Job Analysis PDF

A STUDY ON
“JOB ANALYSIS”
with special reference to
HERITAGE
A project Report Submitted to Jawaharlal Nehru Technological University, Kakinada,
In Partial fulfillment of the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted By
K. TERESA KUTTI
(REGD No: 17A91E0055)
Under the
Esteemed Guidance of
Dr.T.Durga PrasadM.Com, MBA, PhD

Associate Professor
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DEPARTMENT OF MANAGEMENT STUDIES
Aditya Engineering College.
DECLARATION
I hereby declare that this project titled ”JOB ANALYSIS” with reference to “BHARAT
SANCHAR NIGAM LTD, RAJAMAHENDRAVARAM” submitted by me towards the partial
fulfillment for the requirement of the MASTER OF BUSINESS ADMINISTRATION

degree in aditya engineeringcollege, surampalem affiliated to Jawaharlal Nehru Technological
University, Kakinada is my own work and it is not submitted to any other university/institutions or published
any were for the award of any degree or diploma.
Date: (K.VENKATA VALLI)
Place: Surampalem Regd: 17A91E0030.
ADITYA ENGINEERING COLLEGE
(Approved by, AICTE, New Delhi & Affiliated to JNTU Kakinada)
ADB ROAD, SURAMPALEM -533333
2
CERTIFICATE
This is to certify that”K.VENKATA VALLI“his submitted report titled study

on “RATIO ANALYSIS” with reference to“BHARAT SANCHAR NIGAM LTD,
RAJAMAHENDRAVARAM”“in partial fulfillment of the requirement for the award of
the degree of “MASTER OF BUSINESS ADMINISTRATION ” in Aditya Engineering

College Affiliated to JNTU, Kakinada during the period 2017-2019.
PROJECT GUIDE HEAD OF THE Dept.
Dr. T.DURGA PRASAD Dr. N. VISALAKSHI
EXTERNAL SIGNATURE
ACKNOWLEDGEMENTS
I feel it is my duty and honor to acknowledge all those who have extended their
guidance and warm support in completing my project work
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I profoundly to thank Dr. T. Durga Prasad, Associate Professor, Aditya Engineering
College under whose guidance made me a thorough and complete of my Project Work.
I convey my proud gratitude to Mr. N.G.K MURTHY, Account Manager in Financial

Department In BHARAT SANCHAR NIGAM LIMITED, RAJAMAHENDRAVARAMand
employees of their valuable help during my project training. I thank them for their co-
operation and suggestions given to me.
It is my special thank to Dr. N. Vishalakshi, HOD, Aditya Global Business School for
supporting & encouraging to doing my project.
It is my great privilege to thank Smt. N. Suguna Reddy Garu, Director, Aditya Global
Business School for her continuous support and encouragement in my endeavor.
Firstly, it is my great honor to thank Sri N. Sesha Reddy Garu, Chairman, Aditya Group of
Educational Institutions for providing state-of-the-art facilities, experienced and
talented faculty members.
Finally, I thank all the teaching and non-teaching staff members and my parents who
extended their cordial and valuables.
K.VENKATA VALLI
(17A91E0030)
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CHAPTER - 1
INTRODUCTION
INTRODUCTION:
Job Analysis is the process of describing and recording aspects of jobs and specifying the skills
and other requirements necessary to perform the job.
Purpose
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One of the main purposes of conducting job analysis is to prepare job description and job
specification which in turn helps to acquire the right quality of employees into the organization.
The general purpose of job analysis is to understand the requirements of a job and the work
performed by the employees in the organization. Compensation plans, training need assessments,
promotion criteria, developing performance appraisal, describing a job are performed for the
later improvement of job and task analysis.
In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used to
gather information in aspects of personnel selection, training, classification, and/or
compensation.
The field of vocational rehabilitation uses job analysis to determine the physical requirements of
a job to determine whether an individual who has suffered some moderate capacity is capable of
performing the job with, or without, some accommodation.
Professionals developing certificationexams use job analysis (often called something slightly
different, such as “task analysis”) to determine the elements of the domain which must be
sampled in order to create a content valid exam. When a job analysis is conducted for the
purpose of valuing the job
NEED OF THE STUDY:
 Job analysis helps the organization in collecting the data and information of each
employee in a systematic way.
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 It helps to solve the employee’s problems and the organization problems when the
information is being collected.
 It maintains the data relating to employee personal profile, career, and skill profile which
helps them in growth.
 It maintains a personal identification which helps to recognize through their codes.
Objectives of the study:
1. To Determine equitable wage differentials between different jobs in the organization
2. Why does the job exist? When is the job to be performed in Heritage?
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3. To develop a consistent wage policy
4. To provide a framework for periodic review and revision of wages
5. What constitutes successful performance of job analysis?
6. To enable management to gauge and control the payroll costs
7. To minimize wage descriptions based on age, sex, caste, region, religion, creed etc.
Scope of the study
The study with the prime objectives of ascertaining the employees towards the
analyzation of jobs, which are required to perform their jobs effectively. In Heritage
Foods (India) Limited. The survey was conducted on employees’ grades of heritage. The
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questionnaire for this survey was framed considering on work graders of heritage.
Thequestionnaire for this survey was framed considering toes factors where corrective
action can be taken at heritage. From the result of the survey the hr. department can take
corrective action to decrease absenteeism rate thereby increase their productivity and
efficiency
METHODOLOGY
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The present study has been conducted in HERITAGE LIMITEDsituated at
Hyderabad. The online Interviews are conducted through a properlyDesigned
questionnaire constitute the primary source of data for the study.
Unit of study
Two instruments are used; the first one is the management schedule to gather
Information from management on different angles of organization.The second one
intended to administer among the sample.
Research & Design
1. Research method - Survey
2. Data collection Method:
 Primary source: Structured closed ended questionnaire

 Secondary source :Company brochures , records , magazines (REINFOREC),
Journals, Internet.
3. Research Instrument: Personal Interview with aid

4. Sampling plan: Size 100
5. Procedure: simple random sampling
LIMITATIONS OF THE STUDY:
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While the computerized Human Resource Information System, described Earlier, has
many benefits, it also has many problems, which need to be Addresses to before it
can really be useful. Some of them are described below.
(a) It can be expensive in terms of finance and manpower requirements.
(b) Often the personnel designing JOB ANALYSIS do not have a thorough
Understanding of what constitutes quality information for the users.
(c) Computers cannot substitute human beings. Human intervention will Always be
necessary. Computers can at best aid the human effort. The Quality of
response is dependent upon the accuracy of data input and Quires fired. The
‘Garbage-in Garbage-out’ is the key expression in any Computerized system.
(d) In many organizations, the system is operated in batch mode with
The records being updated once a week. Online facility in multi
Environmental needs to be developed so that the reports generated are Not
out of place with the realities.
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CHAPTER - 2
INDUSTRY PROFILE
DAIRY HISTORY
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A dairy is a business enterprise introduced for harvesting and processing of animal milk. Milk
producing animals are domesticated for thousands of years. Many countries produce their own
milk products. In major milk processing countries, most of the milk is distributed through
wholesale markets.As in many other branches of the food industry dairy processing countries has
been rapidly increasing. Government interventions of milk markets has become common in 20
century. Through this processing of milk we can obtain items like for a short time we get
yogurts, creams, and soft cheese and for s longer time the items are butter, milk powders, cheese
and whey powders are being produced.
Industrial processing:
Dairy plants process the raw milk they receive from farmers so as to extend its marketable life.
The products are
1. Cream and butter
2. Skimmed milk
3. Casein
4. Cheese
5. Whey
6. Yogurt
7. Milk powder
8. Other milk products.
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Indian growth rate:
India’s dairy industry is expected to maintain 15% compounded annual growth over 2016-2020
and attain a value of 9.4 trillion on raising consumerism. India has progressed from being
deficient in milk production at 20 million in 1970 to becoming the worlds largest producer at 160
million accounting for 18.5% of global market.
It is the worlds largest milk producer accounting for more than 13%of the worlds milk
production.
There are many opportunities and challenges in the Indian dairy industry. These are more cheap
and nutritious food for millions of people in India.
Before Indiamust always import milk from other countries till early seventies, but now with one
operation flood program it changed and at present India is exporting to other countries.
Major dairies in India
Amul industries Pvt ltd

It was founded in the year 1946. Its head quarters is located in Anand India.
It is one of the top dairies in India. The leading company is managed by the cooperative board ,
the Gujarat cooperative milk. It offers various products like paneer, butter, cheese, ghee, ice
cream, chocolate, milk powders.
Karnataka cooperative milk

