INDEX

CONTENT
1 Company profile of PARLE
Unit profile
Csr
Quality of parle
Award
Import export

2 Company Profile of Apc

Introduction & History
Achievements
Work flow model
Functional areas- HR & Personell Deptt
Safety & Health Management

3 Company Profile of HCL

History
Working Enviornment
Vision & Mission
Milestones
Services
Overview

4 Executive Summary
5 Conclusion
6 Bibliography
7 Summary
8
 ACKNOWLEDGEMENT

It is great privilege that I have done my project in all these well

organized and diversified organization. I am grateful to all those who
helped and supported me in completing the project.

First and foremost I would like to thank Mr. R. K. Singh and Mrs.
Archana Singh for giving me an opportunity to visit as a trainee in Parle,
Britannia and Perfetti.

I would like to extend my thanks to the staff of Parle, Britannia and

Perfetti for their valuable support in gathering relevant data needed for
the project work and knowledge which is helpful in future corporate
life.
COMPANY PROFILE
INTRODUCTION
Parle products have been India’s largest manufacturer of biscuits and
confectionaries for almost 80 YEARS. makers of the worlds largest selling biscuits,
PARLE G and a host of others. Very popular brands, the Parle name symbolizes
quality, nutrition and great taste. With a reach spanning even to the remotest
village of India, the country has definitely come a very long way since its
inception.

Many of the Parle products biscuits or confectionaries are market leaders

in their category and have won acclaim at the Monde Selection, since 1971. With
a 40% share of the total biscuit market and 15% of the total confectionary market
in India. Parle has grown to become a multi- million dollar company. While to the
consumers it’s a beacon of faith and trust, competitors took upon Parle as an ex
of marketing brilliance.

HISTORY
Parle products fame and familiarity is undeniable. Considering its extensive reach,
the brand Parle is known and recognized by everyone. Over the years Parle’s
sweet and biscuits have become a house hold name. From kids to adults,
everyone loves and cherishes these treats. It gives us great pleasure to see our
consumers enjoy and embrace Parle products on daily basis .our confectionaries
and chefs have the utmost authority at Parle. Had it not been so, the beginning of
Parle would have been quite different.

In 1929 a small company by the name of parle products emerged In

British dominated India. The goal was to spread joy and cheer to children and
adults like all over the country with sweet and candies although, the company
knew it wouldnot be an easy task, they decided to take brave step. A small factory
was set up in the suburbs of Mumbai to manufacture confectionaries product. A
decade later this factory was upgraded to manufacture biscuits as well. Since then
the parle name spread in all directions and has won international fame. Parle has
been sweetening the lives of people all over India and abroad.

Apart from factories in Mumbai and Bangalore. Parle also has factories
in Bahadurgarh , Haryana and Neemrana , Rajasthan. These are largest biscuit and
confectionary plant in the country. Also has 10 manufacturing unit and 75
manufacturing units on contracts.

MILESTONE – The decade of progress

1929:

The first year of operation. Our only assets were hard work and hope.

1939:

Ten years of effort brought result. Things began to take shape.

1949:

The formative years were over. We had come of age.

1974:

Here was the first evidence of Parle as it is today.

 UNIT PROFILE
RUDRAPUR Unit was established in 2005. The company manufactures
biscuits, candies and toffees but here the large production is of biscuits.
A lean and highly productive plant by virtue of its structure has the
most modern facility for biscuits manufacturing.

AREA OF BUSINESS:-

Biscuits
Candies
Confectionaries

PRODUCTS:-

 This unit mainly deals in biscuits mainly two which are Parle-G and
Parle Orange Cream Biscuit.

FEATURES OF RUDRAPUR UNIT:-

Established : 2005
Annual Capacity : 250 per day mt tons
 250*365
91250 mt ton
Total Manpower : 800.
ISO Certification : In process

CSR POLICY OF THE UNIT

 Education to the students (training)

 Medical aid

PRODUCTS
BISCUITS

SWEETS
SNACKS

QUALITY OF PARLE
Hygiene is the precursor to every process at Parle. From husking the wheat and
melting the sugar to delivering the final products to the supermarkets and store
shelves nationwide, care is taken at every step to ensure the best product of long
lasting freshness. Every batch of biscuits and confectionaries are thoroughly
checked by expert staff, using the most modern equipment hence ensuring the
same perfect quality across the nation and abroad.

Concentrating on consumer tastes and preferences, the Parle brand has

grown from strength to strength ever since its inception. The factories at
Bahadurgarh in Haryana and Neemrana in Rajasthan are the largest biscuit and
confectionery plants in the country. The factory in Mumbai was the first to be set
up, followed soon by the one in Bangalore, Karnataka.

AWARDS
 Since the first entry at the Monde Selection 1971, Parle products have been
shinning with GOLDS, SILVER consistently. Monde Selection is an International
institute for assessing the quality of foods. Currently it is the oldest and most
respected organization in the field of selecting quality food worldwide.

IMPORTS EXPORTS
Parle biscuits and confectionaries are fast gaining acceptance in international
markets, such as, middle east, Africa, South East Asia ant the more sophisticated
economies like U.S.A, UK, Canada, Australia and New Zealand now relish Parle
Products.

American Power Conversion (APC)

 INTRODUCTION & HISTORY

In Indian engineering industry today, APC the premier ISO 9001 company is
a name to reckon with and the first largest manufacturer of UPS in world. In 1981,
APC became a publicly held company. The stock trades under the name “APCC”.

Uninterruptible power supplies (UPSs) are devices that maintain the supply
of power to load even when the AC input power is interrupted or disturbed. This
is typically accomplished by drawing the necessary power from a stored energy
source, such as a battery. UPSs may also convert unregulated input power to
voltage and frequent-filtered AC power. Thus, the UPS will provide stable power
and minimize the effects of electric power supply disturbances and variations.

Sizes of UPSs vary, from approximately 250 VA to 1000 KVA. Small UPSs are
used for single personal computers and workstations where down time is
tolerable but data loss must be avoided. These UPSs provide enough backup time
for reliable equipment shutdown. Large UPSs provide mission-critical applications
where large-scale protection is essential.

It is the first of many great days for partners seeking the best solutions in
Critical Power and Cooling Services from the desktop to the data centre to the
factory floor. It is the first of many great days for our global customers who have
already come to trust the products, people, and services behind the APC by
Schneider electric name.

