UNIVERSITY OF MUMBAI

SUMMER TRAINNING PROJECT ON

“STUDY OF HUMAN RESOURCES FUNCTIONS WITH
REFERENCE TO PARLE PVT.LTD”

SUBMITTED BY

ARATI MANOHAR NIKAM

45
HUMAN RESOURCE

MASTERS IN MANAGEMENT STUDIES / PGDM

SEMESTER III

BATCH: 2018-20

MAHATMA EDUCATION SOCIETY’S

PILLAI HOC INSTITUTE OF MANAGEMENT STUDIES AND

RESEARCH

RASAYANI – 410 207

 Declaration

I declare that this project report titled “STUDY OF HUMAN RESOURCES

FUNCTIONS WITH REFERENCE TO PARLE PVT.LTD” is my own original
work, and that all sources that I have consulted have been duly acknowledged.

Date: Signature:
Place: Name:
 PHIMSR

CERTIFICATE OF APPROVAL

This is to certify that the project titled “STUDY OF HUMAN RESOURCES

FUNCTIONS WITH REFERENCE TO PARLE PVT.LTD” as a part of
the curriculum of Master of Management Studies/ PGDBM is submitted by
ARATI MANOHAR NIKAM, a student of Pillai HOC Institute of
Management Studies and Research with SYSTEM(HUMAN RESOURCE)
specialization for the academic year 2018 - 19 has been approved.

__________ ____________
Prof. Shreeja Joji Dr.Pradip Chatterjjee
Faculty Guide Director
 ACKNOWLEDGEMENT

I take this opportunity to extend my sincere thanks to Pillai Hoc Institute Of

Management Studies And Research And Parle Biscuit Pvt .Ltd for offering a
unique platform to earn exposure and garner knowledge in the field of Human
Resource.

I would like to extend my sincere gratitude to Prof.Shreeja, project guide for

consistent and invaluable guidance, support and encouragement. I am thankful
for the inputs given by her from time to time to guide me as well as to enhance
my knowledge on working of HR Department.

I extend my sincere thanks to Director Pradip Sir, for his co-operation and
guidance.

I would like to extend my gratitude to all the staff and colleagues of College of
Management, who provided moral support and guidance.
CERTIFICATE
 EXECUTIVE SUMMARY

Theory And Practice Are The Two Eyes Of The Management

"Education. Management Education Without Practical Training At An
Organization Remains Incomplete. The Training Prescribed By The PillaiHoc
Institute Of Management Studies And Research Student HaveVarious
Objective s Like Helping The Student To Acquire Knowledge,Give An
Opportunity To Know The Difference Between Theory AndPractice, Enable
The Student To Interact With Experienced AndKnowledgeable Persons Of
Business World . As A Student Of MBA , IGot An Opportunity To Undergo
On A Training. The Training Title Is"'' STUDY OF HUMAN RESOURCES
FUNCTIONS WITH REFERENCE TO PARLE PVT.LTD ''. I
SuccessfullyCompleted My Training Report Within The Specified Time. It
Was"Really A Thrilling Experience For Me With Senior Officials Of
IndustryAnd To Interact With Different Members, Employees Of
TheOrganization. It Was An Experience Of Enjoyment Through Hard
WorkAnd Dedication. Through This Finding Of This Report, I Hope That
TheIndustry In India As Well As Outside The Country Will Benefit. Duringmy
internship I gained practical knowledge on how the human resourcedivision of
an organization operates and coordinates its activities toensure smooth
functioning of the organization at all levels by ensuringright numbers of people
are available at the right time to do the right job.Not only that I have also
gained insight into the working culture of theorganization and observed how
Alliance Capital handles its employees with value and empowerment to ensure
they are motivated to give theirbest to the organization.
 INDEX

Sr . No Topic
1 Chapter 1
Introduction
Objective of the project
Scope of the project
Research And Methodlogy
Limitation
2 Chapter 2
Company Profile
Organization chart
Benefits given by the company
3 Chapter 3
Theoretical Background
Data Analysis And Interpretation
4 Chapter 4
Findings
Suggestion
Conclusion
 INTRODUCTION

Human Resource Management (HRM) is the function within an organization

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

Human Resource Management is the organizational function that deals with

issues related to people such as compensation ,hiring ,performance
management , organization development, safety ,wellness, benefit ,employees
motivation, communication , administration , and training.