It is also one of the top dairy companies in India. The company has even reached in all the areas
of Karnataka. It only promotes a quality product and it even distributes in remote areas. The
products are paneer, curds, pedha, milk.
Kwality ltd
It was started in 1992. It is one of the top dairy sector in India. It offers innovative products and
enjoys a huge presence in northern India. It has a manufacturing unit in India.
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Mehsana district cooperative milk:
It was founded in 1963. It is one of the top dairies in Asia. It is the member of state level Gujarat
cooperative milk.
Heritage ltd:
It is founded in 1992 and it is an public limited company. The dairy ranges of products are milk,
curd, ice-cream, butter milk, flavored milk, dairy whitener, skim powder. Heritage by choosing
Chittoor district of Andhra Pradesh as its primary procurement base of milk, had taken full
advantage of the large yielding population found in India.
The dairy products include

1. Butter
2. Cheese
3. Cultured dairy
4. Frozen desserts
5. Ice-creams
6. Milk
7. Non Dairy beverages
8. Whey, milk powder
9. Sales data
10. International dairy products
11. New dairy products.
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RETAIL HISTORY:
The Indian retail industry is one of the fifth largest industry in the world. Comparing with the
organized and unorganized sectors, Indian retail industry is one of the fastest growing industries
in India, especially over the last few years. Though initially, the retail industry in India was
mostly unorganized,with the change of tastes and preferences of the consumers. At present the
industry is getting more popular these days and getting wellorganized. With growing market
demand, the industry is expected to grow at a pace of 25-30% annually. The India retail industry
is expected to grow from Rs. 35,000 crores in 2004-05 to Rs. 109,000 crores by the year 2010.
Growth of Indian Retail
According to the 8th Annual Global Retail Development Index (GRDI) of AT Kearney, India
retail industry is the most auspicious emerging market for investment. In 2007, the retail trade in
India had a share of 8-10% in the GDP (Gross Domestic Product) of the country. In 2009, it rose
to 12%. It is also expected to reach 22% by 2010.
According to a report by North bride Capita, the India retail industry is expected to grow to US$
700 billion by 2010. By the same time, the organized sector will be 20% of the total market
share. It can be mentioned here that, the share of organized sector in 2007 was 7.5% of the total
retail market.
Major Retailers in India

Pantaloon:
Pantaloon is one of the biggest retailers in India with more than 450 stores across the country.
Headquartered in Mumbai, it has more than 5 million sq. ft retail space located across the
country. It's growing at an enviable pace and is expected to reach 30 million sq. ft by the year
2010. In 2001, Pantaloon launched country's first hypermarket ‘Big Bazaar’. It has the following
retail segments:
 Food & Grocery: Big Bazaar, Food Bazaar

 Home Solutions: Hometown, Furniture Bazaar, Collection-i
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 Consumer Electronics: e-zone
 Shoes: Shoe Factory
 Books, Music & Gifts: Depot
 Health & Beauty Care: Star, Sitara
 E-tailing: Futurebazaar.com
 Entertainment: Bowling Co.
Tata Group
Tata group is another major player in Indian retail industry with its subsidiary Trent, which
operates Westside and Star India Bazaar. Established in 1998, it also acquired the largest book
and music retailer in India ‘Landmark’ in 2005. Trent owns over 4 lakh sq. ft retail space across
the country.
RPG Group
RPG Group is one of the earlier entrants in the Indian retail market, when it came into food &
grocery retailing in 1996 with its retail Foodworld stores. Later it also opened the pharmacy and
beauty care outlets ‘Health & Glow’.
Reliance
Reliance is one of the biggest players in Indian retail industry. More than 300 Reliance Fresh
stores and Reliance Mart are quite popular in the Indian retail market. It's expecting its sales to
reach Rs. 90,000 crores by 2010.
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AV Birla Group
AV Birla Group has a strong presence in Indian apparel retailing. The brands like Louis Phillipe,
Allen Solly, Van Heusen, Peter England are quite popular. It's also investing in other segments
of retail. It will invest Rs. 8000-9000 crores by 2010.
Retail formats in India
Hypermarts/supermarkets: large self-servicing outlets offering products from a variety of

categories.
 Mom-and-pop stores: they are family owned business catering to small sections; they are
individually handled retail outlets and have a personal touch.
 Departmental stores: are general retail merchandisers offering quality products and
services.
 Convenience stores: are located in residential areas with slightly higher prices goods due
to the convenience offered.
 Shopping malls: the biggest form of retail in India, malls offers customers a mix of all
types of products and services including entertainment and food under a single roof.
 E-trailers: are retailers providing online buying and selling of products and services.
 Discount stores: these are factory outlets that give discount on the MRP.
 Vending: it is a relatively new entry, in the retail sector. Here beverages, snacks and other
small items can be bought via vending machine.
 Category killers: small specialty stores that offer a variety of categories. They are known
as category killers as they focus on specific categories, such as electronics and sporting
goods. This is also known as Multi Brand Outlets or MBO's.
Specialty stores: are retail chains dealing in specific categories and provide deep assortment.
Mumbai's Crossword Book Store and RPG's Music World are a couple of examples.
Challenges facing Indian retail industry
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 The tax structure in India favors small retail business
 Lack of adequate infrastructure facilities
 High cost of real estate
 Dissimilarity in consumer groups
 Restrictions in Foreign Direct Investment
 Shortage of retail study options
 Shortage of trained manpower
 Low retail management skill
The Future
The retail industry in India is currently growing at a great pace and is expected to go up to US$
833 billion by the year 2013. It is further expected to reach US$ 1.3 trillion by the year 2018 at a
CAGR of 10%. As the country has got a high growth rates, the consumer spending has also gone
up and is also expected to go up further in the future. In the last four year, the consumer spending
in India climbed up to 75%. As a result, the India retail industry is expected to grow further in
the future days. By the year 2013, the organized sector is also expected to grow at a CAGR of
40%.
Retail consists of the sale of goods or merchandise from a fixed location, such as a department
store, boutique or kiosk, or by mail, in small or individual lots for direct consumption by the
purchaser. Retailing may include subordinated services, such as delivery. Purchasers may be
individuals or businesses. In commerce, a "retailer" buys goods or products in large quantities
from manufacturers or importers, either directly or through a wholesaler, and then sells smaller
quantities to the end-user. Retail establishments are often called shops or stores. Retailers are at
the end of the supply chain. Manufacturing marketers see the process of retailing as a necessary
part of their overall distribution strategy. The term "retailer" is also applied where a service
provider services the needs of a large number of individuals, such as a public utility, like electric
power.
Shops may be on residential streets, shopping streets with few or no houses or in a shopping
mall. Shopping streets may be for pedestrians only. Sometimes a shopping street has a partial or
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full roof to protect customers from precipitation. Online retailing, a type of electronic commerce
used for business-to-consumer (B2C) transactions and mail order, are forms of non-shop
retailing.
Shopping generally refers to the act of buying products. Sometimes this is done to obtain
necessities such as food and clothing; sometimes it is done as a recreational activity.
Recreational shopping often involves window shopping (just looking, not buying) and browsing
and does not always result in a purchase.
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CHAPTER - 3
COMPANY PROFILE
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Heritage Group was founded in 1992 by Sri Nara Chandra Babu Naidu,and he is one of the
fastest growing Private Sector Enterprises in India, with four-business divisions viz., Dairy,
Retail, Agri, and Bakery under its flagship Company Heritage Foods (India) Limited (HFIL),
one subsidiary - SKIL RAIGAM POWER Limited. The annual turnover of Heritage Foods
crossed Rs.900 crores in 2009-10 and is aiming for Rs.1100 crores during 2010-11.
Presently Heritage’s milk products have market presence in Andhra Pradesh, Karnataka, Kerala,
Tamil Nadu, Maharashtra and Orissa and its retail stores across Bangalore, Chennai and
Hyderabad. Integrated Agri operations are in Chittoor and Medak Districts and these are
backbone to retail operations. The state of art Bakery division at Uppal, Hyderabad, Andhra
Pradesh.
In the year 1994, HFIL went to Public Issue to raise resources, which was oversubscribed 54
times and its shares are listed under B1 Category on BSE (Stock Code: 519552) and NSE (Stock
Code: HERITGFOOD)
The Founder Chairman
Heritage Foods ( India ) Limited, India
Sri Chandra Babu Naidu is one of the greatest Dynamic, Pragmatic,

