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BALAJI IND. PVT.LTD

Brief History

Generally, FMCG refers to consumer non-durable goods required

for daily or frequent use.   The sector touches every aspect of
human life, from looks to hygiene to palate. Perhaps, defining an
industry whose scope is so vast is not easy. The Food processing
Industry, due to spending habits of people, lifestyles, fast
environment and others factors, Food Industry have got more a
thrust and this has brought about a change in the attitudes of
Food Industry in all over the world.

The prospects in the Food industry are very bright both in India
and abroad. The change in consumer behavior is a big boost to
the Food industry. A country like India has strong potentials for
Food Industry. Every nook and corner of the country is different
in terms of culture and consumption patterns, which has to be
explored and enjoyed. To cover all theses aspects, a user-friendly
platform is required so that people can get their dreams, which
cannot possible without such kind of platforms.

On the other side, the changing environment such as life style of

people, culture, trends & traditions, seasonality, festivals and
changing habits of people has opened the new door of business,
which required good health products/services, satisfaction,
relationship and commitments by Food industry.

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The Food Processing Industry has been identified as a thrust area

for development. This industry is included in the priority
lending. India is world’s second largest producer of food and has
the potential to become number one in due course of time with
sustained efforts. The growth potential of this sector is enormous
and it is expected that the food production will double in the next
10 years and the consumption of value added food products will
grow at a fast pace. This growth of the Food Processing Industry
will bring immense benefits to the economy, raising agricultural
yields, meeting productivity, creating employment and raising
the standard of very large number of people through- out the
country, specially, in the rural areas.

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Position of the Organization in the industry

It is an important aspect for any organization to watch

themselves among the existing players in the industry. It would
be difficult to maintain the position of the company in the
industry due to changing policy, markets trends, and government
rules and other economic factors, consumption patterns,
competitors etc.

The average industry performance has not been too bad in India.
Today, changes have been changing from time to time, even
chemist are also keeping foods products. In the rural market,
small retailers or store keeper keeping more products items from
each category products.

Balaji is going with good brand loyalty in the foods namkeens

products in Gujarat by providing good quality products with
reasonable price. Because these are important factors for the
consumer to take buying decision. Balaji having medium product
portfolio in which some products are playing major role to build
the image of Balaji wafers.

Looking into the future of FMCG sector, many competitors is

trying to increase their market criteria to compete with Balaji
Wafers. Competitors are spreading their network with different

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sales offer, gifts and incentives to their network. But Balaji

wafer is still providing qualitative foods to the people of India.

Balaji Wafers also contributing their efforts at the time of natural

disaster and manmade disaster. They are also keeping good
relationship among the players of the industry and keeping watch
on upcoming trends of the industry.

Overall, Balaji wafer is growing with large number of market

share against the competitors so they should also be proactive
against the upcoming competitors, which are also growing with
high speed and with more varieties of products in Gujarat.

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FMCG: Problem of the Industry

 India is already a major producer of food (first in cereals,

livestock population, milk and second in fruits and
vegetables), producing over 600 million tons of food
products, and in case the immense untapped potential of
growth is achieved the country can emerge as the largest
producer of major food items.

 Processing level presently being extremely low, the wastage

levels are very high resulting in colossal wastage of
national wealth running in thousands of crores.

 The small scale and unorganized sectors today account for

75% of the total industry having only local presence
without much access to knowledge, technology and
marketing network.

 The differential between the farmer’s realization and the

final consumer price is very high in our country even in the
fresh produce. In processed food products the high price on
account of cumulative effect of low productivity, high cost
of raw material, spoilage due to poor infrastructure,
inefficient and costly transportation, high cost of finance an
high incidence of taxes and duties, leads to the vicious
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cycle of low demand, low capacity utilization, high per unit

cost, low demand.

 Despite the existence of a strong and wide network of R&D

institutions (CSIR labs, ICAR institutions, ICMR
Establishments, Universities and Private institutions), their
linkage with the users like farmers and industry, is not well
established resulting in lack of technology flow, pure &
academic research rather than applied and commercial, lack
of involvement of industry in research work, and resource
crunch.

 The unattractive nature and the high risk profile of food

processing industry has impeded required flow of credit
from financial institutions who are yet to acquire the proper
understanding of this sector to attain the requisite levels of
appraising skills.

 Low margins, seasonality and high perishability being the

distinct features of this industry, the access to seed capital
and working capital is not easy. Despite having been
declared a priority-lending sector, there is hardly any
growth in capital flow to this industry.

 Despite vast domestic market size, the present level of

processed food marketability is very low but by doing
massive awareness and educational campaigns this market
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could grow higher enough to consume substantial part of

any quantum of our processed foods.
 Indian brands are yet to establish in the international
markets calling for a concerted effort to capture world
market share in tune with our standing in the production
front.

 With the coming in of WTO regime the country has to

prepare for meeting the requisite quality standards in order
to compete with imported goods in the domestic market
itself. This calls for adoption of high tech machine and
technologies as also development of entire chain of the
infrastructure.

