PROJECT REPORT

ON

INDUCTON TRAINING
AT
VADILAL ENTERPRISES LTD, AHMEDABAD.

SUBMITTED TO: SUBMITTED BY:

Mr. Kiran Patel Ms.Chandani patel.
Executive – Human Resource MBA II.
Vadilal enterprises ltd, Dalia institute.(kanera)
Ahmedabad, (Gujarat) Ahmedabad, (Gujarat)

DALIA INSTITUTE OF MANAGEMENT STUDIES,

GUJARAT TECHNOLOGICAL UNIVERSITY.

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 PREFACE

We learn Management is “Manage + Men + T (Time, Task, etc.)”. We all agree

with this statement & wish to include that successful management of complex
organization, sophisticated technology and skilled personnel can’t be possible
through intuition of trial and error.

One can’t swim only by reading a book on swimming. It must require a “practice”.
Practice makes man perfect. Theory makes him thoughtful. So theoretical
knowledge is only a half way in study network. If theoretical knowledge aspects are
planned in a better way give faithful results, so theoretical knowledge should be
supplemented by practical experience.

During my research I interact with people who are highly

experienced and experts of their own fields. I have visited
places where they are working and give me opportunities to
share my knowledge of classroom and telling their work style,
to make me understand the difference.

I hope this this training will be found useful to all concern. We

belive that there is no end & learning process changes from
time to time.

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 ACKNOWLEDGEMENT
“Experience enables you to recognize a mistake when make it
again”

As the proverb rightly states, we learn lessons of life through experience. We spend
a major part of our life learning theory either at school or at collage. Only theory
does not help. We must also know how to apply these theoretical concepts in real
situations. These applications are learnt only through practical experience.

A MBA in HR course provides us opportunity to apply the theoretical concepts in

real life situations through practical experiences. I have undertaken my training at
Vadilal and learned to apply concepts in real life situations.

I am extremely grateful to Mr. Devanshu Gandhi, Managing Director of Vadilal

Enterprises,Who give me permison to undergo for this progect.

A special thanks to Mr. Kamlesh champanery, Head of the Purchase Ddepartment,

Vadilal, who rendered his valuable co – operation.

I would also like to thank Mr. Kiran Patel, Assistat manager HR. Organisation
Diagnosis & Human Resource Management System, for their continuous support
and help they provided throughout the project.

I also thank ful to GUJARAT TECHNOLOGICAL UNIVERSITY who gives me

chance for doing this training.

A word of thanks also goes to my college principal Mr. Desai & Ms. Khyati Patel,
our project guidance, without whose support and guidance, I would not have been
able to complete my projec

I would also like to acknowledge all those who have directly or indirectly helped me
in completing this project.

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 Synopsys
Proposal for Organizational Diagnosis exercise and Human Resource Management
System Study for Vadilal Enterprises Ltd.

Background

As per the discussion with Mr.Kiran Patel (HR Executive), I want to do

Organizational Diagnosis and study human resource sub system, work culture as a
part of final project assignment for partial fulfillment of MBA Programme. I seek
support from Vadilal Enterprise Limited for making research report.

Company Overview

Vadilal group had its humble beginning, more than 80 years ago, when its founder,
Late Shri Vadilal Gandhi started manufacturing Ice cream with a hand cranked
machine.

Head Quartered in Gujarat, the most industrialized State in India, the Group had a
turnover (1998-99) exceeding Rs. 200 Crores. Major companies of the Group are
listed in several Stock Exchange of India. The Group has a larger investor base and
it brand name “Vadilal” commands an excellent equity

Scope of the assignment

Following has been identified as the scope of the proposed assignment, based on
discussions with the HR Manager, Ahmedabad.

a) Organization Diagnosis – to determine the existing state of the organization.

b) Work culture exploration and identifying the attitudes, values and beliefs.
c) Study organization structure of the organization.
d) Study Induction policy & procedure

Proposed Methodology

The assignment will involve extensive interactions with different groups of people,
Starting from top management to lowest in the hierarchy and other People.

To:

Mr. Kiran Patel

HR Executive

Vadilal Enterprises Limited

Ahmedabad

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COMPANY
PROFILE

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 COMPANY GENERAL
INFORMATION

• NAME: Vadilal Enterprise Limited.

• SIZE OF UNIT: Large-scale Unit

• ESTABLISHMENT YEAR: 1926

• MARKET SHARE IN GUJARAT: 60%

• CHAIRMAN:
• Ragendra R Gandhi

• VICE-CHAIRMAN & MANAGING DIRECTOR:

• Virendra R. Gandhi

• MANAGING DIRECTORS:

• Rajesh R. Gandhi
• Devanshu L. Gandhi

• DIRECTORS:

• C.M. Maniar
• Kshitish M. Shah
• Rohit J. Patel

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• COMPANY SECRETARY:

• Nikhil Patel

• AUDITORS:

• M/s. Kantilal Patel & Co.

• Chartered Accountants, Ahmedabad
(A member Firm of Polaris International, USA)

• BANKERS:

• Bank of Baroda
• State Bank of India
• State Bank of Travancore
• South Indian Bank Ltd.
• Export Import Bank of India (Exim Bank)

• REGISTERED OFFICE & SHARE DEPARTMENT:

Vadilal House,
Shrimali Society,
Nr. Navrangpura Rly. Crossing,
Navrangpura, Ahmedabad – 380 009
• Phone: 079 – 26564019 to 24, Fax: 079 – 26564027

• REGISTRAR & SHARE TRANSFER AGENT:

(For Physical & Demat)

MCS Limited,
101, Shatdal Complex,
1st Floor, Opp. Bata Show Room,
Ashram Road,
Ahmedabad – 380 009.
Phone: 079 – 26582878, 26584027, Fax: 079 – 26581296

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• FACTORIES:

• Ice-cream Division:

• Village Pundhra, Tal. Mansa, Dist. Gandhinagar (Gujarat)

• Parsakhera Industrial Area, Bareilly (Uttar Pradesh)
• Dudheshwar Road, Ahmedabad (Gujarat)

• Processed Foods Division:

• Dharampur, Dist. Valsad (Gujarat)

• Forex Division:

• Vadilal House, Navrangpura, Ahmedabad

• Web:

www.vadilalmarkets.com
www.vadilalgroup.com

CORPORATE PROFILE

Today, the name Vadilal conjures images of lip-smacking ice cream in a whole
gamut of flavours. Vadilal spells quality, availability, variety and state-of-the-art

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machinery and equipment. It has, however, been a long journey for the group,
which traces its origins way back to 1907, when a certain unassuming gentleman, by
the name of Vadilal Gandhi, the great-grand father of Virendra R Gandhi, Rajesh
R Gandhi and Devanshu L Gandhi, started a soda fountain. He passed on the
business to his son, Ranchod Lal, who ran a one-man show, and, with a hand
cranked machine, started a small retail outlet in 1926. Eventually, Ranchod Lal's
sons, Ramchandra and Lakshman, inherited the business and they were
instrumental in giving a new direction to the company. The duo imparted a new
vision to the venture and infused a spirit of calculated risk-taking into the
company. As a result, by the 1970s, the Vadilal Company had already evolved into
a modern corporate entity.

"In 1972-73, the company had 8-10 outlets in Ahmedabad. Gradually, we

moved from the city to other parts of Gujarat. By 1985, the company moved
towards neighbouring states like Rajasthan and Madhya Pradesh. But the
expansion was undertaken very methodically and we spent five to six years in
spreading our business and then consolidating it" says Shri Ramchandrabhai
Gandhi (Chairman).

1.3 VISION/MISSION

“To become an Indian MNC in frozen foods”.

“To provide products and services at an affordable price without compromising the
quality,”

- Shri Ramchandrabhai Gandhi.

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 ABOUT VADILAL GROUP

Vadilal group had its humble beginning, more than 80 years ago, when its founder,
Late Shri Vadilal Gandhi started manufacturing Ice cream with a hand cranked
machine.
Today it is a diversified Business Group with major interests in Ice Creams,
Food Processing, Real Estate Development and Specialty Gases.
Head Quartered in Gujarat, the most industrialized State in India, the
Group had a turnover (1998-99) exceeding Rs. 200 Crores. Major companies of the
Group are listed in several Stock Exchange of India. The Group has a larger
investor base and it brand name “Vadilal” commands an excellent equity.

The "Vadilal" philosophy of providing its customers with quality products

and services at affordable prices has resulted in the brand being a household name

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in India. Vadilal group has plans to set up a new ultra modern and highly
sophisticated ice cream manufacturing plant in the state of West Bengal. The plant
would have a small unit for food processing. The plant would have a capacity of
50,000 liters/day and will be located about at Sakhalin Industrial Estate, Howrah 15
kms. From Kolkatta. In 1982 the Company was incorporated in the name of Vadilal
Oxygen Pvt. Ltd., on 28th April to carry on the business of purification and refilling
of Oxygen Gas and selling the same.

Vadilal group is divided in to two parts:

Vadilal Industries Ltd.:
Vadilal Enterprise Ltd:

There are four big plants of VADILAL INDUSTRIES LTD.

(1) Dhudheswer (Ahmedabad)
(2) Pundhara
(3) Barely (U.P) (These plants were establish for ice cream division)
(4) Dharmpur (Valsad) was established for process food division.

The Vadilal Industries Ltd. is also for two-export department. The industry exports
the process food. Vadilal Industries Ltd is also very famous for their Ice Cream all
over India. Vadilal also develops the chemical, gas and manufacturing activity also.
Vadilal Industries Ltd. have achieved 25% market share of all over Indian Ice
cream.
There are four divisions in Vadilal Industries Ltd:
(1) Ice Cream division.
(2) Process food division.
(3) Chemical division.
(4) Construction division.

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1.6 VADILAL ENTERPRISE LTD
An excellent product would be of little use if it didn't have somebody to maintain
that excellence and give it to the world. That is how Vadilal Enterprises - the
marketing arm of Vadilal Industries came into existence.
Today Vadilal have a dynamic sales force of over 150 sales & marketing
professionals. The company has effected changes in its organizational structure and
training inputs from time to time, in order to infuse a competitive spirit amongst
peers and build a consolidated force of live-wire professionals. Target achievement
is monitored through an elaborate Management Information System, across the
rank and file. Vadilal has stood the challenge of time and held its own in the
country, even in the presence of global giants.

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VADILAL GROUP OF COMPANIES

(1) Vadilal Ice Cream

(2) Vadilal Real estate

(3) Vadilal Chemicals

(4) Vadilal Forex

(5) Vadilal Construction

(1) ICE-CREAM DIVISION ISO 9002:

Vadilal Ice Cream division has

always been a hot favorite with the
people both inside and outside the
organization. In India, the name
Vadilal is synonymous with Ice
Cream.

Vadilal is the first organization

sector that is making Ice Cream. A

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Vadilal industry is very popular for their Ice Cream. The name of Vadilal has
connected with different types of Ice Cream and their flavour. Vadilal offers the
widest range of Ice Cream flavours and frozen desert above 200 in the category in
packs including cups, party pack family bricks, cones and candies. The Ice-cream
Division now has a production capacity of 60,000 litters per day at three
sophisticated manufacturing facilities in the country. The geographical locations of
these facilities are such that they are in consonance with the market expansion
strategies of the Division.

(2) PROCESSED FOODS DIVISION ISO 9002:

Vadilal industries limited entered the

horticulture processing industry in
may.1991. In a processed food division
they produce many of vegetable frozen
and 8 types of fruit frozen. The food is
processed using IOF (individually
quality frozen) technique. 30%-
processed foods are exported in other
countries like Australia, Malaysia, USA, Europe, UAE, Kuwait, Africa, Taiwan,
Saudi Arabia, Singapore, Hong Kong, Japan, and U.S.A, Canada etc.

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(3) CHEMICAL DIVISION:

Vadilal Chemicals Ltd. is a multilocational, multiproduct

company of the Group. Since 1970 the company is engaged
in manufacturing of Industrial and specialty gases,
petroleum products are Nitrogen, VCL Argon, VCL
Hydrogen, VCL Helium, Anhydrous Ammonia, and
Liquor Ammonia Liquid Argon.

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(4) FOREX DIVISION:
Forex is a dynamic division of
Vadilal Group since 1996.

Caters complete Forex advisory

services to Groups, in areas of RBI
directives, FEMA Regulations etc.

BULLION Informative service of

Gold, Silver, and Precious metals
on International trading, quotes,
rates, forwards, futures, etc.
LME-METAL Informative service of most base metal quotes at LME, COMEX,
NYMEX, Shanghai, markets, and complete guide and informative service on
forward, futures and relative data. Highly professional & experienced personals
keep an constant watch on the market trend & update www.vadilalmarkets.com.

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(5) CONSTRUCTION DIVISION:
Vadilal, a name to reckon with in Ice
Creams has always been at the
forefront of innovation. Vadilal
forayed in construction business in
1994. With the ever-increasing rapid
growth of commercial sector, the
persistent need for real estate is now
getting more urgent. In spite of the
various complexes coming up all
across the city, there is a lot left to be desired, in terms of architecture, design and
other details. This is the prime reason behind Vadilal’s foray into real estate and
construction. Company constructs the houses for selling purpose, for construction
purpose organization has big plant in Thaltej near Ahmedabad.
(Ahmedabad is a large commercial hub in Western India, Second to only Mumbai)

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 COMPANY ACHIEVEMENT
On November, 10 2001 Vadilal Industries Ltd made a record by making the largest
ice cream sundae. The ice cream was made using 4950 liters of ice cream, 125 kgs
dry fruits, 255 kgs of fresh fruits and 39 liters of sauces. The length of the sundae
was 20 feet and height of 9 feet.

• The Bareilly plant has been awarded the coveted ISO 9002 Accreditation
and HACCP certification.

• Vadilal Ice Cream has achieved 30% market share among Indian Ice Cream
Industry and 60% market share in Gujarat.

• They have been awarded the ISO 9002 Certification for quality systems, by
M/s Underwriters Laboratories Inc., USA.

• Vadilal was also awarded the certificate of merit for excellent export
performance by APEDA (Agricultural and Processed Foods Export
Development Authority)

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• Theirs is one of the largest marketing networks for industrial gases in
Western India.

• It has larges cold chain network in India

- 25 Stock points all across the country
- 450 distributors in different cities
- Ice Cream sold through 20000 retail outlets

‘Export House’ status by Govt. of India since 1994.