Human Resource Management is also a strategic and comprehensive approach

to managing people and the workplace culture and environment . Effective
HRM enables employees to contribute effectively and productively to the
overall company direction and the accomplishment of the organizations goals
and objectives.

Human Resource Management is moving away from traditional personnel ,

administration and transactional roles ,which are increasingly ,outsource .
HRM is now expected to add value to the strategic utilization of employees and
that employees programs impact the business in measurable ways. The new
role of HRM involves strategic direction and HRM metrics and measurement
to demonstrate value.
OBJECTIVE OF THE STUDY

• To develop & sustain core values.

• To develop business leaders for tomorrow.
• To provide job contentment through empowerment, accountability
&responsibility.
• To foster a climate of creativity,innovation & enthusiasm."
• To enhance the quality of life of employees & their families.
• To inculcate higher understanding of service to a greater cause.
• To build & upgrade competencies through virtual learning ,
opportunities for growth & providing challenges in the job.

SCOPE OF THE PROJECT

• The STUDY OF HUMAN RESOURCES FUNCTIONS WITH

REFERENCE TO PARLE PVT.LTD carried by Parle Biscuit Pvt. Ltd.
• Increases Training and Development (Team building, leadership,
retraining of middle managers, cross-cultural training ,etc)"
• Increases Mentoring and Coaching, Knowledge Management, Talent
Management, Emotional Intelligence , etc.
LIMITATIONS:

1) Due to non availability of time, large sample size is not taken.

2) The lack of cooperation from some respondents.
3) Some of the respondents are not interested in giving more information
due totheir personnel bias or busy in work schedule.

RESEARCH METHODOLOGY

RESEARCH DESIGN:Generally the research design is of three types,

viz…,exploratory, descriptive &casual research design is defined as the
specification of methods and proceduresfor acquiring the information needed.
It is a plan of organization frame work, for doing the collection of data.“The
research design for this research is descriptive in nature.”

DESCRIPTIVE STUDY:Descriptive research studies are those study which

are concerned with describingthe characteristics of a particular individual, or a
group. In this research, theresearchers must be able to define clearly, what he
wants to measure and must findadequate methods for measuring it along with a
clear cut definition of populationhe wants to study. The design in such studies
must be rigid and flexible and mustfocus attention on the following
RESEARCH APPROACH:Survey method is used in the collection of needed
information from therespondents.

RESEARCH INSTRUMENT:A STRUCTURED questionnaire consisting of

15 questions has been taken as theresearch instrument.

SAMPLING PLAN

A it is practical to attempt a survey of the entire population, a limited number

of people have been surveyed owing to the time constrint.

SAMPLING DESIGN:It deals with the method of selecting items to be

observed for the given data.

SAMPLING UNIT:Employees in the Unit.

SAMPLE SIZE.Convenience sampling has been used to the data from

respondents.Aconvenience sampling IS obtained by selecting “convenient
population unit”.
 History and Profile Of the Parle Industry

Good Learning :
P – Perfcet , A – Attractive , R – Relishing , L – Learning , E – Eatable, G –
Genuine

Parle Products Pvt. Ltd. Was established in 1929 by Mohanlal Dayalsingh. In

1929 when British ruled India a small factory was set up in the suburbs of
Mumbai city to manufacturing sweet and toffees and the market was
dominated by famous international brands that were imported freely. Despite
Company called Pale product , survived & succeeded by adhering to high
quality & improvising from time to time.

A decade later , in 1939 , parle product began manufacturing biscuit in

addition to sweet & toffees having already established a reputation for quality.

Parle-G biscuit are of the most popular confectionery biscuit in India. Parl – G
is one the oldest brand name in India and is the largest selling brand of biscuit
in India. For decades , the product was instantly recognized by its icon white
and yellow wax paper wrapper with the depiction of a young girl, Sonam
(Calgary) covering the front.

The company’s slogan is popular among the India consumer population ,

regarding G means “ Genius’’.
“Parle – G ’’ is derived from the name of India railway station , VILE PARLE
, where the parle production
Factory is based.

Parle – G is the world’s largest selling biscuit . Its reach spans even to the
remotest villages of India . It
enjoy 70% market share in India in the glucose biscuit category followed by
the Britania Tigar (17-18%)
and ITC Sunfeast (8-9%).

The parle brand name grew in strength with this diversification. “ Parle
Glucose ’’ and “ Parle Monaco” were the first brand of biscuit to be
introduced , which later on went to become leading names for great taste &
quality.