 Weak database and lack of market intelligence are the

prevailing features of this sector.

 Poor infrastructure of not only processing but even

transportation, ports, airports, storage and handling etc.

 The backward linkage between the farmer and the processor

is yet to take proper shape to tide over the impediments
which exist on account of fragmented & small land
holdings, erratic production due to natural factors, non
uniformity & inconsistent supply of raw material and longer
chain of intermediaries.

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 Prevailing packaging system lacks requisite quality and

presentability parameters creating handicap as compared to
the imported products.

 Cooperative institutions and other parastatal organizations

are weak and peoples participation, either through
Panchayat Raj Institutions or NGOs or farmers
organizations, industries association in food sector remains
far from adequate.

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Future Scenario of the Industry

Generally, FMCG refers to consumer non-durable goods required

for daily or frequent use.   The sector touches every aspect of
human life, from looks to hygiene to palate. Perhaps, defining an
industry whose scope is so vast is not easy.
India is among the world’s major producer of food, producing
over 600 million tons of food products every year. India ranks
first in the world in production of cereals, livestock population
and milk. It is the second largest fruit and vegetable producer
and is among the top five producers of Rice, Wheat, Groundnuts,
Tea, Coffee, Tobacco, Spices, Sugar, and Oilseeds.
Liberalization of Food Sector commenced in 1991. Removal of
price controls, dereservation from small scale, reduction in
import controls, fiscal incentives for encouraging investment in
the sector have been undertaken by the Government to spur
growth.

The average industry performance has not been too bad. A study
on performance of 60 companies in the sector during the June
quarter reveals a sales growth of 7%, operating profit growth of
21% and a healthy net profit growth of 26%. Within two years
the growth of automobiles have also increased

The key factors that are expected to trigger future growth for the
FMCG industry include reduction in excise duties, relaxation of
licensing restriction. The growing reach of advertising medias
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like satellite and cable TV too is expected to give a boost to the

market penetration initiatives of the industry players.  

The results of a survey done by National Council of Applied

Research (NCAER) suggest  that Indian FMCG space is all set to
enter a new growth phase, sample this: the study says that the
lower income group is expected to shrink from over 60 percent
(1996) to 20 per cent by 2007 and the higher income group is
expected to rise by more than 100 per cent. It looks; the industry
is all set for a fast-paced race ahead. FMCG industry would be
given more emphasizing because of daily routine products and its
features.

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Company Overview

Balaji wafers Pvt. Ltd.

Company name

Establishment year 1982

Plant Address Vajdi (Vad), Kalavad Road,

Tal:- Lodhika
Rajkot-360003.

Type of Unit Medium Scale Unit

Nature of Business FMCG – Consumer Products

Per-hour production 1200kg /Hrs*

Working Area 125000 Sq. Meters

Working hours 8 hours Per day *

Bankers Corporation Bank.

Auditors D. K. Patel & Co.

Email contact@balajiwafers.com

Website www.balajiwafers.com

Total Products 18 products

Total Employee 800*

Contact: Vad-Vajdi, Kalwad Rd, Rajkot (Gujarat)

– India
Ph: +91-281-2783755-56-89
TeleFax: +91-281-2783747

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Organisation Chart

CHAIRMAN
Mr. Bhikhubhai Virani

MANAGING DIRECTOR
Mr. Chandubhai Virani

GENERAL MANAGER
Mr. Hitesh Virani

Finance Manager Production Manager Marketing Manager

Comp. Person Acc. Staff Marketing Exec.

Sales Executives
Supervision Staff Prod. In charge

Other

The following are the information about board of directors

and management.

1. Mr. Bhikubhai Virani (Chairman)

2. Mr. Chanubahi Virani (Managing Director)
3. Mr. Kanubhai Virani (Technical Director)

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4. Mr. Mihirbhai Virani (Marketing Manager)

Company Profile

The Success story of Balaji Wafers Pvt Ltd

The company has been engaged in production of delicious

and nourishing food products, which have acclaimed warm
response of people of Gujarat. It produces wafers and
namkeens in its unparalleled and latest fully automatic
plant and having good quality for each products.

Brief history of the Company

The journey of Balaji Group in year 1976 by the member of

Virani family. For supplying wafers and namkeens to local
brands to the patrons of Astron Cinema, Rajkot. Due to the
shore supply of that product they decided to make their own
product line in year 1982. By the overwhelming retail
success they inspired to set a semi automatic plant. Instead
of preparing wafers by the traditional frying method this
semi automatic plant boosted the quality, taste and more
sales also. The fame of taste reached to the whole Gujarat
hence it was time to takeover the whole Gujarat so that
biggest automatic plant of Gujarat came in to the picture.
Quenching the demand of Gujarat, Maharashtra and
Rajasthan region Balaji Group is now looking forward to
march over India.

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Most of the growing companies have a modest beginning.