MARKET POSITION OF VADILAL

The Ice Cream Industry in India today has a turnover of Rs. 15 billion (US$330
million). A quarter of this comes from the house of Vadilal alone. But that’s no
surprise, considering that they have the largest range of Ice Creams in the
country – 120 - plus flavors, in a variety of more than 250 packs and forms. The
range includes cones, candies, bars, ice-lollies, small cups, big cups, family
packs, and economy packs. Something for all tastes, preferences and brands.
Vadilal has a supply chain of about 23 C&FA, more than 500
Distributors and over 40,000 Retailers Ice Cream is widely accessible in most
parts of India
To make it convenient for the consumers to relish complete range under
one roof, they have set up a chain of Happiness Parlors ‘Ice Cream Boutiques’
so to say. Presently Vadilal has about 88 Parlors across the country that ensures
amazing ice cream preparations for its consumers. Number of people visits these
parlors daily because they know that Vadilal products contain the purest and
creamiest milk, and the freshest and tastiest fruits and nuts.
The company is exporting nearly 60 products in USA, Canada, UK,
Kuwait, UAE, Singapore and New Zealand. The company has also started
selling processed food products in domestic market.

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 Among the products, one is Chocobar and King Cone – all time
favorites which have today attained the generic status. Another one is Kulfi –
traditional Indian milk sweet. Some of their products are a combination with
confectioneries.
Since their products are highly perishable, quick transport and proper
storage are of paramount importance. Hence the refrigeration equipment and
deep freezes are imported from companies, which are

world leaders in their respective fields. To ensure sufficient, timely and

constant ice cream supply, they have a Cold Chain Network comprising three
manufacturing plants (totaling a production capacity of 1.25 lakh liter per day),
about 23 C & FA, more than 500 Distributors and over 40000 Retailers.

PRODUCTS
“It is a process by which the produced from raw material to finished product.”

Production in any organization without production department no needs to finance

marketing and personnel department. If the company’s product is good and its quality is
better, then people buy its product and that leads to increase in the sales of the company.

Now, a day we, see a tuff competition in the market. Everyday new technology is to
be introduced. So it is beneficial to every to every company for concentrating on their
product quality because if quality id good and by using the product customers are satisfied
they will definitely buy.

In VADILAL INDUSTRIES LTD. they have completely concentrated on quality of

the product so company has its own R&D department to increase the product quality.

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TYPES OF PRODUCTS
NOVELTIES OF PRODUCTS
BIG CUPS

• Vanilla
• Ripe Strawberry
• 2 – in –1
• Chocolate Chips
• Tuti Fruity
• Real Mango
• Rainbow
• Fruit Bonanza
• Kaju Draksh
• Butter Scootch
• Kewra
• Jafrani Badam Pista
• Fun 2000
• Rajbhog (Ice Mithai)

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 SMALL CUPS

• Vanilla
• Ripe Strawberry

FAMILY PACKS

PLAIN FAVOURTIES

• Vanilla
• Ripe Strawberry
• 2-in-1

CHOCOLATE ECSTASIES

• Chocolate Chips

FRUIT FANTASIES

• Real Mango
• Fresh Strawberry

NUTTY DELIGHTS

• Kaju Draksh
• Butter Scotch
• Real Kesar Pista
• Jafrani Badam Pista

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 ICE MITHAI

• Rajbhog

FROZEN DESSERTS

• Snowy
• Yummy Kesar Pista
• Yummy Mango Munch

KING KONES

• Chocolate Drip
• Pineapple Delight
• Yummy Butter Scotch
• Chashmeshahi
• Prime Kesar Pista
• Almond Kulfi Cone

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 KULFIES

KULFI CORNER

• Kesar Pista Kulfis

• Chowpati Kulfi
• Kewra Kulfi
• Pista Kesar Roll Cut
• Kewra Roll Cut

DANDY CANDIES

• Mango Juicy
• Juicee Orange
• Kaju Candy
• Litchee Dolly
• Orange Dolly
• Raspberry Dolly
• Mango Dolly
• One-up Chocobar
• Nutty Chocobar
• Chocolate Chocobar
• Soft Spot (Chocolate)

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 FROZEN DESSERT

• Bargain
• Best Chocobar
• Mango Tango Dolly
• Fun Bhary Rasberry

VADILAL SPECIALS

• Heart Throb
• Mini Sandwich
• Sajan Sajani (Roll Cut)
• Quik Sundae
• Easy Sundae
• August - 15
• Cassatta Slice/ (Cut)
• Sajan Sajani (Roll)
• Vanilla Magic
• Strawberry Magic
• Mango Magic

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 INTRODUCTION
Human resource management is a management function that helps manager to
understand, develop and maintain required no of members for an organization. It is
a function to deal with people, by people and for people. An organization must have
set policies, definite procedures and well defined principle which contribute
towards the effectiveness, continuity and stability of the organization.

The personnel is an important function of management because, a good

personnel policy of an organization ensures availability and maintenance of
required types of candidate and also the removal of any dispute arising among the
management and employees.

By observing the personnel policy at Vadilal we can say that it has very
goods because the relations between the management and the employees are good
and the personnel department is able to obtain the personnel of the required
qualification.

Their Human Resource Department plays a major role in conducting

specialized training programmers, encouraging innovative ideas, inculcating
willingness to accept change and rewarding all this with an attractive incentive
package. They believe their people are the most valuable asset who has made
Vadilal what it is today; and it is they who will take us far beyond the horizon, in
the days to come...
Vadilal have 216 unskilled and others are skilled worker out of total 700 worker.

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 Organization Hierarchy
The Organization structure in the group is comparatively flat. There are not more
than three levels of reporting for the junior most employees in the staff cadre.
The employees are bifurcated into various categories (grades) based on their
qualification, experience, nature of association with the organization etc.

The employees are divided as follows : Senior Management, Middle Management,

Junior Management and Workers Category Names and
Corresponding Titles

MD: Managing Director

UC: President/ Vice President/ General Manager

M1: Dy. General Manager/ Sr. Manager

M2: Manager/ Regional Sales Manager

M3: Dy. Manager / Dy. Regional Sales Manager

M4: Asst. Manager/ Area Sales Manager

M5: Executives/ Sr. Executive

M6: Jr. Officer/Officer/Sr. Officer/Supervisor/Sr. Supervisor/Junior Sales

Exe.

M7: Assistant/ Jr. Supervisor / Sales Representatives

M8: Clerks/ Parlour Boy

Operators

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 Different Department
There are various departments in the organization, which perform different
functions. There are departments like Production, Engineering, Quality Assurance,
Marketing etc.

The list mentioned below only comprises of the departments where as an employee
you will have some interaction:

1. P & A Department: This is among the first point of contact for any
employee in the organization. The employee can contact this department for any
query related to his attendance, salary, leaves, confirmation, appraisal, exit
procedures, local traveling etc. The P & A dept. will be the coordinator between the
employee and all other departments.

2. HR Department: This department can be approached if your queries are

not solved by the P & A dept. but the queries need to be genuine.

3. Accounts Department: This department gives the employees the cash or

cheque for the various vouchers which the employee keeps for claiming the money
which he spends for Company’s work.

4. Insurance Department: In case of any accident or illness the employee

will be helped by this department.

5. Taxation Department: For all his Income Tax related queries for himself
the employee should contact this department in consultation with the P & A dept.

6. Library Department: This is the department where you can approach for
taking a book or any learning material.

7. Purchase Department: Usually the employee will be provided with

regular stationary in his own department itself but if he needs anything else then he
can fill the requisition slip in the inventory management system or ask someone
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from his department to do the same and take the HODs approval and get the
stationary from the purchase department.

8. MIS Department: For every expense the employee makes for the company
there has to be sufficient budget so that the employee can claim the expense later
on. The employee should first see in his own Vadilal ERP and if some changes need
to be done then he can approach the MIS department through his HOD.

9. System Department: This department will give every employee with an

individual login id for Vadilal ERP.

10. Catering Department: If any employee is approached by his friend /

relative for purchasing Ice-Cream, Processed Foods or any other services which we
offer then the employee should contact the Catering department or the relevant
business division. All employees should never miss a business lead opportunity.

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 H.R. PHILOSOPHY OF VADILAL
ENTERPRISES
We believe that investment in human capital is of utmost importance in order to
achieve and sustain growth.

Vadilal Group has a progressive and a dynamic Human Resource (HR)

philosophy. We understand that Human Resource Management is concerned with
integrating people into a work environment, motivating them to work together
effectively and providing them social, psychological and financial satisfaction – this
is what we exactly try to do.

We believe in transforming our human capital into a key source of

competitive advantage because we understand its value when tough competition is
ruling the market scenario. Our strong value system is driven by result orientation,
adaptability to change, humility and respect for subordinates and peers. We help
the employees to harmonize their personal growth strategy with the growth strategy
of the group.

We believe our people are our most valuable asset who has made Vadilal
what it is today; and it is they who will take us far beyond the horizon, in the days
to come. Our Human Resource Department plays a major role in conducting
specialized training programmers, encouraging innovative ideas, inculcating
willingness to accept change and rewarding all this with an attractive incentive
package. The building of which is control all the activities of Vadilal Industries Ltd
it handle of various departments in like HR department, research department,
management of system department etc.

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~ 31 ~
 The HR team at Vadilal Group believes that there is immense potential in
every individual and that every individual would always want to achieve the best
for himself and his family. The HR team also believes that success can never be
achieved by being self centric but can only be achieved by aligning one’s personal
goals with the Organizations Goals.

For aligning ones personal goals with the Organizations goals the individual may
do the following:

1. Always keep the Organization’s Goal and Values in mind.

2 Always have a goal for yourself and see that your goal is helping the organization
also in moving ahead

3. Perform ones individual task to ones fullest ability

4. Give ones full contribution to the team task

The HR team along with other related departments tries to give Va Delights the
conducive environment to work in, challenging Assignments to prove oneself,
differential remuneration to achieve end results and training and development
to perform better in your Current job and also prepare for higher positions.

Culture

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Organizational Culture is the easiest thing to comprehend and at the same time the
most difficult thing to define. This is because of the aura of mystique that surrounds
Organizational Culture.

The company’s constant endeavor is to create a performance driven work culture

with focus on employee satisfaction and retention.

Development:
Skilled Human Capital is critical for the growth of any organization. We believe in
adding value to s human capital through various HR practices that co-exist in
unison with each other. Performance reviews, training workshops are some of the
tools that aid in nurturing the human capital.

Quality:
Quality is an integral part of the company’s well-defined and dynamic HR policies
and practices. The entire processes, development, achievement, performance
evaluation and appraisals are driven by quality of output and result orientation.

Work-Life:
We believe in work life balance and hence we have flexible working hours at
Corporate Office. This keeps our employees happy and we are able to achieve
greater efficiency and effectiveness.

Open Door:
We have an open door management policy so that our employees are always free to
discuss the problems they face and the management can always extend a helping
hand to sort out

HR Department of Vadilal:
Group’s Vision, Mission, Values

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Vision:

This would be achieved by satisfying the all the stakeholders like many employees,
vendors, shareholders etc. This would be achieved by having World Class
quality standards, manufacturing practices, information systems and
competent employees.

MISSION:
“To provide quality products and services at an affordable price”.

VALUES :

1 Customer Focused: The group is focused in satisfying the customer needs and
is always working towards delighting and giving the customer new value
added services.

2 Performance Driven: The group gives opportunities to learn and grow with
the group. Team performance and individual performance both are given
equal importance.

3 Business Ethics: Highest standards of Business ethics should be maintained in

order to achieve our vision.

4 Team Work: Here team work means coming out of individual functionalities,
co-operating with all, bringing in zeal to perform well in all related to us and
opposing any wrong doing or underperformance.

5 Mutual Respect: The group believes in the concept of mutual respect which is
to be considered for all levels of employees, customers, shareholders etc.

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 Code of Conduct
The group believes that the image of any Organization perceived by employees and
outsiders is based on multiple factors and one of such factor is the interaction
between employees within the Organization and the interaction between
employees and outsiders. Few of the points mentioned below give guidelines
on how to maintain and improve this image.

Self Discipline:
The company believes in high standard of self discipline.

The company expects the employees to be punctual in following work related

deadlines.

Employees should use reasonable care and skill in the discharge of duties and
responsibilities and exercise of powers for the benefit and prosperity of the
Company. Not to carry on any personal business in the factory premises
during work hours.

Employees should comply with Laws, Rules and Regulations related to their work
and conduct.

To keep the work place neat and clean and properly organized. Smoking and
Tobaccos are strictly prohibited in the factory/office premises.

The safety of people in the Workplace is a primary concern of the Company. Safety
is every one’s responsibility.

Company policy prohibits sexual harassment and harassment based on medical

conditions, race, religious creed, color, national origin or ancestry, physical or
mental disability, etc.

Protection and Proper Use of Company’s Assets,thefts carelessness, and waste of

the Company’s assets and property have a direct impact on the Company’s
profitability. Company’s assets should be used properly and only for
legitimate business purposes.

Intellectual Property Policy:

All officers have an utmost obligation to themselves to identify and protect the
intellectual properties, trade secrets and other confidential information owned
by the Company and its clients or associates because it is critical to
Company’s success.

~ 35 ~
Dress Code:
Because each officer and employee is a representative of the Company in the eyes of
the public, each officers and employees must report to work properly
groomed and wearing appropriate clothing. The Dress code for Men is formal
Shirt & Trousers and shoes. For Women it is Saris & Salwar Kameez.
Employees can come in Business suits also.

~ 36 ~
 Recruitment

Recruitment is the process of seeking & attracting the right kind of people to apply
for a job in the organization.

Generally advertisement given into various newspapers for employment. When job
applicants come he/she would fill up company’s own Employment Form to
synchronize & arrange the data into one fixed format. There will be panel of three
interviewers’s who examined the ability & various aspects of his personality
according to the job profile.

There is an Interview Evaluation Form given to main member of panel to evaluate

& rank the applicant according to various parameters. If applicant is selected
salary & other formalities like joining date & other are noted down on this form.

Joining Formalities
Whenever the new employee joins the organization, he has to bring along all the
required documents; a list for this is already given to him along with offer
letter. He should get in touch with the P & A dept. and submit completed
forms or self attested photocopies of the selected documents.

List of forms or documents to be brought at time of joining:

1. Relieving letter from your last employer.

2. Salary certificate from your last employer.
3. Experience certificate from last employer and all past employers.
4. Medical fitness certificate and blood group from a MBBS Doctor.
5. Copies of all education testimonials (Starting form 10th standard)
6. School leaving certificate
7. Three Passport size Photographs
8. Completely filled PF nomination or PF transfer form.
9. Completely filled ESIC nomination form.(if your gross is less than Rs. 10000
pm then you have to fill this form).
10. Bank account opening form

Appointment letter will not be issued to the new employee unless all the above
documents are submitted to the P & A depts.

~ 37 ~
 List of activities after Joining

List of activities to be done by the employee after

joining:
Get a unique User Id for Vadilal System (our internal ERP). This will be provided
to the employee on the recommendation of the HOD.

Unique User id for “Vadilal System”, the password for this should not be shared to
anyone. This is for your own safety.

Get an official Email ID, if your HOD feels the need for it.