Apart from being the world’s largest selling biscuit parle- G is winner of 8
Gold & 11 Silver awards at the Monde selction award ( the global standard for
quality in food category ). Its Head office is based in Mumbai , it been India’s
largest manufacturer of biscuit and confectionery, for almost 80 years. Many of
the parle products – biscuits or confectionery , are market leaders in their
category and have won acclaim at the Monde Selection , since.

For meeting this huge demand company has its manufacturing units located
strategically all over India.
There are 9 Mother units located in Mumbai , Bahadurgadh ( Haryana) ,
Neemrana (Rajasthan) , Bhuj ,
Rudrapur (Uttaranchal) , Bangalore , Sitarganj (Uttarakhand) , Khopoli ,
Nashik with 80 other contract manufacturing umits.

Company has 3 contract manufacturing units abroad in Nigeria , Cameroon &

Bangladesh.
 PRODUCT MANUFACTURED BY PARLE AT KHOPOLI

Sr. Product Type Product Product Variety Pack

No Location Name Size
1. Bakery Product Plant - 1 Parle -G Chhota Bheem 75 gm
80 gm
150 gm
500 gm

Hide & Caffe Mocha 75 gm

seek 120 gm

Monaco
Plant - 2
Jeffs 200 gm
Cheesling 150 gm
3 kg
Sixer 200 gm
Milano Regular 12.5gm
Plant - 3 Mini Milano 75 gm
Center - fill 75 gm
Murano 75 gm
Confectionery Kacha 1 kg
2. Product Mango 5 kg
Bite
Mazelo Watermelon 1 kg
Guava 5 kg
Banana
Apple
Litchi
Product manufactured by PBPL , Khopoli
Organizational Chart
BENEFITS GIVEN BY THE COMPANY

• Recruiting
• Hiring
• Training
• Organization Development
• Communication
• Performance Management
• Coaching
• Policy Recommendation
• Salary and Benefits
• Team Building
• Employee Relation
• Leadership
 Theoretical Background

FUNCTION OF HUMAN RESOURC

I. Establishment
2. Contract Management
3. Training & Development
4. Loans & Advances
5. Hospitality
6. Medical
7. Separated Employee Establishment(SEE)
8. Corporate Social Responsibility(CSR) & Perforrnance Appraisal
Report(PAR)
9. Welfare Activities
I 0. Industrial Relations (IR)
 1. ESTABLISHMENT

Establishment includes all the procedure which is used whenever a employ

newly joints any organization.

Establishment includes:
• Pramotions
• Transfers
• Seprations
• Leave Rules

1.PROMOTIONS
There are different types of disciplines from E1 to E9 which constitutes
with promotions levels of an employee.

• E1 includes HR Executive, Finance & Accounts Executive and in

engineers there is Assistant Executive Engineers(AEE) which includes
Civil, Production, Mechanical, Instrumentation, etc.
• E2 includes senior HR Executive and in engineers there is Executive
Engineers.
• E3 includes Deputy Manager (DM) HR and in engineers there is DYSE
production , Civil, tc.
• E4 includes Manager HR & in engineers there it is Super Intending
(SE) Mechanical.
• E5 includes Chief Manager (CE) HR ,CE, Production etc.
• E6 includes Deputy General Manager (DGM) HR.
• E7 includes General Manager HR.
• E8 includes Group General Manager .
E9 includes all directors and above.
 2 . TRANSFERS

There are basically two types of transfer viz .internal transfer and external
transfer.

INTRNAL TRANSFER

Internal Transfer are carried within the same workplace where we are working.

EXTRNAL TRANSFR

External Transfer are carried outside the same workplace i.e. different office
,different region ,different workplace etc.
3 . SEPARATIONS:

a) Resignation
b) Retirement \ Superannuation
c) Death
d) Voluntary Retirement System (VRS)

a. RESIGNATION :
• A resignation is the formal act of giving up or quitting one’s
office or position.
• When an employees choose to leave a position ,it is consider a
resignation , as opposed to involuntary termination .Whether an
employee resignation or was terminated is sometimes a topic
of dispute , because in many situation ,a terminated employee
is eligible for severance pay and / or unemployment
benefits,whereas one who voluntarily resigns may not be
eligible.
• Before resignation , outstanding dues , demand / no demand ,
vigilance , D&A(Discipline & Appeal) etc is checkd.
• Exit Interviews are been taken in every organization and in
every sector (private / public).

b. RETIREMENT / SUPPERANNUATION:

• Retirement is the withdrawal from one’s position or occupation

or from one’s active working life.
• An increasing number of individual are choosing to put off this
print of total retirement , by selecting to exist in the emergency
state of pre-tiremnt.
• When an individual completes 60 years of age.
 • During the retirement process ,all the thing things are checked ,
verified and tallied i.e. leaves ,etc.

c. DEATH :
• If suddenly death occurs of any individual , PF is nominated to
the spouse.
• Facts are send to the CMD (Chairman & Managing Director)
to tell the reason for death.
• Condolence to pray for the dead one is committed.

d. VOLUNTARY RETIREMENT SYSTEM (VRS):

• Voluntary Retirement system is a method used by companies

to reduce surplus staff.
• VRS applies to an employees who has completed 10 years of
service or is above 40 years of age.
• VRS is offered to certain employees as an incentive to retire.
• It usually contain generous benefits and typically targeted at
employees in middle age/ or those who have been with a
company for a considerable amount of time.
4. LEAVERULES

a. Casual Leave
b. Special Casual Leave
c. Half Pay Leave
d. Earned Leave
e. Study Leave
f. Accident and Disability Leave
g. Maternity Leave
h. Paternity Leave
i. Child Care Leave

1) Casual Leave

• Casual Leave is normally a shot term period of leave that an

employee can apply for and proceed on.
• These leave are taken normally without permission but in case
of any emergencies occurred.
• This leave will only get clubbed with Special Casual Lave.

2) Special Casual Leave

• Special Casual Lave is given to the employees who have

completed one tear of service.
• This leave is mostly taken in case of sports, mountain
treeking , territorial army campus , sterilization operations ,
etc.
• This leave is given maximum 30 days of time excluding
Saturdays and Sundays and government holidays.
3) Half Pay Leave :

• Half pay Lave shall be created to the employees accounts in

two accounts.
• In 3 years , total 20 half pay leave are allotted.

4) Earned Leave:

• Earnend lees are the leave which are earend in the previous year
and enjoyed in the percceding year.
• In a year , total 30 days earned are available.
• Per month two and half earned are granted for the employes.

5) Study Leave:

• Employees should have complete 5 years of service to commit

study leave
• Maximum 3 years of leave will be granted to the employees.
• This leave are been tallied in Extra Ordinary Leave.

6) Accident and Disability Leave:

• If any employees meet with an accident may be granted Accident

and disability leave.
• This leave may be granted by the competent authority.
 • The employees will approach for acquisting of this accident and
disability leave from within the 3 month from the time of the
accident.
• This leave may be combined with any other leave rather than
casual and special casual leave.

7) Maternity Leave:
• Maternity Leave rnay be granted for the female employees for
theperiod of 180 days from the period of commencement.
• This leave is also granted in case if miscarriag, abortion ,etc.
• If any employee vvants to adopt any child may be granted
adaption leave on full pay for a period of 60 days from the date
of adoption.
'

8) paternity Leave:

• paternity leave is a period of absence from work granted to

father after shortly before the birth of his child.
• Competent authority may grant less than two surviving
children.
• This leave may be granted full pay/fu ll salary sha ll be period
of 15 days.
9) Child Care Leave:
. .
• Child Care leave is granted for female employees for a period oftwo
years(720 days).
• This leave may be used when the child reaches uptill the age of 18
years
• Child Care Leave may not be granted for not more than 3 spells ina
year.
• For female employees can be availed child care leave not morethan 15
days on each spell.
 2 .CONTRACT MANAGMENT:

HR DEPARTMENT ACTIVATES OF CONTRACT

In HR sections , there are 5 service contracts.
1. Running of staff canteen (Round the clock) for parle Biscuit pvt .Ltd at
khopoli.
2. Maintain “Employees Rest House at Parle Biscuit pvt. Ltd plant ,
khopoli
3. House Keeping Service at Parle Biscuit pvt .Ltd. khopoli
4. Annual Rate contract for Xeroxing service at Parle Biscuit pvt. Ltd
.khopoli plant.
5. Pest Control

Procedure for Placing Indent on service contracts:

The following will be required to raise a PR
a. Preparing Scope of work (Sow), special conditions of the contract as
service required.
b. Preparing Bid Evaluation Criteria (BEC)
c. Preparing Cost Estimate (CE) on escalation change 5 or 10% on the
previous entire contract period value
d. Financial Concurrence is to be taken on the basis budgeting as per BDP
-2017 through DGM I/C-Finance.
e. Taking approval Scope of work (Sow) , Special Conditions of the
contract and Bid Evaluation Criteria (BEC) by concerned Competitive
Authority or Sanctioning Authority as per BDP-2017.
f. Subsequently taking Administrative Approval and Expenditure
Sanction by Concerned Competitive Authority Competitive Authority
or Sanctioning Authority as per BDP-2017.

