HRM MINI PROJECT

Vicco Group

Name – Pranjay Chauhan

Class- MBA MKT-1
UID-2019-2705-0001-0004
Submitted to – Dr. Rajalakshmi M
Sector Information
Fast-moving consumer goods (FMCG) sector is the 4th largest sector in the Indian economy with
Household and Personal Care accounting for 50 per cent of FMCG sales in India. Growing
awareness, easier access and changing lifestyles have been the key growth drivers for the sector.
The urban segment (accounts for a revenue share of around 55 per cent) is the largest contributor
to the overall revenue generated by the FMCG sector in India However, in the last few years, the
FMCG market has grown at a faster pace in rural India compared with urban India. Semi-urban
and rural segments are growing at a rapid pace and FMCG products account for 50 per cent of
total rural spending.

The retail market in India is estimated to reach US$ 1.1 trillion by 2020 from US$ 840 billion in
2017, with modern trade expected to grow at 20 per cent - 25 per cent per annum, which is likely
to boost revenues of FMCG companies. Revenues of FMCG sector reached Rs 3.4 lakh crore
(US$ 52.75 billion) in FY18 and are estimated to reach US$ 103.7 billion in 2020. The sector
witnessed growth of 16.5 per cent in value terms between July-September 2018; supported by
moderate inflation, increase in private consumption and rural income.@
The FMCG sector is expected to grow at 9-10 per cent in 2019.Rise in rural consumption to
drive the FMCG market. It contributes around 36 per cent to the overall FMCG spending. FMCG
urban segment witnessed growth rate of 8 per cent whereas rural segment grew at 5 per cent in
quarter ended in September 2019.
The government has allowed 100 per cent Foreign Direct Investment (FDI) in food processing
and single-brand retail and 51 per cent in multi-brand retail. This would bolster employment and
supply chains, and also provide high visibility for FMCG brands in organized retail markets,
bolstering consumer spending and encouraging more product launches. The sector witnessed
healthy FDI inflows of US$ 15.36 billion, during April 2000 to June 2019.
Company Information

Vicco Laboratories was established in the year 1952 by Late Mr. Keshav V Pendharkar. In 1959
Late Mr. Gajanan Keshav Pendharkar joined his father in their family business. He had
successfully formulated the first Ayurvedic Toothpaste in the world with 20 rare medicinal
natural herbs. He is instrumental in bringing out the first yellow colored face cream known as
Vicco Turmeric Skin Cream, an Ayurvedic Product.

The science of Ayurveda which is our nation’s heritage is being zealously promoted by Mr. G K
Pendharkar. When all Indian companies (big or small) were succumbing to the foreign
technology, Mr. Pendharkar was relentlessly promoting Ayurveda which is being revered abroad.
After the demise of Mr. K V Pendharkar in 1971, Mr. G K Pendharkar took over the reins of the
Company into his able hands and there was no looking back.

Right from its inception in the 1952, the VICCO Group of companies has been charting an
unwavering course that has catapulted(reached) the group into international limelight. Vicco
Laboratories, which has upraised the Indian Ayurveda and its nurturing, protecting and
rejuvenating medicinal products and remedies from a fierce abyss of disdain and contempt to the
peak of world-wide recognition, esteem and honour, has completed its tough and tedious march
of sixty years and has celebrated The Diamond Jubilee!

VICCO Group has emerged today as makers of the best internationally known products of the
Ayurveda, the ancient Indian system of natural medicines.
 Products Offered

Turmeric Range

Vajradanti Range

Shaving Crème

Narayni Range
Business Model Canvas
 Key Customer Customer
Key Partners Value
Activities relationship Segments
Proposition
 Retailers
 Innovatio  Extra Benefits  Rural
 Healthy to customers
n
 Loyalty customers
 Expansio solution for
 Farmers Program
n  Urban
Indian  Discount and
 Categorie offers
Customers
 Franchisers s of Customers
products  Products for
 Purity
different age
 Kirana shops Key guaranteed
CHANNELS
Resources groups.
 Transparent  Super
 Equipment  Indigenous distributors  Popular with
machinery process  Franchisee
 Direct models North Indian
Manufacturer procuremen  Natural and  Exclusive outlets
Customers
t from Retail stores
farmer Herbal  Ayurveda clinics
community.  Word-of-mouth
products
 Changes in  Online
customer partnership
behavior
 Made-in-
with marketing
towards companies
INDIA
health and
wellness
 Protecting
products.
farmer

community
 HR Functions
1- Ensure Compliance with Labor Laws-
One of the chief duties of the human resources office of your company is to ensure the
business operates in compliance with all labor laws. The department has to know and
comply with that state’s particular set of rules employment regulations.

2- Recruitment and Training-

Recruiting and training new employees are primary responsibilities of the human
resources team. This part of the job often entails advertising open positions, interviewing
and hiring candidates and setting aside hours devoted to training the new recruits.

3- Record Keeping and Tax Compliance-

The HR office is in charge of record keeping for the business. According to the IRS, your

Cost Structure Revenue Streams

 Cost is less compared to many multinational Clinics Memberships, Retail outlets, Customers
FMCG companies due to cost savings in HR- willing to pay for purity, Variety of products ,
Training Sadhus as a part of succession Loyalty programs, E-commerce.
planning. Operational cost Marketing Cost

company should keep records regarding income, expenses, purchases and a summary of
 business transactions. The human resources department should also, of course, maintain
employees’ records including their individual tax forms. The company’s business license,
inventory statistics, insurance records and all other pertinent business information should
also be on file.

