SUMMER TRAINING REPORT

ON
“HR AND WELFARE CONDITIONS IN VEETEE FINE FOODS
LTD.”

PROJECT REPORT SUBMITTED

IN PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR TWO YEAR FULL TIME
MASTER OF BUSINESS ADMINISTRATION (MBA)
2007-2009
SUBMITTED TO: SUBMITTED BY:
MRS. Shiwani Thakur Anjali Chopra
(MBA Faculty) MBA-3rd sem
Roll no: 67

HINDU INSTITUTE OF MANAGEMENT

(AFFILIATED TO MAHARSHI DAYANAND UNIVERSITY, ROHTAK)

Opp. Railway Station, Sonepat-131001.

Phone: 0130-2244474 / 2242596 / 2257352.

 www.himsonepat.com

DECLARATION

I,ANJALI CHOPRA Roll No.(in words) ____________

______________M.B.A. Final year (III semester) of Hindu Institute of
Management hereby declare that the Summer Training Report entitled “HR

AND WELFARE CONDITIONS IN VEETEE FINE FOODS

LIMITED” is an original work and the same has not been submitted to any
other institute for the award of any other degree. A seminar presentation of
the Training Report was made on _________________________ and the
suggestions as approved by the faculty were duly incorporated.

Signature of the Candidate Presentation In charge

(Faculty)
Head of Department

Seal

Countersigned
Director

Seal
 ACKNOWLEDGEMENTS

Some people have been instrumental in allowing this project to be

completed. Without these people’s able and learned guidance, the present
work would not have seen the light of the day.
My first and foremost concern is to intimate fathomless appreciation to my
project guide Mr. Brijmeet Singh, Mr. Agnivesh (HR Manager) for his
encouragement and patience throughout the duration of the project.

I would also like to thank Mr. Ravikant Swami, Mr. Rohit Garg, Mrs.
Shivani Thakur, Mrs. Rupa Rathi (collage faculty) who were the
investigator and early on provided advice and encouragement at during this
project.
I would like to express my heart –felt gratitude to Mr. Koushik, Mr.
Rajesh, Mr. Uppadhaya and all those staff members of Veetee Rice meal
Ltd. Who spared time to guide whenever I needed guidance so that I learn
and add value to my knowledge to the maximum, as well as get a practical
knowledge of the company.
Last but not the least I would like to pay regards to Maharshi Dayanand
University, Rohtak for giving this opportunity of summer training and
preparing a project report.

ANJALI CHOPRA
INDEX
CHAPTER TOPIC PAGE
NO. NO.
A DECLARATION
B ACKNOWLEDGEMENTS
1. INTRODUCTION
 OBJECTIVE OF THE STUDY
 FOCUS OF THE STUDY
 HYPOTHESIS
2. RESEARCH METHODOLOGY
 RESEARCH DESIGN
 SOURCES OF DATA COLLECTION
 METHODS OF DATA

COLLECTION
 SAMPLING
3. COMPANY PROFILE
 INTRODUCTION
 PRODUCT RANGE
 ORGANIZATION STRUCTURE
 SRUCTURE OF DIFFERENT
DEPARTMENTS
4. HUMAN RESOURCE MANAGEMENT
5. EMPLOYEE WELFARE
 STATUTORY WELFARE SCHEMES
 NON-STATUTORY WELFARE
SCHEMES
 WORKING IN RTE DEPARTMENT
6. PROCEDURE FOR CONDUCTING
TRAINING
7. ANALYSIS AND INTERPRETATION
8. SWOT ANALYSIS
9. LIMITATIONS
10. SUGGESTIONS
11. ANNEXURE
 QUESTIONNAIRE
 BIBLOGRAPHY
INTRODUCTION
 OBJECTIVE OF THE STUDY

The human resources are the most important assets of an organization. The
success or failure of an organization is largely dependent on the caliber of
the people working therein.
Employee welfare implies the setting up of minimum desirable standards
and the provision of facilities like health, clothing, housing, medical
assistance, education, insurance, job security, recreation etc. to enable the
worker and his facile to bad a good working life, family life and social life.

The objective of the study carried out at “VEETEE” is to know how

HR & Employee welfare system of the organization motivates their
employees.

The study aims at:-

  To study thoroughly the welfare activities and the point of view of

employees towards it.

