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SUMMER TRAINING PROJECT REPORT


On
STUDY OF FINANCIAL STATEMENT PROCEDURE
Completed in

VADILAL ENTERPRISES LTD

For the partial fulfillment of requirement of


PGDM
(2010-2012)

Under the guidance of :


Tanu mukharjee

Under the supervision of


Mr. Dinesh Singh

Submitted by: Rahul saxena


Roll no. : 102044

Greater Noida Institute of management(GNIM)


6-C, knowledge park- II, Greater Noida(G.B. Nagar)

CERTIFICATE

This is to certify that the Summer Training Project Report entitled STUDY OF
FINANCIAL STATEMENT PROCEDURE being submitted by NARENDRA PAL
for the partial fulfillment of the requirement of M.B.A.is a record of an independent
work done by his under my guidance and supervision. During the training, his
conduct was good and we wish him all the best for the bright future ahead.

DECLARATION

PRADEEP KUMAR, hereby declare that the Summer Training project


report entitled STUDY OF FINANCIAL STATEMENT PROCEDURE
being submitted to the A.N.A. COLLEGE OF MANAGEM,ENT &
TECHNOLOGY for the partial fulfillment of the requirement of M.B.A., is
my own endeavors and it has not been submitted earlier to any
institution/university for degree.

NARENDRA PAL
MBA III rd SEM

ACKNOWLEDGEMENT
I wish to express my deep sense of gratitude to, Faculty Guide NIMS
UNIVERSITY whose guidance has aided me in the completion of this
project.
My gratitude also goes to the employees of VADILAL INDUSTRIES
LTD. who provided their undying support to me at all times, and helped me
in every way possible.
Lastly but above all, I would like to thank my parents and my friends
who provided all possible assistance and who inspired me.

NARENDRA PAL
MBA III rd SEM

TABLE OF CONTENTS

CERTIFICATE OF THE COLLAGE2


CERTIFICATE OF THE COMPANY...3
DECLARATION...................................4
ACKNOWLEDGEMENT..5
VISION/MISSION.8

CHAPTER: - 1. (9 to29)

VADILAL AT BAREILLY..10
BAREILLY PLANT DETAIL..10
COMPANY BACKGROUND12
OBJECTIVE OF THE STUDY...13
RESEARCH METHODOLOGY14
COMPANY PROFILE18
BUSINESS DESCRIPTION19
PRODUCT LINE.20
MR. RAJESH R. GANDHI (PHOTO).28

CHAPTER:- 2(30 to39)

PRODUCTION.31
QUALITY POLICY.32
QUALITY ASSURANCE32
QUALIY CONTROL...34

CHAPTER: - 3.. (40 to 45)

MARKETING..41
SALES NETWORK.41
PLANT LOCATION42
DISTRIBUTION NETWORK.43
PRESENT STATUS.43
VADILAL EXPANDING FOOD PROCESSING CAPACITY..44

CHAPTER: - 4.......(46to55)

ACHIVEMENT..47
FAMOUS ICE CREAM.....48
ORGANISATION STRUCTURE OF VADILAL(BARALIY).50
FINANCIAL DATA...51

CHAPTER: - 5. ..(56to67)

FINANCIAL (INTRO.).57
OBJECTIVES..58
FACTOR AFFECTING RECRUITMENT.59
SOURCES OF FINANCIAL 59
METHOD & TEC. OF RECRUITMENT....66

CHAPTER: - 6.. ..(68to90)

TEST PAPER.69
FINANCIAL AT VADILAL...69
THERMATIC APPERCEPTION TEST.....81

CHAPTER: - 7(91to103)

RESEARCH ANALYSIS92
FINDINGS.......96
RECOMMANDATION...97
LIMITATION.......98
FINANCIAL CHECKLIST...........99
QUESTIONNAYER101
BIBLOGRAPHY.103

MISSION AND VISION

To become an Indian MNC in frozen foods.

To provide products and services at an affordable price without compromising


the quality, says Shri Ramchandrabhai Gandhi.

Stable Vadilal as a top brand of frozen foods in India

CHAPTER:- 1
INTRODUCTION
COMPANY PROFILE
OBJECTIVE
RESEARCH METHODOLOGY

VADILAL AT BAREILLY

On 4 march 1996 this day set ablaze the spark for the glowing dreams in many hearts to
set up vadilal ice crme in Bareilly (UP).

The overall investment of Rs 10 crores from vadilal and 7 crores from other ancillary
units around it. The mechanized home spered over 20 acres with 12 acres of constructed
area. The factory is equipped with high speed , highly automated machines. MR.
PRAVEEN SINGH AREN, mayor of Bareilly, formally inaugurated the factory on 25
march 1996 in the presence of vice chairmen and director of vadilal.