4- Payroll and Benefits-

The dispensation of payroll comes under the responsibilities of the human resource
office. While payroll often exists as a separate division in large companies, in small
businesses, it is generally handled by a small human resources staff. Health care benefits
are also handled by the human resource department

5- Employer-Employee Relations-
Another key function of the HR department is the managing of employee relations. When
there is a dispute or misunderstanding between employees or between employees and a
manager, it is the human resource officers who mediate the situation.

6- Employee Performance Improvement Plans-

The human resources department is often instrumental in setting up performance
improvement plans commonly called PIPs. In general, these are written proposals
designed to help struggling employees improve their work to raise it to a certain
expectation level of the company.

HR Policies
1. At-will employment. This statement reiterates that either you or the employee can
terminate the employment relationship at any time and for any reason, as long as the reason is a
lawful one. It is a best practice to prominently display this statement in the beginning of your
employee handbook (except in Montana, where at-will employment is not recognized).
Reinforce at-will status in your handbook acknowledgment form as well.
2. Anti-harassment and non-discrimination. These policies prohibit harassment and
discrimination in the workplace. Non-discrimination laws are governed by federal, state and
local provisions, so review your applicable law and account for all appropriate protections.

3. Employment classifications. It is a best practice to clearly define employment

classifications, such as full-time, part-time, exempt or non-exempt since an employee's
classification can dictate eligibility for benefits and overtime pay.

4. Leave and time off benefits. These policies address a company's rules and procedures
regarding holidays, vacation, sick, and other types of time off benefits, or leave required by law
(such as voting leave, family leave, and domestic violence leave) or company policy. Check your
state and local law to ensure all leave requirements are included in your employee handbook.

5. Meal and break periods. A policy on meal and break periods informs employees of the
frequency and duration of such breaks as well as any rules or restrictions related to break
periods. Rest periods, lactation breaks, and meal periods must be provided in accordance with
federal, state and local laws.

6. Timekeeping and pay. A timekeeping policy informs employees of the method for
recording time worked and the importance of accurately recording their time. A policy on
paydays lets employees know the frequency of paydays, the methods available for receiving pay,
and any special procedures for when a payday falls on a holiday or when an employee is absent
from work.

7. Safety and health. Safety policies describe safety and emergency procedures and require
employees to report work-related injuries immediately. Additionally, some regulations under the
Occupational Safety and Health Act require employers to have specific policies and programs in
place if certain workplace hazards exist (such as a hazard communication program if certain
chemicals are present in the workplace).

8. Employee conduct, attendance and punctuality. Attendance policies make it clear that

employees must be ready to work at their scheduled start time each day and provide procedures
for informing the company of an unscheduled absence or late arrival. It is also a best practice to
 have policies on standards of conduct, drug and alcohol abuse, disciplinary action,
confidentiality, conflicts of interest, and workplace violence.

JOB DESCRIPTION
Research Manager

Experience - 1 year or above

Salary (CTC) - 750000 P.A.
Location – Delhi
Roles and responsibilities - Develop new ingredients & formulations for different personal care
products
Detailed Research on new trends, natural ingredients, latest product formulations and properties
of raw materials.
Formulate product prototypes and evaluate them for chemical and physical properties,
performance, and stability
Conduct research and field evaluations on new products.
Prepare and provide samples for biological laboratory and field testing for efficacy and safety.
Establish product specifications and procedures as required for R & D projects
Support scale-ups from prototype to commercial manufacture particularly to Good
Manufacturing Practices (GMPs).
Obtain process technology and equipment information for production.
Obtain data and information required for regulatory submissions and patent applications.
Improve current formulations of products when needed.
Support on technical service for operations and consumer relations
Provide technical and supervisory support within laboratory and other departments as required.
Coordinate research and development activities within all organizational departments.
Develop reports and documents detailing project processes, results and conclusions.
 Skills Required – Ability to handle large datasets and perform high-level data
analysis. ...

 Analytical thinker and critical problem solver. ...

 Time manager and independent worker

  Technophile

 Teamwork, multidisciplinary or otherwise

 “A knack for finding new drug discovery targets.”

 Know when to fold

 Leadership

Industry Type- Wellness , Fitness , Sports, Beauty

Functional Area - Engineering Design, R&D

Employment Type - Full Time, Permanent

Role Category - R&D

Education

UG - B.Sc. in Any Specialization, Chemistry, B. Pharma in Pharmacy

PG - M. Pharma in Pharmacy, MS/M.Sc.(Science) in Chemistry, Any Specialization, Post-

Graduation Not Required

Doctorate - Any Doctorate in Any Specialization, Doctorate Not Required

Recruitment and Selection Process

1-APPLICATION

Our user-friendly career section enables you to apply for the desired job

Submit your resume with a complete list of credentials and provide detailed information about
your experience for the position. applied

2-SHORTLISTING

A recruiter/technical panel will screen your application and if your credentials match with our
requirement, we will contact you for further details.
3-TECHNICAL INTERVIEW

The technical interview is a golden opportunity for you to exhibit your technical skills. The
questions would range across disciplines and may include puzzle, problems and other out-of-the-
box questions. 

4-HR INTERVIEW

Here is our chance to get to know each other better. We try to understand your career goals,
skills, strengths, passion etc. You can quiz the recruiter anything you would like to know about
the position or vicco as an organization

5-OFFER ROLL-OUT

Finally, if you are successful, an offer is rolled out along with compensation structure and other
rules related to employment at Vicco
THANK YOU