Progressive and Visionary Leaders of the 21 st Century.
With an objective of "Bringing prosperity into the rural families through co-operative efforts", he
along with his few friends and associates promoted "Heritage Foods" in the year 1992 taking
opportunity from the Industrial Policy, 1991 of Government of India and he has been successful
in his endeavor. At present, Heritage has captured the market presence in the states of Andhra
Pradesh, Karnataka, Kerala, Tamil Nadu and Maharashtra. More than three lakh farmers and
three thousand villages are being benefited in these states. Heritage is satisfying millions of
customers’ needs and requirementsand employed with 3000+ employees and creating indirect
employment opportunities to more than 1000 employees. Beginning with a modest annual
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turnover of Rs.4.38 crores in 1993-94, the sales turnover has reached close to Rs.350 crores
during the financial year 2006-2007.
Sri Chandra Babu Naidu was born on April 20, 1951 in Naravaripally Village, Chittoor District,
Andhra Pradesh, India. His late father Sri N. Kharjura Naidu was an agriculturist and his late
mother Smt. Ammanamma was a housewife. Mr. Naidu had his school education in Chandragiri
and his college education at the Sri Venkateshwara Arts College , Tirupati. He did his Masters in
Economics from the Sri VenkateshwaraUniversity Tirupati. Sri Naidu is married to Ms.
BhubaneshwariD/o Sri N T Rama Rao, Ex-Chief Minister of Andhra Pradesh and famous Star of
Telugu Cinema. Mrs. N Bhuvaneswari is presently the Vice Chairman & Managing Director of
Heritage Foods (India) Limited.
Mr. Naidu held various positions of office in his college and organizeda number of social
activities. Following the 1977 cyclone, which devastated Diviseema taluk of Krishna district, he
actively organized donations and relief material from Chittoor district for the cyclone victims.
Mr. Naidu has been evincing keen interest in rural development activities in general and the
upliftment of the poor and downtrodden sections of society in particular.
Sri Naidu held various coveted and honorable positions including Chief Minister of Andhra
Pradesh, Minister for Finance & Revenue, Minister for Archives & Cinematography, Member of
the A.P. Legislative Assembly, Director of A.P. Small Industries Development Corporation, and
Chairman of KarshakaParishad.
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Heritage foods limited is one of the largest private sector diary enterprise in southern India.
TYPE PUBLIC LIMITED COMPANY(BSE)
INDUSTRY DAIRY AND AGRIBUSINESS
FOUNDED 1992
FOUNDER Nara Chandrababu Naidu
HEADQUARTERS HYDERBAD
REVENUE $300 MILLION
OWNER NARA FAMILY
NUMBER OF EMPLOYEES 3000+
WEBSITE www.heritagefoods.in
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Heritage Slogan
When you are healthy, we are healthy

When you are happy, we are happy
We live for your "HEALTH & HAPPINESS"
Mission
Bringing affluence into rural families of India through co-operative efforts and providing
customers with hygienic, reasonable and convenient supply of " Fresh and Healthy " food
products.
Vision
To be a broadminded billion dollar organization with a pan India foot print by 2015.
To achieve this by appreciating customers with "Fresh and Healthy" food products, those are a
benchmark for quality in the industry.
We are committed to enhanced prosperity and the empowerment of the farming community
through our unique "Relationship Farming" Model.
To be a preferred employer by nurturing entrepreneurship, managing career aspirations and

providing innovative avenues for enhanced employee prosperity.
Board of Directors
Sri D. Seetharamiah, Chairman, aged 83 years, a commerce graduate from the Andhra
University and a member of the Institute of Chartered Accountants of India, is the senior
partner of Brahmayya& Co., a leading Chartered Accountants firm. He has been in practice for
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the last four years. He had occupied several desirable positions, which include, Membership of
the Southern Regional Board of Reserve Bank of India, Federation of Andhra Pradesh
Chamber ofCommerce and Industry, Chairmanship of Tirumala Tirupati Devasthanams Trust
Board etc. He is also on Board, of several Companies.
Sri K. Kannan, Director, aged 70 years, is an F.C.A and I.C.W.A and Honorary Member of
the Indian Institute of Bankers. He started his career as a direct recruited officer in 1965 in
Bank of Baroda and worked in various volumes in the same Bank upto 1992. Thereafter he was
appointed as its Chairman and Managing Director and served between 1995 to 1999. He had
the occasion to render its services overseas as Vice-President between 1982-84 at New York
and General Manager of U.K Operations of Bank of Baroda. Apart from this he was also the
Chairman of IBU “international Finance Limited, honking, Chairman BOB Cards Ltd. He had
held the position as Director in several companies like discount and finance house of India,
Visa International Pacific, Agricultural Finance Corporation, New India fire and General
Assurance Co.Ltd, Andhra Pradesh State Financial Corporation. Apart from this he is also on
the Board of directors of several Limited Companies. He had the core banking experience for
over 30 years and handled successfully several cases of reviving, rehabilitating and
reconstruction of the sick industries.
Dr. A. Appa Rao, Director, aged 83 years, a B.Sc.(Agri), Ph.D. in Agriculture (Madras
University), completed his post doctoral work at Kansas State University as TCM-USA
Scholar, retired as the Vice Chancellor of the Andhra Pradesh Agricultural University. He is an
author of around 40 papers published in the fields of Plant Pathology and Agricultural
Research & Education. Being associated with the IDRC financed Agricultural Research
Management (Asia) Project, was instrumental in implementing SEARCA, Philippines for over
5 years. He is also a Director in several Companies and a member of several committees
including the ICAR.
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Dr. V. Nagaraja Naidu, Director, aged 62 years, an M. Com, M. Litt and a PhD. (Financial
Management), starting from Administrative Staff College of India, Hyderabad in 1972 held
various positions in reputed Universities, Viz., Professor, Dean Director etc., and taught in the
fields of Finance and Business Economics at Post graduate and Doctorate levels for about 25
years. He had been the Registrar (Administrative head) of the Dr B R Ambedkar Open
University for about 10 years. He has been associated with the Company since inception and
has been able to utilize his intimate understanding of the rural socio economic scenario to
strengthen the milk procurement systems and strategies of Heritage, which contributed to the
current status of Heritage as a leading player in South India.
Smt N. Bhuvaneswari, Vice-Chairman & Managing Director, aged 47 years, a B.A, is a

dynamic leader who has extensive experience in business and has been successfully steering
Heritage towards growth and better prospects. She is also a Director in several other
Companies.
Sri Lokesh Nara, Executive Director, aged 27 years, completed his Master’s Degree in
Business Administration from Stanford University and graduated with a Bachelor of Science
degree in Management Information Systems from Carnegie Mellon University. Before joining
the Board of Heritage Foods, he was associated with the Company as a Vice-President of the
Retail division. Before joining Heritage Foods, he worked with the World Bank as a Junior
Professional Associate where he completed various projects including an e-Governance
Capacity Building program for the government of Ethiopia, and e- Governance Capacity
Building program for the governments of South Sudan and Kenya.
Corporate Governance
Corporate Governance is a system which,an organization is structured. It integrates multi

functions of an organization to accomplish the objectives within the framework of all the
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stakeholders, society, Law of Government, and people at large. It is based on the principles of
integrity, equity, transparency, accountability and commitment. Good governance practices stem
from the culture and mindset of the organization. Heritage is committed good governance that
creates long-term sustainable shareholder value.
A. Company’s Philosophy on Corporate of Governance

Heritage has integrated the value system in all domains of activities involving people
from all functional areas. It has initiated to comply with code of conduct for all the
directors, senior staff and functional heads. The attention is mainly on the levels of
integrity, transparency, responsibility and accountability. The main objective of the
company is to achieve the best practices of business in the culture of the organizations
and comply the value systems, laws and regulations.
Heritage respects and provides information to stake holders about the performance and
struggles to be ahead of competition by taking all the risk valuation well in advance. At
Heritage the focus is on its core strengths, value systems, hardworking and strategic
moves to be in the leading edge of new technology.
B. Board of Directors
Composition
Heritage has been one of the front runners in establishing broad based Directors with a
balanced composition of Executive Director to Nonexecutives Independent Directors
ever since it went public.
The functions, responsibility, role and accountability of the Board are well defined. The
detailed reports of the company activities and performances are periodically placed
before the Board for effective decision-making.
Board & its committee Meetings and procedures
With a view to institutionalize all corporate affairs and set up systems and procedures for
proper planning for matters requiring discussion/ decisions by the Board, the Company
has defined the guidelines for the meetings of the Board and Committees thereof.
Scheduling and Selection of Agenda items for Board Meetings.

(a) Minimum four Board meetings are held in each year, which are pre-scheduled after the end
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of the each financial year. Apart from the pre schedule Board meetings, additional Board
meetings are convened by giving appropriate notice to address the specific needs of the
Company.
(b) The meetings are held at the Company’s Registered office at 6-3-541/C, Panjagutta,
Hyderabad-500 082, and Andhra Pradesh, India.
(c) The information placed before the Board includes.

