day

bills are transferred to the respective Incumbent.

The same bills are verified by the Time office

All the verified bills are authorized by HR Manager.

Finally all the bills are transferred to the Finance Department.

Documentation

There is a systematic record of all the bills including the Item, Vendor’s name, Bill

date, Amount etc which is maintained by the Incumbent.


Rudrapur Plant

SOP for Bill Clearance

Revision

No.: 00

SOP

No.-8


Rudrapur Plant

SOP OF MEDICLAIM INSURANCE

Revision

No.: 00

SOP

No.-9

. Mediclaim Insurance

Objective:

To provide medical cover to each & every employee of PVMI.

S.O.P:

All employees of PVMI who are on permanent roll are cover under

mediclaim policy.

It also provides family cover to the respective applicant i.e. a spouse & 2

children up the age of 18 years

Applicant fills up the Mediclaim form and submits it to time office.

The time office forward the same to insurance company for claim settlement

through Corporate HR

Applicant is also required to submit the verification letter & prescription

details given doctor.

All the bills & expenses related to Mediclaim are recorded & verified by the Time

Office.

Documentation

All the details related to the details are recorded in proper books by incumbent of

time office


Rudrapur Plant

SOP for DAILY HR REPORT

Revision

No.: 00

SOP

No.-10

DAILY HR REPORT

It is the duty of the time office to submitt the daily H.R report every morning to all the H.R TEAM as well as the PRODUCTION MANAGER

AS per the decided format time office needs to fulfill the data of SFE both shift wise and department wise.

Daily H.R report should indicate no of overtime persons plus the details of absenteeism of the employees with the details of his concerned department as what is the reason and for how long he have been absent.

Time office will take the due action by sending a warning letter to the concerned employee for 1 month.

Any issues related to security, housekeeping, canteen, contract as well as permanent labour, transportation ,vendors are dealt by the time office personnel.


Rudrapur Plant

SOP for LEARNING CENTER

Revision

No.: 00

SOP

No.-12

OBJECTIVE:

To enhance the knowledge level of employees by books related to their work field and also current events.

PURCHASE:

Books will be purchased after having discussion and authorization from Manager HR

LEARNING CENTER OPERATIONS This head will be involving some rules regarding issuing of books as: Books will be issued against the signature of employee in the register

mentioning the date of issue and date of return. Only one book will be issued at a time. Book will be issued between 3:00pm to 4pm Book will be issued subject to the availability of book in the library at that

time. Book will be issued for a maximum period of 7 days. In case of non-return of the books ,the members will be have to pay the cost

of the books to the company.

LIST OF REGISTERS/RECORDS

Register containing information about name of the books,date of issue,date of return and signature.

Master data reegister containing details of books (title,author’s name,cost)


RUDRAPUR PLANTSOP FOR LEAVE TRAVELL ALLOWANCE

Revision SOP

No.: 00 No.-13

OBJECTIVE

To provide financial assistance to employee for personal travel, while on leave, to any place in India, once in a year.

PROCEDURE The employee will become eligible for Leave Travel Assistance only on confirmation

of his/ her employment in the Company.

Leave Travel Assistance amount will be paid on financial year basis i.e. from April to March to staff members and on calendar year basis i.e Jan to Dec to shop floor members.

An employee can claim Leave Travel Assistance one month before the date of travel.

In such cases, the LTA amount paid to the employee will be treated as an advance . on receiving the proof of travel, the exemption under Income Tax will be given to the

said employee. In case if the company do not receive the proof of travel within one month of

claiming the LTA amount, the full amount being paid as LTA will be taxable.

LTA may only be claimed for travel undertaken during leave It is required to take leave for at least a period of three days to claim LTA However, if an employee does not wish to avail of the tax benefit, then he may claim

LTA without taking the leave. Whenever such claim is made, the LTA Claim Form (Annexure-I) duly filled in along with leave application form duly approved by the Functional Head should be forward to H.R. Department.

The amount LTA will be as per the compensation structure of the employee If an employee’s salary changes during the course of the year the LTA will be

calculated accordingly on a pro rated manner. LTA, which is not availed during that year will be paid through the payroll in the

month of March after tax has been deducted from it.