Bareilly plant details:


In our unit we use modern sophisticated machinery for making high quality ice cream.
We take utmost care during selection and processing of ingredients. In our mix
preparation section we use latest machinery like Homogenizer and Pasteurizer which
ensure our commitment of producing good quality ice cream. We have very sophisticated
imported homogenizer (capacity 3000 lts /hr) and a automatic panel based Pasteurizer
which ensure food safety.
In freezing section we have automatic continuous freezers of capacity ranging from 300
lts/hr to 2000 lts/hr ice cream.

We have our own raw material processing section which provide very pure and processed
raw material to freezing section .In our raw material processing section we use
ultramodern oven and machinery for heating and other treatment of fruits and nut which
make these very much entire safe for human consumption.
For cone production we have fully automatic cone filling machine. We produce fully
untouched cones.
As we are producing a very sensitive food product we take utmost care about cleanliness
and hygiene of our plant. For cleaning we have a central. CIP system. We used to take
plant for total CIP before and after every production shift and sterilize each and every
pipe line, pasteurizer,homozenizer, storage tank,freezer,balance tank and ice cream filler
using steam.
Every worker is trained for their work and they follow strict norms for cleanliness and
hygiene during production of ice cream.
All staff that work in production area is being daily checked for their personal hygiene.
Every staff use to pass through a thorough medical checkup after a fixed time interval to
ensure whether he/she is fit for working in production department or not.
Ice Cream is shifted from production section to dispatch section using FIFO SYSTEM.
1. MIX SECTION : AUTOMATIC HOMOGENIZER AND PASTERIZER
WITH
2. CAPACITY OF 3000 LITRES OF MIX PER HOUR

3. FREEZING SECTION: 9 AUTOMATIC CONTINEOUS


FREEZER CAPACITY RANGING FROM 300 TO 2000 LITRES OF ICE
CREAM PER HOUR.
4. FRUIT FEEDER: 3 AUTOMATIC FRUIT FEEDER FOR PROPER NUT
ADDITION.
5. RAW MATERIAL PROCEESS: WE HAVE OUR OWN CAKE
PRODUCTION AS WELL AS A FULLY AUTOMATED OVEN FOR
PROPER HEAT TREATMENT OF NUTS.

COMPANY BACKGROUND

Company Profile: Vadilal Industries Limited

Ticker:

519156

Exchanges:

BOM

2008 Sales:

1,315,300,000

Major Industry:

Food & Beverages

Sub Industry:

Miscellaneous Food

Country:

INDIA

Employees:

811

OBJECTIVE OF THE STUDY:-

1- To know the practices & procedures of recruitment in vadilal

2- To study the sources of recruitment.

3- To study the mode of recruitment in Vadilal.

4- To study the quality consistency of Vadilal product.

5-

To study the selection process of Vadilal.

6-

To know about the Indias one of the best frozen food industry.

7-

To study the section criteria or models.

Research Methodology

RESEARCH DESIGN

MEANING OF RESEARCH DESIGN


The formidable problem that follows the task of defining the research problem is the
preparation of the design of the research project, popularly known as the research
design. Decisions regarding what, where, when, how much by what means concerning
an inquiry or a research study constitute a research design. A research design is the
arrangement of conditions for collection and analysis of data in manner that aims to
combine relevance to the research purpose with economy in procedure. In fact, the
research design is the conceptual structure within which research is conducted; it
constitutes the blueprint for the collection, measurement and analysis of data. As such the
design includes on outline of what the researcher will do from writing the hypothesis and
its operational implications to the final analysis of data. More explicitly, the design
decisions happen to be in respect of :

(i)

What is the study about ?

(ii)

Why is the study being made ?

(iii)

Where will the study be carried out ?

(iv)

What type of data is required ?

(v)

Where can the required data be found ?

(vi)

What periods of time will the study include ?

(vii)

What will be the sample design ?

(viii)

What techniques of data collection will be used ?

(ix)

How will the data analysed ?

(x)

In what style will the report be prepared ?

PROCEDURE OF DATA COLLECTION


Data compilation is an intermediate stage between data collection and analysis. Data
compilation involves classification and summarization in order to make data amenable to
analysis.
In dealing with any problem, once the sample has been selected the data must be
collected from the sample population. There are several ways of collecting appropriate
data which differ considerably in context of money cost, time and other resources. They
can be broadly classified in to two categories.
Two sources to collect data are namely:
1. Primary Source
2. Secondary Source

PRIMARY SOURCE OF COLLECTING DATA


The Primary Data that I collected were the first hand information which I received
through personal interviews with the consumers and through questionnaires. This data
gave the most vital information for making my analysis of the prevailing purchasing
behavior of the consumers.