Quarterly results for the Company and its operating divisions or business segments
Minutes of the meeting of the Audit Committee and other committees of the Board
Non-compliance of any regulatory, statutory nature or listing requirements and

shareholders services such as non payment of dividend, delay in share transfer etc.
Quarterly summery of all long term borrowings, bank guarantees issued and investments
made etc
Recommending/ Declaring dividend
General Notice of Interest of Directors
Terms of reference of the Board committees
Any material default in financial obligations to and by the Company etc.
Board materials Distributed in advance

Agenda and Notes on agenda are circulated to the Directors, in advance, in the defined Agenda
format. All material information is incorporated in the Notes on Agenda for facilitating
meaningful and focused discussions at the meeting for tacking proper decisions.
Recording Minutes of proceedings at Board Meeting

The Company Secretary records the minutes of the proceedings of each Board and Committee
meetings. Draft minutes are circulated to all the members of the board/ committee for their
comments. The finalized minutes of proceedings of a meeting are entered in the Minutes Book
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within 30 days from the conclusion of that meeting.
Compliance
The Company Secretary while preparing the Agenda, Notes on agenda, Minutes etc is
responsible for and is required to ensure adherence to all the applicable laws regulations
including the Companies Act, 1956 read with the Rules issued there under and to the extent
feasible, the Secretarial Standards recommended by the Institute of Company Secretaries of
India, New Delhi.
C. Board Committees
1. Audit Committee
The Board has constituted Audit Committee, comprising three Non- Executive Independent
Directors and one Non-Executive Director. Majority of the members of the Audit Committee
posses financial / accounting expertise. The constitution of audit committee meets the
requirements of Section 292A of the Companies Act, 1956 and Clause 49 of the Listing
agreement.
The primary objective of the audit committee is to monitor and effectively supervise the
Company’s financial reporting.
a) Terms of Reference
1) To provide direction and to oversee the operations of the audit functions of the Company.
2) To review the internal control and audit systems with special emphasis on their quality and
effectiveness.
3) To review Quarterly, Half yearly and Annual financial results before submission to the
Board.
4) To investigate into any matter in relation to the items specified in Section 292A of the
Companies Act, 1956 or referred by the Board.
5) To have full access to information contained in the records of the Company and external
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advice, if necessary.
6) To review matters required being included in the Directors’ responsibility statement to be

included in the Board’s report in terms of clause (2AA) of Section 217 of the Companies
Act, 19566) To review matters required being included in the Directors’ responsibility
statement to be included in the Board’s report in terms of clause (2AA) of Section 217 of
the Companies Act, 1956.
2. Remuneration Committee
The Board has constituted the remuneration Committee comprising three Non Executive
Independent Directors . The Remuneration Committee has been constituted to recommend /
review the remuneration of Managing Directors / Full Time Directors, based on their
performance. The remuneration policy of the Company is directed towards rewarding
performance, based on review of achievements on a periodic basis and attracting new talents and
retaining them. While deciding the remuneration, the Committee takes into account the financial
position of the Company, trend in the Industry, Appointee's qualification, experience, past
performance, past remuneration etc.
Composition of the Remuneration Committee

Name Designation Status
Sri. D. Seetharamaiah Chairman Non-Executive Independent Director
Dr. A. Appa Rao Member Non-Executive Independent Director
Dr. N. R. Siva Swamy Member Non-Executive Independent Director
3. Share Transfer and Shareholders'/ Investors' Grievance Redressal Committee

a) Terms of reference
The Board has constituted Share transfer and Shareholders'/ Investors' Redressal Committee, to
look into grievance/issue of share holders/investors relating to non-receipt of dividend, non-
receipt of Balance Sheet, Shares sent for transfer etc.
31
The Directors periodically reviewed the investor's complaints received and redressed. The
committee also monitors the implementation and compliance of the Company's Code of
Conduct.
The committee also reviews the performance of share transfer agent and recommends improving
overall quality services to share holders.
Presently, the share transfers which are received in physical form are processed and the share
certificates returned within 15 days from the date of receipt, subject to the documents being valid
and complete in all respects.
The Board has delegated the authority for approving transfer, transmission etc of the company's
securities to the share transfer committee. A summary of share transfer/ transmission of the
securities of the company so approved by the committee is placed at every Board Meeting.
D. Disclosures
There are no transactions of material nature undertaken by the company with its promoters,
directors, their relatives or the management that may have a potential conflict with the interest of
the company. Disclosure on transactions with related party as required under Accounting
Standard 18 has been incorporated in the notes on Accounts forming part of the Annual Report
every year.
The Company circulated the Code of Conduct among all the Board members and senior
management personnel and affirms that they are complying with the code on an annual basis.
The total text of the Code of Conduct is posted on the company's website.
Our Commitments Milk Producers

Change in life styles of rural families in terms of
32
Regular high income through co-operative efforts
Women participation in income generation
Saved from price exploitation by un-organized sector
Remunerative prices for milk
Increase of milk productivity through input and extension activities
Shift from risky agriculture to dairy farming
Heritage
Financial support for purchase of cattle; insuring cattle
Establishment of Cattle Health Care Centers
Supplying high quality Cattle feed
Organizing "RythuSadasu" and Video programmes for educating the farmers in dairy farming
Customers
Timely Supply of Quality & Healthy Products
Supply high quality milk and milk products at affordable prices
Focused on Nutritional Foods
More than 4 lakh happy customers
High customer satisfaction
24 hours help lines ( <10 complaints a day)
Employees
Enhancing the Technical and Managerial skills of Employees through continuous training and
development
Best appraisal systems to motivate employees
Incentive, bonus and reward systems to encourage employees
Heritage forges ahead with a motto "add value to everything you do"
33
Shareholders
Returns
Consistent Dividend Payment since Public Issue (January 1995)
Service
Highest impotence to investor service; no notice from any regulatory authority since 2001 in
respect of investor service
Very transparent disclosures
Suppliers
Doehlar: technical collaboration in Milk drinks, yogurts drinks and fruit flavoured drinks Alfa-
Laval: supplier of high-end machinery and technical support Focusing on Tetra pack association
for products package.
Society
Potential Employment Generation
more than 3500 employees are working with heritage
more than 9500 procurement agents got self employment in rural areas
more than 5000 sales agents associated with the company
Employment for the youth by providing financial and animal husbandry support for establishing MINI
DAIRIES
Producing highly health conscious products for the society
34
CHAPTER - 4
THEORTICAL FRAME WORK
35
JOB ANALYSIS DEFINITION
“Job Analysis is a process of studying and collecting information relating to operations and
responsibilities of a specific job. The immediate products of this analysis are ‘Job Description’ and ‘Job
Specifications’.”
MEANING OF JOB ANALYSIS
Job Analysis is a process of collecting information about a job. The process of job analysis results into
two sets of data. Job analysis is the formal process of identifying the content of a job in terms activities
involved and attributes needed to perform the work.
Individual Job Analysis
The individual Job Analysis of any given profession provides the basis for sound decisions in pre-
employment screening, task performance, consultation and ongoing training. Task analysis ensures that
any system of work performance will operate and be maintained in a safe and efficient manner, reducing
the potential for injury to personnel and improving productivity for the organization.
Rehabilitation Services has developed an innovative and comprehensive job analysis tool that evaluates
the requirements of any occupation and provides meaningful insights into current methods of task
performance, improved methods of performance, the functional requirements of the role and specific
training opportunities relevant to the persons engaged in that occupation to address their occupational
wellbeing.
Task analysis addresses the following elements:
o Functional Demands
o Pre-Employment Screening
o OHS Consultation Compliance
o Hazard Identification
36
o Safe Work Methods
o Training Programs
Functional Demands
Functional demands are the physical elements required of any profession. They provide a direct
indication of the minimal abilities required of an individual to safely, steadily and efficiently perform a
task, select elements of a job and ultimately a complete profession. This is at the core of the information
required for informed pre-employment screening protocols, ensuring individuals selected for an
occupation have the minimum physical abilities to carry out the role without foreseeable risk of injury
due to pre-existing limitations. Occupation health and safety process are the essential elements that are
identified in the functional demand of any occupation.
Pre-Employment Screening
Once functional demands of an individual job has been identified and defined, a reference is formally
established for the matching of an individual’s abilities to the requirements of the job. Job analysis is
defined as an integral element in the employment of suitable persons with the capability of meeting the
physical requirements of the role. Rather than a singular hunt for preexisting medical conditions, the
pre-employment screening process then becomes a meaningful comparison of abilities vs. demands.
OHS Consultation Compliance