Fill an Employment details form for the company’s records.

Confirmation
The initial confirmation meeting should be within 15 days of completion of three
months from the date of joining. In this meeting the performance feedback
should be given to the employee and after six months he should be confirmed.
You are not confirmed until you are informed in writing about this.

Recruitment

Recruitment is the process of seeking & attracting the right kind of people to apply
for a job in the organization.

Generally advertisement given into various newspapers for employment. When job
applicants come he/she would fill up company’s own Employment Form to
synchronize & arrange the data into one fixed format. There will be panel of three
interviewers’s who examined the ability & various aspects of his personality
according to the job profile.

There is an Interview Evaluation Form given to main member of panel to evaluate

& rank the applicant according to various parameters. If applicant is selected
salary & other formalities like joining date & other are noted down on this form.

~ 38 ~
 REMUNERATION
Work Schedule :
We are present a various locations and the work schedule is different for different
locations. The work schedule is based on the needs of the location and the rules
governing that particular location.

The work schedule at the corporate office is from 9.15 am to 6.30 pm and the lunch
break is from 1.00 to 1.30 pm. The Corporate Office has holidays on 2nd and 4th
Saturdays of the month.

The work schedule at the Manufacturing Facilities is based on shifts and its details
are available with Local P & A depts.

Employee Number :

Every employee shall be given a Employee Number. The employee should

remember this and should always mention this in any communication with P & A
and HR dept.

Attendance:

Every employee is informed how his attendance is to be maintained in the company.

Every Employee is given a punching card. The employee should punch this card
whenever he enters or leaves the premises of his work place. If the employee has
Vadilal User ID then he can see his attendance and submit the relevant reports to
the P & A dept.

Gate Pass:

If during duty hours, you are going outside for official/personal work, you are
required to obtain Gate Pass from your HOD which is to be handed over at the
main gate before leaving the premises.

Paid Holidays:

The list of paid holidays is circulated to all in the month of December every year.
Notices specifying the days observed by the companies as Holidays and Pay days
are posted on the notice boards.

~ 39 ~
Leave & Absence:

Your leave eligibility would be governed the rules and regulations governing the
different companies. An informative table below mentions the different eligibility
for the leaves.

In case of emergency or if you are sick and unable to come to work, then please
make sure that you inform your HOD about it. In normal circumstances the leaves
should be preplanned. All your leave applications in the prescribed form should be
submitted to P & A dept. in time. Prescribed forms are available with P & A Office.
It is the employee’s responsibility to clear his attendance regularly and not wait till
the final day of salary calculation.

Reimbursements:

The reimbursements are given through separate modes of payment.

Medical Reimbursement :

For claiming this medical reimbursement under tax rebate clause you will have to
produce medical bills. These medical bills can be of any expense incurred for
medical treatment and is to be submitted with a forwarding application.

Leave Travel Assistance (LTA)/Leave Travel Concession (LTC)

LTA/LTC is part of the salary package. The difference between LTA/LTC is that
LTC can be used for claiming benefits under Income Tax act.

LTA/LTC is not given to employees whose salary is below Rs.100000 per annum.
LTA/ LTC is given as per the grade of the employee & also his salary level.

LTA/LTC can only be claimed after completion of one year of service. If an

employee leaves the organization within one of year then the LTA/LTC amount will
not be given to him/her.

For employees in grade M5 and below the LTA will be given in the salary directly.
For employees in grade M5 and above can claim it by filling a form in the month of
December. For claiming LTC it is compulsory to have 4 days of PL as leave.

Employees can claim advance of LTA/LTC in the month of July every year. Form
for this can be taken from P & A dept.

~ 40 ~
 Other Activities
TOUR AND TRAVEL/LOCAL CNVEYANCE

Employee going on official tour is entitled for the traveling expenses as per the
company rules and as per the cadre of the employee.

The P & A dept. of the respective locations have the travel policy and you can take
guidance from them if you have to go on a official tour. The travel policy will guide
you on the mode of transport, category of cities and other relevant details required
for traveling.

Employee who goes on official tour should submit a tour form to the P & A dept.
and also keep in mind that all his attendance and leaves are properly in place so P
& A can make the salary without any confusion.

The employee on returning back can fill the Tour & Travel Expense form and
claim the expenses.

Local Conveyance
If employee for official work has to move in and around the City then he can claim
the conveyance rates as mentioned below.

Two Wheeler rate: Rs. 2.15 per km

Insurance
As a Company all care is being taken to INSURE the employees and cover their
risks of getting injured while on duties. Even the casualties have also been
taken care. The coverage has been taken by doing the Risk Management.

Induction

NEEP (NEW EMPLOYEE EFFECTIVENESS PROGRAMME)

Every new entrant to Vadilal Group is taken through a Planned Induction
Programme. This gives a jump-start to the employees association
with the company. This induction programme is named NEEP.

The programme is divided into two parts

1) Individual Orientation Part

2) Group Orientation part

~ 41 ~
1. Individual Orientation Part:

On Joining the employee is introduced to other employees of Relate depts. A sheet is

prepared by the P & A or HR dept. & the employee is send to related depts. for the
orientation.

The employee is also given this Employee Hand Book for reference

2. Group Orientation Part:

The new employees are called for a Group Orientation part every month. This
programmed gives a broader view to the new employees about the group and the
future plans of the group.

Exit Procedures
If you decide to leave the organization then you have to compulsory fill an exit
interview form. This is to get your feedback and improving the systems. Once your
resignation is accepted the clearance sheet is circulated to all relevant depts. Once it
is done the Full and Final Calculation is done and cheque is send to you.

~ 42 ~
~ 43 ~
Induction

NEEP (NEW EMPLOYEE EFFECTIVENESS PROGRAMME)

Every new entrant to Vadilal Group is taken through a Planned

Induction Programme. This gives a jump-start to the employees
association with the company. This induction programme is
named NEEP.

The programme is divided into two parts

1) Individual Orientation Part

2) Group Orientation part

1. Individual Orientation Part:

On Joining the employee is introduced to other employees of Relate depts.

A sheet is prepared by the P & A or HR dept. & the employee is send to
related depts. for the orientation.

The employee is also given this Employee Hand Book for reference

2. Group Orientation Part:

The new employees are called for a Group Orientation part every month.
This programmed gives a broader view to the new employees about the
group and the future plans of the group.

Exit Procedures
If you decide to leave the organization then you have to compulsory fill an exit interview
form. This is to get your feedback and improving the systems. Once your resignation
is accepted the clearance sheet is circulated to all relevant depts. Once it is
done the Full and Final Calculation is done and cheque is send to you.

~ 44 ~
 INTRODUCTION
Human resource management is a management function that helps manager
to understand, develop and maintain required no of members for an
organization. It is a function to deal with people, by people and for people.
An organization must have set policies, definite procedures and well defined
~ 45 ~
principle which contribute towards the effectiveness, continuity and stability
of the organization.

~ 46 ~
Idea institute of Management and Technology Affiliate to Sikkim Manipal University
Code: 1535
Project
ON
“Recruitment & Selection”

AT

Submitted By:
Ms.Margi P. Modi. (M.B.A. IV- Semester (Human Resource))
Roll No: 520787183
A Project report Submitted in partial fulfillment and of the requirements for
~ 47 ~
 Master of Business Administration
Of Sikkim Manipal University, INDIA.
Sikkim – Manipal University of Health, Medical and Technological Sciences,
Distance education House,
Manipal -576104

I here by declared that project entitled

“RECRUITMENT & SELECTION”

AT

Submitted to partial fulfillment of the requirements for degree of

Master of Business Administration.

To Sikkim-Manipal University, India, is my original work and not

submitted for the award of any other degree, diploma, and fellowship of my
other similar title or prizes.

Place: MARGI P. MODI

Date: Reg. no. 520787183

~ 48 ~
 The project report of

MARGI MODI
ON
“RECRUITMENT & SELECTION”
AT

Is approved and is acceptable in quality and form

Internal examiner External examiner

~ 49 ~
 This is to certify that the project entitled

“RECRUITMENT & SELECTION”

AT

Submitted in partial fulfillment of the requirements for the degree of master

of business administration of Sikkim – Manipal University of Health,
Medical and technological sciences.

MARGI P. MODI
Has worked under my supervision and guidance and that no part of this
report has been submitted for the award of my other degree, diploma
fellowship or other similar titles or prizes and that the work has not been
published in any journal or magazine.

Reg. no.: 520787183 Certified

Guide’s Name:

~ 50 ~
 PREF

ACE

We learn Management is “Manage + Men + T (Time, Task, etc.)”. We all

agree with this statement & wish to include that successful management of
complex organization, sophisticated technology and skilled personnel can’t
be possible through intuition of trial and error.

One can’t swim only by reading a book on swimming. It must

require a “practice”. Practice makes man perfect. Theory makes
him thoughtful. So theoretical knowledge is only a half way in
study network. If theoretical knowledge aspects are planned in a
better way give faithful results, so theoretical knowledge should be
supplemented by practical experience.

During my research I interact with people who are highly experienced and
experts of their own fields. I have visited places where they are working and
give me opportunities to share my knowledge of classroom and telling their
work style, to make me understand the difference.

~ 51 ~
In all it was great learning experience which will help me in my future work
areas.

Place: Ahmebabad Signature

Margi Modi

ACKNOWLEDGEMENT
“Experience is the best teacher”
As the proverb rightly states, we learn lessons of life through experience.
We spend a major part of our life learning theory either at school or at
collage. Only theory does not help. We must also know how to apply these
theoretical concepts in real situations. These applications are learnt only
through practical experience.
A MBA in HR course provides us opportunity to apply the theoretical
concepts in real life situations through practical experiences. I have
undertaken my training at Vadilal and learned to apply concepts in real life
situations.

I am extremely grateful to Mr. Devanshu Gandhi, Managing Director,

Vadilal, Ahmedabad, who gave me permission to undergo this project.

A special thanks to Mr. Kamlesh champanery, Head of the Purchase

Ddepartment, Vadilal, who rendered his valuable co – operation.

I would also like to thank Mr. Kiran Patel, HR Executive Organisation

Diagnosis & Human Resource Management System, for their continuous
support and help they provided throughout the project.

A word of thanks also goes to Mr. Dhaumaya Raval, our project guidance,
without whose support and guidance, I would not have been able to
complete my project.

~ 52 ~
I would also like to acknowledge all those who have directly or indirectly
helped me in completing this project.

Date: Margi P Modi

Synopsys
Proposal for Organizational Diagnosis exercise and Human Resource Management
System Study for Vadilal Enterprises Ltd.

Background

As per the discussion with Mr.Kiran Patel (HR Executive), I want to do Organizational
Diagnosis and study human resource sub system, work culture as a part of final project
assignment for partial fulfillment of MBA Programme. I seek support from Vadilal
Enterprise Limited for making research report.

Company Overview

Vadilal group had its humble beginning, more than 80 years ago, when its founder, Late
Shri Vadilal Gandhi started manufacturing Ice cream with a hand cranked machine.

Head Quartered in Gujarat, the most industrialized State in India, the Group had a
turnover (1998-99) exceeding Rs. 200 Crores. Major companies of the Group are listed
in several Stock Exchange of India. The Group has a larger investor base and it brand
name “Vadilal” commands an excellent equity

Scope of the assignment

Following has been identified as the scope of the proposed assignment, based on
discussions with the HR Manager, Ahmedabad.

e) Organization Diagnosis – to determine the existing state of the organization.

f) Work culture exploration and identifying the attitudes, values and beliefs.
g) Study organization structure of the organization.
h) Study Induction policy & procedure

Proposed Methodology

The assignment will involve extensive interactions with different groups of people,
Starting from top management to lowest in the hierarchy and other People.

To:

~ 53 ~
Mr. Kiran Patel

HR Executive

Vadilal Enterprises Limited

Ahmedabad

INDEX
CHAPTER 1
COMPANY PROFILE: VADILAL

 Company Information
 Corporate Profile
 Vision Mission
 About Vadilal Group
 Company Achivement
 Market Position of Vadilal
 Products
 Types of Products
 Organisation Hierarchy
 Different Department

CHAPTER 2
RECRUITMENT & SELECTION
~ 54 ~
  Introduction of HR
 Importance & Challanges
 Introduction of Recruitment
 Recruitment Needs are three types
 Purpose & Importance
 Recruitment Process
 Factors of affecting Recruitment
 Challenges
 Sources of Recruitment

SELECTION
 Introduction
 Meaning & Definition
 Selection Process
 Career Development
• Promotion
• Transfer
 Perquisites & Allowances
 Industrial Reletion Section
 Welfare Facilities as per fctory act 1948 & benefits at Vadilal

CHAPTER 3
RESEARCH METHODOLOGY
 Introduction
 Research Problem
 Research Design
 Data Collection
 Limitation of the Study

CHAPTER 4

 Bibliography

~ 55 ~
COMPANY
PROFILE
~ 56 ~
 COMPANY GENERAL
INFORMATION

• NAME: Vadilal Enterprise Limited.

• SIZE OF UNIT: Large-scale Unit

• ESTABLISHMENT YEAR: 1926

• MARKET SHARE IN GUJARAT: 60%

• CHAIRMAN:
• Ramchandra R. Gandhi

• VICE-CHAIRMAN & MANAGING DIRECTOR:

• Virendra R. Gandhi

~ 57 ~
• MANAGING DIRECTORS:

• Rajesh R. Gandhi
• Devanshu L. Gandhi

• DIRECTORS:

• C.M. Maniar
• Kshitish M. Shah
• Rohit J. Patel

• COMPANY SECRETARY:

• Nikhil Patel

• AUDITORS:

• M/s. Kantilal Patel & Co.

• Chartered Accountants, Ahmedabad
(A member Firm of Polaris International, USA)

• BANKERS:

• Bank of Baroda
• State Bank of India
• State Bank of Travancore
• South Indian Bank Ltd.
• Export Import Bank of India (Exim Bank)

• REGISTERED OFFICE & SHARE DEPARTMENT:

Vadilal House,
Shrimali Society,
Nr. Navrangpura Rly. Crossing,
Navrangpura, Ahmedabad – 380 009
• Phone: 079 – 26564019 to 24, Fax: 079 – 26564027

• REGISTRAR & SHARE TRANSFER AGENT:

~ 58 ~
(For Physical & Demat)
MCS Limited,
101, Shatdal Complex,
1st Floor, Opp. Bata Show Room,
Ashram Road,
Ahmedabad – 380 009.
Phone: 079 – 26582878, 26584027, Fax: 079 – 26581296
• FACTORIES:

• Ice-cream Division:

• Village Pundhra, Tal. Mansa, Dist. Gandhinagar (Gujarat)

• Parsakhera Industrial Area, Bareilly (Uttar Pradesh)
• Dudheshwar Road, Ahmedabad (Gujarat)

• Processed Foods Division:

• Dharampur, Dist. Valsad (Gujarat)

• Forex Division:

• Vadilal House, Navrangpura, Ahmedabad

• Web:

www.vadilalmarkets.com
www.vadilalgroup.com

~ 59 ~
 CORPORATE PROFILE

Today, the name Vadilal conjures images of lip-smacking ice cream in a

whole gamut of flavours. Vadilal spells quality, availability, variety and
state-of-the-art machinery and equipment. It has, however, been a long
journey for the group, which traces its origins way back to 1907, when a
certain unassuming gentleman, by the name of Vadilal Gandhi, the great-
grand father of Virendra R Gandhi, Rajesh R Gandhi and Devanshu L
Gandhi, started a soda fountain. He passed on the business to his son,
Ranchod Lal, who ran a one-man show, and, with a hand cranked machine,
started a small retail outlet in 1926. Eventually, Ranchod Lal's sons,
Ramchandra and Lakshman, inherited the business and they were
instrumental in giving a new direction to the company. The duo imparted a
new vision to the venture and infused a spirit of calculated risk-taking into
the company. As a result, by the 1970s, the Vadilal Company had already
evolved into a modern corporate entity.