 To see whether the employees are satisfied from the welfare

conditions of the organization.

 To learn about the practical work in the organization.

FOCUS OF THE STUDY

It is somewhat difficult to accurately lay down the scope Employee welfare

work, especially because of the fact the Employee is composed of dynamic
individuals with complex needs.

According to the committee on Employee welfare, welfare services should

mean such services, facilities, amenities as adequate canteens, rest and
recreation facilities sanitary and medical facilities, arrangements for travel to
and from the for the accommodation of worker employed at a distance from
their homes and such other services, amenities and facilities including social
security measures, which contribute to conditions under which workers are
employed.

HYPOTHESIS

In making this project many assumptions were taken:

 While making this project the information obtained through various

sources was true and accurate.

 The employees responded to the questions of the questionnaire

without any biasness.

 There was not any kind of pressure on the employees while filling the
questionnaire.
  Some people were unwilling to cooperate.

 The information provided by the company may be incomplete.

RESEARCH METHODOLOGY

DEFINITION OF RESEARCH:

“RESEARCH IS SYSTEMATIC EFFORTS TO GAIN KNOWLEDGE.”

RESEARCH PROCESS

Problem recognition and

definition

Research design
 Sampling

Data analysis

Reporting the results

There are three basic methods of research: 1) Survey, 2) Observation, and

3) Experiment

The survey is the most common method of gathering information in the

social sciences. It can be a face-to-face interview, telephone, or mail survey.

Observation research monitors respondents' actions without directly

interacting with them.

In an experiment, the investigator changes one or more variables over the

course of the research.. When all other variables are held constant (except
the one being manipulated), changes in the dependent variable can be
explained by the change in the independent variable. It is usually very
difficult to control all the variables in the environment. Therefore,
experiments are generally restricted to laboratory models where the
investigator has more control over all the variables.

SAMPLING

Sampling refers to the method of selecting a sample from a given universe

with a view to draw conclusions about that universe. A sample is a
representative of the universe selected for study.

RESEARCH DESIGN Descriptive

COLLECTION OF Primary data, Secondary data

DATA
 SAMPLE SIZE 50 respondents

SAMPLING UNIT Individual

SAMPLING TYPE Convenient sampling

AREA OF STUDY Study area is confined to the employees

of Veetee Fine Foods Ltd.
ANALYSIS PATTERN Pie charts

RESEARCH DESIGN

“A RESEARCH DESIGN IS THE FRAMEWORK OR PLAN FOR A

STUDY WHICH IS USED AS A GUIDE IN COLLECTING AND
ANALYZING THE DATA COLLECTED.”

TYPES OF RESEARCH DESIGN

Research design can be classified into following types:-

Descriptive research design

Exploratory research design
Diagnostic research design
Hypothesis testing research design

 Descriptive research design: - Which are concerned with

describing the characteristics of a particular individual, or of
group.
 Exploratory research design: - The main purpose of this is
that of the formulating a problem for more precise
investigation or of developing the main work hypothesis from an
operation part of view.

 Diagnostic research design: - Determine the frequency

which something occurs or its association with something else.

 Hypothesis testing research design: - Where the researcher

tests the hypothesis of casual relationship between variables.

In this project I have used Descriptive research design because it describes

characteristics of some individuals or groups.
 Sources of Data Collection

Primary Sources

 These are the original works of research.

 Data is collected for the given objective.
 It is raw data without interpretation.
 This data is more authoritative.
 Internal primary data includes inventory records, personnel
records, statistical records etc.

Secondary Sources
Data gathered and recorded by someone else prior to and for a purpose other
than the current project.

Is often:

• Historical
• Already assembled
• Internal to corporation

Advantages of Secondary Data

 Inexpensive
 Obtained Rapidly
 Needs no access to subjects or respondents (convenient)
 Information is not Otherwise Accessible
 Can Provide Insights into problem during exploratory phase
 Can provide background data on trends etc. which lends credibility to

Disadvantages of Secondary Data

 Lack of Availability (e.g. new products; image)

 Uncertain Accuracy
 Data Not Consistent with Needs (not relevant)
 Inappropriate Units of Measurement
 Time Period Inappropriate (Dated)

Methods of Data Collection

• Observation Method

– Data is more accurate than direct questioning.