A structured job analysis provides a direct forum for the consultation and engagement of personnel in
the occupational health and safety process. With the appointed consultant an individual or small group
of individuals performing the specific role being assessed will represent all similar employees and as
such, can discuss relevant issues. Consultation is a federally mandated process required of all the
employees in the organizations. The job analysis forum provides a meaningful tool for engaging
employees in a process designed to improve safety and workplace wellbeing. It is a proactive tool that
results in an enhancement of the pre-existing consultation arrangements between the organization and its
employees.
Hazard Identification
A hazard is defined as a source or a situation which is harm in terms of human injury or ill-health,
37
damage to property, damage to the environment or a combination of these.
Hazard identification is the process of recognizing that a hazard exists and defining its characteristics.
The review of any profession by a specialized consultant inevitably results in the identification of
hazards in that role. While these hazards may already be managed by the organization, the independent
review of a role through job analysis ensures further scrutiny. In order to address such issues Potential
hazards are communicated to suitable personnel in marketable confidence, which allowed a structured
internal approach.
38
Safe Work Methods
The analysis of task completion techniques ensures the enhancement or development of alternate safe
methods of work performance. The job analysis tool provides a consistent reference for the organization
to review methods of task performance in the pursuit of continual improvement and a basis for the
informed allocation of resources for items such as plant and equipment.
Training Programs
As a requirement of compliance with the Occupational Health and Safety Regulation, ‘an employer
must ensure that any person who may be exposed to a risk to health and safety at the employer’s place
of work is provided with any information, instruction and training necessary to ensure the person’s
health and safety.
In conjunction with established national standards, the Job Analysis forms the foundation for
meaningful instruction of employees in safe work methods. It is the essential element for ensuring that
training is tailored and directed to the individuals performing the role. The benefits are improved
participation, the retention of principles instructed and the application of these principles to work
performance. The implementation of a meaningful training program assists in the development of a
safety culture, ultimately resulting in reduced incidence of work place injury while meeting obligations
under the relevant legislation.
Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities,
evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the
job position. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job
to the organization. Thus, it effectively contributes to setting up the compensation package for the job
position.
39
Importance of Job Analysis
Job analysis helps in identifying and analyzing the resources and establishing the strategies to
accomplish the business goals and strategic objectives. It forms the basis for demand-supply analysis,
recruitments, compensation management, and training need assessment and performance appraisal.
Components of Job Analysis

Job analysis is a systematic procedure to analyze the requirements for the job role and job profile. Job
analysis can be further categorized into following sub components.
Job Position
Job position refers to the designation and role of the job and employee in the organization. As it
determines the levels of job in the organization Job position forms an important part of the
compensation strategy. For example, management level employees receive greater pay scale than non-
managerial employees. The non-monetary benefits offered to two different levels in the organization
also vary.
40
Job Description
Job description refers the requirements an organization looks for aspecific job position. It states the key
skill requirements, the level of experience needed, level of education required, etc. It also describes the
roles and responsibilities attached with the job position. The roles and responsibilities are key
determinant factor in estimating the level of experience, education, skill, etc required for the job. It also
helps in benchmarking the performance standards.
Job worth
Job Worth refers to estimating the job worthiness and responsibility i.e. how much the job contributes to
the organization. It is also known as job evaluation. Job description is used to analyze the job
worthiness. Roles and responsibilities helps in determining the outcome from the job profile. Once it is
determined that how much the job is worth, it becomes easy to define the compensation strategy for the
position.
Therefore, job analysis forms an integral part in the formulation of compensation strategy of an
organization. Organizations should conduct the job analysis in a accurate and systematic at regular
intervals. Job analysis helps at setting up the compensation packages, for reviewing employees’
performance with the standard level of performance, determining the training needs for employees who
are lacking certain skills.
41
The Brainbench Consulting Services team will work with the customer to complete a job analysis for
each position within the selection process. During this activity, a series of interviews will be conducted
with 5 to 8 different subject matter experts. Over the course of the interviews, the Brainbench team will
collect information as it relates to the job, duties, responsibilities, judgment, education, work experience,
and background information. The data collected from the surveys will be compiled and analyzed. A Job
Analysis report is then generated and presented to the customer for review.
Custom Assessments
Brainbench has been a leader in the design, development and deployment of assessments for numerous
corporate and government customers. To date, several hundred assessment tests have been developed that
leverage various types of assessment technology, including automated essay scoring, interactive flash
modules, concurrent use assessments, hot spot technology and data entry. In addition, Brainbench has the
42
capability to host and administer assessments from 3rd party providers.
This may include an assessment test that would be administered during the recruitment process, delivered
during a training and certification course, or used to measure the knowledge of a particular organization. In
addition, Brainbench can incorporate:
 Biographical Data Inventory (BDI)
Using the date from the Job Analysis, Brainbench will formulate a series of Bio-Data questions.
These questions can be used to screen out candidates that don't meet certain requirements, i.e.
experience, citizenship, etc. The customer has the option of including these questions within the
Brainbench Assessment Battery or their Applicant Tracking System.
 Knowledge Skills and Abilities (KSA)
Using the data from the Job Analysis, Brainbench can compile a series of assessment modules that
address the knowledge skills and cognitive ability necessary to perform a job. The assessment items
will be compiled from Brainbench's library of over 450 different skills assessments. The assessments
will be based administered via Brainbench's Computer Adaptive Test (CAT) engine.
 Personality/Attitudes, Interest and Motivations (AIM)
Using the data from the Job Analysis, Brain bench can compile a series of assessments that ensure a
good fit based on personal interests, characteristics, and job attitude. Through the use of an AIM test,
we can determine a candidate's fit within the organization and culture, as well as predict job
performance based upon the candidates interest in using what skills they already have.
The Human Resources regulatory compliance arena continues to be a myriad of ever changing state and
federal mandates. The cost of ensuring compliance continues to climb with each new regulation however, in
many cases, small and medium sized businesses simply cannot keep up.
HRD Group approach develops a Human Resources regulatory compliance foundation and tailors it to meet
your business needs. External expert legal specialists are retained and available for guidance on intricate
43
employment issues.
Human Resources Audit

The purpose of the HR Audit is to identify the strengths and weaknesses in the HR functions and address
issues needing resolution. The audit looks at each function and asks the question “are we actually doing what
we say we are doing or what we should be doing”. This can then be compared to best practices and a plan of
action put in place.
HRD Group can help your organization be in compliance and improve its productivity through a
comprehensive HR audit that includes a course of action for improvement and organizational development.
Affirmative Action Plan

An affirmative action plan is more than a declaration of good intention. It describes a program of action
leading toward the accomplishment of specific and measurable results in connection with legal and moral
responsibilities of an organization. HRD Group offers an array of EEO/AAP consulting services, from plan
assistance and maintenance to AAP education and regulatory updates. Once your Affirmative Action
Program is in place, you will probably want to continue with our consulting services for plan maintenance
and knowledge transfer.
EEO/AAP Consulting Services

Women, Veterans and Individuals with Disabilities in the following areas:
 Preparation of Company’s AAP for Women, Veterans and Individuals with Disabilities
 In-house training and workshop in How to Prepare an AAP
 Training in Equal Employment Opportunity laws and regulations
 Conduct Affirmative Action Self-Audit
 Evaluation of Recruiting and Personnel Practices
 Orientation to Management Personnel in EEO/AAP policies and regulations
 Presentation to Management of Company’s AAP results, goals and action program
 Prepare Quarterly and Statistical Reports
 Assistance on Desk Audit and On-site Compliance Review
 Coaching in cases of Reasonable Accommodations
44
Who is required to do Affirmative Action Planning?
Any employer who has a federal contract in totaling $50,000 or more and has 50 or more employees is
subjected to the federal government's Affirmative Action Program under Executive Order 11246.
This select group of employers are obligated to prepare and maintain three written Affirmative Action Plans;
jointly called an Affirmative Action Program or AAP. The Office of Federal Contract Compliance Programs
(OFCCP) is the federal agency having jurisdiction and enforcement authority for the Affirmative Action
section of federal regulations.
Federal contractors’ Affirmative Action plans must be reviewed and updated on a yearly basis. The
enforcement agencies for AAP compliance can visit your company for a pre-contract review, employee
discrimination complaint, desk audit, or comprehensive on-site review.
Employment Verification
The Immigration Reform and Control Act of 1986 (IRCA) legally mandates that U.S. employers must verify
the employment eligibility status of newly-hired employees and makes it unlawful for employers to
knowingly hire or continue to employ unauthorized workers
. Noncompliance, whether intentional or caused simply by oversight, has severe legal and financial
consequences imposed by the Department of Homeland Security, as well as the potential of a corporate
image tarnished by negative publicity.
HRD Group audits your Form I-9 to verify employees' legal right to work in the United States, reduce
processing errors, document retention obligation, and more.
Compliance Training
The Human Resources regulatory compliance arena continues to be a myriad of ever changing state and
federal mandates. The cost of ensuring compliance continues to climb with each new regulation however, in
many cases, small and medium sized businesses simply cannot keep up.
HRD Group approach develops a Human Resources regulatory compliance foundation and tailors it to meet
your business needs. External expert legal specialists are retained and available for guidance on intricate
45
employment issues.
Human Resources Audit