QUESTIONNAIRE TECHNIQUE

The method of collecting data mailing and personally distributing questionnaire to the
respondents is the most extensively employed technique in various economical surveys.
This method is quit popular, particularly in case of big inquiries. A typical questionnaire
consists of a number of questions arranged and printed in definite order on a form or a set
of forms. The questionnaire is given to the respondents who are expected to read and
understand the questions and write the response in the given space meant for the purpose
in the questionnaire.
SECONDARY SOURCE OF DATA COLLECTION

Secondary Data involved in my research were the information that I collected through
the various broachers and pamphlets of the company which were provided to me during
the analysis.
RESEARCH DESIGN :
The research design which has been used in the project report is descriptive in nature.
SAMPLE DESIGN:
The sample design which has been use in this project report is simple random sampling.
SAMPLING UNIT :
A decision has to be taken concerning a sample unit before selecting the number of
samples. It may be geographical as well as individual. Here all NCR region has been
taken as a geographical unit and retailers as an individual unit.
SIZE OF SAMPLE:

This refers the number of items (Outlets) to be selected from the finite universe to
constitute a sample size. The survey was conducted of 200 outlets.

TOOLS AND INSTRUMENTS USED FOR THE STUDY

It is necessary for a researcher to define conceptual structure which research would be


conducted. The function of research design is to provide for the collection of relevant
evidence with minimal expenditure of efforts, time and money. In this research the
research design was as follows:1)

Time available for the research is every Wednesday of the week.

2)

The means of obtaining the information is through :


...Primary data like questionnaire, organization workers and management.
Secondary data like magzines, net and Pumplets, etc.

There is no cost factor related to researcher.

COMPANY PROFILE

We are one of the leading manufacturers of Ice Cream in India with the brand name
Vadilal since 1920. Vadilal Group is also engaged in Process Foods, Real Estate &
Constructions, Chemicals & Super Specialty Gases & Forex Business. Vadilal Industries
is the flagship company of the Group having primary interest in Ice Cream and Processed
Foods. Vadilal enjoys one fourth of Indian Ice-Cream market share. Own largest cold
chain strengthens the distribution network across the country.
Today, the name Vadilal conjures images of lip-smacking ice cream in a whole
gamut of flavors. Vadilal stands for quality, availability and a range of varieties with the
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 an unassuming gentleman,
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 taking
calculated risk 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, it started
moving from the city to other parts of Gujarat. By 1985, the company reached out to the
neighboring states like Rajasthan and Madhya Pradesh. But, the process of expansion was

undertaken and executed very methodically. And, we spent five to six years in spreading
our business and then consolidating it," says Shri Ramchandrabhai Gandhi (Chairman).

Business Description

Vadilal Industries Limited. The Group's principal activity is to manufacture and export
ice creams and food processing. It operates in three segments namely Ice Cream,
Processed Food and Others. The product of the Group include frozen desert, frozen fruits
and vegetables, canned fruit, pulp, ready to eat and ready to serve products.
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.

"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).

PRODUCT LINE

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.
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 thats no surprise,
considering that we 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 budgets.
To make it convenient for our consumers to relish our complete range under one roof, we
Have set up a chain of Happiness Parlors Ice Cream boutiques so to say. Hordes of
people flock to these parlors daily because they know that our products contain the purest
and creamiest milk, and the freshest and tastiest fruits and nuts.

Among our products are One-up Choco bar and King Cone all-time favorites which
have today attained the generic status. Another hit is our Kulfi traditional Indian milk

sweet. Some of our products are a combination with confectioneries.

Vadilal has two ultra-modern ice-cream manufacturing plants - one at village Pundhra,
Gujarat and another at Bareilly, U.P. Both plants are ISO: 9001:2000 and HACCP
Certified. Certification of Bareilly plant is done by BIS and Pundhra plant is done by
BVQI under the latest regulations of food safety system, September 2002. BVQI is a
wholly owned subsidiary of Bureau Veritas, a France-based multinational organization.
Our Pundhra plant has recently received the accreditation from Export Inspection Council
of India, Ministry of Commerce and Industry, Government of India certification for
exports that in itself is a bench mark for hygiene and quality. We, at Vadilal take utmost
Care for ice cream, so that it reaches the consumer in the most hygienic and wholesome
way. We have the latest manufacturing equipments including automated cone-filling,
candy-making, cup manufacturing and filling machines, hardening tunnels, computerized
continuous freezers, and machines to produce biscuit-cones.