– It involves noting down the actions of the respondents. (As
actions are easily observable)
– Electronic devices, like camera can record actions

• Advantages of Observation
 – Accuracy.
– Objectivity (Free from the bias of the researcher).
– Problem of phrasing the question is resolved.

• Disadvantages of observation

– Attitude, motivation and plans can’t be observed.

– Personal and intimate activities can’t be observed.
– Normal behavior of the respondent may change if he comes to
know that he is being observed.
– Data collected through observation is expensive.
• Questionnaire method

– Most widely used method of data collection.

– Can be undertaken in 3 different ways
– Face to face
– Telephonic
– Mail
• Advantages of Questionnaire method

– Versatile (can be used in almost all situations).

– Knowledge, motivation, opinions, intentions etc can be
measured through questioning only.
 – Speed (fieldworker have more control over questioning
process).

• Disadvantages of Questionnaire Method

– Unwillingness (Refusal).
– Inability (beyond the experience of respondents, difficulty in
framing sentences).

– Influence of questioning process (How long/ short was the

movie.).
– If true answer is embarrassing the respondent can modify the
answer.
– Cost is very high if the questioning is to be carried out in larger
area.

Telephonic Interview

• Advantages
•
– Cost is less
– Wide reach
– Time taken is less

• Disadvantages

– Not as versatile as face to face interview.

 – Problem of visual aids.
– Problem of descriptive answers.

In this project Questionnaire method is used for survey.

SAMPLING
Sampling refers to the method of selecting a sample from a given universe
with a view to draw conclusions about that universe. A sample is a
representative of the universe selected for study.

RESEARCH DESIGN Descriptive

COLLECTION OF Primary data, Secondary data

DATA
 SAMPLE SIZE 50 respondents

SAMPLING UNIT Individual

SAMPLING TYPE Convenient sampling

AREA OF STUDY Study area is confined to the employees

of Veetee Fine Foods Ltd.
ANALYSIS PATTERN Pie charts

COMPANY PROFILE

 Veetee Fine Foods Limited was founded in the year 1992 and has

since become a pioneer in the field of rice. Veetee Fine Foods Limited
is today one of India's major producer and marketer of fine quality
BASMATI RICE.

 Factory located in a sprawling 43 acre complex located in the rice

bowl of India. Most modern and advanced processing facilities.
 A Quality Control Laboratory with precision machines to check rice at
each stage of production. A quality control regime to check minutely
all aspects of rice production. Trained, quality conscious man power.

 Veetee Fine Foods Limited has also entered into the field of food
production since 12.07.2006. It prerares ready to eat food in the most
hygienic way with complete quality assurance.

 The main emphasis of this company is to achieve complete customer

satisfaction through quality products.

 INNOVATIONS

 Its turnover has rapidly grown from Rs. 330 million in 1994-95 to

over Rs. 2000 million in 2006-07.

 The construction of the unit is spacious, airy & wholesome

conforming to needs of the food industry. The company has bought a
most modern, fully automatic Rotary Retort from World leader,
lagarde, France and an ELLAB system from Denmark for
sterilization, cooking and quality monitoring. This state of the art
 machinery makes VEETEE FINE FOODS LIMITED (RTE
DIVISION) one of the advanced units of its kind.

 The senior management of the company is highly committed towards

system oriented approach. In line with this thinking, top management
has decided to adopt ISO 22000, HACCP & BRC –Issue 4 process
approach model. Accordingly all the processes are documented and
implemented.

“The company believes in not just customer satisfaction but

customer’s delight.”

INTRODUCTION

Veetee are currently the largest rice supplier in the UK retail trade, supplying
both Veetee and supermarket own-brands. Veetee are also unique in rice
manufacturing, as they are the only company to have factories in both India
and Pakistan, making them perfectly placed to supply both communities.
Future investments will ensure that Veetee stay ahead of the game

 QUALITY POLICY(Rice division)

“We at Veetee Fine Foods Limited, endeavor to achieve customer
satisfaction by producing & supplying Basmati rice and other products
of consistent and safe quality complying to legislative requirements to
our customers all over the world. This, we intend to attain by
continually improving our systems, through technical up gradation &
skill enhancement of employees”

 QUALITY POLICY(RTE division)

“We endeavor to achieve customer satisfaction by producing and

supplying commercially sterile products in most hygienic way under
strict quality assurance system complying with legislative requirements.
This, we intend to attain by continually improving our methods,
systems and infrastructure through technical up gradation and skill
enhancement of employees.”
PRODUCT RANGE
HUMAN RESOURCES: Human resources are heterogeneous. They
consist of many different individuals, each of whom has a unique personality
a combination of different values, attitudes, motives and mode of thought.