The purpose of the HR Audit is to identify the strengths and weaknesses in the HR functions and address
issues needing resolution. The audit looks at each function and asks the question “are we actually doing what
we say we are doing or what we should be doing”. This can then be compared to best practices and a plan of
action put in place.
HRD Group can help your organization be in compliance and improve its productivity through a
comprehensive HR audit that includes a course of action for improvement and organizational development.
Affirmative Action Plan

An affirmative action plan is more than a declaration of good intention. It describes a program of action
leading toward the accomplishment of specific and measurable results in connection with legal and moral
responsibilities of an organization. HRD Group offers an array of EEO/AAP consulting services, from plan
assistance and maintenance to AAP education and regulatory updates. Once your Affirmative Action
Program is in place, you will probably want to continue with our consulting services for plan maintenance
and knowledge transfer.
EEO/AAP Consulting Services

Women, Veterans and Individuals with Disabilities in the following areas:
 Preparation of Company’s AAP for Women, Veterans and Individuals with Disabilities
 In-house training and workshop in How to Prepare an AAP
 Training in Equal Employment Opportunity laws and regulations
 Conduct Affirmative Action Self-Audit
 Evaluation of Recruiting and Personnel Practices
 Orientation to Management Personnel in EEO/AAP policies and regulations
 Presentation to Management of Company’s AAP results, goals and action program
 Prepare Quarterly and Statistical Reports
46
 Assistance on Desk Audit and On-site Compliance Review
 Coaching in cases of Reasonable Accommodations
Who is required to do Affirmative Action Planning?

Any employer who has a federal contract in totaling $50,000 or more and has 50 or more employees is
subjected to the federal government's Affirmative Action Program under Executive Order 11246.
This select group of employers are obligated to prepare and maintain three written Affirmative Action Plans;
jointly called an Affirmative Action Program or AAP. The Office of Federal Contract Compliance Programs
(OFCCP) is the federal agency having jurisdiction and enforcement authority for the Affirmative Action
section of federal regulations.
Federal contractors’ Affirmative Action plans must be reviewed and updated on a yearly basis. The
enforcement agencies for AAP compliance can visit your company for a pre-contract review, employee
discrimination complaint, desk audit, or comprehensive on-site review.
Employment Verification
The Immigration Reform and Control Act of 1986 (IRCA) legally mandates that U.S. employers must verify
the employment eligibility status of newly-hired employees and makes it unlawful for employers to
knowingly hire or continue to employ unauthorized workers. Noncompliance, whether intentional or caused
simply by oversight, has severe legal and financial consequences imposed by the Department of Homeland
Security, as well as the potential of a corporate image tarnished by negative publicity.
HRD Group audits your Form I-9 to verify employees' legal right to work in the United States, reduce
processing errors, document retention obligation, and more.
Human Resources Management
HRD Group provides a wide variety of management and human resource consulting services. Our consulting
services are provided on-site or off-site, or a combination that best meets the client’s needs. We will work
with your company to identify needs, develop an action plan, and assist with implementation.
47
Policies and Procedures
To ensure the fair and consistent treatment of your employee base, it is necessary for all organizations to
have up-to-date and easy to administer policies and procedures relating to operational matters.
HRD Group will partner with you to identify, define and write policies and procedures that reflect the
requirements of your business model as well as incorporate the values of your organization.
Employee Handbook
Employee handbooks can take ages to write and need to be regularly updated as employment law changes.
We offer customized employee handbooks including legal review.
Other initiatives generally administered by the Human Resources Department.
48
BENEFITS
HRD Group provides our clients with the information needed to make the necessary decisions regarding their
employee benefits. This is to be achieved through the understanding and evaluation of all pertinent facts and
circumstances surrounding each individual clients needs. It is very important that the needs and expectations
of both employers and employees are met and special attention is given to communication in these areas.
Benefits Package
We review existing coverage’s and funding and analyze them to determine the true cost of these benefits. We
help employers get control of their benefit costs.
Benefits Benchmark
We assist you in designing a plan of benefits to meet current needs with special attention paid to eliminating
duplicate coverage or gaps in coverage. The insurance marketplace is then "shopped" for the plan of benefits
and funding alternatives that are needed to maximize your benefit dollars. We review, analyze, and compare
all the proposals received. Then we prepare a detailed feasibility study taking into consideration benefits,
cost, current legislation, and your long-range plans as a company or an individual.
Benefits Management and Service

Our firm will enroll and communicate the new plan to your employees. Special attention will be given to any
plan changes. We want to achieve both employer and employee satisfaction.
Our firm is committed to providing professional, personal, and courteous service to our clients. We assist in
answering questions regarding administration, claims, or product knowledge. Employer and employee
satisfaction is our number one job.
Our services include access to and administration of several plans, including:
 Health, Pharmacy and Dental Insurance

 Life Insurance
49
 Accident, Dismemberment & Death Insurance
 Short and Long Term Disability
 Supplemental Programs
 COBRA Administration
 5500 Filing
It’s Simple
There is no need to meet with multiple vendors when considering a benefits plan for your business. With
HRD Group you’re provided with several benefits options and expert management of the administrative
process. Simply choose the plan or services that best fits your needs and we will implement and manage your
customized program. It’s that simple.
Enhance your workforce, save time and concentrate on your core business by removing the administrative
paperwork associated with a benefits program.
Compensation
The effective design and communication of total compensation programs are instrumental to an
organization’s ability to attract, retain, and motivate talented employees. HRD Group consultants provide
services and solutions to meet your organization’s specific business needs.
Compensation Process
50
Recognizing that successful compensation programs must be fully aligned with a company’s mission and
objectives, we provide the following services:
 Development of job analysis, job description, job evaluation, internal, external and individual equity
 Design and conduct of compensation surveys to identify competitive market rates for positions.
 Review and evaluation of current compensation programs and practices with recommendations for
improvement.
 Assessment of the competitiveness of compensation practices.
 Development of performance appraisal programs, especially in conjunction with improved pay
administration plans.
 Assist in documenting your programs and preparing tools for ongoing administration.
 Assist in preparing communication materials to ensure that employees understand and value their
total compensation package
 Assist with periodic assessments of your programs and suggest possible improvements
HR is usually the first stop for a new employee and the last stop for an existing employee. It is where work
rules are introduced and enforced as well as where employees turn when they have a problem or need
assistance.
Our HR consultants works closely with organizations to develop and maintain appropriate policies and
51
practices that create a positive employer/employee relationship. A key benefit our clients discover is our
availability to assist them in thinking through the intricate HR problems that are a daily reality in most every
organization.
You don't have to be concerned about employee relation situations that we can easily take care for you.
When you entrust us with your employee relations, you won't waste time worrying about sticky situations or
wondering what to do. We'll help your employees feel comfortable and productive.
HRD Group recognizes that Human Resource Management is not just about dealing with legislation and
increasing the efficiency of your business. We want to increase the effectiveness of your business too!
Your people are your competitive advantage and managing them effectively in today’s legally complex
environment is tough. Good people can be hard to find and even harder to keep!
With a wide range of both managerial and personal skills training and development options, tailored to your
needs we can assist you to train and develop your staff. Our customized training initiatives encompasses a
wide range of training and development topics to include communication, customer service, leadership,
supervisory, time management, and others.
To discuss possible training and development programs, and how we can assist your business please contact
us for a free consultation.
Benefits of Training
 Increased productivity
 Improved efficiency
 Greater accuracy
 Improved motivation and morale
 Less direct supervision
 Reduced turnover
 Ensures consistency
 Increased compliance (regulatory/statutory)
52
Training and Development Topics
HRD Group, Inc. offers onsite and/or offsite trainings tailored to your workforce needs. Below we detail
topics of our training program. Other trainings are available.
 Avoiding Hiring Mistakes