Once Scope of work (Sow) , Special conditions of the contract and Bid
Evaluation Criteria (BEC) is approved and Cost Estimate (EC) is finalized and
the PR is Created by HR Section (indenting Section) for with managers that
Contract.
 3. TRANING AND DEVELOPMENT:

TRANING AND DEVLOPMENT OBJECTIVS

The principal objective of training and development division is to make sure
the availability of a skilled and willing workforce to an organization . In
addition to that, there are four other objectives: Individual , Functional, and
Social .

Individual Objectives – help employees in achieving their personal goals ,

which in turn enhance the individual contribution to an organization.

Organization Objectives - assist the organization with its primary objective

by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level

suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially

responsible to the need and challenges of the society.
Importance of Training and Development

• Optimum Utilization of Human Resource – Training and

Developmnt
helps in optimization the utilization of human resource that further helps the
employee to achieve the organizational goals as wll as their individual goals

• Development of Human Resources – Traning and Developmen helps

to provide an opportunity and broad structure for the development of
human resource technical and behavioral skills in an organization . it
also helps the employees in attaining personal growth.

• Development of skills of employees – Training and Development

helps in increasing the job knowledge and skills of employees at each
level. It helps to expand the horizons of human intellect and an overall
personality of the employee.

• Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to
achieve its long –term goal.

• Team spirit -Training and Develop1nent helps inculcating the sence

of
"team work, team spirit, and inter-team collaborations. It helps in
inculcating the
zeal to learn within the employees.

• Organizatio11 Ct1ltt1re - Trai11i11g and Development helps to

develop and improve the organizational health culture and
 effectiveness. It helps in creating the learning culture within the
organization.

• Organization Climate -Training and Development helps building

the positive perception and feeling about the organization. The
employees get these feelings from the leaders, subordinates, and peers.

• Quality - Training and Development helps in improving upon the

quality of
work and work- life.

• Healthy work environment –Training and Development helps in

creating the healtl1y working environment . It helps to build good
employee , relationship so that individual goals aligns with organization
goal.
4 .LOANS AND ADVANCES:

❖ Loans: Loans refers to thing that is borrowed, especially a sum of

money that is paid back with interest.
❖ Advances: Advance refers to sum of money taken in advance which is
paid without intrest.

❖ In parle , loans and advances are given for this following thing :

I. House building Advance (HBA) Loans :

• HBA loan is given to regular employees once in the entire service
period.
• HBA is given to the employees who have completed 5 years of service.

II. Education Loan :

• Education loan is given to the children’s of regular employees

• For two types of studies money is been allotted i.e. for completing
studies in India and abroad.

III. Car Loan :

• Car loans is given to regular employees once he has completed 3 years

of service.
5. HOSPITALITY

• Hospitality industr.y is a broad category of fields within the service

industry that includes lodging , event , planning, theme parks,
transportation , cruise line , and additional field , and additional field
within the tourism industry.
• Hospitality industry is a multibillion –dollar industry that depends on
the availability of leisure time and disposal income.
• A hospitality unit such as restaurant, hotel or an a1nusement park
consists of multiple group such as facility maintenance and direct
operations(servers, housekeepers, porters, kitchen workers, bartenders,
management , marketing and human resources, etc).
• Hospitality careers are for those who enjoy playing the host.
• Food service and lodging managers are responsible for making sure
guests at restaurants and hotels have a satisfying experience with their
meal or their accommodations.
• Hospitality is the quality or disposition of receiving and treating guests
orstrangers in a warm , friendly, generous way .
6. MEDICAL:

I . Medical includes various types of cases in it which are as

follows :

a) Empanelled hospi tal medical claims for regular and retired

employees
b) Non-Empanelled hospital for special sanction cases
c) Condonation Cases
d) Ambulance Cases
e)24 hours attendance (Nursing) cases
f) Physiotherapy Cases

i. Empanelled hospital medical claims for regular and retired

employees
• For regular employees, in case any employee is suffering
from any minor or major at that time he will recommend to
the hospital which
is company based.