And in the first of many days for more than 12,000 employees who now stand
side-by-side ready to serve you, including:

 More than 1,600 solution engineers in the field;

 More than 500 inside support engineers; and
 More than 1,500 field service engineers who are all, in turn,
 Backed by a worldwide team of more than 40000 consultants, systems
integrators, and value-added partners ready, willing, and able to take you through
a period of unprecedented change in power and cooling design.

According to Gartner Research, half of all data centers will need to overhaul
their power and cooling solutions within the next few years. At the same time, the
number of professionals qualified to design and run modern data centers will
decline 45% (AFCOM).In short, we have lot of work to do, with fewer qualified
industry experts than ever before.

And the nature of work is also changing. It is no longer fiscally responsible

to oversize power and cooling, no longer functionally practical to handle IT-driven
“demand” and facility-managed “supply” issues in blissful isolation. After all,
power in equals heat out. It did yesterday, and it will do so tomorrow. And it will
be tomorrow’s biggest problem.

This means for the businesses of today, the financial imperative of

achieving an Efficient Enterprise and the moral imperative of implementing
“green” data center systems together demand that every power, cooling, and
management component be re-evaluated in the context of an integrated solution
performing with minimal waste and maximum scalability, Power, cooling, and
management all working together, seamlessly, automatically. No downtime, No
headaches, No surprises, For today, and for tomorrow.

In response to these unparalleled changes, APC by Schneider electric offer a

unique combination of innovation and Legendary Reliability.

The industry’s most comprehensive product and solution range for all
critical applications, including home, SMB & Enterprise/IT, Facilities Management,
Process Control, Medical, etc.
 The industry’s broadest service organization, with more than 1,500
dedicated professionals and almost 100,000,000 man hours in field of expertise at
your service, across more than 100 countries. Whether delivering our newest
professional services or proactive maintenance programs across all APC by
Schneider electric product lines, our field engineers are simply world-class.

The industry’s largest R&D investment committed to delivering the most

innovative solutions, such as the award-winning and patented InfraStruXure®
power and cooling architecture, and the by Schneider electric GALAXY / EPS
range, now powering some of the largest data centers in the world.

With industry’s most comprehensive design and management software, APC by

Schneider electric offer the industry’s most advances tools to quantify, plan and
manage the power and cooling challenges of data center.

Founded in 1981, American Power Conversion (APC) designs, manufactures and

markets products and services that improve reliability, productivity and
availability of information systems worldwide by protecting hardware and data
from the ongoing threat of power disturbances.

Our solutions include surge suppressors, uninterruptible power supplies

(UPSs), power conditioning equipment and related software for computer and
computer-related equipment, protected applications include facilities, sites,
mainframe computers, data centers, wide area networks (WANs), local area
networks (LANs), Internet and intranet equipment, midrange computers,
telecommunications equipment, home and office workstations, and a variety of
consumer electronics.

We also protect these applications against power problems on data,

network, serial, coaxial (CATV) and telephone lines.

As of December 31, 1999, APC reached reported sales of $1.337 billion with
5,000 employees worldwide and manufacturing sites on three continents.
ACHIEVEMENTS

APC is ranked as one of Fortune’s 1000 largest companies.

APC is recognized in the Forbes 500 list of the most profitable U.S. companies for
the second year in a row.

PC Magazine identifies APC as one of the "Top 100 Most Influential Companies."

The Wall Street Journal ranks APC’s stock performance as the 18th best in the
1990’s.

APC is named to Forbes’ "Platinum List of America’s Best Big Companies."

APC is included in Standard & Poor’s S&P 500 Index.

APC worldwide

APC by Schneider electric UPS Systems combined to form a $3 billion

(2.4EUR billion) Critical Power & Cooling Services business unit of Schneider
Electric. APC offer the industry's most comprehensive product and solution range
for critical IT and process applications in industrial, enterprise, small and medium
business and home environments. APC solutions include uninterruptible power
supplies (UPS), precision cooling units, racks, and design and management
software, including the industries only integrated power, cooling, and management
solution. Backed by the industry's broadest service organization and an industry
leading R&D investment, the combined company's 12,000 employee’s help
customers confront today's unprecedented power, cooling and management
challenges. Schneider Electric, with 112,000 employees and operations in 190
countries, had 2006 annual sales of $18 billion (EUR 13.7 billion).
 APC by Schneider electric has industry leading financial position
- Combined 2006 revenue of US$3 billion (2.4€ billion)
- 12,000 employees worldwide
- Manufacturing in the U.S., Europe, Asia Pacific, Latin America
 Backed by world leader Schneider Electric - The world’s power and control
specialist
- 2006 revenue US$18 billion (13.7€ billion)
- 105,000 employees globally
- Operations in 190 countries

APC by Schneider electric is a private limited company mainly producing

electronic products, a part of Schneider Electric. APC stands for American Power
Conversion.

APC stands for,

A – Accountability

P – People

C – Customer

APC’s History
Three Massachusetts Institute of Technology (MIT) Lincoln Labs' electronic power
engineers founded American Power Conversion in 1981.
 Neil E. Rasmussen (Sr. VP, CTO and Director of APC)
 Emanuel E. Landsman (VP)
 Ervin F. Lyon (Retired)

At the time, the research and development efforts of these three men were
focused on solar power. Over the next few years, government funding and
incentives in the solar arena began to dry up. In response, APC shifted its focus to
power protection, introducing its first UPS, the 750, in 1984. The need for capital
to support this growing business was satisfied in July 1988 when APC became a
publicly held company. The stock, trading under the symbol "APCC," was priced
at $.125 per share when adjusted for stock splits.

It is well known that computer systems require back-up power solutions. It

was quite common for a mainframe computer to have a large uninterruptible
power supply (UPS) and generator installed in tandem. APC came at the market
from a different perspective. Industry trends involving the personal computer
made APC management realize that smaller UPSs were necessary for the market
that included personal computers, PC servers and their networks.

Over the years, APC has developed a global, end-to-end, product offering
targeted at four strategic application areas: Home/Small Office; Business
Networks; Access

Providers and Data Centers & Facilities Internal product development has been
augmented with strategic acquisitions to form an industry leading product
portfolio.

Throughout the world, the APC brand has become synonymous with quality power
back-up and management solutions.