 Coaching
 Communication Skills
 Conducting Successful Performance Appraisals
 Conflict Management
 Customer Service
 Effective Supervision
 Emotional Intelligence
 Employment Law
 Improving Workplace Discipline Practices
 Leadership Skills
 Motivation
 Negotiation Skills
 Performance Management
 Preventing Sexual Harassment
 Stress Management
 Teamwork
 Time & Priority Management
53
CHAPTER - 5
DATA ANALYSIS AND INTERPRETATION
54
DATA ANALYSIS & INTERPRETATION
TABLE: 1
ABOUT DUTY TIMINGS
Degree of Respondents No. of Respondent
Inconvenient 04
Convenient 56
TOTAL 60
Source: Sample Survey
GRAPH: 1
ABOUT DUTY TIMINGS
60 56
50
No.of Respondents
40
30 No. of Respondent
20
10
4
0
Inconvenient Convenient
Degree of Respondents
INTERPRETATION: I inferred that 56 members of employees are felt convenient with

their present duty timings in the organization. In my study still 04 employees are at the mood of
inconvenient with their duty timings.
55
TABLE: 2
OPINION OF THE EMPLOYEES ON PERIODIC COUNSELING
Degree of Respondents No. of Respondents Weighted Average Mean
Highly Satisfied 02 8
Satisfied 30 90
Neutral 28 56
Dissatisfied 0 00
TOTAL 60 2.55
GRAPH: 2
OPINION OF THE EMPLOYEES ON PERIODIC COUNSELING
100
90
90
80
70
No. of Respondents
60 56
50 Weighted Average Mean
40
30
20
8
10
0
0
Highly Satisfied Satisfied Neutral Dissatisfied
INTERPRETATION:
By this analysis, I found that 02 employees are highly satisfied, 30 are satisfied and 28
are neutral on their periodical counseling in the organization.
56
TABLE: 3
RESPONSES OF THE EMPLOYEES ON WORK SCHEDULE
Degree, of Respondents No. of Respondents Weighted Average Mean
Highly Satisfaction 06 24
Satisfaction 32 96
Neutral 22 44
Dissatisfaction 00 00
TOTAL 60 2.733
GRAPH: 3
RESPONSES OF THE EMPLOYEES ON WORK SCHEDULE
120
96
100
No. of Respondents
80

44
40
24
20
0
0
Highly Satisfaction Neutral Dissatisfaction
Satisfaction
INTERPRETATION:
By this analysis, I inferred that 06 employees are highly satisfied, but nearly 32 are
satisfied and 22 are neutral on their work schedule in the organization.
57
TABLE: 4
RELATIONSHIPS WITH CO-WORKERS APPROACH & ATTITUDE
Highly satisfied 12 48
Satisfied 34 102
Neutral 14 28
Dissatisfied 0 00
TOTAL 60 2.96
GRAPH: 4
RELATIONSHIPS WITH CO-WORKERS APPROACH & ATTITUDE
120
102
100
No. of Respondents
80

48
40
28
20
0
0
Highly satisfied Satisfied Neutral Dissatisfied
INTERPRETATION:
By this analysis, I inferred that 12 members of the employees were Highly satisfied. But
nearly 34 employees are felt Satisfied with the approach and attitude towards other employees in
the organization.
58
TABLE: 5
OPINION OF THE EMPLOYEES ON MANAGEMENT SAFE GUARD IN

RISKY SOLUTION.
Satisfied 28 04
Neutral 30 60
Dissatisfied 00 00
TOTAL 60 2.53
GRAPH: 5
OPINION OF THE EMPLOYEES ON MANAGEMENT SAFE GUARD IN

RISKY SOLUTION
70
60
60
No. of Respondents
50
40
Weighted Average Mean
30
20
8
10 4
0
0
INTERPRETATION:
By this analysis, I inferred that 02 members of the employees were Highly satisfied.28
employees are satisfied,30 members are feeling neutral about their opinion on management safe
guard in risky solution.
59
BASIC AMENITIES AND DEVELOPMENT ACTIVITIES
TABLE: 6
PERSONNEL DEVELOPMENT TRAINING AND QUALITY

IMPROVEMENT PROGRAMMES

Highly Satisfied 10 40
Satisfied 26 78
Neutral 24 48
Dissatisfied 00 00
TOTAL 60 2.76
GRAPH: 6
PERSONNEL DEVELOPMENT TRAINING AND QUALITY

IMPROVEMENT PROGRAMMES
90
78
80
No. of Respondents
70
60
48
50
40
30
20
10
0
0
Highly Satisfied Satisfied Neutral Dissatisfied
INTERPRETATION: By this analysis, I inferred that 10 of the employees were highly

satisfied. But nearly 26 of the employees are felt satisfied, 24 of employees were neutral, about
their training and quality improvements programmers.
60
TABLE: 7
OPINION OF THE EMPLOYEES ON CANTEEN FACILITIES.
Satisfied 28 60
Neutral 30 60
Dissatisfied 00 02
TOTAL 60 2.56
GRAPH: 7
OPINION OF THE EMPLOYEES ON CANTEEN FACILITIES
70
60 60
60
No. of Respondents
50
40
30
20
10
2
0
INTERPRETATION:
By this analysis, I suppose that 02 of the employees were highly satisfied, 28 persons
satisfied and 30 members feel neutral about the canteen facilities provided by the organization.
61
TABLE: 8
OPINION OF THE EMPLOYEES ON TRANSPORT FACILITIES.
Satisfied 35 105
Neutral 10 20
Dissatisfied 00 00
TOTAL 60 3.08
GRAPH: 8
OPINION OF THE EMPLOYEES ON TRANSPORT FACILITIES
120
105
100
No. of Respondents
80
60
40
20
20
0
0
INTERPRETATION:
By this analysis, I suppose that 15 of the employees were highly satisfied, 35 persons
satisfied and 10 members feel neutral about the transport facilities provided by the organization..
62
SALARY AND PROMOTION
TABLE: 9
RESPONSE OF THE EMPLOYEES ABOUT EDUCATION

QUALIFICATION IS RELEVANT TO THEIR JOBS
Degree of Respondents No. of Respondents
Yes 50
No 10
TOTAL 60
GRAPH: 4.9
RESPONSE OF THE EMPLOYEES ABOUT EDUCATION

QUALIFICATION IS RELEVANT TO THEIR JOBS
60
50
50
No. of Respondents
40
30 No. of Respondents
20
10
10
0
Yes No
INTERPRETATION: From the above table 55 of the employees are doing the jobs
related to their education qualification. But still 10 members of the employees are not satisfied
by their basic education is not relevant to their jobs in the organization.
63
TABLE: 10
ABOUT SATISFACTION OF THE SALARY GETTING FROM THE

ORGANIZATION
Satisfaction 20 60
Neutral 28 56
TOTAL 60 2.33
GRAPH: 10
ABOUT SATISFACTION OF THE SALARY GETTING FROM THE

ORGANIZATION
70
60
60 56
No. of Respondents
48
50
40
30
20
10
0
0
Satisfaction
INTERPRETATION: By this analysis, I inferred that 12 members of the employees were

highly satisfied. But nearly 20 of the employees are felt Satisfied 28 employees feel neutral about
salary getting from the organization.
64
TABLE: 11
OPINION OF THE EMPLOYEES ABOUT CHALLENGING THEIR JOBS
Degree of Respondents No. of Respondents
Not highly challenging 38
No opinion 22
TOTAL 60
GRAPH: 11
OPINION OF THE EMPLOYEES ABOUT CHALLENGING THEIR JOBS
40 38
35
No. of Respondents
30
25 22
20 No. of Respondents
15
10
0
Not highly challenging No opinion
INTERPRETATION::
By this analysis, I inferred that 38 members of the employees were Not highly
challenging and 22 employees have Not opinion, about challenging their jobs.
65
TABLE: 12
OPINION OF THE EMPLOYEES REGARDING THE WORK

RECOGNITION BY THE MANAGEMENT
Satisfaction 32 114
Neutral 22 32
TOTAL 60 2.83
GRAPH: 4.12
OPINION OF THE EMPLOYEES REGARDING THE WORK

RECOGNITION BY THE MANAGEMENT
120 114
100
No. of Respondents
80
40 32
24
20
0
0
Satisfaction

highly satisfied. But nearly 32 members of the employees are felt satisfaction regarding their
work recognition by the management, 22 felt neutral.
66
TABLE: 13
OPINION OF THE EMPLOYEES ON PERFORMANCE MONITORING

SYSTEM IN THE ORGANIZATION
Satisfied 34 102
Neutral 22 44
Dissatisfied 00 04
TOTAL 60 2.53
GRAPH: 13
OPINION OF THE EMPLOYEES ON PERFORMANCE MONITORING

SYSTEM IN THE ORGANIZATION
120
102
100
No. of Respondents
80

44
40
20
4 4
0

satisfied. And 22 employees were felt neutral and none are dissatisfied about performance
monitoring in the organization.
67
TABLE: 14
RESPONSE OF THE EMPLOYEES ON SUPERIOR'S MOTIVATION
Satisfied 14 42
Neutral 34 68
Dissatisfied 06 06
TOTAL 60 2.33
GRAPH: 14
RESPONSE OF THE EMPLOYEES ON SUPERIOR'S MOTIVATION
80
68
70
No. of Respondents
60
50
42
30 24
20
10 6
0
INTERPRETATION: By this analysis, I inferred that 06 employees were highly satisfied,