Any employee joining during the course of the year will be paid LTA on Pro-rata basis.

LTA CLAIM – SUBMISSION OF ORIGINAL TICKETS

. This tax exemptions can be claimed against genuine LTA travel expenses. It is the responsibility of each employee to ensure making genuine claims only with

the required proofs i.e. tickets etc. so that the same is considered while calculating and deducting Income Tax.

In the case of Train travel too, one will be required to present used orignal tickets


Rudrapur Plant

SOP for MEDICAL REIMBURSEMENT (DOMICILARY) Revision

No.: 00

SOP

No.-14

OBJECTIVE: To provide financial assistance to employees to meet the day to day domiciliary

medical expenses.

PROCESS: Medical Reimbursement paid along with the salary, who ever wish to claim

medical reimbursement has to fill all details in enclosed format (Annexure –1) and send it to HR Department along with the original bills latest by 15th of every month.

Any claim received after 15th will be paid along with the subsequent month salary.

All bills should be pertaining to current financial year. Incase of any bill pertaining to other than the current financial year will not be considered for reimbursement.

The employee will become eligible for Medical Reimbursement from the date of joining. However employee can only claim 50% of his limit in the first six months of the year and the balance amount in the next six months. All claims should be supported with the original bills.

Medical Reimbursement amount will be paid on financial year basis i.e. from April to March.

The Medical Reimbursement limit will be as per the compensation structure of the employee. If an employee’s salary changes during the course of the year the Medical Reimbursement will be calculated accordingly on a pro-rated basis.

Medical Reimbursement, which is not availed during that year will be paid through the payroll in the month of March after tax has been deducted from it.

Any employee joining during the course of the year will be paid Medical Reimbursement on Pro-rata basis. In case of a separation of an employee, for any reason whatsoever, unclaimed Medical Reimbursement for the year will be paid on a pro-rata basis up to the period worked in the final settlement. In case the

employee has already claimed Medical Reimbursement, a deduction on a pro rata basis will be made from his final settlement.


Rudrapur Plant

SOP for GROUP HOSPITALISATION POLICY

Revision

No.: 00

SOP No.-

15

OBJECTIVE: To provide benefit to employee and his family (spouse and up to two children

below 18 years) in the event Hospitalisation due to any disease / injury. In case of employees who are at the level of Functional Head/Sr. Manager, their dependent parents are also covered.

DECLARATION FORM All new employees should fill the declaration form and send it to the HR

Department with in 7 days from the date of joining. During the service period if any employee got married or blessed with child,

he/she should be filled the fresh declaration form and send it to HR Department with in 7 days of occurrence.


Rudrapur Plant

SOP for GROUP PERSONAL ACCIDENT INSURANCE POLICY

Revision

No.: 00

SOP No.-

16

OBJECTIVETo provide benefit to employees of the company incase of accidental Death or Disablement at any time, any where in the world.

All claims will be settled as per the guidelines of this Policy and every body will be bound by the decision of the insurance company.

CLAIM PROCEDURE:

Immediate intimation with maximum details to the HR Department at Corporate Office.

Submission of all documents e.g. satisfactory proof of the accident, medical examination report, Doctors prescription, X-ray or other related reports, bills &/or cash memos, disablement certificate from attending Doctor etc.,

Claim form duly completed in all respects. (Available in HR. Department)

Incase of death, the accident should, invariably by intimated to the police Authorities and FIR be obtained and submitted. Post marten report, death certificate and other related documents shall be submitted.


Rudrapur Plant

SOP for GROUP TERM POLICY

Revision

No.: 00

SOP No.-

17

OBJECTIVETo provide insurance benefit to employees of the company incase of accidental Death at any time, any where in the world.

APPLICABILITYThis policy is applicable to all employees of the company (including Trainees). The individual insurance coverage under this policy is as under.

BAND Sum Insured Per Annum (Rs)*

Shop Floor Employees 3 Lacs

Band 5B & 5C 5 Lacs

Band 5A 7.5 Lacs

Band 4B, 4A, 3B & 3A 10 Lacs

Band 2A & 2B 20 Lacs

Band 1 50 Lacs

*there is a provision details of which I will mail later along with the insurance co document.