The infancy of this company began twenty four years ago in
1982 with the efforts of Mr. Popatbhai’sons, Mr.
Meghjibhai, Mr.Bhikhubhai, Mr.Chandubhai and
Mr.Kanubhai the members of their family. The initial
business was started in canteen of Astron Talkies. Then it
acquired a small place with every limited investment with
indigenous frying method. Thereafter, a semi-automatic
plant was established with production capacity of 200 kg
per hour. Finally, a fully automatic plant, the first of its
kind in Gujarat, was established to offer excellent food
products to food lovers of Gujarat.

Best Quality, Affordable Price

It is the policy of the Company to accept nothing less than

perfect. Besides, the company is determined to offer its
products in attractive and weather-resistant packing at
affordable prices to all classes of people in Gujarat. It is an
encouraging fact that the share of the company in the
‘Brand loyalty’ has remained around 70% to 80% in
Gujarat. The stalwarts behind the success story of the
Company are Mr. Bhikhubhai (Chairman),
Mr.Chandubhai Virani (Managing Director), and
Mr.Kanubhai Virani (Technical Director) , who have also
devised an ideal distribution channel to ensure the supply

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of fresh products in any corner of Gujarat within 48 hours.

Effective distribution is an important as efficient
production for the growth of the company.
Scaling high with Customer Satisfaction

In the past two decades of life, the Virani Family has

woven most of its personal activities, aspirations and
dreams with the fabric of the company. These sacrifices
have enabled the company to carve its name in the
industrial history of Gujarat as a unit with most
sophisticated and latest plant.

Network
The wheel of network is devised under the ideal
distribution channel network. That ensures to supply fresh
product in any corner of Gujarat within 24 hours. You can
have Balaji snacks in every 100 meters of are in Gujarat. At
Balaji is not just distribution but it is an euphemistic effort
of team work.

Accolades
People's love is the most memorable achievement. Truly,
that helped Balaji Group them to reach its fame across the
globe. Apart from this, Economic Time recognized Balaji
Group as 'Sultan of Wafers' and international magazine i.e.
Asia Pacific food online published a special article with
'Chip Off the Old Block' tag. Balaji Group is also a member
of Snacks Food Association. Balaji Group believes in sheer
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performances which win a accolades of people and media at

the same time.

Future Plans

Balaji Group perceive in growth rather say development to

touch the sky. The company will enhance its product range
by adding some futuristic and Indian traditional taste
company will plan to some extruded snacks and western
products to their Global market. Recently company has
acquired more space where its entire namkeen unit will be
shifted. The future will see more of Bhikubhai Virani as a
Chairman, Mr. Chandubhai as a Managing Director, Mr.
Kanubhai Virani as a Technical Director & Mr. Keyur
Virani as a R&D Director. At Balaji progress is a life line.

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Product List and Materials

PRODUCT INGREDIENTS PACKING

Potato Choicest Potatoes, Edible Oil, Iodized Salt. 30gms
Wafers 40gms
75gms
180gms

Potato Choicest Potatoes, Edible Oil, Chilly Powder, 30gms,

Masala Iodized Salt, Spices & Condiments. 40gms,
Wafers 75gms,
180gms.

Tomato Choicest Potatoes, Edible Oil, Chilly Powder, 30gms,

Masti Iodized Salt, Sugar, Spices, Condiments & 75gms.
Added Flavour.

Chat Chaska Choicest Potatoes, Edible Oil, Chilly Powder, 30gms,

Iodized Salt, Spices, Condiments & Added
Flavour.

Banana Choicest Bananas, Edible Oil, Iodized Salt & 40gms,

Mari Wafers Paper Powder. 80gms.

Banana Choicest Bananas, Edible Oil, Chilly Powder, 80gms.

Masala Iodized Salt Spices & Condiments.
Wafers

Farali Choicest Potatoes, Edible Oil, Peanuts Splits, 40gms,

Chevdo Sugar Powder, Chilly Powder, Iodized Salt, 90gms,
Spices & Condiments. 200gms.

Chana Dal Choicest Gram Splits, Edible Oil, Chilly 40gms,

Powder, Iodized Salt, Spices & Condiments. 100gms,
200gms.
Mung Dal Choicest Kidney Bean Splits, Edible Oil & 40gms,
Iodized Salt. 100gms,
200gms.

Masal Peas Choicest Peas, Edible Oil, Chilly Powder, 40gms,

Iodized Salt, Spices & Condiments. 100gms
200gms.

Shing Peanuts, Gram Flour, Edible Oil, Black Gram 15gms

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Bhujia Flour, Iodized Salt, Spices & Condiments. 45gms

100gms
200gms
Ratlami Sev Gram Flour, Edible Oil, Math Beans Flour, 15gms
Chilly Powder, Iodized Salt, Spices & 45gms
Condiments. 100gms
200gms

Aloo Sev Potato Powder, Edible Oil, Gram Flour, Starch, 15gms
Chilly Powder, Mint Oil, Iodized Salt, Spices 40gms
& Condiments. 90gms
180gms

Tikha Mitha Gram Flour, Edible Oil, Rice Flakes, Corn 15gms
Mix Flakes, Peas, Green Gram, Peanut Splits, Sugar 45gms
Powder, Curry Leaves, Sesame, Coriander, 100gms
Black Paper, Cumin Seeds, Ajowan, Iodized 200gms
Salt, Spices & Condiments.