• For retired employees, in case retired employee is suffering

from illness that medical will be claimed for himself and
spouse.

ii. Non-Empanelled hospital for special sanction cases:

• In case of emergency if any employee is in need of medical at that time
he can visit to any non-empanelled hospital and the claim for medical
in that industry.
 iii. Condonation Cases:
• Condonation cases refers to if any employee delays tosubmit the
bill which is very old that is if medical is claimed
o after·6 months or 1 year later.

iv. Ambulance Cases:

.
• Ambulance cases refer to if suppose any employee is from major
illness for e.g. heart attack at that time he can call an ambulanceand
then claim for medical.

v. 24 hours attendance (Nursing) Cases :

• In the above case,if employee or dependant is suffering from major
illness and is in need of nurse the employee can claim for that
irrespective industry.

vi .Physiotherapy Cases :
• In this case if any employee can recovered by doing Physiotherapy
daily at that time he can claim as per that treatment h can get a nurse for
the service.
 7. SEPARATED EMPLOYEE ESTBISHMENT (SEE) :

Separated Employee Establishment refers to the employee which are retire or

leave taken VRS.
Separated Employee Establishment constitute with three things :

1. Mdical :
• Medical is given to the retire employee himself and spouse itself and
not for the dependant ones.

2. PRBS :
• Post Retirement Benefit Scheme (PRBS) is given to the employee and
in case of death , PRBS is allotted to the spouse.

3. Spectacles :
• Spectacles is given to the employee itself and to the spouse.

8. CORPORTE SOClAL RESPONSIBILITY (CSR) AND

PERFORMACE APPRISAL , REPORT (PAR)

❖ CORPORATE SOCIAL RESPONSIBILITY (CSR) :

a. Socio-Economic Priority Areas: A proactive approach towards
socio-economic development is adopted i.e. projects are identified by Parle
Biscuit Pvt . Ltd. at the plant level by involving the district administration,
local representatives and recognized voluntary organizations."
b. Education: Promotion of literacy and higher education. Grant of
scholarship and
assistance to deserving young pupils of weaker sections of society.
 c. Health Care & Family Welfare: Medical camps. Mobile
dispensaries. Supplementing the efforts of already ex isting health centers
in rural areas.
d. Community Development: Providing civic amenities: sanitation,
clean drinking water facilities to panchayats, Gram sabhas ,etc. Development
of agriculture and other cottage industries.
e. Environment Protection: Animal husbandry. Woman &
child development Support to vocational training institutions for
upgrading the skills
of the local people. Develop 1nent of tl1e socially and economicaly weaker
sections of the society. Promotion at art and culture.

PERFORMANCE APPRAISAL REPORT PAR :

• Parformance Apprisal : is the process of obtaining, analyzing and
recording infonnation about the relat ive worth of an employee. The
focus of the perfonnance apprisal is mesuringring and improving the
actual performance of the employee and also the future potential ofthe
employee. Its aim is measure what an employee does.
• According to Flippo , a prominent personality in the field of Human
resources, performance apprisal is the systen1atic, periodic and an
impartial rating of an employee's excellence in the matters pertaining
to his present job and h is potential for a better job." Performance"
appraisal is systematic way of revewing and assessing the performance
of an employee during a given period of time and planning fortis future.

• It is a powerful tool to calibrate, reline and reward the perforn1ance of

the employee. It helps to analyze his achievements and evaluate h is
contribution towards the achievements of the overall organizational
goals.
 • By focusing the attention on performance, performance appraisal goes
to the heart of personnel Management and reflects the management
inerest in the progress of the employees.

9.WELFARE ACTIVITIES:
A. Parle Biscuit Pvt. Ltd. Employee Contributory Provident Trust Fund
(ECPF) :
• Establishment of this trust is done on 30 June 1961.
• In every employee of parle should be entitled and required to became
a member of the fund from date of joining in Parle Biscuit Pvt . Ltd
• Each employee should self contribute 12% of the basic +DA(Dearness
Allowance) under this scheme.
B. Parle Biscuit Pvt .Ltd. Post Retirement Benefit Scheme(PRBS):
• Establishment of this trust is done on 1 April 1990.
• The purpose of this trust is designed to meet the post retirement needs
of the employees, family in case of death of an employee in service .
• This scheme covers regular employees having continuous service of 15
years in Parle Biscuit Pvt . Ltd.
C. Parle Biscuit Pvt Ltd Gratuity Trust:
• Establishment of this trust is done in 2002.
• Every employee will be eligible for this gratuity entitlement after
completion of 5 years of service.
D. Parle Biscuit Pvt . Ltd Composite Social Security Scheme (CSSS):
• Establishment of this trust is done 1998.
• The objective of this scheme is to provide support death/permanent
totaJ disability while in service.
INDUSTRIAL RELATIONS(IR):

❖ IR VISION :
• Harmonious industrial relations scenario in the corporation
based on mutual trust, confidence ,co-operation,
collaboration and participation of collectives.