Today, APC is a leader in its industry, employing over 5,000 people

worldwide, and is listed among the prestigious Fortune 1000, Forbes 500, Nasdaq
100 and S&P 500 rankings.

APC interactive solutions AG were set up in April 2000 through a merger of

Philips Multimedia and LB- Data. Private investors hold 46.35 percent of the
company, another 20.48 percent are held by Philips Austria GmbH, 13.69 percent
are held by the LB-Data group and 15.78 is held by a consortium of investors. The
rest, i.e. 3.69 percent is held by the management and the staff.

In today's "always on, always available" world where businesses can't stop
and downtime is measured in dollars, American Power Conversion (APC) provides
protection against some of the leading causes of downtime, data loss and hardware
damage: power problems and temperature. As a global leader in network-critical
physical infrastructure (NCPI) solutions, APC sets the standard in its industry for
quality, innovation and support. Its comprehensive solutions, which are designed
for both home and corporate environments, improve the manageability, availability
and performance of sensitive electronic, network, communications and industrial
equipment of all sizes.

Known for its quality, innovation and industry leading service and support,
APC has perhaps the longest list of accolades in its industry. Not satisfied with
this, APC is working diligently to achieve its corporate mission of creating
delighted customers by improving the manageability, availability and performance
of information and

Communication systems through the rapid delivery of innovative solutions to real

customer problems

Headquarter
From corporate headquarters in West Kingston, RI, APC operates sales
offices throughout the world and manufacturing facilities on three continents.
Together, APC’s global teams work to fulfill their mission of creating delighted
customers.

Global Presence
APC’s corporate offices are located in West Kingston, Rhode Island. The
Company has sales offices throughout the world; manufacturing facilities in the
U.S., Ireland, Switzerland, Denmark, Philippines, China, India, and Brazil; and
ships product to approximately 160 countries. In 2005, 52% of APC’s revenues
were in the Americas (North and Latin America), 30% were in Europe, the Middle
East and Africa and 18% were in Asia. As of December 31, 2005, APC had
approximately 7,580 full-time employees worldwide.

Manufacturing Units
 In USA : West Kingston, East Providence & Rhode Island;
 In Ireland : Galway and Castlebar
 In Philippines : Laguna and Cavite (P1, P2 ,P3 )
 In China : Suzhou
 In India : Bangalore (IDF1,IDF2,IDF3 & IDF4)
 In Brazil

Business Scopes & Products

APC interactive solutions AG offer overall solutions for interactive

terminals with the focus on multimedia payphones, multimedia terminals and
POS/POI/POP media for indoor or outdoor use. Purpose is to create interactive
networks of public screens that reach across borders. The most important business
areas of APC interactive solutions AG are landline telecommunication, tourism, e-
government and retail.

Facts & Figures

APC interactive solutions AG is on a good track with pound 4.8 million

revenue in 2005, 20 percent higher than in the year before. Leading market
positions have been maintained or even strengthened in all business areas. In 2006,
the company’s revenue increased by twice the amount of 2005, with 10 percent of
revenue being invested in research and development activities.

Nature of Business
APC sets itself apart from the competition in several ways:
  Global one-stop solutions - APC provides worldwide access to "best-of-
breed" offerings;
 Financial strength - APC's financial strength makes it an attractive partner;
 Efficient manufacturing - APC provides high quality products to customers
worldwide;
 Innovative product offerings - APC designs solutions to address "real"
customer needs.

 Sophisticated power management software – APC’s in-house software team

develops power management software that supports the industry’s leading
operating systems and Server Management platforms, in addition to offering
Web Management capabilities.

Key Application Areas

Today, the Company focuses its efforts on four key application areas:

 Home/Home Office
 Business Networks
 Access Provider Networks
 Data Centers and Facilities

Each requires customized efforts for products, sales and marketing, but each
has a common theme: high availability is increasingly essential. APC is positioning
itself to be the preferred brand worldwide in all four of these application areas.

About APC India

The company first set up a Manufacturing plant in Bangalore in 1999 to

support domestic Sales After a couple of successful years of manufacturing
experience, India became a global manufacturing hub. Subsequently set up four
more factories in Bangalore and currently supports around 35% of the world wide
requirements of the company.

 5 Plants in Jigani, Bangalore, India, 100% EOU Unit

 APC was awarded the highest Exporter for the fifth Consecutive year by
STPI for EHTP operations
 Manufacturing 21000 -23000 units per Day
 Over 1800 employees
 Exports approx 95% of products manufactured
 ISO9001-2000 Certified,ISO14001 Certified

EXIM Export award for the Last consecutive 2 years Best Productivity in
APC worldwide facilities

MERGERS AND ACQUISITIONS

During 2000, APC acquired a number of companies to broaden its current

product offering. APC purchased Airflow Company as well as U.K. based
Advance Power. APC acquired privately held ABL Electronics Corporation.
Earlier transactions include the 1998 acquisition of Silicon A/S. These acquisitions
have helped APC in providing expansive product offering, enabling APC to
leverage its global scale, strengthen channel presence, and to deepen APC’s
penetration into network and desktop environments worldwide.

APC India’s Key Customers

 WIPRO,
 Infosys,
 Sun Micro Systems,
 Financial Technologies,
 Bharti, MTNL, BSNL, VSNL,
 Reliance Infocom,
 Reliance Industries,
 ICICI Bank, Bank of Baroda, Standard Chartered Bank, HSBC, CITI Bank,
SAP India, HP, IBM, Bajaj Alliance.
 WORK FLOW MODEL (END TO END)

Work flow explains how the good have been accepted from the customer,
the procedure for booking goods-first consignee and cosigner details, number of
articles in a pack, weight of a pack and the value. The goods forwarding note
consist of consignee and consignor details with source and destination of the
goods to be parceled.