~ 60 ~
 "In 1972-73, the company had 8-10 outlets in Ahmedabad. Gradually,
we moved from the city to other parts of Gujarat. By 1985, the company
moved towards neighbouring states like Rajasthan and Madhya Pradesh.
But the expansion was undertaken very methodically and we spent five to
six years in spreading our business and then consolidating it" says Shri
Ramchandrabhai Gandhi (Chairman).

1.3 VISION/MISSION

“To become an Indian MNC in frozen foods”.

“To provide products and services at an affordable price without compromising the
quality,”

- Shri Ramchandrabhai Gandhi.

~ 61 ~
 ABOUT VADILAL GROUP

Vadilal group had its humble beginning, more than 80 years ago, when its
founder, Late Shri Vadilal Gandhi started manufacturing Ice cream with a
hand cranked machine.
Today it is a diversified Business Group with major interests in Ice
Creams, Food Processing, Real Estate Development and Specialty Gases.
Head Quartered in Gujarat, the most industrialized State in India, the
Group had a turnover (1998-99) exceeding Rs. 200 Crores. Major
companies of the Group are listed in several Stock Exchange of India. The
Group has a larger investor base and it brand name “Vadilal” commands an
excellent equity.

The "Vadilal" philosophy of providing its customers with quality

products and services at affordable prices has resulted in the brand being a
household name in India. Vadilal group has plans to set up a new ultra
modern and highly sophisticated ice cream manufacturing plant in the state
of West Bengal. The plant would have a small unit for food processing. The
plant would have a capacity of 50,000 liters/day and will be located about at
Sakhalin Industrial Estate, Howrah 15 kms. From Kolkatta. In 1982 the
Company was incorporated in the name of Vadilal Oxygen Pvt. Ltd., on
28th April to carry on the business of purification and refilling of Oxygen
Gas and selling the same.

~ 62 ~
Vadilal group is divided in to two parts:
Vadilal Industries Ltd.:
Vadilal Enterprise Ltd:

VADILAL LTD
There are four big plants of VADILAL INDUSTRIES LTD.
(1) Dhudheswer (Ahmedabad)
(2) Pundhara
(3) Barely (U.P) (These plants were establish for ice cream division)
(4) Dharmpur (Valsad) was established for process food division.

The Vadilal Industries Ltd. is also for two-export department. The industry
exports the process food. Vadilal Industries Ltd is also very famous for their
Ice Cream all over India. Vadilal also develops the chemical, gas and
manufacturing activity also.
Vadilal Industries Ltd. have achieved 25% market share of all over Indian
Ice cream.
There are four divisions in Vadilal Industries Ltd:
(1) Ice Cream division.
(2) Process food division.
(3) Chemical division.
(4) Construction division.

~ 63 ~
1.6 VADILAL ENTERPRISE LTD
An excellent product would be of little use if it didn't have somebody to
maintain that excellence and give it to the world. That is how Vadilal
Enterprises - the marketing arm of Vadilal Industries came into existence.
Today Vadilal have a dynamic sales force of over 150 sales &
marketing professionals. The company has effected changes in its
organizational structure and training inputs from time to time, in order to
infuse a competitive spirit amongst peers and build a consolidated force of
live-wire professionals. Target achievement is monitored through an
elaborate Management Information System, across the rank and file. Vadilal
has stood the challenge of time and held its own in the country, even in the
presence of global giants.

~ 64 ~
VADILAL GROUP OF COMPANIES

(1) Vadilal Ice Cream

(2) Vadilal Real estate

(3) Vadilal Chemicals

(4) Vadilal Forex

(5) Vadilal Construction

(1) ICE-CREAM DIVISION ISO 9002:

Vadilal Ice Cream division has

always been a hot favorite with
the people both inside and
outside the organization. In
India, the name Vadilal is
synonymous with Ice Cream.

Vadilal is the first organization

sector that is making Ice Cream. A Vadilal industry is very popular for their
Ice Cream. The name of Vadilal has connected with different types of Ice
Cream and their flavour. Vadilal offers the widest range of Ice Cream
flavours and frozen desert above 200 in the category in packs including
cups, party pack family bricks, cones and candies. The Ice-cream Division
now has a production capacity of 60,000 litters per day at three sophisticated
manufacturing facilities in the country. The geographical locations of these
facilities are such that they are in consonance with the market expansion
strategies of the Division.

(2) PROCESSED FOODS DIVISION ISO 9002:

~ 65 ~
 Vadilal industries limited entered
the horticulture processing industry
in may.1991. In a processed food
division they produce many of
vegetable frozen and 8 types of fruit
frozen. The food is processed using
IOF (individually quality frozen)
technique. 30%-processed foods are exported in other countries like
Australia, Malaysia, USA, Europe, UAE, Kuwait, Africa, Taiwan, Saudi
Arabia, Singapore, Hong Kong, Japan, and U.S.A, Canada etc.

(3) CHEMICAL DIVISION:

Vadilal Chemicals Ltd. is a multilocational,

multiproduct company of the Group. Since 1970 the
company is engaged in manufacturing of Industrial
and specialty gases, petroleum products are Nitrogen,
VCL Argon, VCL Hydrogen, VCL Helium,
Anhydrous Ammonia, and Liquor Ammonia Liquid
Argon.

(4) FOREX DIVISION:

Forex is a dynamic division of
Vadilal Group since 1996.
~ 66 ~
Caters complete Forex advisory services to Groups, in areas of RBI
directives, FEMA Regulations etc.

BULLION Informative service of Gold, Silver, and Precious metals on

International trading, quotes, rates, forwards, futures, etc.
LME-METAL Informative service of most base metal quotes at LME,
COMEX, NYMEX, Shanghai, markets, and complete guide and informative
service on forward, futures and relative data. Highly professional &
experienced personals keep an constant watch on the market trend & update
www.vadilalmarkets.com.

(5) CONSTRUCTION
DIVISION:
Vadilal, a name to reckon with in
Ice Creams has always been at the
forefront of innovation. Vadilal

~ 67 ~
forayed in construction business in 1994. With the ever-increasing rapid
growth of commercial sector, the persistent need for real estate is now
getting more urgent. In spite of the various complexes coming up all across
the city, there is a lot left to be desired, in terms of architecture, design and
other details. This is the prime reason behind Vadilal’s foray into real estate
and construction. Company constructs the houses for selling purpose, for
construction purpose organization has big plant in Thaltej near Ahmedabad.
(Ahmedabad is a large commercial hub in Western India, Second to only
Mumbai)

COMPANY ACHIEVEMENT
On November, 10 2001 Vadilal Industries Ltd made a record by making the
largest ice cream sundae. The ice cream was made using 4950 liters of ice
cream, 125 kgs dry fruits, 255 kgs of fresh fruits and 39 liters of sauces. The
length of the sundae was 20 feet and height of 9 feet.

• The Bareilly plant has been awarded the coveted ISO 9002
Accreditation and HACCP certification.

~ 68 ~
• Vadilal Ice Cream has achieved 30% market share among Indian
Ice Cream Industry and 60% market share in Gujarat.

• They have been awarded the ISO 9002 Certification for quality
systems, by M/s Underwriters Laboratories Inc., USA.

• Vadilal was also awarded the certificate of merit for excellent

export performance by APEDA (Agricultural and Processed
Foods Export Development Authority)

• Theirs is one of the largest marketing networks for industrial gases in

Western India.

• It has larges cold chain network in India

- 25 Stock points all across the country
- 450 distributors in different cities
- Ice Cream sold through 20000 retail outlets

‘Export House’ status by Govt. of India since 1994.

MARKET POSITION OF VADILAL

The Ice Cream Industry in India today has a turnover of Rs. 15 billion
(US$330 million). A quarter of this comes from the house of Vadilal
alone. But that’s no surprise, considering that they have the largest range
of Ice Creams in the country – 120 - plus flavors, in a variety of more
than 250 packs and forms. The range includes cones, candies, bars, ice-
lollies, small cups, big cups, family packs, and economy packs.
Something for all tastes, preferences and brands.

~ 69 ~
 Vadilal has a supply chain of about 23 C&FA, more than 500
Distributors and over 40,000 Retailers Ice Cream is widely accessible in
most parts of India
To make it convenient for the consumers to relish complete range
under one roof, they have set up a chain of Happiness Parlors ‘Ice
Cream Boutiques’ so to say. Presently Vadilal has about 88 Parlors
across the country that ensures amazing ice cream preparations for its
consumers. Number of people visits these parlors daily because they
know that Vadilal products contain the purest and creamiest milk, and
the freshest and tastiest fruits and nuts.
The company is exporting nearly 60 products in USA, Canada,
UK, Kuwait, UAE, Singapore and New Zealand. The company has also
started selling processed food products in domestic market.
Among the products, one is Chocobar and King Cone – all time
favorites which have today attained the generic status. Another one is
Kulfi – traditional Indian milk sweet. Some of their products are a
combination with confectioneries.
Since their products are highly perishable, quick transport and
proper storage are of paramount importance. Hence the refrigeration
equipment and deep freezes are imported from companies, which are

world leaders in their respective fields. To ensure sufficient,

timely and constant ice cream supply, they have a Cold Chain Network
comprising three manufacturing plants (totaling a production capacity of
1.25 lakh liter per day), about 23 C & FA, more than 500 Distributors
and over 40000 Retailers.

~ 70 ~
 PRODUCTS
“It is a process by which the produced from raw material to finished
product.”

Production in any organization without production department no

needs to finance marketing and personnel department. If the company’s
product is good and its quality is better, then people buy its product and that
leads to increase in the sales of the company.

Now, a day we, see a tuff competition in the market. Everyday new
technology is to be introduced. So it is beneficial to every to every company
for concentrating on their product quality because if quality id good and by
using the product customers are satisfied they will definitely buy.

In VADILAL INDUSTRIES LTD. they have completely

concentrated on quality of the product so company has its own R&D
department to increase the product quality.
~ 71 ~
TYPES OF PRODUCTS

NOVELTIES OF PRODUCTS
BIG CUPS

• Vanilla
• Ripe Strawberry
• 2 – in –1
• Chocolate Chips
• Tuti Fruity
• Real Mango
• Rainbow
• Fruit Bonanza
• Kaju Draksh
• Butter Scootch
• Kewra
• Jafrani Badam Pista
• Fun 2000
• Rajbhog (Ice Mithai)

~ 72 ~
 SMALL CUPS

• Vanilla
• Ripe Strawberry

FAMILY PACKS

PLAIN FAVOURTIES

• Vanilla
• Ripe Strawberry
• 2-in-1

CHOCOLATE ECSTASIES

• Chocolate Chips

FRUIT FANTASIES

• Real Mango
• Fresh Strawberry

NUTTY DELIGHTS

• Kaju Draksh
• Butter Scotch
• Real Kesar Pista

~ 73 ~
• Jafrani Badam Pista

ICE MITHAI

• Rajbhog

FROZEN DESSERTS

• Snowy
• Yummy Kesar Pista
• Yummy Mango Munch

KING KONES

• Chocolate Drip
• Pineapple Delight
• Yummy Butter Scotch
• Chashmeshahi
• Prime Kesar Pista
• Almond Kulfi Cone

~ 74 ~
 KULFIES

KULFI CORNER

• Kesar Pista Kulfis

• Chowpati Kulfi
• Kewra Kulfi
• Pista Kesar Roll Cut
• Kewra Roll Cut

DANDY CANDIES

• Mango Juicy
• Juicee Orange
• Kaju Candy
• Litchee Dolly
• Orange Dolly
• Raspberry Dolly
• Mango Dolly
• One-up Chocobar
• Nutty Chocobar
• Chocolate Chocobar
• Soft Spot (Chocolate)

~ 75 ~
 FROZEN DESSERT

• Bargain
• Best Chocobar
• Mango Tango Dolly
• Fun Bhari Raspberry

VADILAL SPECIALS

• Heart Throb
• Mini Sandwich
• Sajan Sajani (Roll Cut)
• Quik Sundae
• Easy Sundae
• August - 15
• Cassatta Slice/ (Cut)
• Sajan Sajani (Roll)
• Vanilla Magic
• Strawberry Magic
• Mango Magic

~ 76 ~
 INTRODUCTION
Human resource management is a management function that helps manager
to understand, develop and maintain required no of members for an
organization. It is a function to deal with people, by people and for people.
An organization must have set policies, definite procedures and well defined
principle which contribute towards the effectiveness, continuity and stability
of the organization.

The personnel is an important function of management because, a

good personnel policy of an organization ensures availability and

~ 77 ~
maintenance of required types of candidate and also the removal of any
dispute arising among the management and employees.

By observing the personnel policy at Vadilal we can say that it has

very goods because the relations between the management and the
employees are good and the personnel department is able to obtain the
personnel of the required qualification.

Their Human Resource Department plays a major role in conducting

specialized training programmers, encouraging innovative ideas, inculcating
willingness to accept change and rewarding all this with an attractive
incentive package. They believe their people are the most valuable asset
who has made Vadilal what it is today; and it is they who will take us far
beyond the horizon, in the days to come...
Vadilal have 216 unskilled and others are skilled worker out of total 700
worker.

~ 78 ~
 Organization Hierarchy
The Organization structure in the group is comparatively flat. There are not
more than three levels of reporting for the junior most employees in the
staff cadre. The employees are bifurcated into various categories
(grades) based on their qualification, experience, nature of association
with the organization etc.

The employees are divided as follows : Senior Management, Middle

Management, Junior Management and Workers Category Names and
Corresponding Titles

MD: Managing Director

UC: President/ Vice President/ General Manager

M1: Dy. General Manager/ Sr. Manager

M2: Manager/ Regional Sales Manager

M3: Dy. Manager / Dy. Regional Sales Manager

M4: Asst. Manager/ Area Sales Manager

M5: Executives/ Sr. Executive

M6: Jr. Officer/Officer/Sr. Officer/Supervisor/Sr. Supervisor/Junior

Sales Exe.