❖ IR MISSION:
• To strengthen bipartism / joint negotiating machinery,
grievance redressal system, participative management,
monitoring of implementation of joint decisions to prevent
mandays loss due to industrial action.

❖ OBJECTIVES
• To pusue a positive and proactive approach in industrial
relations.
• To assist management in formulating IR policy/strategy
wherever ruquird , for dealing with IR related isuue.
• To strengthen bipartissm , forums of participative
management, grievan management System.
• To analyse /scrutinize issues based on the policy, precedence,
rules an provisions of the labour law, wherever reffered to.
• To foster a cu lture of col laboration and interaction within
department , with the association/uniions, to smoothen the
channels of' commuication and to enrich mutual
understanding.
• To provide prompt and quality advice to the various group on
issues that involve the concept of labour laws or have impact
on IR scenario.
 • To create and maintain databes regarding various activities of
HR department .
• To promote industrial peace and harmnony through follow of
the implementation of agreements /settlements, decision taken
in cource of meeting with association/unions, identify
outstanding issues and contribute to their resolution ,
formulate strategy to deal with situation of industrial action.
• To impress upon the groups, work-centers, departments to
rationalize dependence on contract labour, adhering to the
statutory provision, circulars and instructions issued from time
-to- time.
• To strengthen liaison with the authorities of labour
department at local/all India level and also with IR
executives of other oil sector PSUs.

❖ IR INCLUDES FOLLOWING THINGS:

• Labour Law: Labot1r Law mediates the relationsl1ip
between workers, employeeing, entities, trade unions and the
government.
• Grieva nce Managent : A grievance is any
dissatistactisfaction ofeeling of injustice having connection
with one's employeement situation which is brought to the
attention of management.
• Conflict Resolution: Conflict Resolution is conceptualized as
the methods and processes involved in facilitating the peaceful
ending of conflict and retribution.
• Management of Contract Labour: To understand practical
aspect of laws those are applicable to contract labour and to
 deal with the important legal issues while managing the contract
labours.
• Contingent Employees: Contingent workers are defines as
freelancers, independent contractors, consultants, or other
outsourced and non-permanent workers who are hired on a per-
project basis.
DATA ANALASYS AND INTERPRETATION

1. Satisfaction of recruitment process in the company.

S No. Response No of Percentage

Respondent
1. Yes 100 100%
2. No 0 0%
Total 100 100%

IINFERENCE:

It is inferred that 100% of the respondents are satisfied with their recruitment
process.

2. Optional on jobs Transfer

Scal Response NO of Percenta Weight Weight

e Responde ge ed ed total
nt Score
1 Highly satisfied 40 40% 2 20
2 Satisfied 30 30% 1 30
3 Neither satisfiednor dissati 0 0% 0 0
sfied
4 Dissatisfied 20 20% -1 -20
5 Highly Satisfied 10 10% -2 -20
TOTAL 100 100% 70
Weighted Average= Weighted Total/Total Number
of Respondents=70/100=0.7

IINFERENCE:

40% respondents are highly satisfied with their job transfer,30% are
satisfied 20% are dissatisfied and 10% are highly dissatisfied.

3. Reaction of management with the Complaints

IINFERENCE:3 0 % o f t h e r e s p o n d e n t s a r e f e l t t h a t t h e
m a n a g e m e n t i s v e r y strict on misconduct, 30% are said strict and 40%
are said normal.

4. Industry Relation in the Company

Weighted Average=Weighted Total/Total Number of

respondents=140/100=1.40
IINFERENCE:
10% of the respondents felt that the industrial relations are
excellent,60% are said very good, 10% are said average and 20% are said
poor.

5. Main reason for industrial disputes

Response Chart

IINFERENCE:
40% of the respondents are said compensation is the main reason for
theindustrial disputes, 20% are said bonus, 30% are said welfare
measuresand 10% are said for their rights.