APC by Schneider electric

Administration Manufacturing Solution delivery Market access

operations groups groups

HR Manufacturing Product- Sales

development
IT Purchasing Marketing
Product-
Finance Service Communications
management
Legal Research Market research

CEO
 APC by Schneider electric offer the industry’s most comprehensive product and solution
range for critical IT and process applications in industrial, enterprise, small sand medium
business and home environments.
TO REACH A CUSTOMER

Retail

Catalog

IT Distributor
IT Seller

Electrical Distributor

APC End User

HPP Power Specialist

Electrical
Contractor
Manufacturer’s rep. firm

OEM

APC by Schneider electric solutions include uninterruptible power supplies (UPS), precision
cooling units, racks, and design and management software, including the industries only integrated
power, cooling, and management solution.
 ORGANIZATION STRUCTURE

Outsourcing General Manager Support

-HR

-Service

-Finance

Production Quality Supply chain Mfg-tech Test Engg Plat form Sourcing

-IDF -HOD -HOD SCM -HOD Mfg. -Test Platform -HOD

Quality tech Managers Managers Sourcing
-managers -Managers
-IDF -managers -Team - -Managers
-IDF -Team -Team
managers Leaders Engineers
Leaders Leaders -Team -Team
-Engineers Leaders -Engineers -Repair Leaders
-cell -Engineers Technicia
leaders -QA -Sourcing - Sourcing
-In changes ns
technicians specialist Technician specialist
Operators s
 FUNCTIONAL AREAS

1. HR DEPARTMENT

HR Head

Staffing Learning & HR business HR systems Outsourced

Development Partners agencies

1. Labour
statutory
compliance

2. Outsourced
labour.

The concept of personnel management at APC has undergone notable

changes over part twenty five years. The focus of the function shifted from more
administration to proactive human resource development over the years.

 Proper functioning of activities like,

 o Recruitment
o Training
o Placement
 Apprentice training
 Workshops
 Training in specific product and process

HUMAN RESOURCE DEVELOPMENT – INDIA HR VISION AND ROLE

Vision

To be a high performance team and a trusted HR business partner to ensure

organizational objectives are met through our people.

Role

 A trusted HR partner
 Champion the cause of our employees and balance the needs of the
organization and its people
 A change agent
 An expert HR administrator – delivering the best in class HR services
 Subject matter/functional expert

HR Indices – HR Performance

 Employee Turnover – Attrition rate: Ensure that the attrition rate is below
industry standards and work towards lowering the attrition rate from the
current rate.
 Employee Satisfaction Index: Ensure that there is a healthy ESI in the
organization work towards constant improvement of ESI.
 Productivity - Contribution per employee: Maintain a healthy contribution
per employee (production, revenue, profit, and services) and work towards
constant improvement of the same.
 Training days per employee: Work towards achieving 40 training hours per
employee per annum and thereafter work towards constant improvement
every year with the organizational capability strategies.

 Employee cost: Ensure that the employees’ costs in the organization are
within budgeted plans and yet remain competitive in the employment
market.
 Discipline – Industrial Relations Index - Man Days’ Utilization: Ensure that
no days are lost due to any industrial strife and maintaining healthy
employees in the organization.
 Average days to hire: Ensure that the average days to hire are agreed limits
and on par with market standards.
 Cost of hire: Ensure that the cost of hiring is contained within budgeted
plans and yet ensure a healthy “average days to hire”.
 Absenteeism rate: Ensure that absenteeism is contained to within agreed
levels and yet maintaining a healthy work-life balance.
 Safety incidents: Work towards zero incidents and zero causality.
 2. PERSONNEL ADMINISTRATION DEPARTMENT

The personnel administration department designs all the policies, rules and
procedures relating aspects of HRM and is intended to serve as a basis fro the
effective and uniform implementation of this across the entire organization. In
other words it is just managing the people by personnel policy.

A personnel department has four divisions:

1. Establishment –

The establishment division deals with all the activities relating to

recruitment, promotion, performance appraisals, transfer policy, retirement.

Health scheme with co-operation of finance department

Medical scheme

Family planning incentive

Insurance

a) Recruitment:

 At executive level, APC prefers engineer,

 HRD and P&A department - MSW graduates/ MBA (HR specialization)
 Marketing - MBA (Marketing)
 Finance – MBA (Finance), CA, ICWA

APC prefers technical people, whenever they need engineers. APC conducts
written tests for freshets and technical interview for people with experience. On
the basis of the merit in the entrance test the engineers are recruited. Otherwise
an advertisement is given in newspaper whenever the vacancy is generated and
later on the basis of interview the selection is done.

Classification of employees:

Full Time Employee (FTE) - Is the one who is on regular payrolls of company &
entitled for all the benefits extended by the company

Temporary Employee – is the one who may work either on a full or part-time
schedule but are usually hired for a specific project or for a finite period of time.

Probationer – Is the one, who is hired to fill the vacancy of Permanent Position.
On satisfactory completion of probationary period of service which is 3 months,
he will be confirmed as a Full Time Employee. However, the probation period
may be extended for maximum period of another 3 months & if still the
performance is not found satisfactory, the services may be terminated during /
at the end of the probation period / extended probationary period.

Consultants – Is the one who is hired for their specialized knowledge &
engaged on a fixed retainer basis or paid on fees basis for services rendered
and are not employees of the company. A written contract specifying the time
period of the contract and amount payable is executed in all such cases.

Contractor or Contractor’s Employees - Is the one, who is been hired for

specified activities which are incidental to the company’s operations and are of
intermittent nature

Project Trainees – Is the one, who undergo training for a short period of time,
as part of their educational or professional training such as Summer Trainees /
Project Trainees from management / educational institutes, will not be paid
any stipend on a case to case basis.
In APC they conduct two different programmers:

 Induction programme
 Global New Hire Orientation programme (GNHO)
b) Promotion Policy and Rules:

 To provide all employees with broad equality of opportunity in growth

and career prospects.
 To ensure fairness, equality, consistency and uniformity in the matters
of promotion of employees in all the units/divisions of the company.
 To organize and reward employees for their contribution to the growth
of the organization.
 To sustain the high morale of the employees by informing them of the
promotion opportunity existing in the organization.

c) Transfer Policy:

Executives/employee of the company is liable for transfer from

department/section/job within the unit/division of which to another with the
discretion of management. While implementing the transfer policy the career
base promotion policy is reckoned with.

d) LTA (Leave Travel Allowances):

LTA amount payable is one month basic or as specified in the compensation

and benefits letter issued to the employee.

e) APC Employees Gratuity Fund:

Gratuity shall be pay able to an employee on the termination of his
employment after he has rendered continuous service of not less than 5 years.

