Project Report On Akshayapatra

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Acknowledgement

I am highly thankful to the management and staff of Akshayapatra Foundation for allowing us to conduct the visit in their NGO. I am also thankful to Prof. for helping me in my Practical Studies. In addition to allowing me to visit the foundation and study the organization, they provided me with many details which were very useful in preparing this report.

I take this opportunity to thank our Director, , Professor in-charge for their encouragement and the office staff for providing us all the facilities for making the visit more learning oriented.

PREFACE

In order to achieve the perfection in the practical life, being a BBA student, an industrial visit becomes an essential part of our course. The root objective of an industrial visit is to bridge the gap between the theoretical knowledge and its practical training. The practical training provides the information about the industrial environment to the student and helps to widen the practical knowledge. It gives the chance to interact with the business personalities and learn about the practical industrial cycle. Due to industrial visit we get a chance to know about the management and culture of the industrial houses. It is indeed a golden opportunity for a management student to have it in its course as it is a matter of esteem in itself.

INDEX

1 Company Profile 1.1 Name of the company 1.2 Location of works & registered office 1.3 Business Philosophy 1.4 Mission & Vision Statement of organization 1.5 Special Achievements 1.6 Brief History of Organization 1.7 Financial Information 1.8 Existing Management group (Board of Directors, Managing Director etc.) 2 Human Resource Management 2.1 Details of workers, Levels of workers, organizational chart of the overall organization. 2.2 Scope of Human Resource activities conducted by the Organization 2.3 HRM Environment 2.4 Organization of HR Department 2.5 Human Resource Planning 2.6 Job Analysis & Job Design 2.7 Recruitment & Selection process

2.8 Orientation & Placement 2.9 Training & Development 2.10 Performance Appraisal 2.11 Employee & Executive Remuneration 2.12 Incentive Payments 2.13 Employee Benefits & Services 2.14 Employee Welfare 2.15 Safety & Health of Employees 2.16 Promotions, Transfers & Separations 2.17 Industrial Relations 2.17 (a) Motivation 2.17 (b) Participative Management 2.17 (c) Employee Communications 3 Findings 4 Suggestions 5 Conclusions 6 References

COMPANY PROFILE

1.1 Objectives of Visit To understand the process. To experience chemistry at work. To become aware of the role of different people in an organization. To become aware of career opportunities. To recognize the need for health and safety in the workplace. To provide a unique opportunity to gain an insight into a working environment related to a subject area.

To help develop communication skills and interpersonal skills in the context of work.

To help businesses promote their line of work.

1.2 Name of organization Name: Akshayapatra Foundation Unlimited food for education Office Address:
Ahmedabad The Akshaya Patra Foundation 703, Shapath-I, Opp. Rajpath Club, S. G. Road, Ahmedabad, Gujarat Telefax: 91-79-6605 8600/11 Mobile : 9898031919 E-mail: binali.s@akshayapatra.org

Kitchen Address:
Gandhinagar The Akshaya Patra Foundation, B/152-53, Sector 25 GIDC, Gandhinagar 382025, Phone: 079- 23287304/ 64511105

Website: www.akshayapatra.org

1.3 Business philosophy Elimination of hunger Universalisation of primary education. We will spare no effort to free our fellow men, women and children from the abject and dehumanizing conditions of extreme poverty...

Akshayapatra foundation is a non government organization working for the noble cause of providing the food to the children so that they get healthy body and mind and they do not remain deprived of the education. Such high valued philosophies are the base for executing such a noble cause.

1.4 Mission & Vision Statement No child in India shall be deprived of education because of hunger" -Akshaya Patra's vision Akshayapatras mission is to reach out to 5 million children by 2020. Close to 13.5 million underprivileged children in India are out of school and into child labour in order to earn a single meal in a day. (Source: www.worldbank.org.in) The surest way to break out the cycle of poverty is through education. Education can significantly improve the quality of life of a family for generations to come. When the basic needs of a child, such as food are not met, education often becomes the last priority. They are helping underprivileged children by providing them with a healthy, balanced meal that they would otherwise have to work for. The meal is an incentive for them to continue their education. It helps reduce the dropout rate to an enormous extent and increases classroom attendance.