M7: Assistant/ Jr. Supervisor / Sales Representatives

M8: Clerks/ Parlour Boy

Operators

Different Department

~ 79 ~
There are various departments in the organization, which perform different
functions. There are departments like Production, Engineering, Quality
Assurance, Marketing etc.

The list mentioned below only comprises of the departments where as an

employee you will have some interaction:

1. P & A Department: This is among the first point of contact for any
employee in the organization. The employee can contact this department for
any query related to his attendance, salary, leaves, confirmation, appraisal,
exit procedures, local traveling etc. The P & A dept. will be the coordinator
between the employee and all other departments.

2. HR Department: This department can be approached if your queries are

not solved by the P & A dept. but the queries need to be genuine.

3. Accounts Department: This department gives the employees the cash or

cheque for the various vouchers which the employee keeps for claiming the
money which he spends for Company’s work.

4. Insurance Department: In case of any accident or illness the employee

will be helped by this department.

5. Taxation Department: For all his Income Tax related queries for
himself the employee should contact this department in consultation with
the P & A dept.

6. Library Department: This is the department where you can approach

for taking a book or any learning material.

7. Purchase Department: Usually the employee will be provided with

regular stationary in his own department itself but if he needs anything else
then he can fill the requisition slip in the inventory management system or
ask someone from his department to do the same and take the HODs
approval and get the stationary from the purchase department.

~ 80 ~
8. MIS Department: For every expense the employee makes for the
company there has to be sufficient budget so that the employee can claim
the expense later on. The employee should first see in his own Vadilal ERP
and if some changes need to be done then he can approach the MIS
department through his HOD.

9. System Department: This department will give every employee with an

individual login id for Vadilal ERP.

10. Catering Department: If any employee is approached by his friend /

relative for purchasing Ice-Cream, Processed Foods or any other services
which we offer then the employee should contact the Catering department or
the relevant business division. All employees should never miss a business
lead opportunity.

H.R. PHILOSOPHY OF VADILAL

~ 81 ~
 ENTERPRISES
We believe that investment in human capital is of utmost importance in
order to achieve and sustain growth.

Vadilal Group has a progressive and a dynamic Human Resource

(HR) philosophy. We understand that Human Resource Management is
concerned with integrating people into a work environment, motivating
them to work together effectively and providing them social, psychological
and financial satisfaction – this is what we exactly try to do.

We believe in transforming our human capital into a key source of

competitive advantage because we understand its value when tough
competition is ruling the market scenario. Our strong value system is driven
by result orientation, adaptability to change, humility and respect for
subordinates and peers. We help the employees to harmonize their personal
growth strategy with the growth strategy of the group.

We believe our people are our most valuable asset who has made
Vadilal what it is today; and it is they who will take us far beyond the
horizon, in the days to come. Our Human Resource Department plays a
major role in conducting specialized training programmers, encouraging
innovative ideas, inculcating willingness to accept change and rewarding all
this with an attractive incentive package. The building of which is control
all the activities of Vadilal Industries Ltd it handle of various departments in
like HR department, research department, management of system
department etc.

~ 82 ~
 The HR team at Vadilal Group believes that there is immense
potential in every individual and that every individual would always want to
achieve the best for himself and his family. The HR team also believes that
success can never be achieved by being self centric but can only be achieved
by aligning one’s personal goals with the Organizations Goals.

For aligning ones personal goals with the Organizations goals the
individual may do the following:

1. Always keep the Organization’s Goal and Values in mind.

2 Always have a goal for yourself and see that your goal is helping the
organization also in moving ahead

3. Perform ones individual task to ones fullest ability

4. Give ones full contribution to the team task

The HR team along with other related departments tries to give Va Delights
the conducive environment to work in, challenging Assignments to
prove oneself, differential remuneration to achieve end results and
training and development to perform better in your Current job and
also prepare for higher positions.

~ 83 ~
Culture
Organizational Culture is the easiest thing to comprehend and at the same
time the most difficult thing to define. This is because of the aura of
mystique that surrounds Organizational Culture.

The company’s constant endeavor is to create a performance driven work

culture with focus on employee satisfaction and retention.

Development
Skilled Human Capital is critical for the growth of any organization. We
believe in adding value to s human capital through various HR practices that
co-exist in unison with each other. Performance reviews, training workshops
are some of the tools that aid in nurturing the human capital.

Quality
Quality is an integral part of the company’s well-defined and dynamic HR
policies and practices. The entire processes, development, achievement,
performance evaluation and appraisals are driven by quality of output and
result orientation.

Work-Life
We believe in work life balance and hence we have flexible working hours
at Corporate Office. This keeps our employees happy and we are able to
achieve greater efficiency and effectiveness.

Open Door
We have an open door management policy so that our employees are always
free to discuss the problems they face and the management can always
extend a helping hand to sort out

HR Department of Vadilal:

~ 84 ~
Group’s Vision, Mission, Values

VISION
This would be achieved by satisfying the all the stakeholders like
many employees, vendors, shareholders etc. This would be
achieved by having World Class quality standards,
manufacturing practices, information systems and competent
employees.

MISSION
“To provide quality products and services at an affordable price”.

VALUES
1 Customer Focused: The group is focused in satisfying the customer needs
and is always working towards delighting and giving the customer new
value added services.

2 Performance Driven: The group gives opportunities to learn and grow

with the group. Team performance and individual performance both
are given equal importance.

3 Business Ethics: Highest standards of Business ethics should be

maintained in order to achieve our vision.

4 Team Work: Here team work means coming out of individual

functionalities, co-operating with all, bringing in zeal to perform well
in all related to us and opposing any wrong doing or
underperformance.

5 Mutual Respect: The group believes in the concept of mutual respect

which is to be considered for all levels of employees, customers,
shareholders etc.

~ 85 ~
 Code of Conduct
The group believes that the image of any Organization perceived by
employees and outsiders is based on multiple factors and one of such
factor is the interaction between employees within the Organization
and the interaction between employees and outsiders. Few of the points
mentioned below give guidelines on how to maintain and improve this
image.

Self Discipline
The company believes in high standard of self discipline.

The company expects the employees to be punctual in following work

related deadlines.

Employees should use reasonable care and skill in the discharge of duties
and responsibilities and exercise of powers for the benefit and
prosperity of the Company. Not to carry on any personal business in
the factory premises during work hours.

Employees should comply with Laws, Rules and Regulations related to their
work and conduct.

To keep the work place neat and clean and properly organized. Smoking and
Tobaccos are strictly prohibited in the factory/office premises.

The safety of people in the Workplace is a primary concern of the

Company. Safety is every one’s responsibility.

Company policy prohibits sexual harassment and harassment based on

medical conditions, race, religious creed, color, national origin or
ancestry, physical or mental disability, etc.

Protection and Proper Use of Company’s Assets

Theft, carelessness, and waste of the Company’s assets and property have a
direct impact on the Company’s profitability. Company’s assets should
be used properly and only for legitimate business purposes.

~ 86 ~
Intellectual Property Policy
All officers have an utmost obligation to themselves to identify and protect
the intellectual properties, trade secrets and other confidential
information owned by the Company and its clients or associates
because it is critical to Company’s success.

Dress Code
Because each officer and employee is a representative of the Company in
the eyes of the public, each officers and employees must report to work
properly groomed and wearing appropriate clothing. The Dress code
for Men is formal Shirt & Trousers and shoes. For Women it is Saris &
Salwar Kameez. Employees can come in Business suits also.

Recruitment

~ 87 ~
Recruitment is the process of seeking & attracting the right kind of people to
apply for a job in the organization.

Generally advertisement given into various newspapers for employment.

When job applicants come he/she would fill up company’s own
Employment Form to synchronize & arrange the data into one fixed format.
There will be panel of three interviewers’s who examined the ability &
various aspects of his personality according to the job profile.

There is an Interview Evaluation Form given to main member of panel to

evaluate & rank the applicant according to various parameters. If applicant
is selected salary & other formalities like joining date & other are noted
down on this form.

Joining Formalities
Whenever the new employee joins the organization, he has to bring along all
the required documents; a list for this is already given to him along
with offer letter. He should get in touch with the P & A dept. and
submit completed forms or self attested photocopies of the selected
documents.

List of forms or documents to be brought at time of joining:

1. Relieving letter from your last employer.

2. Salary certificate from your last employer.
3. Experience certificate from last employer and all past employers.
4. Medical fitness certificate and blood group from a MBBS Doctor.
5. Copies of all education testimonials (Starting form 10th standard)
6. School leaving certificate
7. Three Passport size Photographs
8. Completely filled PF nomination or PF transfer form.
9. Completely filled ESIC nomination form.(if your gross is less than
Rs. 10000 pm then you have to fill this form).
10. Bank account opening form

Appointment letter will not be issued to the new employee unless all the
above documents are submitted to the P & A depts.

~ 88 ~
List of activities after Joining

List of activities to be done by the employee after joining:

Get a unique User Id for Vadilal System (our internal ERP). This will be
provided to the employee on the recommendation of the HOD.

Unique User id for “Vadilal System”, the password for this should not be
shared to anyone. This is for your own safety.

Get an official Email ID, if your HOD feels the need for it.

Fill an Employment details form for the company’s records.

Confirmation
The initial confirmation meeting should be within 15 days of completion of
three months from the date of joining. In this meeting the performance
feedback should be given to the employee and after six months he
should be confirmed. You are not confirmed until you are informed in
writing about this.

REMUNERATION
Work Schedule

~ 89 ~
We are present a various locations and the work schedule is different for
different locations. The work schedule is based on the needs of the location
and the rules governing that particular location.

The work schedule at the corporate office is from 9.15 am to 6.30 pm and
the lunch break is from 1.00 to 1.30 pm. The Corporate Office has holidays
on 2nd and 4th Saturdays of the month.

The work schedule at the Manufacturing Facilities is based on shifts and its
details are available with Local P & A depts.

Employee Number

Every employee shall be given a Employee Number. The employee should

remember this and should always mention this in any communication with
P & A and HR dept.

Attendance

Every employee is informed how his attendance is to be maintained in the

company.

Every Employee is given a punching card. The employee should punch this
card whenever he enters or leaves the premises of his work place. If the
employee has Vadilal User ID then he can see his attendance and submit the
relevant reports to the P & A dept.

Gate Pass

If during duty hours, you are going outside for official/personal work, you
are required to obtain Gate Pass from your HOD which is to be handed over
at the main gate before leaving the premises.

Paid Holidays

The list of paid holidays is circulated to all in the month of December every
year. Notices specifying the days observed by the companies as Holidays
and Pay days are posted on the notice boards.

Leave & Absence

~ 90 ~
Your leave eligibility would be governed the rules and regulations
governing the different companies. An informative table below mentions the
different eligibility for the leaves.

In case of emergency or if you are sick and unable to come to work, then
please make sure that you inform your HOD about it. In normal
circumstances the leaves should be preplanned. All your leave applications
in the prescribed form should be submitted to P & A dept. in time.
Prescribed forms are available with P & A Office. It is the employee’s
responsibility to clear his attendance regularly and not wait till the final day
of salary calculation.

Payment of Salaries

The bank opening form given to you at the time of joining Should be
properly filled and returned to the P & A dept. Once the P & A dept. receive
this form the further procedure is done. When your account opens please
give the P & A dept. your account number. Your salary will be directly
deposited in your bank account. Please collect the Pay slips from the P&A
dept. Only for the first month of joining as your account is not open in the
bank you will get salary through cheque. Employees should not disclose
personal remuneration details to anybody.

Reimbursements

The reimbursements are given through separate modes of payment.

Medical Reimbursement

For claiming this medical reimbursement under tax rebate clause you will
have to produce medical bills. These medical bills can be of any expense
incurred for medical treatment and is to be submitted with a forwarding
application.

Leave Travel Assistance (LTA)/Leave Travel Concession (LTC)

~ 91 ~
LTA/LTC is part of the salary package. The difference between LTA/LTC
is that LTC can be used for claiming benefits under Income Tax act.

LTA/LTC is not given to employees whose salary is below Rs.100000 per

annum. LTA/ LTC is given as per the grade of the employee & also his
salary level.

LTA/LTC can only be claimed after completion of one year of service. If

an employee leaves the organization within one of year then the LTA/LTC
amount will not be given to him/her.

For employees in grade M5 and below the LTA will be given in the salary
directly. For employees in grade M5 and above can claim it by filling a form
in the month of December. For claiming LTC it is compulsory to have 4
days of PL as leave.

Employees can claim advance of LTA/LTC in the month of July every

year. Form for this can be taken from P & A dept.

Other Activities

TOUR AND TRAVEL/LOCAL CNVEYANCE

~ 92 ~
Employee going on official tour is entitled for the traveling expenses as per
the company rules and as per the cadre of the employee.

The P & A dept. of the respective locations have the travel policy and you
can take guidance from them if you have to go on a official tour. The travel
policy will guide you on the mode of transport, category of cities and other
relevant details required for traveling.

Employee who goes on official tour should submit a tour form to the P & A
dept. and also keep in mind that all his attendance and leaves are properly in
place so P & A can make the salary without any confusion.

The employee on returning back can fill the Tour & Travel Expense form
and claim the expenses.

Local Conveyance

If employee for official work has to move in and around the City then he
can claim the conveyance rates as mentioned below.

Two Wheeler rate: Rs. 2.15 per km

Insurance
As a Company all care is being taken to INSURE the employees and cover
their risks of getting injured while on duties. Even the casualties have
also been taken care. The coverage has been taken by doing the Risk
Management.

Induction

~ 93 ~
NEEP (NEW EMPLOYEE EFFECTIVENESS PROGRAMME)

Every new entrant to Vadilal Group is taken through a Planned

Induction Programme. This gives a jump-start to the employees
association with the company. This induction programme is
named NEEP.

The programme is divided into two parts

1) Individual Orientation Part

2) Group Orientation part

1. Individual Orientation Part:

On Joining the employee is introduced to other employees of Relate depts.

A sheet is prepared by the P & A or HR dept. & the employee is send to
related depts. for the orientation.

The employee is also given this Employee Hand Book for reference

2. Group Orientation Part:

The new employees are called for a Group Orientation part every month.
This programmed gives a broader view to the new employees about the
group and the future plans of the group.

Exit Procedures
If you decide to leave the organization then you have to compulsory fill an exit interview
form. This is to get your feedback and improving the systems. Once your resignation
is accepted the clearance sheet is circulated to all relevant depts. Once it is
done the Full and Final Calculation is done and cheque is send to you.