 On his super annotation or

 On his retirement or resignation or
 On his death or disablement due to accident or disease

The completion of continuous service of 5 years shall not be necessary

where the termination of the employment of any employee is due to death
disablement

The ceiling of gratuity to an employee for every completed year of service or

part thereof in excess of 6 months subject to a maximum of 20 months wages
of Rs. 1 Lakh, whichever is less.

f) Death Relief Fund Scheme:

The APC employee’s death relief fund scheme gives monitory assistance to the
families of the members who die while in service of the company. Scheme
covers all the categories of employees who have voluntary enrolled
themselves by respective unit management.

g) Dearness Allowance:

DA is granted to compensate the price increase above CPI 1099 points, to

which the revised salary grade relate the payment of DA is based on slab basis
relate to the percentage increase over quarterly of AICPI 1099.

2. Canteen administration
 Canteen food is provided to all the employees and to all the trainees in the
factory.

 Vegetarian food is provided

 Ordinary food cost 150Rs. p.m.
 Morning tea or coffee
 Tea/coffee/badam milk cost 0.10 paisa
 Afternoon 4:00 pm – 5:00 pm tea/coffee/badam milk is provided

3. Welfare section

 Inter sports organizes competitions for cricket, kabaddi and football

matches.
 2 sets of uniforms are issued for all the employees and 1 set for
apprentice. Diploma and ITI trainees.
 2 sets of shoes are given to employees once in two years.
 Cultural programs are organized.
 Executive receive festival advance.

4. Law and administration

The section deals with following functions:

 Furniture allocation for officials (Tables, Chairs)

 Transport contract
 Issuing ID cards for temporary, permanent employees and for trainees
 Pest control
PRODUCT INTRODUCTIONS

“This is an existing time at APC’s commented Rodger B. Dowdell Jr., CEO

and president “OUR record results reflecting the strength of APC’S product
offerings and our increasing presence in the category.”

Dowdell said that product strength is being exhibited from both the high
and low end of the company’s offerings. For example, the company’s most
expensive UPS, Matrix – UPS TM presently exhibits the most momentum in the 3-
5 KVA UPS category while the new power managerTM , a power director oriented
towards retail sales, has been winning rare reviews of its performance and design.

November marked the largest product introduction in the company’s

history, added Dowdell. “In addition to offering the best positioned product and
price combination for virtually any computer based application, our new lines
from a significant competitive advantage. This is most notable in the largest
corporative accounts which often look to one vendor for all their power
protection needs”.

Fourth quarter product introduction included UPS solutions for the small
office / LAN server ( smart-UPS® v/s) and advanced workstation (Backup-UPS®
ProTM) applications, surge protection for data and network connections
(protectNetTM) as well as a dramatically enhanced new version of the industry
leading smart-UPS® line. Despite the breadth of the company continues to see
opportunity to extend lines to lines to better address current and future customer
needs.

“our development pace and product introduction scheduled is proceeding

aggressively, and we expect to make significant product introductions at both
high and low end of our product offering in the calendar 1995,” he said.

Dowdell said the company’ s innovative solutions gathered more than a

dozen independent awards for reliability and performance throughout 1994,
including recent awards from the trade press in Russia and Brazil.

“The market continues to be one in intense competition; however, APC has

continued to gain market share throughout the world, even as the market itself
expands. End users, computer distribution channels and the media continue to
recognize APC as a learning world wide vendor of protection products,”
commented Dowdell.

APC’s strategy is to design and manufacture products that incorporate high

– performance and quality at competitive prices, while offering our customers
appropriate technology for their applications.

Products are designed to fit seamlessly into the computer, networking, and
communication environments of business, homes, small offices/ home offices,
and outdoor installation. APC engineers and tests these products for compatibility
with leading information, communication and building management technology
hardware and software.

PRODUCTION DEPARTMENT HIERARCHAL STRUCTURE

 General Manager

Production Manager

Team Leader

Cell Leader

Cell Trainee

Inventory Controller

UPS Currently manufacture a broad range of standard domestic and

international UPS products. Puss are designed for multiple applications with the
principal differences among the products being the amount of power which can
be supplied during an outage, the length of time for which battery power can be
supplied, the level of intelligent network interfacing capability, the number of
brownout and over – voltage correction features and the design approach used
(standby, line interactive, double conversion Online and delta conversion Online)
Puss range from 325volt – amps for a PC, to 1.6 megawatt, or MW, suitable for a
data centers, mainframe computers, industrial application or facilitates.
Estimated resale prices to end – users range from $ 25 to approximately $250,000

Different Products & Services of APC are as follows:

 Back – UPS-BI
 Back- UPS-BS
 Laptop & Mobile Computing
 Data Distribution Cable
  Interface Cable
 Ethernet Switches
 Infrastructure Power Distribution Unites
 Smart UPS
 USB Hubs
 Voltage regulators
 Water Coolers
 Sensors/Cameras/Licenses/Accessories

SAFETY MANAGEMENT SYSTEM

SAFETY AND HEALTHY MANAGEMENT SYSTEM

Safety means nothing but freedom from unacceptable risk or harms. Accident
(means unexpected or unwanted happening things) occurs only behave of these
two reasons:

1) Unsafe act – like human being, attitude, over confidence, negligence

2) Unsafe condition – like engineering, deviation of set procedures.

Policy
Management Review
Legislation
Annual Review
Risk Assessment
 Responsibility
Accidents Procedure
Inspections Training
Audits Safety committee

Fire Drills

Work Place Hazards

 Physical
 Chemical
 Mechanical
 Biological

 Back health
o Lift weight, you consider safe to carry
o Reduce static leads
o Use strong muscles
o Keep fit & flexible
o Organize your work to eliminate problems

Electrical Safety

 Follow procedure and work instructions

 Do not cause damaged electrical equipment
 Water and electricity do not mix
  Disconnect the power from a shock victim and get help

Fire Safety Training

Fire is the physical heat resulting from a chemical chain reaction between heat,
fuel and oxygen under the correct conditions.

Which of this byproduct are most dangerous: heat, smoke, light and gases.

Fuels

Fuels involve can be in three states:

 Solid
 Liquid
 Gas
Fire Prevention

Control ignition sources

Keep all doors closed

Do not overload electrical sockets

Replace damaged electrical cables & equipments

Ultimately it is the manager’s responsibility to provide a safe working

environment for their employees and suggest areas of improvement. Manager
should ensure that the product has been tested and approved to work safely with
the connected service provider of the equipment and within the specified
environment.
RUDRAPUR
 HCL Technologies

Type BSE: 532281

NSE: HCLTECH

Founded 1976[1]

Headquarters Noida, UP, India

Shiv Nadar, Founder,

Chairman, CSO
Key people Vineet Nayar - CEO
Ranjit Narasimhan - COO-
President, BPO Division
Industry IT Services

Revenue ▲ US$ 2.3 billion (2009)

Employees 62,000 (2010)

 HISTORY

The HCL Enterprise is one of India's largest electronics, computing and

information technology company. Based in Noida, near Delhi, the
company comprises two publicly listed Indian companies, HCL
Technologies and HCL Infosystems.