1.5 Special Achievements

Akshayapatra foundation has achieved numerous awards and has received much recognition in the world because of its numerous noble efforts. The Akshaya Patra foundation has been recognized for its good work by organizations and personalities all over the world. CSO Partners Annual Reporting Award 2011 (runnerup) Indian Express Innovation Award ICAI Gold shield award for excellence in financial reporting President Barack Obama's letter of Appreciation In a letter, Akshaya Patra was heralded by President Barack Obama as an imaginative approach that has the potential to serve as a model for other countries. Place in the LIMCA book of World Records Akshaya Patra has been recognized by the Limca Book of Records and was the winner of the 2008 CNBC-TV India Business Leader of the Year Award

1.6 Brief History of Organization

Birth of The Akshaya Patra Foundation The history of Akshayapatra Foundation starts with a story of compassion. Looking out of a window one day in Mayapur, a village near Calcutta, His Divine Grace A.C Bhaktivedanta Swami Prabhupada saw a group of children fighting with street dogs over scraps of food. From this simple, yet heart breaking incident, came the determination that: No one within a ten mile radius of their center should go hungry. It is his inspiration which helped them to create The Akshaya Patra Foundation as it is today. They began this initiative with the vision that No child in India shall be deprived of education because of hunger. In June 2000, they started their mid-day meal program in Bangalore by feeding 1500 children in 5 schools. At that time there was no State run school meal program in Karnataka. Within a few short weeks they had received hundreds of requests from teachers who expressed the dire need of such a scheme.

This over whelming response was the impetus for the growth of The Akshaya Patra Foundation. In November 28, 2001 the Supreme Court of India passed an order which mandated that: "Cooked midday meal is to be provided in all the government and government-aided primary schools in all the states." Akshaya Patra was called in to give testimonies to the Supreme Court in order to implement the mandate.In such a way, Akshayapatra came into being.

1.7 Financial Information

Particulars Cost of Food Distribution Expenses Administration Expenses

South India 4.84 1.72 0.76 0.33 7.65 3.49

North India 4.64 1.72 0.81 0.39 7.56 3.44

All India 4.74 1.71 0.78 0.36 7.58 3.33

Publicity and Promotion Exp. Cost Per Meal - Subsidy Recd from Govt Cash cost borne by Akshaya Patra Foundation

4.16

4.12

4.26

Source of income is donations, grants and subsidies recd. from the govt., cultural events and other sources and the expenses are of food, distribution, promotion, administration and other program expenses. They comply with the International Financial Reporting Standards (IFRS) and, to a large extent, with the Indian Accounting Standards issued by the Institute of Chartered accountants of India. They also apply the latest principles of Fair value accounting and recognize all in kind donations. Akshaya Patra is audited by KPMG.

1.8 Existing Management group (Board of Directors, Managing

Board of trustees:
Board of Trustees:

Madhu Pandit Dasa Chairman The Akshaya Patra Foundation Chanchalapathi Dasa Vice Chairman The Akshaya Patra Foundation Chitranga Chaitanya Dasa Program Director The Akshaya Patra Foundation T.V. Mohandas Pai Chairman, Manipal Universal Learning Abhay Jain Board Member, Head Group Corporate Affairs, Manipal Education & Medical Group Ramdas Kamath Senior Vice President, Administration, Commercial Facilities, Infrastructure and Security, Infosys Limited V. Balakrishnan

Member of the Board and Chief Financial Officer Infosys Limited Raj Kondur Director ASCENT CAPITAL

Human Resource Management

2.1 Details of workers, Levels of workers, organizational chart of the overall organization.

Akshayapatra is a non-profitable organization working for feeding the children. The food production in the foundation is done in two shifts for timely, hygienic food preparation. Almost 300 workers work in the Gandhinagar based kitchens of Akshayapatra foundation. Salaries given to them are sufficient enough to satisfy their basic needs.