Rudrapur Plant

SOP for CASH ADVANCE FOR OFFICIAL PURPOSE

Revision

No.: 00

SOP No.-

18

OBJECTIVETo facilitate monitoring of and ensure timely settlement of cash advances taken by employees towards imprest, travel or any other expenses.

Procedure Travel advances will be given to Sales Staff and other employees Branches as

per limits set out by Director- Sales & Marketing. For other employees, advances will be given on approval of respective

superior, not lower than the grade of an Associate Manager.

Advances will have to be settled within 7 days of completion of travel, or incurring of expenses.

In case the travel plan or the activity for which advance has been taken does not materialize, the same should be returned immediately.

For some positions, advances in the nature of imprest may be given due to the nature of duties involved; the same shall be given only upon approval of the Functional Head and will have to be settled at duration of not more than 15 days.

Any advance / Imprest balances beyond specified limits (wherever set) or those lying unadjusted beyond 30 days will be reported to the following for review.

Regional Manger for respective branch employees Functional Head for respective department employees Managing Director for all Functional Heads

If Advance/Imprest is not adjusted within 60 days, the reviewers are recommended to issue instructions to HR for deduction of the same from salary

. No further Advance/Imprest should be given unless the overdue balances are adjusted.

Imprest/Advance should be reconciled between employees and Accounts Department regularly, so as to ensure that the balances reflected in Expense statements are the same as those reflected in company’s record.

As far as possible, balance should be squared off on 31st December every year and wherever this cannot be done, written confirmation should be taken on record.


Rudrapur Plant

SOP for MAINTINANCE OF FILES

Revision

No.: 00

SOP No.-

19

SOP OF MAINTINANCE OF FILES

1. OBJECTIVE:

To keep proper record of all Department files, avoid duplicacy of files and easy availability of files to all members.

2. ALLOCATION OF FILE NUMBER : To avoid overlapping in allocating file

numbers the following numbers are being allocated to each member as given below:

NAME OF THE MEMBER FILE NUMBER

Mr. Dinesh Dhir No.HR.1-50, Mr. Chaman Dhiman No.HR.II/51-100,Mr.Sunil Saini No.HR.III/100-150, Admn. Related files No.HR.IV/150-200, Time Office No.HR.V/200-350

For more details see Annexure - I.

3. MAINTENANCE OF FILES:

The responsibility of maintenance of file lies on the member who is handling it and the same should be updated by him regularly.

4. INTRODUCTION OF NEW FILE / CONTINUATION FILE:

To introduce any new file continuation file the member should fill up the enclosed format(Annexure - II) and send it Mr.P.Ravi Kumar. After approval from Manager Human Resources the new file will be introduced.

5. LIFE OF A FILE :

All the files will be reviewed in the month of “July” every year. The files to be replaced or sent for record after a list is made and approval of Manager Human Resources is taken. The list of files sent for record will be Managed by Mr. Chaman Dhiman.


Rudrapur Plant

SOP for OFFER/APPOINTMENT/CONFIRMATION

Revision

No.: 00

SOP No.-

20

Objective : To provide timely offer/appointment/confirmation letter to all employees.

SOP FOR SFE After the selection of the candidate is done ,he is issued an offer letter which

contains his post, salary details,date of joining along with medical fitness form(pre-employment medical examination form)

The selected candidate is also issued a health declaration form which has to be approved by the doctor stating that he is fit to work.

After joining the job,the candidate is issued a detailed appointment letter in which the terms and conditions of the job is mentioned.

After the appointment the incumbent is kept on probation period for 6 months,during this period the incumbent performance is evaluated by the HR department..

After the completion of 6 months the HR department will hand over the confirmation report of the concerned employee to the concern department head to evaluate his performance during last 6 months.

The confirmation report will be handed over to the concerned department head at least 1 month in advance from the date of confirmation, so that the confirmation report shall be filled on time and the confirmation letter is issued on time.

If the employee performance is not satisfactory, then his probation period is being extended by the HR department for a minimum of 3 months and maximum time could vary.