HCL was founded in 1976 by Shiv Nadar, Arjun Malhotra, Subhash

Arora, Ajai Chowdhry, DS Puri, & Yogesh Vaidya. HCL was focused on
addressing the IT hardware market in India for the first two decades of
its existence with some sporadic activity in the global market. The
company was renamed as Hindustan Computers Limited (HCL) and
received support from the Uttar Pradesh government to setup their
manufacturing in Noida. In 1981, NIIT was started to cater to the
increasing demand in computer education. By early 2000s, Nadar
divested his stake in this venture.

 Working Enviornment
At HCL BPO, there is a friendly work environment that stimulates and
encourages innovative ideas to foster growth and value addition.
They are passionate about the work they do. They follow a
transparent system keeping the communication channels open,
thereby enabling people to communicate ideas and suggestions.

The culture at HCL BPO promotes customer focus, excellent work

ethos, operational transparency and teamwork.

Values

Respect for the individual

Social Responsibility

Innovation and continuous learning

Collaboration and Teamwork

 Quality

The above mentioned values not only foster good business

practices, but also provide a nurturing environment in which
employees can reach their highest potential.

Work Culture

Performance Oriented: We have a high performance work

culture and performance linked incentive schemes.

Demanding: HCL BPO gives a challenging and demanding

career profile to its employees.

Rewarding: Every employee is treated with dignity, fairness

and work in an environment conducive to research, learning,
innovation as well as personal growth.

The whole experience of working at HCL BPO is centered

around having a great time while striving for excellence.

 Mission
"To provide world-class information technology solutions and services
to enable our customers to serve their customers better"

Vision

Together we create the enterprises of tomorrow".

 Milestones
1976 - HCL (Hindustan Computers Limited) is created.
1977 - Forms distribution alliance with Toshiba for copiers and
notebooks
1978 - Developed the first indigenous Microcomputer
1988 - Development of fine-grained multiprocessor Unix operating
system
1986 - HCL becomes the largest IT company in India
1989 - HCL America is created with Sanmina SCI as its manufacturing
partner.
1991 - Entered into a partnership with HP to form HCL HP Limited.
Developed a custom Multiprocessor Unix for HP
1994 - Tied up with Nokia for mobile phone distribution and Ericsson
for telephone switch distribution.[3]
1996 - Partnership with HP ends.
1997 - HCL's R&D division is spun off as HCL Technologies 2001 - HCL
BPO is created.
  Services
HCL offers services including software-led IT solutions, remote
infrastructure management, Engineering and R&D Services and BPO.
HCL’s key services include:

 Custom Application Services

 Enterprise Application Services
 Enterprise Transformation Services
 Engineering and R&D Services
 Infrastructure Management
 Business Processing Outsourcing.

 HCL Technology

Overview
HCL is just a three-decade old enterprise, HCL Technologies (henceforth referred
to as 'HCL') is a relatively young company formed, eight years ago, in 1998. In the
9 years since, we have transformed into a global technology brand. IT has
changed the way world works and HCL is changing the way IT works. Having
established our credentials in global delivery models, domain expertise and
corporate governance, now it focused on delivering value to forward-looking
customers.

Facilities Management and

Infrastructure Services

Offering a wide spectrum of services involving Facilities Management,

Infrastructure Services, Infostructure Services and Strategic Outsourcing, HCL
Infosystems offers end to end hardware solutions.

 Manufacturing Facilities
HCL PRODUCTION FACILITIES
State of the art manufacturing facilities include:
7 facilities : 2 at chennai , 4 at pondicherry and 1 at
Uttaranchal
ISO9001 and ISO 14001 certified facilities at Pondicherry
and Uttaranchal

PRODUCTS MANUFACTURED
PCs, Business Servers , Workstations.
PC keyboards , Active Networking
products
Color Monitors, Terminals , Thin clients & Passive
Networking Products
CNC Racks , Cabinets , Information Kisoks
Key features distinguishing HCL from other IT firms

 From aeronautics to life sciences, HCL reach out to millions of

people with the help of updated technology worldwide on the
daily basis
 HCL broke new grounds in modern calculation. Its proficiency
covers nations globally and aims at making a difference.

HCL team holds its head high in being a pioneer of heritage in

India and taking ahead the revolutionary spirit to their all other
undertakings.

IT Hardware

HCL Infosystems portfolio of products covers the entire spectrum of the

information technology needs of its customers


 Product Engineering & Technology
Development

Applications

Leveraging strong partnerships with platform /

product companies, the team of applications
professionals deliver unprecedented value to few of
the largest players in the field of Financial Services,
Retail and Healthcare.

B PO

Business Processing Outsourcing is heading towards a maturity level

where a new form of BPO, called Transformational BPO, is evolving that
constitutes Full Process Outsourcing and Multiple Process Outsourcing .
The evolving trend is more focused towards compliance , time-to-
market, focus on core process, and quality improvement rather than
cost savings.

 HCL Partnerships
HCL has always prided itself on its partnership engagements.

I997 Leading position on

office .Automation and
Laptops in India

1981

Scripting an era of
computing across the
Microprocessor

1985

Strategic relationship that

has seen the computer
evolve from a computing
device

2004

Partnering in computing
and providing IT Services

The HCL Advantage:

 Proven Expertise: We have more than thirty years of Engineering

and R&D expertise and experience in developing critical hardware
products.
 Strategic Partner: With offices and development centers in more
than 17 countries, HCL can be your Global Innovation and R&D
Partner – with the hub in India.
 Greater market penetration: We enable our customers to serve
existing markets better as well as enter adjacent and new
markets.
 Next Gen Solutions: We offer complete portfolio of product
engineering services ranging from concept, designing,
prototyping, manufacture, testing, after market support, to re-
engineering and developing Next-Gen solutions.
 Quick Time-to-market: We follow domain-specific quality
standards and processes and have reusable components to
ensure quick time-to-market the product.