Organisational chart Board of Trustees

Board of Advisors

Director

Managers (Finance, Human Resource, Production and Distribution)

Workers

2.2 Scope of Human Resource activities conducted by the Organization

Human resources are recruited by the foundation in order to fulfill the noble cause of feeding the children. Workers are hired by the foundation to manage the cooking of food. Akshayapatra has centralized kitchen in Gandhinagar where the workers prepare food by handling the machines. Their scope of activity is production of food, cleaning the food preparatory area, cleaning the food preparatory machine and vessels, looking after the food inventory and keeping the area clean and hygienic. Human resource manager carries out the function of handling the entire human resources hired by the organization and production manager looks after the entire food making process and handling the production and distribution related issues.

2.3 HRM Environment

Environment for human resources in Akshayapatra is very pleasant and harmonized. Also the working environment is totally safe because of precautionary measures utilized by the organization. Conflicts between the workers have never been experienced due to smooth and sound operating efficiency. Also for the safety of the workers they have to follow certain guidelines. Most importantly hygiene conditions are strictly followed and such a free and sound environment is developed in the organization that all the workers, managers and other staff members focus on their own jobs and follow the rules and regulations of the organization and maintain peace and harmony in the organization which are extremely necessary for the proper administration of an organization.

2.4 Organization of HR Department

The head of the human resource department is the Human Resource Manager namely; Mr. Siddharth Solanki manages the entire force of human resources recruited in the organization and also handles the entire process of recruitment, selection, training and all other human resource related topics. Under the HR Manager comes the Assistant Manager who supports him in his work of handling the human resources and all. Under the Assistant Manager comes all the workers employed by the organization.

2.5 Human Resource Planning

Human Resource Planning (HRP) also termed as Manpower Planning defined as Process of evaluating as to how an organization should move from the current human resource position to its desired position. It is a process by which an organization ensures that: it has the right number right kinds of people. at the right place. at the right time. For performing the right tasks ensuring its overall strategic objectives should be achieved. Human Resource Planning is the process of forecasting a firms future demand for and supply of, right type of people in the right number. Objectives of Human Resources Planning (HRP)

Assessing manpower needs in future and creating plans for recruitment and selection. Assessing skills to be required in future. Define training and development needs for the organization. Provisioning surplus or shortage of staff. Control wages and salary costs. Specifying optimum use of human resources for the organization.

 Guiding the organization to cope with the technological development and modernization. Secure higher labor productivity. Ensuring career planning of every employer of the organization and making successful programmes. Akshayapatra uses the HRP process in order to fulfill the above mentioned objectives.

2.6 Job Analysis & Job Design

Job Analysis: Manpower planning is concerned with determination of quantitative and qualitative requirements of manpower for the organization. Expatiate knowledge of the nature and requirements of jobs are necessary for determining the kind of personnel required to be filled. Such knowledge can be obtained through the process of job analysis. Job analysis is a detailed and systematic study of jobs to know the nature and characteristics of the people to be employed on various jobs. Hence, the main objective of job analysis is to collect and analyze the data related to the job.

Job Design: Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design, organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenge

and responsibility of one's work. Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise.

In Akshayapatra first of all job analysis is done to know type of people to be recruited for the respective jobs and job design process is also done to avoid monotonous routine. Shifts are organized so that worker does not get bored.