CHAPTER 2
~ 94 ~
 PROJECT OVERVIEW

HUMAN RESOURCES DEPARTMENT

Introduction:

~ 95 ~
Human Resources Management (HRM) is the organizational function that
deals with issues related to people such as compensation, hiring,
performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.

The HRM function and HRD profession have undergone tremendous

change over the past 20-30 years. Many years ago, large organizations
looked to the "Personnel Department," mostly to manage the paperwork
around hiring and paying people. More recently, organizations consider the
"HR Department" as playing a major role in staffing, training and helping to
manage people so that people and the organization are performing at
maximum capability in a highly fulfilling manner.

Importance:

 Higher Education is a knowledge business – depends on the quality of

its staff.

~ 96 ~
  Growth of markets and competition for staff – with other sectors, with
other institutions.
 The quality movement – focus on staff, no “hiding places”
 Pressure on funding – importance of staff productivity and
performance.
 Globalisation
 Change management
 Legal environment – health and safety, conditions, equal
opportunities, European legislation.

Challenges:

• Competitive environment.
• Readiness for changes with the dynamic environment.
• The shift in personnel work from mechanistic concept to a creative,
innovative one.
• To choose the best among many people.
• Training and Development of the employees to their best competency
level.
• Employee satisfaction.
• Job-hopping by the employees.

RECRUITMENT

Introduction:

~ 97 ~
"Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization."

Recruitment aims at developing and maintaining adequate supply of labor

force according to the need of the organization.

Recruitment is a function that requires business perspective, expertise,

ability to find and match the best potential candidate for the organisation,
diplomacy, marketing skills (as to sell the position to the candidate) and
wisdom to align the recruitment processes for the benefit of the
organisation.

Thus, recruitment enables the organization to select suitable employees for

different jobs. It is the most important function of the personnel department.
It is concerned with the discovery of the sources of manpower and tapping
of these sources so that the potential employees are properly evaluated and
the new employees are placed and inducted to fill up the vacant position in
the organization.

Recruitment refers to the process of finding right people for the right job or
function, usually undertaken by recruiters.

Recruitment needs are of three types:

PLANNED
i.e. the needs arising from changes in organization and retirement policy.

~ 98 ~
ANTICIPATED
Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment.

UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.

Purpose and Importance:

 Attract and encourage the maximum candidates to apply in the

organization.
 Create a talent pool of candidates to enable the selection of best
candidates for the organisation.
 Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
~ 99 ~
  Recruitment is the process that links the employers with the
employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the
composition of its workforce.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job applicants.

Recruitment Process:

Recruitment process is the first step towards creating the competitive

strength and the strategic advantage for the organisations. Recruitment
process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and
time.

~ 100 ~
The recruitment process begins with the human resource department
receiving requisitions for recruitment from any department of the company.
These contain:

Steps:

1. Identify Vacancy: According to identified vacancy in the department

need of requisition form arises which is filled by the HOD and attested by
top managers and sent to HR department.

Staff requisition form mainly includes:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

2. Sources: CVs are collected from different external sources like Internet
(Monster.com) and Consultants.

3. Short-listing: Screening and identifying the prospective employee with

required characteristics and is sent further for shortlisting to the concerned
HOD.

4. Interview: The interviews are taken at different levels:

 Preliminary interview is conducted by – Executive HR

 Technical interview is conducted by – Department Head
 HR interview is conducted by - Manager HR
 Final interview is conducted by - Director

The interview assessment form is maintained at the time of interview, which

includes:

~ 101 ~
  Pre-Interview Assessment from Resume
 Soft Skill Assessment
 Personal Leadership Assessment
 Real Time Assessment
 Candidate’s Personal Information.

5. Letter of intent: A letter of intent or LOI is a document outlining an

agreement between hospital and candidate before the appointment letter is
issued.

6. Premedical Health checkup:

7. HR Documentation

8. Deputing to the Department

Factors affecting Recruitment:

The recruitment function of the organisations is affected and governed by a

mix of various internal and external forces. The internal forces or factors are
the factors that can be controlled by the organisation. And the external
factors are those factors that cannot be controlled by the organisation. The
internal and external forces affecting recruitment function of an organisation
are:

~ 102 ~
 FACTORS AFFECTING RECRUITMENT

Challenges:

The HR professionals – handling the recruitment function of the

organization- are constantly facing new challenges. The biggest challenge

~ 103 ~
for such professionals is to source or recruit the best people or potential
candidate for the organization.

The major challenges faced by the HR in recruitment are:

• Adaptability to globalization – The HR professionals are expected

and required to keep in tune with the changing times, i.e. the changes
taking place across the globe. HR should maintain the timeliness of
the process

• Lack of motivation – Recruitment is considered to be a thankless

job. Even if the organisation is achieving results, HR department or
professionals are not thanked for recruiting the right employees and
performers.

• Process analysis – The immediacy and speed of the recruitment

process are the main concerns of the HR in recruitment. The process
should be flexible, adaptive and responsive to the immediate
requirements. The recruitment process should also be cost effective.

• Strategic prioritization – The emerging new systems are both an

opportunity as well as a challenge for the HR professionals.
Therefore, reviewing staffing needs and prioritizing the tasks to meet
the changes in the market has become a challenge for the recruitment
professionals.

~ 104 ~
 HUMAN RESOURCE
A. PERSONNEL
MANAGEMENT
Recruitment & Selection
Training & Development
Conveyance Adv Scheme
House Building Loan
Legal & I.R.
B. ADMINISTRATION
Labor Law Compliance
Canteen
General Administration.
Time Office
Dispatch
Welfare
Hospital
Public Relation
Horticulture
Guest House
Township
Transportation

~ 105 ~
A.PERSONNEL

1. Recruitment and Selection

(a) Steps in recruitment and selection

Applicants
Employment Recruiting:
complete
planning & Build a pool
application
forecasting of candidates
forms

Supervisors and Use selection

other interview tools like tests
final candidates to to screen out
make final choice most applicants

• Employment planning and forecasting

The process of deciding what positions the firm will have to fill and
how to fill them. Here the work is to identify the vacancy, person
with required educational qualification & procedure to make the
applicants, permanent employees of Organization.

~ 106 ~
• Recruiting

Recruitment means to build a pool of candidates so that maximum

number of applicants apply and a wide range of options are
available.

• Applicants complete application forms

Once Organization gets a pool of applicants, the selection process

can begin and the application form is usually the first step in this
process. Through application form the screening of candidates is
done by having information on education, prior work records and
skills.

• Use selection tools to screen out most applicants

• Written and oral test is conducted at Organization for

selection process.
• After initial screening, selected candidates are called for
written examination.
• Question paper for written test is either prepared by Head
Office or outside agencies.
• Paper are sealed and are opened at the time of examination.
• Paper checking is also done by whom the question paper is
prepared.
• After written examination the candidates below 50% are
rejected and remaining are called for interview.

~ 107 ~
 • Committee is formed to conduct interview. If selection is to
be done for personnel & Administration, then chief of P&A
will be forming the committee.
• Committee is to be approved by Sr. GM or GM. Then
interview is conducted which is having 40% weight age.
• Most probably the questions asked are according to the
educational background

RECRUITING YIELD PYRAMID:

~ 108 ~
 According to the recruiting yield pyramid first of all lead is
generated, let it be of 1200 out of which 200 candidates are invited,
150 are interviewed, 100 are offered the job as it is also possible
that all of them may not accept the offer and finally 50 are new
hired in an organization.

5
0

100

150

200

1200

Sources of recruitment

~ 109 ~
(1). Internal sources of candidates

Promotion and transfer are integral parts of most people’s careers.

Promotion:
Advancement to positions of increased responsibility is known as
promotion.

Vadilal prefer to fill vacancies through promotions from with in where ever
possible. Promotion involves movement of an employee from a lower level
position to a higher level position accompanied by changes in duties,
responsibilities, status and values. Promotions certainly allow people greater
scope to experiment within their careers.

Transfers:
Re assignment to similar positions in other parts of the firm.
A transfer is a move from one job to another, usually with no change in
salary or grade. Employees seek transfers for many reasons, including
personal enrichment, more interesting jobs, greater convenience – better
hours, location of work and so on – or to jobs offering greater advancement
possibilities.
Employers may transfer a worker to vacate a position where he or she is no
longer needed, to fill to find a better fit for the employee within the firm.

Transfer can be during promotion, after or before promotion.

(2).Outside sources of candidates

Job Portal:

~ 110 ~
Job portals are another way to hiring people from within. In this method, the
organizational publicizes job openings on bulletin board, electronic media
and similar outlasts.

Advertising:
Advertisement of the vacancy in newspapers and journals are a widely used
source of recruitment. The main advantage of this method is that has a wide
reach. The advertisement generally give a brief outline of the job
responsibilities, compensation package, prospect in the organizational etc.
this method is appropriate when the organizational intends to reach a large
target group and the organizational wants a fairly good number of talented
people who are geographically spread out.

Everyone is familiar with employment ads, and most of us have probably

responded to one or more.
Vadilal gives its advertising through the media like local newspaper,
websites etc.

Employment exchange:

Vadilal gives its recruitment and selection at employment exchange. If it is

not able to build a pool of candidates or candidates with required
qualification and skill then it go for ad in newspaper or websites.

SELECTION

INTRODUCTION:

The size of the labor market, the image of a company, the place of posting
the nature of job, the compensation package and a host of other factors
~ 111 ~
influence the manager in which job aspirants are likely to respond to the
recruitment efforts of a company. Through the process of recruitment, a
company tries to located prospective employees and encourages them to
apply for vacancies at various levels. Recruitment thus, provides a pool of
applicants for selection.

“The select means to choose selection is the process of picking individuals

who have relevant qualifications to fill jobs in an organization. The basic
purpose is to choose the individual who can most successfully perform the
pool of qualified candidates.”

WHY SELECTION?

The purpose of the selection is to pick up the most suitable candidates who
would best need then the needs of the job are method with the profile of the
candidates. The most suitable person is the picked up through successive
stages of selection process. Effective selection of employee directly effects
the amount the quality of the employee work. Any mismatch in this regards
can tally cost an organization.

Also due to incorrect selection an employee may find the job distasteful and
leave in frustration.

Effective selection, therefore, demands constant monitoring of the fit

between the person and the job.

Meaning and Definition

Selection Definition:

Selection is the process of picking individuals (out of the pool of job

applicants) with requisite qualification and competence to fiil jobs in the
organization.
~ 112 ~
A formal definition of selection is:

It is the process of selection methods of differentiating between applicants

in order to identify ( and hire) those with a greater likelihood of success in a
job.

Although, some selection method can be used within and organization for
promotion or transfer, these chapter focuses on selecting applicants from
outside the organization.

Recruitment and selection are the two crucial steps in the HR process and
are often used interchangeably there is , however, a fine distinction between
the two steps while recruitment refers to the process of identifying
encouraging prospective employees to apply for jobs, selection is concerned
with picking the right candidates from a pool of applicants. Recruitment is
said to be positive in its approach as a seeks to attract as many candidates as
possible. Selection, on the other hand, is negative in its application in as
much as it seeks to eliminates as many unqualified applicants as possible in
order to identify the right candidates.

Selection Process:

1) Inviting Application:
First step in the selection process is inviting applications from prospective
candidates. A carefully devised application from is in itself an effective
selection device. For this reason, application forms are specially designed
for each principal class of jobs to be filled. The main purpose of application
is to obtain information in the applicant own handwriting regarding his
suitability for employment. Application form should be as simple as

~ 113 ~
possible and must incorporate question having bearing on the fitness of
applicant in job.

2) Reception of Applicants:
On the fixed date of selection, the applicants are required to present
themselves in the office on the company. There they must be given proper
reception.

3) Preliminary Employment Interview:

The preliminary interview is usually quite short and has its object the
elimination of the obviously unqualified candidates. Lack of certain
requirement in education, age, experience etc. might determine unfitness.
Hence, it is distinctly directive. It does not prob deeply into the applicant’s
special specifications, interests and experience etc. on the other hand, the
interview seek to move rapidly from one of them eliminates the candidate or
he is cleared from further investigation. If an applicant is eliminated in the
early part of the selection procedure, the company is saved the expenses and
time of processing him through remaining step of the procedure.

4) Employment Test:
Use of test in selection is now well established in practice. Standardized
tests available for this purpose have increased inn number and experience
has demonstrated that they can be helpful in supplementing interviews and
other device used in selection. Properly administrated and interpreted, they
are timesaver and help in improving the accuracy of predicting commonly
used: performance tests, trade tests, intelligence tests, attitude tests, interest
tests, dexterity tests and personality tests.

5) Interview:
After going through test, the successful candidates are interviewed.
Although application blanks and tests provide much valuable information
about the candidates yet they do not provide the complete set of information
required of the applicant. In much current practice principal dependence is
placed on determinative interviews. But however, unplanned, casual
interviews at this stage involve many hazards and are likely to be
misleading and unreliable. They give only a general impression. Hence,
carefully planned or, “Patterned” interviews should be conducted. Various

~ 114 ~
outlines and guides are available now a days to assist in these patterned
employment interviews.

6) Investigation of Reference:
A request for reference is commonly made in the application form.
Candidates are required to give at least two or three references so that their
previous history, character and behavior etc. may be investigated. Available
evidence indicates, however, that actual use of these reference is not made
most current practice. And much of the use is made is ineffective because
the confidential nature of such inquiries is not assured. If any dependence is
to be placed on the information secured form reference special cause must
be used in soliciting information and assuring its secrecy.

7) Physical Examination:
Sometime in selection procedure, candidates are required to undergo
physical examination. It has at least three basic objective : first it serves to
ascertain the applicant’s physical capabilities. Secondly to protect the
company against the unwarranted claim under worker’s compensation laws.
Thirdly, to prevent communicable disease entering the organization.

8) Final Approval:
When all tests, interview and physical examination, etc are passed by a
candidates he becomes eligible for appointment. Sometimes, more
candidates are selected, so that a waiting list can be prepared. If the
selection is equal to the number of actual vacancies, they are called for
training or joining, as case may be.

9) Placement and Induction:

It is a controversy over whether placement and induction is the part of
selection process or not. But as a matter of fact, it must be there. The new
employee must be shown his job, introduced to his fellow employees and
supervisor and assisted in making such personnel adjustment as are
necessary to his effective performance in the work team. Plant tour can be
arranged for them, printed hand book that describe the employer, products,
rules and regulation, privileges enjoyed by them etc. can be given to them if
the number of new employees is too large, orientation classes can be

~ 115 ~
arranged for them. But according to need some provision for induction must
be.