Key Strengths:
 ASIC & FPGA design: HCL specializes in VLSI ASIC, FPGA, SoC
design and verification services. Our expertise in solid state
system engineering including end-to-end development involving
architecture design, RTL design, developing full-functional FPGA
prototypes, verification, synthesis and back-end support helps
customers improve their design cycle and achieve faster go to
market.
 Board Design: HCL offers expertise for concept to board
prototyping – including diagnostics, BSP and Driver development.
 We have completed PCB designs of upto 20 layers, 800 MHz Bus
speeds, 3.2 GHz signal traces. We test boards for signal integrity
and standards compliance and have achieved the fastest time for
developing a quality PCB.
 PCB Layout Services: HCL offers PCB Layout Services for in House
Components Engineering Support, in house PCB CAD design using
industry standard CAD packages, we have strategic tie ups for
quick turn Around PCB fabrication, PCB assembly & Rework
including BGA components.
 Product Re-engineering Services: HCL has solutions for
Obsolescence management for Hardware products where we can
help customers manage components obsolescence, cost
reduction, technology changes, and feature enhancements. We
can also reengineer your product to improve manufacturing
process.
 Independent Verification and Validation: HCL is currently the
only India-based Global services company to have an in-house ISO
17025 accredited EMI / EMC testing laboratory. The lab offers full
compliance tests for OEM products as per applicable industry
standards like IEC, EN, CISPR, FCC, ASTM or other customers'
specifications.
 Compliance Engineering Services: HCL provides complete
compliance engineering services for Hardware product companies
- for RoHS (Restriction of Hazardous Substances) and WEEE
(Waste Electrical and Electronic Equipment) helping them meet
government directives in time.

Human Beings / People- A Complex Resource

  Variety
 Individual Differences (Each individual is different from another)
 Specific Requirements
 Scare or Surplus

Human resources term in which many organizations describe the combination of

traditionally administrative personnel functions with performance management,
employee relations and resource planning. The field draws upon concepts
developed in Industrial/Organizational Psychology. Human resources have at least
two related interpretations depending on context. The original usage derives from
political economy and economics, where it was traditionally called labor, one of
four factors of production. The more common usage within corporations and
businesses refers to the individuals within the firm, and to the portion of the firm's
organization that deals with hiring, firing, training, and other personnel issues.

Assets- Valuable or Useful person or thing.

Human resource management (HRM) is the strategic and coherent approach to the
management of an organization’s most valued assets - the people working there
who individually and collectively contributes to the achievement of the objectives
of the business. The terms "human resource management" and "human resources"
(HR) have largely replaced the term "personnel management" as a description of
the processes involved in managing people in organizations. Human Resource
management is evolving rapidly. Human resource management is both an
academic theory and a business practice that addresses the theoretical and practical
techniques of managing a workforce.

The theoretical discipline is based primarily on the assumption that employees are
individuals with varying goals and needs, and as such should not be thought of as
basic business resources, such as trucks and filing cabinets. The field takes a
positive view of workers, assuming that virtually all wish to contribute to the
enterprise productively, and that the main obstacles to their endeavors are lack of
knowledge, insufficient training, and failures of process.
HRM is seen by practitioners in the field as a more innovative view of workplace
management than the traditional approach. Its techniques force the managers of an
enterprise to express their goals with specificity so that they can be understood and
undertaken by the workforce and to provide the resources needed for them to
successfully accomplish their assignments. As such, HRM techniques, when
properly practiced, are expressive of the goals and operating practices of the
enterprise overall. HRM is also seen by many to have a key role in risk reduction
within organizations.

Synonyms such as personnel management are often used in a more restricted sense
to describe activities that are necessary in the recruiting of a workforce, providing
its members with payroll and benefits, and administrating their work-life needs. So
if we move to actual definitions, Torrington and Hall (1987) define personnel
management as being:

“a series of activities which: first enable working people and their employing
organizations to agree about the objectives and nature of their working
relationship and, secondly, ensures that the agreement is fulfilled".

While Miller (1987) suggests that HRM relates to:

".......those decisions and actions which concern the management of employees at

all levels in the business and which are related to the implementation of strategies
directed towards creating and sustaining competitive advantage"

The goal of human resource management is to help an organization to meet

strategic goals by attracting, and maintaining employees and also to manage them
effectively. The key word here perhaps is "fit", i.e. an HRM approach seeks to
ensure a fit between the management of an organization’s employees, and the
overall strategic direction of the company (Miller, 1989).

Human resources management comprises several processes. Together they are

supposed to achieve the above mentioned goal. These processes can be performed
in an HR department, but some tasks can also be outsourced or performed by line-
managers or other departments.

• Human Resources Planning (HRP)

• Design of Organisation and Job
• Selection and Staffing
• Training and Development
• Organisation Development (OD)
• Compensation and Benefits
• Employee Assistance
• Union/Labour Relations

Nature of HRM

Simply put, Human Resource Management (HRM) is a management function that

helps managers to recruit, select, train and develop members for an organization.
Obviously, HRM is concerned with the people's dimension in organizations.
Following are few definitions of HRM:

1. HRM is a series of integrated decisions that form the employment relationship;

their quality contributes to the ability of the organizations and the employees to
achieve their objective.

2. HRM is concerned with the people dimension in management. Since every

organization is made up of people, acquiring their services, developing their
skills, motivating them to higher levels of performance and ensuring that they
continue to maintain their commitment to the organization are essential to
achieving organizational objectives. This is true, regardless of the type of
organization- government, business, education, health, recreation, or social action.
3. HRM is the planning, organizing, directing and controlling of the
procurement, development, compensation, integration, maintenance and
separation of human resources to the end that individual, organizational, and
social objectives are accomplished.

These definitions of HRM can be summarized in the following points:

1.) Organizations are not mere bricks, mortar, machineries or inventories.

They are people. It is the people who staff and manage organizations.

2.) HRM involves the application of management functions and principles.

The functions and principles are applied to acquisitioning, developing,
maintaining, and remunerating employees in organizations.

3.) Decisions relating to employees must be integrated. Decisions on

different aspects of employees must be consistent with other human
resource (HR) decisions.

4. Decisions made must influence the effectiveness of an organization.

Effectiveness of an organization must result in betterment of services to
customers in the form of high-quality products supplied at reasonable
costs.
5. HRM functions are not confined to business establishments only. They
are applicable to non- business organizations, too, such as education,
health care, recreation, and the like.