Human beings behave in widely different and complicated ways. Their

reactions to promises, praise or criticism, for e.g.: can be quite different. It is
very difficult to predict their behavior especially in an organization where
they work in groups. Their behavior is neither consistent nor readily
predictable.
Modern employees are better educated, possess greater skills, have more
sophisticated technology available for their use and enjoy higher standards
of living than previous generations.

A human being himself determines what he contributes. If he is motivated,

he will work for an organization more efficiently and effectively.

ORGANIZATION STRUCTURE OF VEETEE FINE FOODS

LIMITED
 MANAGING DIRECTOR
(MR. Moni Verma)

CEO
(MR. Ayushman Gupta)

DIRECTOR
(MR. Rajesh Khera)

ADMINIS- QUALITY R.T.E

PRODUCT
-TRATION ACCOUNT P&A ASSURAN
-ION
-CE

WAREHOUSE
EDP SECU- WEIGH TRANS-
CIVIL
RITY BRIDGE PORT

PADDY PADDY STORE SELLA PACKING MECHA- ELECTR

PROCURE STORA- PLANT NICAL I-CAL
-MENT GE

STRUCTURE OF DIFFERENT DEPARTMENTS

 Administration Department.

MANAGER MANAGER

EXECUTIVE

OPERATORS

LABOUR

 Accounts Department:-
 MANAGER
MANAGER

SR. EXECUTIVE

EXECUTIVE

OPERATORS

TRAINEE
 P & A Department:-

MANAGER

SR. EXECUTIVE

EXECUTIVE

TRAINEE
 Production Department:-

MANAGER MANAGER MANAGER

SR. EXECUTIVE

EXECUTIVE

OPERATORS

LABOUR

 Quality Assurance:-
 MANAGER MANAGER MANAGER

SR. EXECUTIVE

EXECUTIVE

OPERATORS

TRAINEE

LABOUR

 RTE Department:-
MANAGER MANAGER

SR. EXECUTIVE

EXECUTIVE

LABOUR
 PRODUCT RANGE
 INDIA:-
• VFFL Supreme
• Daily Meal
• Miss chef
• Victoria
• Sampoorna
• Uphaar
• Teen Sitara
• Char sitara
• Paanch Sitara
• Moti Dana

 INTERNATIONAL:-

• Veetee
• Ashoka
• VFFL
• Non-Basmati Rice

INTERNATIONAL PRESENCE
  OFFICES:-

• UK
• Nigeria
• India
• Pakistan

 MANUFACTURING LOCATION:-
• UK
• Nigeria
• India
• Pakistan

 DISTRIBUTORS IN INDIA:-

• Solan
• Amritsar
• Jodhpur
• Bihar
• Chennai
• Kolkata
 DISTRIBUTORS ALL OVER THE WORLD:-
• South Africa
• Mozambique
• Malawi
• Angola
• Mauritius
• Oman
• UAE
• Kuwait
• Qatar
• Egypt
• Saudi Arabia
• Baharain
• Jordan
• Israel
• Syria
• Lebanon
• Russia
• Switzerland
• Malta
• UK
• India
• Nigeria
• Canada
• USA
 HUMAN RESOURCE MANAGEMENT:

Human Resource Management (HRM) is the function within an

organization that focuses on recruitment of, management of, and
providing direction for the people who work in the organization.
Human Resource Management can also be performed by line
managers

OR

Human Resource Management is the organizational function that

deals with issues related to people such as compensation, hiring,
performance management, organization development, safety,
wellness, benefits, employee motivation, communication,
administration, and training
Employee Welfare

Employee welfare means anything done for the comfort and improvement,
intellectual or social, of the employees over and above the wages paid which
is not a necessity of the industry
 According To Arthur James Todd

Worker welfare should be understood as a meaning with services, facilities

and amenities which may be established in or in the vicinity of undertaking
to enables the person employed in them to perform their work in healthy and
peaceful surrounding and avail of facilities which improve their health and
bring high moral.