After 3 months the same procedure is followed. ,Based on extentinon and confirmation ,the corporate HR will issue a

confirmation letter to the concerned department head which finaly hands over to the concerned employee.

1 copy of the letter is submitted to the HR department duly accepted and signed by the employee.

SOP FOR STAFF Details of the selected employee are sent to the head office (gurgaon),then

from the head office an appointment letter containing the terms and conditions of job ,salary annexure along with pre-employment medical examination is issued to candidate .

After that the employee is kept on probation period,for fresher the probation is for 1 year and for an experienced person it is for 6 months .

After the successful completion of 1 year or 6 months as the case may be ,the employee is then put permanently on the job.


Rudrapur Plant

SOP for PRODUCT SALES TO EMPLOYEES

Revision

No.: 01

SOP No.-

21

OBJECTIVE:

To provide company’s products to the members at subsidized rates..

APPLICABLITY:

This policy is applicable to all staff and shop floor employees in the factory.

PRODUCT & RATES:

PRODUCT RATES (Rs.)Chlormint Jar 300 Pcs 97Center Fruit Jar 100 pcs 71Center fresh 150 Pcs 106Creamfills Jar 270 Pcs 96Ceramfills Pouch 200 pcs 71

RULES AND REGULATIONS:

1. Every member is eligible to purchase three display of any above said product in a month .

2. Jars Promotional items will not be covered under this scheme.

3. Product cost will be deducted from current month salary.

4. Product will be made available subject to product availability.

This scheme can be modified, amended or withdrawn at any time by the Management without assigning any reason.

PROCEDURE:

Any member who wants to purchase these products has to fill his Products Sale to Employee Card which is available in Time Office. The same has to submit at least one week before from the issue dates of the products to Time Office.

Product will be distributed as per the Product Sale Card on 1st 11th and 21st of every month at the security gate after end of the shift timing.

The product sale card has to be authorized by Manager HR


Rudrapur Plant

SOP for Wedding Gift

Revision No.: 01 SOP No.-

22

OBJECTIVE:

To give wedding gift on the occasion of employee’s marriage or employee’s Children marriage.

APPLICABILITY:

All staff and shop floor employees of the company are covered under this policy. In case of children of employee’s maximum of two children will be eligible for wedding gift.

GIFT VALUE: Incase of employee marriage the gift value shall be up to Rs.2500/-. Incase of employee’s children marriage the gift value shall be up to Rs.1000/- .

Who will attend the marriage:

One representative from the respective department and one representative from the Human Resources Department will attend the marriage.

Travel Entitlements:

To attend the outstation marriages the representative of the company (one from respective department and HR) is eligible to claim the travel expenses as per his / her travel entitlements. No conveyance to be reimbursed in case the marriage venue is within a radius of 50 KM from the office.

Swot analysis

strengths

Advantages of proposition?

Capabilities? Competitive

advantages? USP's (unique selling

points)? Resources, Assets,

People? Experience, knowledge,

data? Financial reserves, likely

returns? Marketing - reach,

distribution, awareness? Innovative aspects? Location and

geographical? Price, value, quality? Accreditations,

qualifications, certifications?

Processes, systems, IT, communications?

Cultural, attitudinal, behavioural?

Management cover, succession?

Disadvantages of proposition?

Gaps in capabilities? Lack of competitive

strength? Reputation, presence

and reach? Financials? Own known

vulnerabilities? Timescales, deadlines

and pressures? Cashflow, start-up cash-

drain? Continuity, supply chain

robustness? Effects on core

activities, distraction? Reliability of data, plan

predictability? Morale, commitment,

leadership? Accreditations, etc? Processes and systems,

etc?

Management cover, succession?

opportunities

Market developments? Competitors'

vulnerabilities? Industry or lifestyle

trends? Technology

development and innovation?

Global influences? New markets, vertical,

horizontal? Niche target markets? Geographical, export,

import? New USP's? Tactics - surprise, major

contracts, etc? Business and product

development? Information and

research? Partnerships, agencies,

distribution? Volumes, production,

economies?