Masala Choicest Roasted Peanuts, Chilly Powder, 40gms

Shing Spices & Iodized Salt. 100gms.

Shing Choicest Roasted Peanuts, Iodized Salt. 40gms

100gms

Gathiya Gram Flour, Black Paper, Edible Oil, Ajowan 60gms

& Iodized Salt. 150gms

Chataka Rice Meal, Edible Oil, Corn Meal, Gram Flour, 20gms
Pataka Spices & Condiments, Iodized Salt, Contains 40gms
Added Flavour. 90gms

The ‘Balaji wafers Pvt. Ltd.’ fall under the categories of the
F.M.C.G. and it’s a medium scale unit. The emphasize has been
given to more on potato wafers and masala wafers but due to
changing trends and demand company is concentrating more on
each products to fulfill the demand of market.

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Generally the companies are divided into two categories.

 F.M.C.G.(Fast Moving Consumer Goods)

 Industrial goods.

Company’s aim is to satisfy the customer by providing the

qualitative product at affordable price secondly today’s market is
the competitive market each & every kind of industry is facing
competition ‘Balaji wafers Pvt.Ltd.’ had also the competitors.
The competitors of Balaji wafers Pvt . Ltd. are:

 Frito Lay’s Product

 A1 Namkeens
 Kurkure (Frito)
 Samarat
 Everest
 Oreva
 Other Local Brand (Shakti, Gopi, Gopal, etc)

In spite of having such a big competition the Balaji wafers Pvt.

Ltd. is having above 1200 K.G. per hour * capacity of
production.

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Department of Organization

Department are the entities which are working inter-dependent

and working together to achieve right objectives at right time.
Balaji wafers Pvt. Ltd. having different department in different
area to carry the job in particular way.

 Production Department
 Marketing Department
 Finance Department
 Personnel Department

Each department is doing their job in a particular way and doing

jobs in efficient way with the help of employee. Each department
having their own head, which is doing their jobs under the
General Manager.

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Production Department

The manufacturing department of the Balaji enjoys special

attention because it is processing a perishable commodity. More
over the hygiene factors are given top priority. Balaji wafers are
very conscious about the quality of foods so they are taking well
care about food products and raw material to complete it.

It is the policy of the Company to accept nothing less than

perfect. Besides, the Company is determined to offer its products
in attractive and weather-resistant packing at affordable prices to
all classes of people in Gujarat

The Company’s food products like potato wafers, banana wafers

and other salty products are prepared in its fully automatic plant
with bacteria-free and stringent hygienic standards. The use of
computer system ensures uniform quality and obviates the
necessity for touch of human hands. The production environment
makes it possible to make the products less oily and more
nutritive.

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Finance Department

Finance department is to know how the money can be utilized in

the best way whereas account department has to keep complete
notes of the transaction made by the company and makes
necessary accounts at the ending of the year. But the department
has to deal with money. Finance managers have to take decisions
regarding the spending, utilizing money in respect of transactions
such as purchase of raw materials, purchase of ready-made spare
parts etc.

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Personnel Department

Balaji wafers Pvt ltd is providing various loans with less interest,
provident Fund Scheme and various allowances to employee as
well as performance appraisal system to motivate the employee.
They are provide training related to

 In-house training program – for permanent employees.

 External training programs - for permanent employee.
 Induction training program – for graduate Marketing
trainees.

Balaji Wafers Pvt ltd has been providing various gifts, medical
facilities, insurance facility to their employee. Balaji wafers Pvt
ltd maintain good relationship among the industry as well as the
distribution system and the people of Gujarat. They have also
launched a competition among the distributor and their retailers
for selling more products. They have also contributed their helps
and efforts at the time of Earthquake and Terrorist attack on
Akshardham Mandir in Gandhinagar.

Balaji wafers pvt ltd is having very efficient and powerful

distribution system/network in Gujarat state which supply the
products within 48 hours from production to destination target
and also distribution system is following the rule of the network
provided by the Balaji Wafers.

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Marketing Department

Marketing is about people – marketers and customers and about

the ways marketers try to create a preface fit between themselves
and the customers. Its process of planning and executing the
conception, pricing, promotion and distribution of ideas, goods
and services to create exchanges that satisfy individual and
organizational objectives.

Marketing satisfies needs. Marketing is an exchange of value.

It’s an art to sell your products and services. It’s a process of
planning and executing ideas.

 The production orientation

 The consumer orientation
 The sales orientation

Market Segmentation

Market segmentation is the subdivision of market as based

upon the modern marketing concept. It point out that there
are several demand schedules. Each demand schedule
represents a separate market consisting of a group of buyers
with similar needs and characteristics of demand Balaji
wafers pvt ltd is having their Marketing department to keep
watch against the market situation and control the activity

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related to marketing. The Marketing manager control the

marketing field related to product, price, promotion and
place.
Marketing manager working under General Manager of the
Company. Marketing manager has to carry works related to
sales manager, marketing executives, sales executives and
workers. Balaji Wafers pvt ltd have concentrate more on
consumer that’s why decision related to marketing mix is to
be taken depend on consumers.