CAREER DEVELOPMENT

In this area of globalization, competition and professionalization, bundle of

opportunities are available all over the world. Who would not want to grow
and emerge as a winner in this corporate world? Today’s employees are
more ambitious and have bigger aspirations than the ‘baby boomers’. They
want to grow fast and achieve their goals soon; they set higher goals and do
not compromise in achieving these goals. They are hardworking, sincere,

~ 116 ~
enthusiastic, energetic, and passionate and the most important is they dare to
dream, dream to touch the sky. Today, employees are not stick to just one
post and one organization throughout their working life. They want change,
development in their career. This scenario has lead to the situation that no
organization can afford to ignore the importance of inculcating career
development in the organization if it desires to retain its star performers and
prevent the competitors to poach them. Amidst vast opportunities available
to the employees, it has become necessary to have bright career
opportunities within the organization so as to prevent them from leaving the
organization for better prospect in some other organization.

Career Development opportunities are available at Vadilal, but they

are department specific, e.g. better career development opportunities
available in marketing department, process food department, etc…. then
compared to the finance department, Forex department etc…

There is no formal application of career development programmers

and procedures. Career counseling, career patching etc… which are parts of
an ideal career development procedure is not in application here. There is no
counseling done for the employees for mutual understanding of the

career opportunities available in the company and the expectations of

the employees from the company with respect to their career growth.

The only option of career development available here is promotion.

The employees have to wait for their promotion for their career growth and
development. Other methods of career development like job rotation, job
enlargement, job enrichment are not in practice.

~ 117 ~
 Promotion definitely encourages the employees to work more and
more effectively and efficiently and contribute the best towards the
organization. It is one of the best tools for retention of employees.
Promotions are not even frequently. Promotions are given to those
employees who have completed minimum four years of service in Vadilal
and on the basis of their skills, dedication and sincerity towards their work.
Thus the criterion for promotion is years of service in Vadilal and
qualification and qualities of employees.

PROMOTION
“Good promotion is the perfect way to motivate the employees.”

Generally in any organization promotion is based on two ways.

(1) Seniority (2) Merit (3) Seniority cum Merit Basis

In Vadilal Enterprises Ltd Promotion decision are taken by management.

Management of company observes the performance of employees,

past data about the work. After that if management feels that employee is
perfect for that is perfect for the promoted job then only company gives
Promotion.

~ 118 ~
Generally in Vadilal Enterprises Ltd after three-year Promotion will be
gives to the employees.

TRANSFER
In Vadilal Enterprises Ltd. Transfer policy is based on three
conditions.

(1) When there is storage of manpower

(2) When there is recognition
(3) When there is an over staffing

Company gives transfer to one department to another

department, one section to another section, one shift to another
shift, one plant to another as per company’s requirement and
employee’s demand.

~ 119 ~
 TIME KEEPING SYSTEM
Time keeping system record the employee’s presence and absence. In every
organization proper time keeping system is necessary.
Vadilal staff at plant, time keeping is as under

• SHIFT
(1) 8 am to 4 pm
(2) 4 pm to 12 pm
(3) 12 pm to 8 am

For office employees, time keeping system is.

• SHIFT
(1) 9:30 am to 1 pm
(2) 2 pm to 6:30 pm
Lunchtime is 1:00 to 2:00 pm.
~ 120 ~
 In the office there is an automatic computerized time keeping machine in
which every employee just passes the card in arrival and leaving and time
will be noted in the machine.

Company gives 7 seek leave,10 casual leave and 26 paid leave to the employees.

PERQUISITES & ALLOWANCES

In addition to the salary, employees of Vadilal Enterprises Ltd shall be
entitled for following Perquisites and Allowances. The Perquisites and
Allowances shall be evaluated as the income-tax rules, wherever applicable.
In the absence of such rules, Perquisites & Allowances shall be evaluated at
actual cost:

• Category-A:
 House Rent Allowances (HRA):

House Rent Allowance is a kind of allowance which is provided by

employer to employees in order to maintain the accommodation facilities
for the employees. Now a days number of big enterprises provides township
facilities then in such situation House Rent Allowance is provided minimum
by employer but in case the companies where such kind of facilities are not
available then in such situation they provide the House Rent Allowance
accordance with the grade of city and their life style.
Here, Vadilal Industries also provide the House Rent Allowance
accordance with the grade and life style of the city. As Ahmedabad is

~ 121 ~
considered as a Metro City they use to provide the HRA near about 35 to 40
percent.
 Medical Re-imbursement:

Vadilal Industries is keen towards the safety and security towards their
employees. They provide the Medical Reimbursement to their employees in
case any unfortunate event occurs with any of their employees. The amount
of reimbursement depends on the type of event and the percentage of
physical or mental harmfulness happens with the

employees. Apart form the monetary reimbursement they are constantly

provide moral and unbiased support from their side.

 Club Fees:

Vadilal Industries also give more attention towards the healthy working life
and entertainment of their employees. In order to achieve this goal they use
to provide the club membership to their higher level employees which
includes, Directors, Vice President, Managers, Head of departments etc…
They are encouraging their employees by providing such kind of club
membership, so that their employees can also enjoy the other part of their
life.
 Food Coupon Allowances:

Company provides food allowance to top category employees including UC

to M2 level.
 Child Education Allowances:

Vadilal is not only focusing on their employees working within the

company but they are also giving attention towards their family members.
They are also keenly interested in developing the families of their
employees. In order to develop their child they provide child education
allowance to every employee comes under the category of UC to M5.

~ 122 ~
 Personal Accident Insurance Premium:

Vadilal Enterprises Ltd is too much attentive towards the physical safety of
their employees. They consider their human resource as valuable asset and
for the sake of them they use to take insurance of each and every employees
working with Vadilal Industries ltd.

Vadilal Enterprise Ltd takes the Workman Compensation Policy for

Plant employees and they also take the Personal Accident Policy of all the
employees working at office premises. For the purpose of insurance

policies, they tie up with New India Insurance Co. Ltd. The amount
of insurance is varied as per the designation, salary and category of
employees.

~ 123 ~
• Category-B:

 Provident fund:
Provided fund is after retirement benefit given by company to their
employees. When an employee retired from the services he gets lump sum
amount in the foam of provided fund. Such amount will help the retired
employee in their future decisions.

As per the rules, company deduct 12% amount as a Provident Fund

from the employees salary and also made the same contribution in respect of
employees P.F.account. Here the salary includes basic wages, dearness
allowance, cash value of food concession and retaining allowances if any.
Out of the 12% contribution made by the employer, 8.33% contribution is
made to Pension fund i.e. A/c no 10 and rest 3.67% contribution is made to
Provident Fund account i.e. A/c no 1. Company also made contribution of
0.5% to wards EDLIS i.e. A/c no 21. Company also made contribution of
1.10% towards Administration Charges and 0.01% to wards admin charges
towards EDLIS i.e. A/c no 2 and A/c no 22 respectively.

Company need to remit the contributions and administrative charges

before the 15th of every month. At the time of remitting company have to
file the initial returns of Form 9, Form 3(P.S.), and form 5A. After the

~ 124 ~
completing the initial procedure they have to file the monthly returns in
Form 12A, Form 5, Form 10 and challans for remitting the dues.

The detail of the various Provident Fund form are as follows:

• Form-9(Revised)
This form contains the details of employees as members of Employees'
Provident FundS'52, Employees' Deposit Linked Insurance'76 &
Employees' Pension Scheme'95 on coverage of the establishment- This is
to be submitted immediately after joining. i.e within 15 Days.
• Form-12A
This form shows the details of the contributions recovered form the
members & paid along with details of employers' contribution &
administrative charges- This is to be submitted monthly by 25th of
following month.
• Form-5
This form shows the details of the employees enrolled newly to the
Provident Fund- To be submitted along with Form-12A every month
within 15 days.
• Form-10
This form shows the details of the employees leaving service during the
month to be submitted along with form-12A.
• Form-3A
This form shows the details of wages & contributions in respect of each

~ 125 ~
 member, to be prepared financial year wise- To be submitted to the
Provident Fund office by 30th of April every year.

• Form-6A:
Yearly consolidated statement of contributions- To be forwarded yearly
along with form-3A. It should be ensured that all the form-3A are
entered in form-6A, irrespective of whether the form-3A was forwarded
for the broken period and the total dues as per the form-12A for the
whole year agrees with the total of form-6A within 30th April.
• Form-5A
Return of ownership of the establishment- To be forwarded immediately
after coverage & whenever there is a change in the ownership; it has to
be intimated with in 15 days of change.

~ 126 ~
INDUSTRIAL RELATION SECTION

MAIN FUNCTIONS OF I.R. SECTION:

• Liaison with the union and the management.

• Officer association, i.e. body of officers who represent the case/cases
of their officers, if they feel that any sort of injustice is being done to
them regarding promotion, transfer etc.
• Handling of case/cases (civil, criminal, labor related) which any
outside party or the employee’s /contract labor(s) etc file against the
company.
• The matters related to contract labor.
• Annual shut down
• Work of Time Office
• Arrangements of welfare facilities for employee. (As per factory Act,
1948)

~ 127 ~
  Welfare facilities as per factory act,1948
and benefits at Vadilal

The different welfare schemes formulated by Vadilal are as under:

1. Gratuity
2. Provident Fund
3. Pension
4. Sitting facility
5. Welfare Activity

~ 128 ~
1. Gratuity:
Employee’s Gratuity is considered as per eligible for gratuity after
completion of minimum 5 years of continuous service. Gratuity amount is
calculated by the formula as under:

15 x last pay of employee (basic+ D.A ) x no. of completed years of service

26

Gratuity

Normal
Death
Given after 60
Upto 60 years
years

Gratuity amount below 3.50 lakh is non-taxable. Gratuity is non transferable

while P.F is transferable.

~ 129 ~
2. Provident Fund:
Vadilal has it’s own Board of Trustees for the administration of employee’s
provident fund as per ESP and misc. provision act, 1952. It provides better
facilities than available in provident fund managed by Regional Provident
Fund Commissioner (RPFC). If any employee leaves the job before his
superannuation, his amount of P.F can be transferred.

Contribution towards P.F @ 12% by employee.

Contribution toward P.F @ 12% by employer, among this 3.67% toward

P.F and 8.33% toward pension.

Total contribution towards P.F comes to 15.67%.

Total admissible amount of P.F of any employee is total contribution of

P.F+
Interest. Vadilal gives more interest than government.

3. Pension :
Any employee is entitled to get pension only when he completes minimum
10 years of service and after the age of 60 years in the case of retirement. If
an employee takes V.R.S he is eligible to get pension only after his age of
50 years and that to with deduction of 3% in his pension upto the age of 60
and after the age of 60 years, he is eligible to get the full amount entitled by
him as his pension.
Vadilal contributes 8.33% of employee’s salary subject to a maximum of
Rs. 541/- month.

~ 130 ~
Pension can be calculated as per two elements:
1. New scheme, 1995 onward.
2. Before 1995.

New scheme, 1995 onwards :

Pension = 6500 x pensionable years of service
70
Note : Pension able years of service= Numbers of service after 1995.

Before 1995 :
Pension amount as per the table Ax 2.248

Table ‘A’:

Years of service Rupees

1-11 85
11-15 105
15-20 135
Above 20 170

In case of death of employee, his/her spouse is entitled to get 50% of the

pension amount and his /her two children up to the age of 25 years and they
must be unmarried can get
amount @ 25% of the pension amount which is payable to the widow. If the
member is not survived by any widow the orphan pension @ 75% of the
amount admissible to widow payable to the orphan subject to minimum Rs.
170/- per month.

5. Sitting facility:

~ 131 ~
Vadilal provides well suitable and comfertable-sitting facility for workmen
as per prescribe in the law.

6. Welfare Activity:
Insurance :

As a Company all care is being taken to INSURE the employees and cover
their risks of getting injured while on duties. Even the casualties have
also been taken care. The coverage has been taken by doing the Risk
Management.

Employees group gratuity cum life insurance scheme :

All employees are insured under group gratuity life insurance scheme so
that in the case of death, the dependent/nominees get the gratuity as if the
employee retires at the age of 60 years. i.e an amount of gratuity for the rest
of years after the death of employee.

~ 132 ~
 CHAPTER 3

RESEARCH
METHODOLOGY

~ 133 ~
 Research Methodology

Introduction
Research in common parlance refers to search for knowledge. Once can also
define research a scientific and systematic search for pertinent information
on a specific topic. In the modern complex world every society today is
faced with serious social, economic and political problems. Research is a
systematic effort at gathering, analysis and interpretation of the problems
confronted by humanity.
Redman and Mory define research as a “Systematized effort to gain
new knowledge.” Research as a movement, a movement from the known to
the unknown. It is an original contribution to the existing stock of
knowledge and experiment. It is actually a voyage of discovery. Thus in
short, the search for knowledge through objective and systematic method of
finding solution to a theory is also research.

~ 134 ~
 Research Problem
A Research problem, in general, refers to some difficulty which a researcher
experiences in the context of either a theoretical or practical situation and
wants to obtain a solution for the same. Thus, a research problem is one
which requires a researcher to find out the best solutions for the given
problem. It is an important stage and care must be taken by the researcher
because if the problem derived wrong then it will lead to wrong findings and
conclusion.

Research Design
The main aim of conducting the stay interview is to know the reasons
and the expectation of the people attached with the organization. In
~ 135 ~
 order to achieve the objective of study, I decide to collect the data
through Exploratory Research method.
• Universe:
 Employees at Vadilal Enterprises Ltd, India. (Finite Universe)

• Sample Area (Unit)

 The survey is to be conducted at the Vadilalses Enterprises Ltd, Only
including all the employees at Ahmedabad office.

• Sample Size
 50 Respondents from Vadilal Enterprie ltd, India, who have been

employed since last 2 to 4 years /joined the company since last 2 to 4

years.

Data collection

• Primary Data
• Secondary Data

A) Sources of Data
Primary Data

~ 136 ~
 Here the data is to be collected through personal interaction with the
people of an organization.

Secondary Data
Past fact sheet maintained by the organization.

B) Data Collection Method

• The Structured Questionnaire which Compressed of an open

ended answers.
• Personal Interviewing
• Observation Method

Limitations of the study

1) Total allotted time of two month for the research work is too short
for reaching over concrete conclusion. It is quite difficult to
complete the research study in such short duration.

~ 137 ~
 2) As our selected topic is “Recruitment & election”, it is compulsory
for us to collect the data personally. It is quite difficult that all
persons are available on the right time at their place.

3) As I have to collect the data form the persons who have joined the
company during the period of last two years, it is quite difficult to
find appropriate no of persons in such category.

4) Employees are not ready to share the fact because they have a fear of
sharing the data with their superiors.

5) Data has to be collected during the working hours of employee;

number of employees was refused to allot their precious time.

6) As our questionnaire was open-ended, it takes more time to fill the

answers

7) Data has to be collected from the different places; it takes more time
to reach and proper arrangement should be made before conducting
the interview.

8) As our questionnaire was objective, different person had different

opinion on the same questions. So, it becomes difficult to analyse the
data.