2.7 Recruitment & Selection process Recruitment: Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among them the right people can be selected. Though theoretically recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job

RECRUITMENT PROCESS Recruitment Planning Number of contacts Types of contacts Recruitment Strategy Development Make or Buy Employees Technological Sophistication Where to look How to look Internal Recruitment (Source 1) Present employees Employee referrals Transfers & Promotions Former Employees Previous Applicants Evaluation of Internal Recruitment External Recruitment (Source 2) Professionals or Trade Associations Advertisements

Employment Exchanges Campus Recruitment Walk-ins Interviews Consultants Contractors Displaced Persons Radio & Television Acquisitions & Mergers Competitors Evaluation of External Recruitment Searching Source activation Selling Screening of Applications Evaluation and Cost Control Salary Cost Management & Professional Time spent Advertisement Cost Producing Supporting literature Recruitment Overheads and Expenses Cost of Overtime and Outsourcing Consultants fees Evaluation of Recruitment Process Return rate of applications sent out Suitable Candidates for selection Retention and Performance of selected candidates Recruitment Cost Time lapsed data Image projection

Selection

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Selection process: Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Akshayapatra involves itself in attracting the masses to work in it through online processes. This shows that it majorly handles this process through internet facilities. People interested than go through the above mentioned selection process.

2.8 Orientation & Placement

Once the candidates are selected for the required job, they have to be fitted as per the qualifications. Placement is said to be the process of fitting the selected person at the right job or place, i.e. fitting square pegs in square holes and round pegs in round holes. Once he is fitted into the job, he is given the activities he has to perform and also told about his duties. The freshly appointed candidates are then given orientation in order to familiarize and introduce the company to him. Generally the information given during the orientation programme includes

Employees layout Type of organizational structure Departmental goals Organizational layout General rules and regulations Standing Orders Grievance system or procedure

2.10 Performance Appraisal

Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does. Akshayapatra foundation is engaged in providing food to the children going to municipality schools and also certain hospitals. So, according to me, performance appraisal holds less importance in the organization as the workers are majorly involved in preparing the food through machines. But it may be majorly used at higher level by whom the entire foundation is being managed and financial requirements are being handled.

2.11 Employee & Executive Remuneration 2.12 Incentive Payments 2.13 Employee Benefits & Services 2.14 Employee Welfare

Employee & Executive Remuneration: Remuneration is the compensation an employee which he receives in return for his or her contribution to the organization. Employee Remuneration occupies an important place in the life of an employee. The HR specialist has a difficult task of fixing wages and wage differentials acceptable to employees and their leaders. Since employee remuneration is such an important subject, considerable space is devoted in books and periodicals for detailed discussion of wage-related and salary-related problems. Incentive Payments: Incentive pay, also known as "pay for performance" is generally given for specific performance results rather than simply for time worked. While incentives are not the answer to all personnel challenges, they can do much to increase worker performance Employee Benefits & Services: Employee benefits, sometimes called fringe benefits, are indirect forms of compensation provided to employees as part of an employment relationship. To

compete for quality employees in today's marketplace, employers must do more than offer a fair day's pay. Employee Welfare: Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Any information regarding the remuneration, benefits, welfare have not been provided.

2.15 Safety & Health of Employees

"Occupational health should aim at: the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job". Occupational safety and health is a cross-disciplinary area concerned with protecting the safety, health and welfare of people engaged in work or employment. The goal of all occupational safety and health programs is to foster a safe work environment. For the safety of the workers strict rules and regulations are followed and such a working environment is created which is armed with the tools and instruments that are useful during any emergencies. Full care is taken that no accidents occur and acute precautions are taken for the health and safety of the employees.

2.16 Promotions, Transfers & Separations

Promotions: Change from one position to another position with a higher maximum salary, without a transfer. Change in the duties of a position sufficient to warrant reclassification to a position with a higher maximum salary shall also be a promotion. A promotion does not include Periodic pay increase or Pay adjustment.

Transfers: Change in the departments, divisions or work units of the same organization, without any change in the designation, responsibilities, pay or status is said to be transfer.

Separations: When the employee gets separated from the employer because of any sort of reason is separation i.e the term of service of an employee gets over with the respective employer.