Since our products are highly perishable, quick transport and proper storage are of
paramount importance. Hence our 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, we 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 40,000 Retailers.

We have integrated backward by making biscuit-cones and paper cups; and forward, by

fabricating deep freezers and refrigerated vehicles. These help us to serve our
distributors, some of whom are situated over a thousand miles away. In days to come, we
plan to further expand our manufacturing facilities to meet the growing demand of Ice
Creams.

Big Cup

Swiss Cake 1+1 I/C PP


Vanilla
Chocolate Chips
Kaju Draksh
Butter Scotch
Real Kesar Pista
Two In One
Ripe Strawberry
Rajbhog
Super Vanilla
Super Kaju Draksh
Super Butter Scotch
Kool Gulab

Tiranga Ice Candy

Juicy

Swiss Cake 1+1 I/C PP


Tiranga Ice Candy

Kachi Kery Juicy

Black Currant Juicy

Tiranga Ice Candy


Mango Juicy

Jaljira Juicy

Orange Juicy

Kalakhatta Juicy

MR. RAJESH R. GANDHI (Managing Director), Vadilal Industries ltd.

Chapter: - 2
PRODUCTION
QUALITY

PRODUCTION

Production facility available at Pundhra Plant.


A- Mix plant ( Pundhra)
Mixing tank -2 no., online duplex filter, HTST , flow diversion valve, two stage
Homogenizer,
Turbo blender for dry mixing, storage tanks ( storage cap. 50000 ltr. At Pundhra)
B- ICE CREAM Freezing-(Pundhra)
8 cont. freezer for ice cream and novelties production having different capacity.
2 fill and cap machine for cone and cup production.
5 Hardening tunnel for quick hardening of ice cream, novelties, cone, etc.
C- CANDY PRODUCTION-(Pundhra)
2 Brine tank for manual candy production
1 cont. freezer
1 candy hardening tunnel
candy mould having diff. shape and volume- 125 no.
Candy wrapping machine for pillow packing

D- AUTOMATIC CANDY MAKING MACHINE- (Pundhra)


Neumatic candy making machine
cont. freezer wrapping machine for pillow packing with conveyor.

E- SEMI AUTOMATIC CLEANING SYSTEM- CIP (cleaning in place)


F- RAW MATERIAL PROCESSING (Pundhra)
Sieving machine,nut cutting machine, Hot air oven, fruit
processing machinery,choclate preparation tank, chick making
machine, cake production facility.

QUALITY POLICY

We at Vadilal Industries Limited firmly believe in providing quality products with


innovative features at competitive prices for customer satisfaction.
We shall strive to achieve our Goals by continuously improving and upgrading
Technology, selecting appropriate process and providing vibrant environment with help
of High Quality standards and emphasis on Hygiene.
We aim to be industry leader by recognizing the changing needs of customer and
ensuring full commitment towards implementing Quality Management System as per ISO
9002.

Quality Assurance

Pundhra:
Our Pundhra Plant is ISO: 9001:2000 and HACCP Certified. The certification of this
plant has been carried out by BVQI under the latest regulations of food safety system,
September 2002. BVQI is a wholly owned subsidiary of Bureau Veritas, a France-based
multinational organization.
The plant has recently received the Export Inspection Council of India, Ministry of
Commerce and Industry, Government of India certification for exports which in itself is a
benchmark for hygiene and quality.

Bareilly:
Bareilly plant is also having ISO 9001: 2000 & HACCP certification as per IS/ISO 9001:
2000 & IS 15000: 1998 respectively from Bureau of Indian Standards (BIS) which is the
largest certification authority in India.
Vadilal Industries Limited, Bareilly was established in 1996 for ice cream manufacturing
with an installed capacity of 15000 liters per day. To cater to the increasing demand of ice
cream in India the company expanded the capacity to 60,000 liters per day in 2005. We
plan to enhance the capacity by 1,00,000 liters ice cream per day in near future. This shall
be supported by state-of-the-art machineries from China, Denmark and other foreign
countries.