6. Satisfaction of Orientation classes in the company

Weighted Average= Weighted Total/Total Number of Respondent
s=-70/100=-0.7
Response Chart

IINFERENCE:1 0 % o f t h e r e s p o n d e n t s a r e h i g h l y s a t i s f i e d w
i t h t h e o r i e n t a t i o n classes, 20% are said satisfied, 30% are
said dissatisfied and 40% are saidhighly dissatisfied.

7. Changes needed in the company

S No. Response No of Percentage

1 Yes 100 100%
2 No 0 0
Total 100 100%
 IINFERENCE:
It is inference that 100% of the respondents need the change in the company.
8. Optional on overall job satisfaction

Response Chart
IINFERENCE:
62% of the respondents are highly satisfied with the job, 30% are said satisfied
and *% are saiddissatisfied.

9. Comfortable with working shifts

Response chart

IINFERENCE:

70%of the respondents said that they are comfortable with 6-2pm shift,10%
arecomfortable with 2-10pm shift,5% are comfortable with 10-6am shift &
15% are comfortable with general shift
10.Opinion on shifts

Total 100 100% 120

Weighted Average = Weighted Total/ Total number of

respondents=120/100=1.20

IINFERENCE:
60% of the respondents are highly satisfied with their shifts,20% are the
satisfied & 20%are dissatisfied.
11. Opinion on working conditions preventing in the company

Scale Response No of Percentage Weighted Weigted

Despondence score total
1 Excellent 20 20% 3 60
2 Very good 50 50% 2 100
3 Average 20 20% 1 20
4 Poor 10 10% -1 -10
5 Very Poor 0 0% -2 0
Total 100 100% 170

Weighted Average =Weighted Total/Total number of

respondents=170/100=1.70

IINFERENCE:

20% of the respondents are felt Excellent about the working hours ,50% are
said good,20% are said average and 10% are said poor.
12. Health measures provided by the company

scale Response No of Percentage Weighted Waited

respondent score Total
1 Highly 30 30% 2 60
Satisfied
2 Satisfied 15 15% 1 15
3 Neihter 0 % 0 0
satisfied
nor
dissatisfied
4 Dissatisfied 40 40% -1 -40
5 Highly 15 15% -2 -30
Satisfied
Total 100 100% 5

Weighted Average =Weighted Total/Total number of respondents=5/100=0.

13. Safety measures provide by the company

S No. Response No Of Percentage

Responded
1 Yes 40 40%
2 No 60 60%
Total 100 100%

IINFERENCE:
40% of the respodedents are satisfied & 60% are not satisfied with their safety
measuresprovided by the company.

14. Providing of loan facility to the employees.

S No. Response No of Responded Percentage

1 Yes 30 30%
2 No 70 70%
Total 100 100%
IINFERENCE:

30% of the respondents are satisfied and 70% are not satisfied with their safety
measures provided by the company.

15. Reason for absenteeism

S No Response No Of Percentage
Respondence
1 Sickness 40 40%
2 Personal 20 20%
Problem
3 Function 30 30%
4 Others 10 10%
Total 100 100%
Inference:40% with sickness,20% with personal problems,30% with functions
& 10%n withother problems are said the reasons for absenteeism.
FINDIN GS
• Process from induction to retirement of the employee is been held
outby all HIR deparment carrying their various functions.
• How does HR functions carried out in various department and what are
the beneficial part given by them?
• How does each department of HR functions works in their field?
• Focus of the corporation.

SUGGESTIONS/RECOMMENDATIONS

• From getting placed in the co1npany, HR plays a11important role

in"Carryingout their detailed information and till the retirement of that
employee.
• The company is focusing on production and exploration of Parl
Biscuite Pvt Ltd.
• The company is also focusing on drilling.

CONCLUSION
From the above discussion it can conclude such a way that since human
resourceManagement is a continuosly practicing issue so it plays a significant
role on organization over all performance.. If an organization wants to gain
full benefit frorm hurnan resource management it should follow all the
sections of HRM. As a small AMC few persons are recruited for its operations
and performances. But it will expand soon or later and then the number of HR
employee may not be enough to run the company. Committed and trustworthy
employs are the most"significant factors to becoming an employer of choice, it
is no surprise that companies and organization face significant challenges in
developing energized and engaged workforces. However, there is abundance of
research to demonstrate that increased employee commitment and trust in
leadership can positively impact the company's bottom line. In fact, the true
potential of an organization can only be realized when the productivity level of
all individuals and teams are fully aligned,comminuted and energized to
successfully accomplish the goals of the organization."
Thus, the objective of every company should be to improve the desire of
employees to stay in the relationship they have with the company.