14 employees are satisfied, But 34 members of the employees are nearly felt neutral regarding
the response of the employees on superior’s motivation.
68
TABLE: 15
PROPORTIONATE FEED BACK OF THE SUPERIORS AND

SUBORDINATES
Satisfied 40 120
Neutral 16 32
Dissatisfied 00 00
TOTAL 60 2.83
GRAPH: 15
PROPORTIONATE FEED BACK OF THE SUPERIORS AND

SUBORDINATES
140
120
120
No. of Respondents
100
80
60
40 32
16
20
0
0
INTERPRETATION: By this analysis, I suppose that 04 employees were highly satisfied,

40 employees are nearly satisfied, But 16 members of the employees are nearly felt neutral
regarding the proportionate feedback of the superiors and subordinates.
69
TABLE: 16
RESPONSE OF THE EMPLOYEES ON REWARDS FOR THE WORK

EFFORT
Satisfied 36 108
Neutral 24 48
Dissatisfied 00 00
TOTAL 60 2.60
GRAPH: 16
RESPONSE OF THE EMPLOYEES ON REWARDS FOR THE WORK

EFFORT
120 108
100
No. of Respondents
80
60 48 Weighted Average Mean
40
20
0 0
0
INTERPRETATION: By this analysis, I found that 36 employees are satisfied, But 24

members of the employees are nearly felt neutral regarding the rewards to their work effect in the
organization.
70
TABLE: 17
OPINION OF THE EMPLOYEES ON PROMOTION CRITERIA
Satisfied 24 72
Neutral 24 48
Dissatisfied 04 04
TOTAL 60 2.6
GRAPH: 17
OPINION OF THE EMPLOYEES ON PROMOTION CRITERIA
80
72
70
No. of Respondents
60
48
50

32
30
20
10 4
0
INTERPRETATION:
From the above, I inferred that 8 members of the employees were highly satisfied. But
nearly 24 members of the employees are satisfied. 24 employees are felt neutral about the
opinion on their promotion criteria.
71
FINDINGS
 It was found that 50 employees are convenient with their duty timings and 60 employees
felt that inconvenient.
 It was found that 32 employees are satisfied about periodically and 28 felt neutral.
 38 members of the employees are felt that the- work schedule is satisfied and 22
members are neutral.
 44 members of the employees are get recognition from the management through their
working process.
 It was found that the 50 members of the employees are satisfied regarding their jobs and
10 are felt that their jobs are related to their education qualification.
 Majority of 38 employees of the respondents are felt that their jobs are in not highly
challenging.
 Majority of the employees are felt satisfied about their relationships with the
colleagues.
 It was found that the 32 employees are satisfied with the criteria of promotion and 24 felt
neutral in the organization.
 Majority of the employees are satisfied with the working conditions of the
organization.
 It was found that the 36 members of the employees are satisfied and 24 felt that neutral
with the rewards provide by the organization.
 It was found that nearly 44 members of the employees are satisfied with their
proportionate feed back of the superiors and subordinates.
 30 members of the employees are agreed that the management safeguard them in the
risky situations and remaining 30 were neutral.
72
SUGGESTIONS
 Job satisfaction survey should be conducted periodically to increase the level of job
satisfaction of employees.
 It is better to give the 360 degrees regular performance appraisal with regarding to their
work.
 The superiors have to motivate the employees regularly.
 Management has to revise the salary packages of the employees.
73
CONCLUSION
Most of the employees in the organization are satisfied with the job content of their jobs.
But, however, the management should look positively attractive salaries and to look after their
promotion activities.
74
ANNEXURE
QUESTIONNAIRE
Name :
Age :
Gender : Male / Female
Monthly income :
Educational qualification :
Occupation status :
Grade level :
Total years of experience :
Nature of family :
Nature of residency location:
1) Responses of the employees about educational qualification is relevant to their jobs.
a) Yes b) No
2) Opinion of the employees about duty timings
a) Inconvenient b) Convenient
3) About satisfaction of the salary getting from the organization
a) Highly satisfaction b) satisfaction
c) Neutral d) Dissatisfaction
4) Opinions of the employees about challenging their jobs
a) Not highly challenging b) Not opinion
75
5) Response of the employees on work schedule
6) Opinion of the employees regarding the work recognition by the management.
7) Relationships with co- workers approach & attitude
8) Opinion of the employees on periodic counseling.
9) Opinion of the employees’ safe guard in risky situation on management.
10) Opinion of the employees on performances monitoring system in the organization.
11) Response of the employees on superior’s motivation.
76
12) Proportionate feed back of the seniors and subordinates.
13) Response of the employees on rewards for the work effort.
14) Personnel Development training and quality improvement programmers.
15) Opinion of the employees on canteen facilities.
16) Opinion of the employees on canteen facilities.
17) Opinion of the employee on promotion criteria
c) Neutral d) dissatisfaction
77
BIBLIOGRAPHY
AUTHOR NAME TITLE PUBLICATION
P. SUBBARAO Personnel & Human Himalaya publishing house

Resource Management pvt.ltd.
Human resource & Tata McGraw hill

K. ASWATHAPPA
personnel management publications
S.P. GUPTA Statistical method

Sultan chand & sons
C.R. KOTHARI Research mythology

New age international pvt.
Ltd.
C.B. MAMORIA Personnel Management
Text & Cases
S.V. GANKAR
Himalaya Publishing House
DAVID A. DECENZO Personnel / Human

Prentice – Hall India
STEPHEN P. ROBBINS Resource Management
78

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A STUDY ON

In Partial fulfillment of the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

(REGD No: 17A91E0055)

Dr.T.Durga PrasadM.Com, MBA, PhD

Aditya Engineering College.

fulfillment for the requirement of the MASTER OF BUSINESS ADMINISTRATION

Date: (K.VENKATA VALLI)

Place: Surampalem Regd: 17A91E0030.

ADITYA ENGINEERING COLLEGE

(Approved by, AICTE, New Delhi & Affiliated to JNTU Kakinada)

ADB ROAD, SURAMPALEM -533333

This is to certify that”K.VENKATA VALLI“his submitted report titled study

the degree of “MASTER OF BUSINESS ADMINISTRATION ” in Aditya Engineering

PROJECT GUIDE HEAD OF THE Dept.

Dr. T.DURGA PRASAD Dr. N. VISALAKSHI

I convey my proud gratitude to Mr. N.G.K MURTHY, Account Manager in Financial

NEED OF THE STUDY:

Objectives of the study:

1. To Determine equitable wage differentials between different jobs in the organization

4. To provide a framework for periodic review and revision of wages

5. What constitutes successful performance of job analysis?

6. To enable management to gauge and control the payroll costs

Scope of the study

Research & Design

1. Research method - Survey

2. Data collection Method:

 Primary source: Structured closed ended questionnaire

3. Research Instrument: Personal Interview with aid

LIMITATIONS OF THE STUDY:

(a) It can be expensive in terms of finance and manpower requirements.

Major dairies in India

Amul industries Pvt ltd

Karnataka cooperative milk

The dairy products include

Growth of Indian Retail

Major Retailers in India

 Food & Grocery: Big Bazaar, Food Bazaar

Retail formats in India

Hypermarts/supermarkets: large self-servicing outlets offering products from a variety of

Challenges facing Indian retail industry

The Founder Chairman

Heritage Foods ( India ) Limited, India

Sri Chandra Babu Naidu is one of the greatest Dynamic, Pragmatic,

TYPE PUBLIC LIMITED COMPANY(BSE)

INDUSTRY DAIRY AND AGRIBUSINESS

FOUNDER Nara Chandrababu Naidu

REVENUE $300 MILLION

OWNER NARA FAMILY

NUMBER OF EMPLOYEES 3000+

When you are healthy, we are healthy

We live for your "HEALTH & HAPPINESS"

To be a preferred employer by nurturing entrepreneurship, managing career aspirations and

Smt N. Bhuvaneswari, Vice-Chairman & Managing Director, aged 47 years, a B.A, is a

Corporate Governance is a system which,an organization is structured. It integrates multi

A. Company’s Philosophy on Corporate of Governance

Scheduling and Selection of Agenda items for Board Meetings.

(c) The information placed before the Board includes.

Non-compliance of any regulatory, statutory nature or listing requirements and

Recommending/ Declaring dividend

General Notice of Interest of Directors

Terms of reference of the Board committees