 According To ILO
The term Employee welfare may be viewed as a total concept, as a social
concept and as a relative concept. The total concept is a desirable state of
existence involving the physical, mental, moral and emotional well being.
The relative concept of welfare implies that welfare is relative in time and
place. It is dynamic and flexible concept and hence its meaning and content
differ from time to time, region to region, industry to industry, level of
education, social custom, and degree of industrialization and general
standard of the socio-economic development of the people.

Employee welfare is an important facet of industrial relations, the extra

dimension, giving satisfaction to the worker in a way, which even a good
wage cannot. With the growth of industrialization and mechanization, it has
acquired added importance. The workers, both in industry and agriculture
cannot cope with the pace of modern life with minimum sustenance
amenities. He needs an added stimulus to keep body and soul together.
Employees have also realized the importance of their role in providing these
extra amenities, and yet, they are not always able to fulfill workers demand,
however reasonable they might be.

Employee Welfare implies the setting up of minimum desirable standard and

the provision of facilities like health, clothing housing, medical, education,
insurance, job security, recreational etc. to enable the worker and to live a
good working life and social life.
 Organizations provide welfare facilities to their employees to keep their
motivation levels high. The employee welfare schemes can be classified
into two categories viz. statutory and non-statutory welfare schemes. The
statutory schemes are those schemes that are compulsory to provide by an
organization as compliance to the laws governing employee health and
safety.

Statutory Welfare Schemes:

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking

water should be provided.

2. Facilities for sitting: In every organization, especially factories,

suitable seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and

should be readily assessable so that in case of any minor accident
initial medication can be provided to the needed employee.

4. Canteen facilities: Cafeteria or canteens are to be provided by the

employer so as to provide hygienic and nutritious food to the
employees.

5. Washing places: Adequate washing places such as bathrooms, wash

basins with tap and tap on the stand pipe are provided in the port area
in the vicinity of the work places.

6. Changing rooms: Adequate changing rooms are to be provided for

workers to change their cloth in the factory area and office premises.
Adequate lockers are also provided to the workers to keep their clothes
and belongings.
 Non Statutory Welfare Schemes:

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the

companies provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide

opportunity to employees to work with flexible working schedules.
Flexible work schedules are initiated by employees and approved by
management to meet business commitments while supporting
employee personal life needs

3. Employee Assistance Programs: Various assistant programs are

arranged like external counseling service so that employees or
members of their immediate family can get counseling on various
matters.

4. Maternity & Adoption Leave – Employees can avail maternity or

adoption leaves. Paternity leave policies have also been introduced by
various companies.

5. Medi-claim Insurance Scheme: This insurance scheme provides

adequate insurance coverage of employees for expenses related to
hospitalization due to illness, disease or injury or pregnancy.

6. Employee Referral Scheme: In several companies employee referral

scheme is implemented to encourage employees to refer friends and
relatives for employment in the organization.
 7. Loan and Cab Facility: The company provides loan to its employees

minimum interest rate and also convince to all its employees.

WORKING IN RTE DEPARTMENT

 DEPARTMENTS:-

• Receiving dock: Raw materials are received in

this
area.
• Packing room: The prepared food is packed
here
both manually & automatically.
• Chiller: Here vegetables are stored in the cold
storage.
• Change room: Here the workers dress themselves
according to the set rules.
• Dry store: All the spices & pulses are stored here.
• Preparation room: All the vegetables are washed &
cut through machines.
• Kitchen: The food is cooked here manually.
• Filling and sealing section: The prepared food is
filled in to packets & sealed to protect it.
• Quarantine store: The packed food is kept here for
21 days for complete quality check..
• Retort section: The packed food is kept in a machine
at 122 deg. Celsius.

PROCEDURE FOR TRAINING AND RECRUITMENT IN

RTE DEPARTMENT
 Procedure through forms:

1. Manpower requirement form.

2. Induction training program.

3. Training and development needs format.

4. Annual training calendar.

5. Monthly training schedule.

6. Training attendance sheet.

7. Individual training record.

8. Participant feedback report.

9. Training effectiveness feedback form.

 10. Personal data form.

11. Job description cum responsibilities.

PROCEDURE FOR CONDUCTING THE TRAINING

 Training and development needs form: Different departments

give this to the HR department according to their needs.