2.17 Industrial Relations

Industrial relations are the relationships between employees and employers within the organizational settings. The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union. Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. Pleasant and much harmonized relationship exists between the employers and employees. This helps in having great efficiency in achieving the noble target of feeding the children going to the schools and hospital patients.

2.17 (a) Motivation

According to Gareth R. Jones and Jennifer M. George's book, "Contemporary Management," motivation is defined as "psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort and a person's level of persistence." Importance of motivation: Motivated employees look for better ways to do a job. Motivated employees care about their customers Motivated employees take pride in their work. Motivated workers are more productive.

2.17 (b) Participative Management

Participative management addresses the relationship between the organization and its workers and stakeholders. It addresses fundamental issues of governance within organizations and the role of employees and external stakeholders in all levels of organizational decision making. In addition to philosophical issues of governance and the appropriate relationship between workers and their employers, the

literature on participative management can help managers dealing with the fundamental challenges facing public science managers in todays dynamic and competitive environment: maintaining high levels of effectiveness, productivity, innovativeness, and worker motivation in an increasingly dynamic, competitive environment. Participative management is recognized as particularly pertinent to organizations dealing with complex, knowledge-based problems. 2.17 (c) Employee Communications

Employee/organizational communications refer to communications and interactions among employees or members of an organization. Communication between managers and employees is an important issue in any organization. Employees want guidelines from their supervisors, and the management wants input from the entire team. Most companies have little trouble communicating downward, but getting information to flow upward is more of a challenge. When employees stay quiet about what they need, the negative results can include missed opportunities, delayed projects, and failed initiatives. So, internal communication is very important.

Findings

Innovation in Delivery: Kitchens are specially designed to meet the scale and quality requirements. They use technology to cook more food in less time. When we visited the kitchen, it was no less than a highly advanced factory with machines for everything including grain cleaning, cutting the vegetables, preparing the chapatti (breads), boiling the rice and loading the containers. These machines cook food that meets the defined nutrition requirements and taste. Many of these machines are indigenously modified to meet their unique requirement. Focus on Quality: We could see some well defined checklists. On further inquiry, we found that their kitchen was ISO 22000 (Food Safety) Certified. They collect some key metrics including cost per meal and constantly look for ways to optimize it. They have built their own standard for supply chain right from procuring raw material to delivery of these meals in schools across. Hygienic conditions: It is really amazing that the entire premises where the food is prepared is frequently cleaned and the utensils and machines are kept clean. Also workers wear gloves and caps on head and legs to prevent any sort of impurity.

Suggestions

At the time of giving suggestions I really dont know what I should suggest to such a great and noble nonprofitable organization. But I would surely like to say that such an organization should extend its hand to more hospitals and schools. And I personally feel that Akshayapatra should distribute the food in certain rural areas that severely lack nutritional food facilities whether once in a week or thrice a day or whatever is according to their convenience and under their capacity. Also, it should have its centers not only in US and UK but also in economically backward and less developed countries of the world as it is a great cause of feeding the children. Unless and until I visited the organization, I was not aware about it. So I feel that more awareness regarding their practice should be spreaded so enough support, in financial and management terms is obtained.

Conclusions

At the end, after complete analysis and thorough study of the Akshayapatra foundation that engages itself in feeding the children of municipality schools as a part of Mid-day Meal Scheme, I conclude that the foundation justifies its title Akshayapatra that means Inexhaustible vessel which was given to Yudhisthira by Sun god that would give unlimited food everyday till Draupadi finished eating. Noble practice of Akshayapatra of feeding the children so that they dont remain deprived of education serves as an inexhaustible vessel to these children. They provide purely hygienic, nutritious, healthy and tasty food on exact time at regular basis to the municipality schools for children. Really great!

References

1) 2) 3) 4)

www.akshayapatra.org Akhsaya Patra Foundation-Wikipedia timesofindia.indiatimes.com Google