Seasonal, weather, fashion influences?

threats

Political effects? Legislative effects? Environmental effects? IT developments? Competitor intentions -

various? Market demand? New technologies,

services, ideas? Vital contracts and

partners? Sustaining internal

capabilities? Obstacles faced? Insurmountable

weaknesses? Loss of key staff? Sustainable financial

backing? Economy - home,

abroad?

Seasonality

Executive summaryPrincipal Competitors

Nestlé S.A.; Kraft Foods North America Inc.; Mars Inc.; Cadbury Schweppes PLC; Hershey Foods Corp; HARIBO GmbH und Company KG; Ferrero S.p.A.; Chupa Chups SA; Oy Karl Fazer Ab; Masterfoods Veghel B.V.; August Storck KG.

Further Reading

"Admiraal, Karin, "A Sugary, Fruity Smell Fills the Air at the Perfetti van Melle Plant in Erlanger, Ky, Where Each Day 20 Tons of Sugar, Are Mixed, Melted and Molded into 3 Million Airheads Chewy Candies," Cincinatti Post, March 30, 2002, p. 10A.

Bhattacharya, Sindhu J., "Perfetti's Sweet Success," Business Line, October 7, 2004, p. 19.

Bickerton, Ian, "Van Melle Gives Consent for Takeover by Perfetti," Financial Times, January 16, 2001, p. 32.

"Chups Links to Fruittella," Grocer, March 19, 2005, p. 8.

"Foreign Principals Growing in Russian Candy Market," Candy Industry, January 2005, p. 11.

Newberry, Jon, "Candy Plant Will Add Jobs," Kentucky Post, February 18, 2005, p. K1.

"Perfetti Aims at Larger Slice of Confectionery Market," Business Line, November 21, 2004.

"Perfetti van Melle Sets Out to Prove Itself," Duty Free News International, March 15, 2003, p. 30.

"Perfetti Van Melle Thinks Outside the Roll," Confectioner, June 2003, p. 48.

— M.L. Cohen

— CONCLUTION

Project in Perfetti van malle. started by interacting with the various levels of the managers & staff in the organization. The interaction with managers gave insight on the procedures of the recruitment. It also gave insight on the various types of training activities conducted for the new employees and existing employees and managers . It also helped to learn training requirements while conducting various training activities by preparing the forms needed for the training activities . In the Recruitment department, by the interaction with the recruitment head came to know about the various selection processes which were used in the organization in order to recruit the required candidates who would be able to achieve the goals set by the company.During the tenure in the company, the visit to the production unit gave lot of information about the process . Finance department gave information about the final accounts i.e. the annual reports which helped in analyzing various ratios. It also gave the information on the important sources through which the budget was laid for various activities of the company.Marketing and sales department gave information on various strategies of marketing and the techniques used in the sales of the goods. It helped to know the various practical aspects marketing strategies which were learnt in the classroom.

Suggestion

Questionnaire

Q. 1 When the training program is more interesting?a) Motivated b) De motivated Q. 2 You go t o attend training programs with the feeling?a) When senior managers are also participatedb) When they do not participatedQ.3 The topic of training program is appropriated?a) Yes b) NoQ.4 The time duration of training program is?a) Sufficient b) Insufficient Q.5 Your involvement in training programs must be?a) Always b) Often c) Sometimes d) NeverQ.6 The change in work style after attending training programs is?a) Yes b) NoQ.7 How much interest do you find in training program?a) More b) Less c) None

Q.8 The benefit you have received from attending training programs is?a) Time management b) Team work c) Less dispute Q.9 You are able to communicate learnt training skills to co-workers?a) Yes b) NoQ. 10 According to you the numbers of training programs that are effective lie in the range.a) Always b) Often c) Sometimes d) NeverQ.11 The implementation of skills taught inn training programs is?a) More b) Less c) NoneQ.12 Is you able to encourage your co-workers to implement training programs skills?a) Yes b) No

BIBLIOGRAPHY

(1)website

(a)www.google.com (b)www.perfetti.com (2)Books (a) HRM: K.S.Ashwathapa (b) HRM: C.B.Gupta (c) magzine

http://www.google.com/

Date post:	01-Dec-2014
Category:	Documents
Upload:	sanjay-panwar
View:	592 times
Download:	4 times

perfetti (himanshu)

Documents