 Annual training calendar: A schedule of the complete year is

made with complete details like name of the program, time etc.

 Monthly training schedule: Now the schedule for every month is

made with even the minor details.

 Training attendance sheet: This is a form which is filled during

the training to have a record of the employees who have taken the
training.

 Participants training feedback form: After the training each

participant has to fill this form to evaluate the benefits of the training.
  Training effectiveness feedback form: This form is filled by
the head of the department to rate the effectiveness of the training on
the participants.

TRAINING PROGRAMMES:

Refresher training on Industrial Safety & Fire Fighting

Variety Identification (Paddy & Rice)
Fumigation Training
Good Storage Practices
Workplace improvement
Energy Conservation
Effective Machine operation
Testing of FFA content in Rice Bran
First Aid
Waste Water Management
Computer Skills
ANALYSIS AND INTERPRETATION
 Q1. How long have you been working in this organization?

o Less than one year

o 1-3 years

o More than 3 years

CATEGORY NO. OF EMPLOYEES IN FAVOUR

Less than one year 19
1-3 years 20
More than 3 years 11

DURATION OF THE JOB

More than
years 3
22% Less than
year 1
38%

years 1-3
40%
RESULT:-

22% of the employees are working from more than three years and
40% are working between one and three years and 38% are
working from less than one year.

Inference:-

The majority of employees working in the organization are not

freshers and also not one who are working from past many years
but they are working in the organization from few years.
Q2. Is the company providing you any kind of training?

o Yes

o No

CATEGORY NO. OF EMPLOYEES IN FAVOUR

Yes 42
No 08

TRAINING

NO
16%

YES
84%
RESULT:-

The company is providing training to 84% of the employees and

only 16% percent employees are not provided the training.

Inference:-

The company is very serious for providing different kinds of

training to the employees which is required according to there
work area. And also some of the training programs are there which
are common to all like First Aid etc.
And if we talk about the 16% people who are not given the training
there could be various reasons for that like: The Employee may be
absent on the day on which the training was to be held, There may
be no training required for the employee due his good experience
in that field.

Q3. How many training programs have you attended in a month?

o 1-3

o 3-5

o More than 5

CATEGORY NO. OF EMPLOYEES IN FAVOUR

1-3 22
3-5 16
More than 5 4

No. of programs attended

More than
5
10%

one - three
three - five
52%
38%
RESULT:-

52% of the employees have attended one to three training programs

per month and 38% of the employees from three to five programs
and 10% of the employees have attended more than five training
programs in a month.

Inference:-
Majority of the employees have attended one to three programs and
very less employees out of 45 have attended more than five
programs in a month. This shows that the training provided by the
company is not much less or not too much. It is almost sufficient
for the employees to perform there jobs. The reason behind not
arranging too much of the training programs can be that it hinders
the production and also adds to the expenditure.

Q4. Is the number of training given to you is sufficient?

o Yes

o No

CATEGORY NO. OF EMPLOYEES IN FAVOUR

Yes 36
No 06
 Satisfaction from training

No
14%

Yes
86%

RESULT:-

86% of the people feel that the training provided to them by the
company is sufficient for performing their job efficiently. But 14%
of the employees feel that it is not sufficient.

Inference:-
Majority of the employees are satisfied with the number of training
programs provided to them. This shows that the company is doing
well in providing training to the employees.

Q5. Are you aware of the Performance Appraisal system?

o Yes

o No

CATEGORY NO. OF EMPLOYEES IN FAVOUR

Yes 45
No 05
 Awreness about performence
appraisal system

No
10%

Yes
90%

RESULT:-

90% of the employees are aware about their company’s

Performance appraisal system. And only 10% of the employees are
unaware about it.
Inference:-

Majority of the employees are aware about the company’s

Performance appraisal system this implies that the company is
good at communicating its terms and conditions well. And the rest
10% who are not aware may be due to that they have joined
recently or may be due to some mistake were left in the induction
section.
Q6. Are you satisfied with the performance appraisal system

followed by the company?

o Satisfied

o Dissatisfied

CATEGORY NO. OF EMPLOYEES IN FAVOUR

Satisfied 28
Dissatisfied 17

Satisfaction from welfare activities

Dissatisfie
d
38%
Satisfied
62%
RESULT:-

62% of the employees are satisfied from the welfare activities

provided to them whereas 38% employees are unsatisfied.