Channel of Distribution:
Manufacturer -> C&F Agency -> Dealer -> Retailer ->
Consumer
They have very strong and powerful distribution to sent
their products at right time and right place due to their
powerful channel of distribution.

Marketing Mix:
Product-> Price-> Place-> Promotion
Balaji wafers Pvt ltd is sensitive to marketing mix to
provide their services to customers.

Product:
Balaji wafers Pvt ltd having 13 products in their product
portfolio with different varieties and taste depending on the
demand of customers in which quality is important factor
for Balaji.

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Price:
Balaji consider the related aspects such as competitors
price, cost including production expenses and profit margin
and other related aspects, which decide the price of the
products.

Place:
Balaji provide their products to different places with the
help of strong and powerful distribution network.

Promotion:
Balaji wafers Pvt ltd promote their products by personal
selling, advertisement with light boards, banners, wall
painting, gifts, stickers etc.

Organization Chart:
Marketing Manager->Officers ->Quality Control->
Supervisor ->Researcher->Workers

Product planning:
Balaji Wafers pvt ltd does not have any specific product
planning but depending on the market environment or the
trends they produce new products in their product portfolio.

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Pricing Planning:

Balaji wafers Pvt ltd is more conscious about their price

because people are more sensitive to price that’s why they
providing best quality at less price again the exact price
policy helps customer for fast transaction.

Advertising:
Balaji wafers Pvt ltd given their advertisement in different
ways. Since they are not giving advertisement of TV
because of market criteria and availability of products.
They give their advertisements through calendars, diaries,
paperweight, wall paintings, magazines, newspapers, and
stickers etc to communicate with people. On the other side
they are also taking the advantage of Internet which have
unlimited target audience for their products.

Marketing Research
Balaji wafers pvt ltd do have marketing research program to
be proactive against future scenario but they do this kind of
activities when requirements is raised. It can be through
professional researchers or from the students of different
professional B-schools or college students.

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Sales promotion
Balaji wafers pvt ltd promote sales through giving
incentives to their agent and distributors and also by doing
competition among them. They try to keep relationship to
their network and people by providing stickers, calendars,
gifts and wishing cards. They are mainly concentrating on
their distribution channel.

Competitors
 Frito Lays (Kurkure – because of more varieties/flavors
in products)
 A1 Namkeens (Growing with more quality like Balaji)
 Samrat (More in Ahmedabad capturing more market)

Local
 Shakti (because of Health related products)
 Gopal (Capturing slow market but growing)
 Others (Gordhanbhai –because of namkeens store in
different places)

Innovativeness

Recently, Balaji wafers Pvt ltd have changed the packaging

style of their products, which is really appreciated by the
people of Gujarat. With new concept of packaging and
freshness packets. It gives more brand loyalty to Balaji wafers
Pvt ltd because of also,
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 Brand name
 Packaging style
 Guaranty and warranty
 After sale service
 Price and quality
 Varieties of products
 Others

Quality policy
Company made a slogan show a good quality that is “Any
Time Crunchy All Time Fresh”.

Quality of the product is to be maintained the demand of

the product. After 20 years it has maintain the super quality
of ‘Balaji Wafers’ with 100% replacement to customers in
case of poor quality of product or the any technical fault in
packaging.

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Introduction

Personnel management is the combination of personnel and

management. In common practice personnel management is
nothing but the management of personnel of the organization
personnel management is concerned with managing people at
work managing management has how become the most useful
function because by neglect ion the human factor in industry a
business even cannot survive.

Personnel management is concerned with the managerial such as

planning, organization, directing, controlling etc. and operative
function such as procurement, development, maintenance,
compensation, integration and separation.

In short, we can say that personnel management is the part of

management, which is primarily concern with human relationship
within the organization. The objects of personnel mgt. are to
maintain a smooth relationship between employees and
employers.

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Organization of Personal Department

According to the organization is the process of defining a

grouping the activities of the enterprise and establishing the
authority relationships among them.

The Organization of personnel department of “Balaji Wafers Pvt

Ltd”. Is completely line type organization. Role of personnel
department is the control all the lab our forces Employees.
promotion & demotion to provide the extra facility authority of a
new submitted employee etc. this type of all work is done by
personnel department.

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Recruitment & selection

Recruitment is the most important function of personnel

administration. It is a process of searching for prospective
employees & simulating encouraging them to apply for the
job in the organization.

Sources Of Recruitment: -
There are two types of sources in Company

 Internal sources
 External sources

Internal Sources: -
Internal sources means to selects require person from present
employee working in the industry.

 From Family
 Internal Relation

External Sources: -
External sources means the recruitment of an employee
from outside by the way of
 Advertising
 Employment agency
 News papers

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Recruitment Policy

“Balaji Wafers Pvt Ltd.” Adopted following recruitment policy.

1. Minimum Qualification : -

For staff vacancy Graduation

For Labour work S.S.C. I..T.I etc.