HR PHILOSOPHY:

~ 138 ~
The above chart represents that ,
Clerks believes internal job posting procedure is very good & also bearing
expenses for outstation candidates, & also candidates are being strategically
utilized.
Sales representative believes internal job posting procedure is good & also
bearing expenses for outstation candidates, & also candidates are being
strategically utilized because they worked on hard core marketing only.
Manager believes internal job posting procedure is good & also bearing
expenses for outstation candidates, & also candidates are being strategically
utilized.

HR POLICY:

~ 139 ~
The above chart represents, that
Clerks are satisfied with Hr policy because of referral scheme and reward
policy.

Sales representative are not more satisfied with Hr Policy because of

identify skills and qualification.

Manager are satisfied with hr policy because of well structure interview

procedure and also sources of recruitment.

HR PROCESS:

~ 140 ~
The above chart represents, that
Clerks are believing that HR process is good. Because clerks are not more
attachments with the manager as well as they have only interested in their
own work only.

Sales Representative does not know about the Hr process and also does not
have any interaction between Sales representative & Manager.

Manager believe that hr process is very good because first they signing
bond from candidates. And also they release offer letter within a two days.

1. A policy in place stating the organization’s strategy on recruitment and selection.

1 Poor 2 Average 3 Good 4 Very Good

~ 141 ~
 6%
20%
20%
poor
avg
good
v.good

54%

The chart represents that according to 54%, the strategy of recruitment & selection is
‘Good’. There is equall proportion for the opinion ‘Very Good’ & ‘Average’. Only 6%
of employees gave negative comments for the strategy.

2. Before filling a position do you identify the skills, qualifications and behaviors needed to
meet your objectives?
1 Poor 2 Average 3 Good 4 Very Good

6%
24%

30% poor
avg
good
v.good

40%

The above chart represents itself that 40% are ‘Good’ at considering the skills,
qualification and behaviour of the candidate while recruitment, 30% are ‘Average’, 24%
are ‘Very Good’ & only 6% are ‘Poor’ for ths procedure. The moral is that employees
are enthusiastic for their duties.

3 Is the selection process transparent, equitable, based on merit, and appropriate?

1 Poor 2 Average 3 Good 4 Very Good

~ 142 ~
 4%
18%
30%
Poor
Avg
Good
V.good

48%

According to above result it shows that management it is better to selection process

transparent, based on merit of the candidates while recruitment policy.

4. Internal Job posting procedure in place and it works better.

1 Poor 2 Average 3 Good 4 Very Good

20% 6%

poor
avg
40%
good

34% v.good

The chart outputs that according to 40% of e’yees, internal job posting is ‘Average’. 34% of
e’yees are in favor with the internal job posting while 20% of e’yees are highly in favor with the
internal job posting. Only 6% dislike internal job posting.
According to them, the success of posting depends upon the Training.

5.Recruitment sources (Advt., walk-in, referral, consultancy, employment, e-recruitment) been as an

active recruitment.
1 Poor 2 Average 3 Good 4 Very Good

~ 143 ~
 2%
22% 16%

poor
avg
good
v.good
60%

60% of e’yees responses that the recruitment sources are ‘Good’ & active recruitment. Only 2% of
e’yees dislike the recruitment sources.

In short, the e’yees are happy with the current promotion schemes.

6. Measuring the effectiveness as well as the costs of these recruitment sources by

company.
1 Poor 2 Average 3 Good 4 Very Good

16% 10%

poor
avg
24% good
50% v.good

The e’yees are not much happy with the effectiveness as well as the cost of these
recruitment sources.

According to them, there is average effect of promotions on market.

7. The process from needs identification for recruitment through final approval
authorization.
1 Poor 2 Average 3 Good 4 Very Good

~ 144 ~
 2% 12%

Poor
Avg
Good
55% 31% V.good

It can be clearly seen from the result of the analysis that nearly average percentage the final
approval authorization for recruitment is done for the process of needs identification. This is due
to the absence of decentralization of the Top Management. A need is felt to develop Profit
Centre Heads with sufficient amount of delegation of authority so that unnecessary transaction
costs are eliminated and the strategically employed people can be well utilized.

8. Recruitment linked to human resources planning (projected, workforce requirement)?

1 Poor 2 Average 3 Good 4 Very Good

8%
26%

poor
avg
36%
good
v.good
30%

36% Employees of the organisation belives that it is ‘Good’ that recruitment is linked to the
human resource planning. Only 8% of e’yees disagree with the link.

Looking to Management prospective, Recruitment & HR are different philosophies but they are
interrelated to each other.

9 Is consideration given to internal candidates for all of some job opening before
outside recruitment begins?
1 Poor 2 Average 3 Good 4 Very Good

~ 145 ~
 8%
24%

poor
avg
38% good
v.good
30%

38 % candidates gave ‘Average’ response for some job opening before outside
recruitment begins. According to 30%, it is ‘Good’.

E’yees of all department are not much aware with this matter, the chart represents that.

10 How is organization practice about employee referral schemes and Rewards?

1 Poor 2 Average 3 Good 4 Very Good

0%
20%

poor
avg
54%
good
26%
v.good

The above chart represents itself that 54% employees in that organization says it’s a
really a ‘very good’ for practice about employee referral schemes, followed by 26% says
it’s a really a ‘Good’ referral schemes & reward. 20 % opinioned ‘Average’.

11 Company bearing any expenses of the out-station candidate for the final interview?
1 Poor 2 Average 3 Good 4 Very Good

~ 146 ~
 0%
26%
34%
poor
avg
good
v.good

40%

40 % of employees said it is ‘Good’ for expenses of the out station candidate for the final interview.
The rest do not like it much.

12 What rank do you prefer when compare to company’s competitors (its facility, culture,
shift timing)
1 Poor 2 Average 3 Good 4 Very Good

0% 18%
30%
poor
avg
good
v.good
52%

The above chart focuses that more than 50% of employees opinied ‘Good’ for Vadilal it
means they are contented with the Vadilal Mgt. though there is high degree of
competition. Even 30% votes goes in ‘Very Good’ category. So, it means that the
employees have no larger effect of competition in market. This company is proviiding
more banefis to all the empoloyees and they are well equiped with all fringe banefits,
according to e’yees.

13 Enough timing of hiring process taking by HR i.e. right from the test/ interview stage to
the offer stage.
1 Poor 2 Average 3 Good 4 Very Good

~ 147 ~
 0% 20%
30%
poor
avg
good
v.good
50%

50 % said it is good for timing of hiring process taking by HR i.e. right from the test/ interview
stage to the offer stage. HR department is very clear about whom to appoint and why to appoint.
After the interview they are taking enough time to analyze the candidate like what are the strengths
and weakness, best position for the employee and his/her compensation structure. After analyzing
all these aspects they are selecting the right candidate.

14 Did you get an employment agreement signed by you? If yes, what is the value of the agreement.
1 Poor 2 Average 3 Good 4 Very Good

22% 8%

26% poor
avg
good
v.good
44%

44% of employees are saying that its ‘Good’ to give importance to agreement. The rest
are don’t care of agreement much.

15 The duration of the probationary period for a new joiner in this organization is:
i) 6 months ii) 1 year.
1 Poor 2 Average 3 Good 4 Very Good

~ 148 ~
 0% 10%
26%
poor
avg
good
v.good
64%

64 % is said probation period for a new joiner period 6 months is good. We can interpret that
after getting 6 months intensive training / probation they are able to adopt all methods, technical
data of the company. This also shows that the induction process is good in the company because
they are getting all the relevant information within 6 months. It can be also be observed that all
employees are finding their subordinates / boss more effective at the time of probation period.

16 Clients or consultants frames/modified requirement for organization talent

acquisition.
1 Poor 2 Average 3 Good 4 Very Good

14% 0%

poor
avg
good
30% 56%
v.good

56 % is said its average of clients frames requirement for organization talent acquisition

17 The HR is deciding compensation on the basis of Experience.

1 Poor 2 Average 3 Good 4 Very Good

~ 149 ~
 6%
24% 16%
poor
avg
good
v.good

54%

54% are agreed with this statement. Of course! Compensation should be determined on
experience basis but not at all time because, sometimes inexperienced persons /
employees are more productive rather than experienced employees. Here according to
the analysis it can be observed that most of the people are experienced.

18 The HR is deciding compensation on the basis of performance.

1 Poor 2 Average 3 Good 4 Very Good

2%
12%
35% poor
avg
good
v.good

51%

51% of e’yees are agreed with this statement because they are more productive to the
company although having less experience. These employees are those who are
generating more output with the comparison of well experienced employee. There should
be the combination of both experience and productivity.

19 After selection new employee get offer letter with in on the spot
1 Poor 2 Average 3 Good 4 Very Good

~ 150 ~
 0% 14%
26%
poor
avg
good
v.good

60%

60 % employee said it is ‘Good’ to get offer letter with in on the spot. Here, the
philosophy of motivation is working on high degree. The e’yees would be motivated to
work with enthusiasm with such kind of action.

20 Are interviewing procedure structured.

1 Poor 2 Average 3 Good 4 Very Good

20% 10%

poor
avg
good
20% v.good
50%

50 % said it is average interviewing procedure structured. The employees find that the
interview procedure is focused and well organized in manner. HR department is more
clear about the recruitment process and they mainly select those who are best in their
portfolio. Here one thing has been observed that the way of interview is very proper and
formal.

21 Are Candidates being strategically utilized

1 Poor 2 Average 3 Good 4 Very Good

~ 151 ~
 6% 0%

40% poor
avg
good
v.good
54%

Here 54% candidate are agreed to the statement, because the company is utilizing their
all strengths. Here it is crearly defined that the recruitment and selection processdure is
transparent and the company is utilizing the best resources. The personal interviews are
more focused and through this reasson the company is utilizing the the best resources
strategically and they are finding “right candidate for right job”.

Recruitment Questionnaire
I am Ms. Margi Modi, student Sikkim-Manipal University, Ahmedabad Center. As a
part of my academic course curriculum of MBA-HR, I am doing this project in
Vadilal Enterprises Ltd.

~ 152 ~
This survey should take approximately 10 minutes of your time to complete. Please
respond candidly to the questions. Confidentiality of your opinions / views would be
maintained.
Thank you, in advance, for your time and participation, Inspite of your busy schedule.

Please Fill in the Following Details

Name :

Company :

Designation :

Location :

Gender : Male Female

Education : Diploma Undergraduate Graduate PG

Experience (yrs) : 0 to 1 1 to 2 2 to 5 More than 5

(in years)

 Rank the following according to its relevance to the Company:

1. A policy in place stating the organization’s strategy on recruitment and selection.

1 Poor 2 Average 3 Good 4 Very Good

2 Before filling a position do you identify the skills, qualifications and behaviors needed to
meet your objectives?
1 Poor 2 Average 3 Good 4 Very Good

3 Is the selection process transparent, equitable, based on merit, and appropriate?

1 Poor 2 Average 3 Good 4 Very Good

4 Internal Job posting procedure in place and it works better.

1 Poor 2 Average 3 Good 4 Very Good

5 Recruitment sources (Advt., walk-in, referral, consultancy, employment, e-recruitment) been as

a active recruitment.
1 Poor 2 Average 3 Good 4 Very Good

6 Measuring the effectiveness as well as the costs of these recruitment sources by

company.
1 Poor 2 Average 3 Good 4 Very Good

~ 153 ~
7 The process from needs identification for recruitment through final approval
authorization.
1 Poor 2 Average 3 Good 4 Very Good

8 Recruitment linked to human resources planning (projected, workforce requirement)?

1 Poor 2 Average 3 Good 4 Very Good

10 Is consideration given to internal candidates for all of some job opening before
outside recruitment begins?
1 Poor 2 Average 3 Good 4 Very Good

10 How is organization practice about employee referral schemes and Rewards?

1 Poor 2 Average 3 Good 4 Very Good

11 Company bearing any expenses of the out-station candidate for the final interview?
1 Poor 2 Average 3 Good 4 Very Good

12 What rank do you prefer when compare to company’s competitors (its facility, culture,
shift timing)
1 Poor 2 Average 3 Good 4 Very Good

13 Enough timing of hiring process taking by HR i.e. right from the test/ interview stage to
the offer stage.
1 Poor 2 Average 3 Good 4 Very Good

14 Did you get an employment agreement signed by you? If yes, what is the value of the agreement.
1 Poor 2 Average 3 Good 4 Very Good

15 The duration of the probationary period for a new joinee in this organization is:
i) 6 months ii) 1 year.
1 Poor 2 Average 3 Good 4 Very Good

22 Clients or consultants frames/modified requirement for organization talent acquisition.

1 Poor 2 Average 3 Good 4 Very Good

23 The HR is deciding compensation on the basis of Experience.

1 Poor 2 Average 3 Good 4 Very Good

24 The HR is deciding compensation on the basis of performance.

1 Poor 2 Average 3 Good 4 Very Good

25 After selection new employee get offer letter with in on the spot
1 Poor 2 Average 3 Good 4 Very Good

26 Are interviewing procedure structured.

1 Poor 2 Average 3 Good 4 Very Good

27 Are Candidates being strategically utilized

1 Poor 2 Average 3 Good 4 Very Good

~ 154 ~
 Findings

• Most of the employees (74%) are satisfied with the organization

strategy for recruitment & selection procedure.

~ 155 ~
• Researches gives the result more than 69% employees are satisfied
with their position in the organization.

• Organization offers internal job posting, promotion, internal transfer

to its employees in the organization

• The company should improve the effectiveness costs of the

recruitment procedure in terms of source.

• Company recruit from (advertisement, walking, consultancy and e-

recruitment)

• Vadilal giving better allowances as compare to company competitors.

For e.g. food coupon, shift timing .

Recommendation

• On the basis of these research I would like to suggest that

organization is required to modify its decision making process at
the time from centralized to decentralized upto some extent.

~ 156 ~
 • Organization is required to make its procedure for recruitment &
selection step by step i.e. in proper way.

• The Vadilal system software of vadilal enterprise should be

modified because it is not to upto the level and comfortable of the
employees.

• Right candidates at right time, at right place

• Referral scheme and reward system is one of the successful policy

for recruitment as well as motivate for extra earning.

• Selection & recruitment can done also on the basis of education

qualification and academically achievement.

• Give a specific job profile to specific person.

• Vadilal should also increase television advertisement.

• The Electric sign Boards can prove to be an important advertising

tool as it is more eye catching and attractive at night under the
colorful light. To increase the consumption during other time in a
day like in the afternoon, ice cream availability should be
increased near the shopping areas, super markets, theatres etc., so
its consumption can be increased.

BIBLIOGRAPHY :

 Human Resource and Personal Management

Author: K. Aswathapa
~ 157 ~
 WEBOGRAPHY:

www.google.com

www.citehr.com

www.wikipedia.com

www.vadilalgroup.com

~ 158 ~