Inference:-

Though the majority of the employees are satisfied with the

welfare activities provide to them but the percentage of employees
who are not satisfied could not be neglected. This implies that the
welfare conditions given by the company does not match with the
employees expectations completely and needs much improvement.
 Q7. Do you get enough incentives according to your job profile?

o Yes

o No

CATEGORY NO. OF EMPLOYEES IN FAVOUR

Yes 29
No 21
 INCENTIVES

No
42%
Yes
58%

RESULT:-
 58% employees are given incentives by the company whereas 42%
employees are not given any incentives.

Inference:-

The company is not providing much incentive to the employees as

a large part of the employees is not provided with the incentives. It
is also true that 58% of the employees are given incentives but then
also there is further more scope of improvement.

Q8. Are you aware of the company’s welfare activities?

o Yes

o No
CATEGORY NO. OF EMPLOYEES IN FAVOUR
Yes 43
No 07

Awareness about welfare activities

No
14%

Yes
86%
RESULT:-

86% of the employees are aware about the welfare activities

whereas 14% of them are not aware of these activities.

Inference:-

As majority of the employees are aware about the welfare activities

of their company this shows that company is doing well for the
welfare of the employees. And the reason behind that 14% of the
employees are not aware can be the negligence from the side of
employee or much high expectation of the employees.

Q9. Are you satisfied and motivated enough to perform your job?
o Satisfied

o Not satisfied

CATEGORY NO. OF EMPLOYEES IN FAVOUR

Satisfied 36
Not satisfied 14

Motivation

Not
satisfied
28%

Satisfied
72%
RESULT:-

72% employees feel that they are motivated and satisfied enough to
perform their job and 28% do not feel that they are motivated
enough.

Inference:-

Majority of the employees feel that they are motivated well by

their seniors to perform their job. This implies that there is good
communication between the employees and their seniors. The
reason behind the 28% employees that are not motivated also can’t
be ignored. There can be several reasons like the behavior of the
employee, hesitation in communicating with the seniors etc.
Q10. What area do you feel is isolated in terms of employee welfare?

According to majority of the employees no area is left isolated for employee

welfare but some have said they have no idea about it and a few people have
suggested some changes like there must be education facility for their
children.
The response was not much clear may be due to the ignorance or hesitation
of employees to express what they want for themselves
The other reason for this may be that the employees have no past experience
of working in any organization and have no idea about what more welfare
activities can be incorporated.
 SWOT ANALYSIS

SWOT Analysis is a powerful technique for understanding the Strengths and

Weaknesses, and for looking at the Opportunities and Threats one might
face.

Used in business context, it helps an organization carve a sustainable niche

in the market. Used in a personal context, it helps one develop his/her career
in a way that takes best advantages of his/her talents, abilities and
opportunities.

Strengths and Weaknesses are internal factor .Opportunities and Threats

relate to external factors. For this reason, the SWOT Analysis is sometimes
also called as Internal-External Analysis.
STRENGTHS:

About 62% of the employees who are surveyed are

fresher which is a strength for the company as:

 Fresh blood is always good for the company to achieve great

heights.

 It brings new thinking in the organization.

 New ideas can be implemented for capturing more n more

market.

 As the company has recently turned into an MNC new people

with new thoughts can achieve more success than before.
 The company is good at providing training which is
also one of the strengths for the company as:

 It gives people an awareness of the rules and procedures to guide their

behavior.

 It attempts to improve their performance on the current job or prepare

them for an intended job; actually training is a developmental process.

 Increased human performance often directly leads to increased

operational productivity and increased company profit.

 Proper training can prevent industrial accidents.

 Training and development programs foster the initiative and creativity

of employees and help to prevent manpower obsolescence, which may
be due to age, or motivation, or the inability of a person to adapt him
to technological changes.
 The employee satisfaction with regard to the
providing of training program and the number of
training programs, is high which is beneficial for
the company as:

 If the employees are satisfied with the training given to them

then they will take the training programs seriously.