(1) Age Limit : -

Minimum 20 Years age limit.

(2) Experiences : -

In “Hi-Bond Bearings Pvt. Ltd.” For the vacancy of

staff, production and Project Planning 2 or 3 years
experience is necessary for operating job 5 to 6
months experience is required.

Selection
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After recruitment selection procedure is made selection is

the process of selecting the right person from recruited
persons. The selection procedure of this unit involves the
following step.

(1) APPLICATION BLANK : -

After advertisement the candidates are provided with the

application blank in which they have to fill there in this
application from following items are involved this point.
1. Name
2. Date of Birth
3. Native place, present and permanent address
4. Height
5. Weight
6. Education Qualification
7. Previous employment date
8. Experience

A. INTERVIEW : -

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After collecting application blank from applicant analysis is

being started because of suitable candidates are found by
the reservation of the application them they called for
personnel interview.
B. REFERENCE CHECKING : -

In application form, candidate is required to give name and

address of two references.
C. FINAL SELECTION: -

The candidate is more suitable and meeting with the

recruitment for the post vacant the candidate is finally .

Induction
Induction is welcoming process. The idea is to welcome
newcomer make him feel at home and generate in him a
feeling that this is own job and company. Induction means
to introduce the candidate about the company when the
appointed candidate reports for joining the duty. He is not
well aware with the company the departmental head will
introduce to colleagues in the department besides giving
him full information about the job as well as company.

Training & Development

Training

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The efficiency of any organization depends directly on as

well as its members are trained. Training makes employees
more productivity and improves the quality or goods.
Training is necessary for proper job performance.

Training is a corner stone of sound management.

A training programme gives management an opportunity to

explain carefully it’s polices, rules and regulations. The
employees get correct first hand impressions rather than
false notions born of the petty grievances of those already
working.

In, Balaji Wafers Pvt Ltd they do not have any separate
department of training. They are adopted on the job
training. In Balaji Wafers Pvt Ltd the welfare officer
handles the training programmers. The training period is of
one month. During the training period, the trainees are
given perfect knowledge of the field in which he has to
work.

Development

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Development of management is also another important

aspect. Development those activities which improve job
performance but also those which bring about growth or the
personality, help individuals in the progress to word,
maturity and actualization of their potential capacities.

In “Balaji Wafers Pvt. Ltd.” there is no fix programmer

for management development but the management person of
this unit participles in various seminars by various
management institution.

Job Description

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Job description is a written record of the duties

representatives and a recruitment of particular job is tells
us what is to be done and how it is to be done. It is nothing
by a systematic record of information collected by the
process of job analysis.

“Balaji wafers Pvt. Ltd.” has not apply any special

methods of job description, generally the following criteria
is covered.

 Objection of employee at work

 A review of critical incidence
 Discussion with department needs

The job description process is adopted only for middle level

process, which includes the following information about the
nature, the job responsibilities, short of time period of
work, working condition etc.

Promotion & Transfer Policy

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Promotion

Promotion means to increase in authority, responsibility,

salary, prestige and status etc. it means to enlistment of an
employee’s organization and push in the direction of top
level.

In other words a promotion is the transfer of an employee

to job, which pays more money or one that carries some
preferred status. In “Balaji Wafers Pvt Ltd .” Promotion is
given just different way.

 Increasing salary of persons

 By raising status of persons
 By giving more extra benefits to persons

Transfer Policy
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Transfer means a lateral shift causing movement of

individuals from one person to another usually without
involving any marked change in duties, responsibilities,
skills needed or compensation.

Transfer means change in work, place or department etc.,

the authority, salary, responsibilities may be less or remain
constant in transfer.

In “Balaji Wafers Pvt. Ltd.” Transfer is not possible

because it has no scope of transfer and specially. There is
problem wise to transfer employees and workers.

Performance Appraisal Scheme

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Performance appraisal is a process of evaluating an employee’s

performance of a inform of its requirements. It is a formal
exercise in which organization objectives and their personal
strengths and weakness in terms of attribute and behaviors
demonstrated for meeting whatever objectives the organization
may consider relevant.

Performance appraisal is the oldest and universal system or

process of evaluating the performance of employees in item of
the requirement.

The performance appraisal system is a technique of modern

organization and suitable and generally useful and suitable to the
medium scale, large scale etc.

Today many type of performance appraisal system in personnel

management.

 TRADITIONAL METHODS : -

1. Straight ranking method

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2. Man to man comparison method

3. Grading
4. Graphic rating scales
5. Forced choice description method
6. Forced distribution method
7. Free from essay method
8. Check lists
9. Critical incident
10. Group appraisal
11. Field interview method

 MODERN METHODS : -

1. Assessment center
2. Appraisal by result
3. Human assets according method

This company has Man comparison methods appraisal

In Balaji Wafers Pvt. Ltd . It measure performance

appraisal by comparing the record like skill, ability,
discipline, attendance and regularity of the employees. The
concerned head supervisor checks out such performance.