Scope of HRM

The scope of HRM is indeed vast. All major activities in the working life of a
worker—from the time of his or her entry into an organization until lie or she
leaves—come under the purview of HRM. Specifically, the activities included
are—HR planning, job analysis and design, recruitment and selection, orientation
and placement, training and development, performance appraisal and job
evaluation, employee and executive remuneration, motivation and
communication, welfare, safety and health, industrial relations (IR) and the like.

For the sake of convenience, we can categorize all these functions into seven
sections—

(i) Employee hiring,

(ii) Employee and executive remuneration,

(iii) Employee motivation,

(iv) Employee maintenance,

(v) IR, and

(vi) Prospects of HRM (see Fig.1).

Fig.1 Scope of HRM

Human resource management is a process of bringing people and organizations
together so that the goals of each are met. It is that part of the management
process which is concerned with the management of human resources in an
organization. It tries to secure the best from people by winning their whole
hearted cooperation. In short, it may be defined, as the art of procuring,
developing and maintaining competent workforce to achieve the goals of an
organization in an efficient and effective manner.

In other words, it can be said that human resource management is concerned

with people at work and their relationships with each other.
 Nature of Human Resource
Management

A BRIEF ON:

In a typical manufacturing setup there are different Activities under the Banner of
HR Department. We can divide them into the following areas:

 ADMINISTRATION ACTIVITIES
  HR ACTIVITIES

For doing the Activities / Routine work there is a Standard Operating Procedure
(SOP).

These SOP’S help in making the functions more efficient & System oriented rather
than people oriented.

ADMINISTRATION ACTIVITIES

1.) UNIFORM

2.) EVENT MANAGEMENT

3.) TELEPHONE

4.) GUEST HOUSE/CHUMMERY

5.) TRANSPORTATION

a. Company vehicles

b. unit head vehicle

c. buses

6.) XEROX

7.) ESTATE MANAGEMENT

8.) COURIER

10.) TRAVEL DESK

11.) STATIONERY

12.) CANTEEN
13.) TAXI HIRING

14.) JOINING FORMALITIES

15.) VISITING CARDS

HR ACTIVITIES

1.) RECRUITMENT/ SELECTION

a.)shop floor employees

b.)staff

2.) c.)contract labour

TRAINING/DEVELOPMENT

a.)shop floor employees

b.)staff

3.) PERFORMANCE APPRAISAL

4.) RELOCATION

5.) INDUCTION

6.) DOMESTIC TRAVEL POLICY

7.) SEPARATION

8.) EXIT INTERVIEWS

ATTENDANCE/AWARD/REWA
9.) RD

10.) CONFIRMATION PROCESS

 CONCLUSION

With the overall study of the above industrial profiles, products and
competitors of different industries we had come to a conclusion that Parle is the
top selling brands of the India. The total production of biscuits in India is
estimated to be around 30 lakh MT, the organized sector accounts for 65% and
the unorganized sector accounts for 35% of the total industry volume.

 Parle Products Pvt. Ltd : Established In 1929, company has factories in Mumbai, Bangalore,
Bahadurgarh in Haryana and Neemrana in Rajasthan, Additionally, Parle Products also has 7
manufacturing units and 51 manufacturing units on contract. Company has about approximate
market share of 30-35% of the total biscuit market. Parle-G accounts for the major volume
turnover it accounts for approximately 80% of the total biscuit tonnage for the company.
Key Products : Parle - G , Hide and Seek ,Krackjack ,Hide & Seek Milano ,Magix ,Digestive Marie
,Monaco ,Parle Marie ,Kreams ,Milk Shakti ,Parle 20-20 Cookies ,Golden arcs ,Nimkin ,Kreams
Gold ,Chox ,Monaco Jeera

In the case of Parle-G brand, the researcher found that it’s the taste, which
contributed towards the customers brand loyalty. Parle-G’s long presence in the
market didn’t have much impact on the consumers brand choice, rather it was the
taste that deferred customers from switching to the other brands of glucose
biscuits. The Parle-G customers are not against consuming the Tiger brand
provided they get the same quality taste as that of the Parle-G brand. They pointed
out that the Tiger brand has a little lower milky taste and is a little sweeter than it
should be. Thus, the company must maintain the price and concentrate on the
brand taste to take maximum advantage of this opportunity. Also, marketing efforts
are required to make the consumers aware of the brand’s price and make them
more of nutrition-conscious so that they can understand the ‘Glucose H-Force
Biscuit’ concept.

APC has a unique position in the world APC products. It is one of the profiteering
companies in the country.

The company will have good future and exciting things happening today in the
field of power electronics and like any other adventure.

The current phase of innovation and business solutions has thrown up a number
of challenges and opportunities for a changed approach to business itself,
especially in the electronics sector. It has earned profit from the initial stage of its
operations and its confident of meeting all the challenges that lies ahead and aim
at achieving the highest turnover.

The study brought put many features and functions of the organization. The
organization study has helped me to get familiarized with the real world
organization system, their strategies and to understand the various levels in the
organization.

Project in HCL started by interacting with the HR manager & staff in the
organization. The interaction with managers gave insight on the procedures of
the recruitment. It also gave insight on the various types of training activities
conducted for the new employees and existing employees and managers .
It also helped to learn training requirements while conducting various
training activities by preparing the forms needed for the training activities .
In the Recruitment department, by the interaction with the recruitment
head came to know about the various selection processes which were
used in the organization in order to recruit the required candidates who
would be able to achieve the goals set by the company.

During the tenure in the company, the visit to the production unit gave lot
of information about the process . Finance department gave information
about the final accounts i.e. the annual reports which helped in analyzing
various ratios. It also gave the information on the important sources
through which the budget was laid for various activities of the company.

Marketing and sales department gave information on various strategies of

marketing and the techniques used in the sales of the goods. It helped to
know the various practical aspects marketing strategies which were learnt in
the classroom
 BIBLIOGRAPHY

WEB SITES

 www.parleproducts.com
 www.wikipedia.org
 www.parle.com/
 www.perfettivanmelle.in
 Economic Times
 Brochure of the company GNHO (Global New Hire Orientation)
 www.apcbyscneiderelectric.com
 www.apcc.com
 www.schneiderelectric.com
 www.google.com
 www.apc.com