 Employee satisfaction leads to increase in the quality of work

done by them.

 The number of training programs is also sufficient according

to the employees this implies that the resources of the
company are being utilized in a correct way.
 The employees are much aware of the performance
appraisal system as well as the welfare activities of
the company which is good for the company as:

 More awareness in the employees implies that most of the

employees are getting benefits out of these activities which
are good for the development of the employees.

 And also it is beneficial for the company as delighted

employees are the greatest strength of the company.

 More awareness leads to less confusion in the minds of the

employees to perform their roles and responsibilities.
WEAKNESSES:

The employees are not satisfied with the

performance appraisal system followed by the
company which may prove bad for the company as:

 The employees may not put their best to complete their tasks.

 It can lead to a bad word of mouth for the company.

 If the employees are dissatisfied the quality of work can also

suffer.
 The motivation level of employees is low to
perform the job given to them so this is a weakness
to the company as:

 If the employees are not motivated enough to do their job the

best out of them can’t be extracted.

 The best of the quality in work can not be achieved.

 New ideas and inventions can not be taken out from the
employees.
OPPORTUNITIES:

More varieties can be added to the Ready to eat

products like fast foods, and other cuisines like
Continental etc.

The increasing demand of ready to eat food is

opening up a good market for the company in
India.

There is a good scope of setting up production

plants all over the world as the present number is
only four.
THREATS:

A threat is an external condition that could negatively impact the company’s

critical performance parameters and diminish competitive advantage
provided positive action is not taken in time.

The dissatisfaction in the employees can lead to

employee turnover.

The other companies like Kohinoor fine foods

limited are a great threat to the company.
 LIMITATIONS

 100% accuracy may not be there in the information provided by the

company.

 There can be some biasness while filling the questionnaire.

 There may be some pressure on the employees while responding to

the questions.

 Full cooperation of the employees was not achieved.

 The data collected about the company from various sources like

manuals and websites may not be latest.

 Some respondents give half hearted responses or false information due

to security purposes, which may lead to the wrong conclusions
 SUGGESTIONS

The company must provide incentives to its employees as a large number of

employees are dissatisfied with the amount of incentives they get.

The company must also make amendments in performance appraisal system

and improve it like the appraisal must be done by taking 360 degree
feedback i.e. from other employees, seniors, peers etc.

The company must provide opportunity to employees to work with flexible

working schedules. Flexible work schedules are initiated by employees and
approved by management to meet business commitments while supporting
employee personal life needs

Unemployment resulting from modernization will have to be solved by

properly assessing manpower needs and training redundant employees in
alternate skills.
 Feedback forms should be filled three times after the training.

(I) Just after the training, to assess awareness of trainee for the

given training. It will also assess whether any change has

occurred in the person during the training program.

(II) Feedback form should be filled after sometime (say after one

month) of the training. This from will evaluate the changes in

participants actual work behavior and will monitor the

performance of trainees on the job.

(III) After two or three months, there should be another feedback

form for the assessment of changes in the functioning of a part

or all of the organization. Training output and financial

assessment (cost- benefit evaluation) will be assessed by this

form.
QUESTIONNAIRE
 Name: Contact no: Department:

Q1. How long have you been working in this organization?

o Less than one year
o 1-3 years
o More than 3 years
Q2. Is the company providing you any kind of training?
o Yes
o No
Q3. How many training programs have you attended in a month?
o 1-3
o 3-5
o More than 5
Q4. Is the number of training given to you is sufficient?
o Yes
o No
Q5. Are you aware of the Performance Appraisal system?
o Yes
o No
Q6. Are you satisfied with the performance appraisal system
followed by the company?
o Satisfied
o Dissatisfied
Q7. Do you get enough incentives according to your job profile?
o Yes
o No
Q8. Are you aware of the company’s welfare activities?
o Yes
o No
Q9. Are you satisfied and motivated enough to perform your job?
o Satisfied
o Not satisfied
Q10. What area do you feel is isolated in terms of employee
welfare?
 BIBLIOGRAPHY

Books Author

Human Resource Management VSP Rao

Human Resource Mnagement Gray Dessler

Research Methodology C.R .Kotahri

Research Methodology Cooper

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