This system of performance appraisal determines who shall

receive merit, consul’s employees on their improvement,

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determines training needs and identifies those who should

be transferred

Wage & Salary Administration

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It is essential to give wages and salary to workers and employees

for their contribution in production process finally achieving of
goal. It is advisable to have good and management of wages and
salary because through good salary system workers need and
satisfaction are autocratically encourage to do their best for
company.

In Balaji Wafers Pvt Ltd. Management staff gets salary from

Rs. 10,000 to 20,000 the company also provides 10% provident
fund and 12.5% bonus.

Term of Payment :-
This unit has adapted to monthly payment system.

Advance Wages Salary System : -

Drawing is also allowed to worker drawing is given on
the date 22 n d , wages generally paid on the 7 t h of the
month.

Personal Record
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Personnel records means complete information and details about

employees in systematic, it is most essential at the time of
promotion and transfer.

But the “Balaji Wafers Pvt Ltd.” Does not maintain in any
special record in document because it is not much more essential
for this medium scale unit having limited of workers and also no
problem production etc.

Thus, personnel record is an important document, which is

essential to present. But this unit does not maintain this record
because it has limited number of workers.

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COMPONENTS OF HR CLIMATE
- A THEORETICAL FRAME WORK

In the organizational behavior research literature, the notion of

organizational climate is defined primarily in terms of shared
perceptions of organizational polices, practices and procedures.
It includes a broad class of organizational variables that
influence workers performance, such as employee’s perceptions
and evaluations of leadership practices, decision making
processes, working relationships among employees, appraisal and
recognition, as well as role and goals. Organizational climate
reflects the way things are done in a particular work
environment. It is viewed as an individual/psychological
reaction. Individual perceive the level pf fit between personal
needs and values and the conditions created by the organizational
environment. Climate represents a set of characteristics that may
distinguish one organization from another, and is assumed to be a
major force of influence upon individual motivation and
behavior. Climate consists of insight that individuals have of
“how their local unit is managed and how effectively they and
their day-to-day colleagues work together on the job”.

The objective on an employee climate assessment is to identify

the key areas which are hindering production, reducing
effectiveness and which might generate unexpected costs in the
near future. The idea and approach is that the organization
should critically examine itself to see where the company and its

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employees can be finely tuned to generate higher levels of

performance. Once opportunities to strengthen existing
approaches are identified, the organization should select
appropriate interventions for addressing the weakest areas and
pursue them aggressively for the maximum benefit of everyone.

Thus, climate (a) embodies members’ collective perceptions

about their organization with respect to such dimensions as
autonomy, trust, cohesiveness, support, recognition, innovation
and fairness; (b) produced by member interaction;
(c) serves as a basis for interpreting the situation; (d) reflects the
prevalent norms and attitudes of the organization’s culture;
(e) acts as a source of influence for shaping behavior.

Organizational climate dimensionality includes the following

points:

Organization and Department Goals:

The extent to which employees understand the goals of the
organization and see the relationship between
organizational goals and the goals of their department.

Work Group Problem Solving:

The extent to which employees believe that managers and
supervisors are interested in identifying and solving
problems rather than avoiding them or pretending that they
don’t exist.
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Productivity/Service:
The extent to which employees believe that the organization
has a strong commitment to service and maintaining an
efficient organization.

Work Group Coordination and Cooperation:

The extent to which employees believe that the people in
their work group together as a team.

Change Management:
The extent to which employees perceive the organization as
being open and receptive to change.

Employee Involvement:
The degree to which employees believe that the
organization considers their viewpoint important.

Career Opportunities:
The degree to which employees believe that career
advancement is readily available to those who are qualified
and seek it.

Relationship with Subordinates:

The extent to which employees have confidence in the
knowledge and ability of their supervisors, and believe
productive working relationships are easily established. It
also deals with receptivity of employees to downward
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communication and their willingness and capability to send

good information upward.

Rewards and Reorganization:

The extent to which employees believe they are adequately
and rewarded.

Information and Communication:

The extent to which employees believe that they receive
important and useful information from their supervisors,
managers, top management or other departments.

Working Conditions:
The degree to which employees believe that the amount of
work expected of them is fair and equitable and the tools,
facilities and equipment are adequate to do their job.

This survey measures an employee’s assessment of the

effectiveness of three value-based categories of his/her
organization. The respondents for this survey are the staff. They
from the middle management at Balaji Wafers Pvt. Ltd. Working
conditions, superior subordinate relationship and communication
are very crucial factors for the staff. They need to be satisfied
most with the working conditions. Also as they are at the center
they need to deal with both top and bottom level. So, relationship
and communication skills are vital at this level. These categories
or subscales are explained below:

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WORKING CONDITIONS

Working conditions are the degree to which employees believe

that the amount of work expected of them is fair and equitable
and the tools, facilities and equipment are adequate to do their
job. Working conditions play a major role in determining the
behavior of employees in an organization. Working conditions
are divided into three parts:

 Physical working conditions

 Mental working conditions
 Social working conditions

Healthy jobs and workplaces contribute to an individual’s

physical, mental, spiritual and social well being. A healthy
workplace can result in higher job satisfaction, lower
absenteeism and turnover, improved job performance, lower
accident rates, and reduced health benefit and workers’
compensation costs. These are the physical conditions, mental
conditions include the degree of involvement of an individual in
an organization. It also includes stress at work and individual
development. It thus consists of the mental make up of an
individual. Social factors refer to culture, communications,
management practices and leadership. Thus, people should be
engrossed in their work, receive fair treatment, work as a team,
know their objectives and feel safe to work effectively.

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Employees lose the enthusiasm and zeal to work in organization

when working conditions provided to them are not adequate.
The most important task of the human resource department are to
make sure that the people working in an organization.
1. Feel Happy
2. Are in the right job, and
3. Get the opportunity to upgrade their skills when necessary.

The following working conditions have been identified as central

to whether a job is healthy of not:

 Job and employment security

 Physical conditions at work
 Work pace, control and stress
 Working time
 Opportunities for self-expression and individual
development at work
 Participation and relationships at work
 Work life balanced

Therefore, it is adequate and conscientious for HR management

to establish and retain a qualified, well co-operating workforce
and work environment that will ultimately increase
organizational growth, efficiency and profitability.

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SUPERIOR SUBORDINATE RELATIONSHIP

Organizational climate mainly deals with the relationship

between boss and employee and between co-workers, roles and
policies and the way work is done. Superior subordinate
relationship is the heart of any organization. It leads to better
overall organizational performance. An organizational has to be
very cautious about this relationship. The degree at which the
superior and subordinates understand and respect each other,
plays a major role in the overall organizational performance. It is
the extent to which employee believe that the people in the
organization work together as a team.

It refers to the extent to which a superior is open to ideas, listens

and pays attention, and offers guidance in solving job related
problems. The relationship between superior and subordinate
plays a very important role in organizational climate. The
superior and subordinate should work together as a team, have
well defined goals and make efforts to achieve these goals
efficiently. Therefore the management has to study the leader
follower relationship for effective functioning.

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COMMUNICATION

The work of any organization is done primarily through the flow

of information, including specific directions. Communication is,
thus an important factor for organizational success and effective
functioning. The human relations approach to management
developed in the 1930s. focused on the attitudes of workers as
affecting productivity. This was the beginning of the story of
organizational communication by W. Charles Redding. It led to a
general systems mode of communication, which recognized that
every part of a system is connected to every other part.

Communication solves operational problems and helps the

management to get over crisis situations. The instrumental use of
communication can promote co-operation of employees and keep
up their morale. It is through communication that members of a
team work together influencing each other and reacting to each
other, all for achieving the desired goals. Both internal and
external communication by an organization is pivotal to
achieving these goals. Communication at work between lower
level and higher level employees is also essential for driving any
business forward and ensuring a harmonious work environment.

It is the extent to which employees believe that they receive

important and useful information from their supervisors,
managers, top management or other department.

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The most important level of communication is for the superiors

and the subordinates. The nature of superior subordinate
relationships according to Jablin, is

 Superiors believe they communicate with subordinates more

frequently and more effectively than they actually do.
 Subordinates think superiors are more open to
communication and persuasion than they actually are.

So communication at this level is very important. There are a

number of ways to improve the organizational communication
system;

1. Develop communication and group problem solving skills.

2. Superior and subordinates should be in relative agreement.
3. Share more information
4. Communicate with peers
5. Follow up memos with face to face reinforcement.
6. Pay attention to clues about the climate and culture.
7. Create a paper trial to document decisions.

Therefore, this study focuses on these three factors, which are

very important for an organization to work efficiently and
effectively, maintaining pace with the current scenario.

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SWOT Analysis
 S - Strength
 W- Weakness
 O- Opportunity
 T- Threats

Strength

 Brand loyalty of people towards company

 Powerful distribution network
 Best quality at affordable price
 Production capacity due to multi plant in Gujarat

Weakness

It could be weakness not to advertise in TV but looking into

the availability or products to each area of nation then and
then they should use TV media for their advertisements.
They should go for public relationship by providing free
gifts to school’s student or sponsoring festivals events.
Lack of professional person in company. Lower frequency
of advertisements in public place.

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Opportunity

There is quite prospective market in India as well as

Foreign country to expand the business of Balaji Wafers Pvt
ltd and producing various flavors depending on market
trends. With changing trends of fast foods, company can
open their retail outlets/ restaurants in particular area or
making fast food products.

Threats

Today, customer’s taste and preference or consumer

behavior has been changing they can be easily diverted
through others competitors products due to offer, quality,
flavors, gifts or availability, public relationships and others
local players is capturing the slowly market which should
be taken care by the company.

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Bibliography

Websites

 www.Balajiwafers.com
 www.humanresources.about.com
 www.hr-guide.com

Books

 Kothari, C.R, ‘Research Methodology’, Wishwa Prakashan,

New Delhi, Second Edition, 1990.

 C.B.Mamoria, ‘Personnel Management’, Himalaya

Publishing House, Bombay, Twelfth Edition, 1994.

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