Quality control

Personal Hygiene Policy

Every person employed in Food Handling Area is Medically Examined by an Authorized


Medical Practitioner at least once in a year to ensure that he / she is medically fit and free
from any communicable disease.
All employees should inform the Management immediately in the event of their suffering
from Fever, Vomiting, Diarrhea, Typhoid, Boils, Cuts, Ulcers, etc.
No Worker suspected of suffering from any communicable disease is permitted to work
inside Food Handling Areas.
Employees shall keep their fingernails short and clean and wash their hands with soap
solution and water before commencing work and after each short absence, especially
after using sanitary conveniences.
No worker shall allow his /her naked hands or any part of his/her body or clothing to
come in contact with the product and any food ingredient.
No worker shall be allowed without Head cover/ Aprons/ Specified dress/ Masks/ Gloves
(as applicable) inside Food Handling Areas.

Quality And Food Safety Objectives

SL.No. Objectives

Responsible

Responsible

Function

Level

Dispatch

I/c Dispatch

HRD

I/c HRD

Production

I/C Production

To ensure no product recall during the year

Food Safety

Team Leader

with respect to the food hazards.

Team

To save 5% water per unit of production

Engineering

I/C Engineering

Engineering

I/C Engineering

To achieve continual improvement in


customer satisfaction by 5% during the year

To train all employee in food hygiene


during the year.

To reduce the packing material losses by


5% during the year

during the year.

To save energy by 5% during the year

Quality And Food Safety Policy

We at Vadilal Industries Limited firmly believe in providing quality and safe food
production.

We shall achieve these goals by continual improvements and updating process, system &
skills of our employees.
We aim to be better in the ice cream industry by recognizing and adopting the changing
needs of our customers and win their confidence.
We shall adhere the statuary and regularity and requirements.
We shall established effective internal and external communication.
We still adopt quality and food safety standards ISO 9001:2000, ISO 22000:2005 & BRC
Global food standard.

Human Resource
We believe that investment in human capital is of utmost importance in order to achieve
and sustain growth.

HR Philosophy

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

Few Employee Oriented HR Practices

Vadilal believes in adding value to its human capital through various HR


practices. These HR practices in Vadilal are aimed at bringing out the best in the
employees. There is a well-defined Induction Programmed at Vadilal which is aimed at
orienting the new employee to the group. Performance Management System at Vadilal is
of great importance because it enables us to identify the performers, give them feedback
On their performance and plan for the future role of the employee. Training &
Development enables the employees to hone their skills, think out of box, develop the
initiatives, adopt a pro-active approach, become more productive and have a welldefined career path which is in line with the overall organizational objectives.

The companys constant endeavor is to create a performance driven work culture


with focus on employee satisfaction and retention. We have a Flexible Compensation
structure that can motivate our employees for putting their best. 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 the matters.

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 companys constant endeavor is to create a performance driven work culture with
focus on employee satisfaction and retention. We have a flexible compensation structure
that can motivate our employees for putting their best and hence earning the share of
revenue in the form of incentives

Development

Skilled manpower is critical for the growth of an organization. Vadilal believes in adding
value to its human capital through various programs, viz. induction program, product
training and other functional training programs. This enables the employees to hone their
skills, think out of box, develop the initiatives, adopt a pro-active approach, become more
productive quickly and chalk out a well-defined career path which is in line with the
overall organizational objectives.

Quality
Quality is an integral part of the companys 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 are readily offering a five-day workweek
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 the matters.

CHAPTER:-3
MARKETING
SALES NETWORK
PLANT LOCATION
DISTRIBUTION NETWORK

MARKETING

Brand Promotion:
Basically, we are very well known brand in every nook & corner of the country with a
strong brand image and high brand recall.

We generally promote our brand through various ways like, Advertisement, Sponsoring
Events, and by providing Publicity material (Glow signs, Danglers, Posters, Banners etc.)
at our Retail Outlets. We basically look forward to print media as main stay to promote
our brand & for the advertisement of our products as well as schemes / offers, as well as
TV commercial to cover maximum consumers. We give advertisement in leading
National (Hindustan Times, Times of India etc.) as well as popular Vernacular Dailies
(like, Gujarat Samachar, Divya Bhaskar & Sandesh in Gujarat, Rajasthan Patrika &
Dainik Bhaskar in Rajasthan, Dainik Jagran & Amar Ujala in U.P. & Uttaranchal, etc.)
and done TVC in leading TV channels like Star Plus, Star News, Cartoon Network, Nick,
UTV and Hungama etc.,.
At present we do not have any celebrity connected with our Ad Campaigns. However, we
take Models for our Product & Brand Promotion.

Sales Network:

Vadilal has very strong sales network, we have a sales team network, which covers our
entire distributor network.
We have a state wise sale team, which generates sales through retail outlets, institutions,
Hotels & restaurants, Functions. Here for Sales Company management plays major role
like providing various Dealer schemes, consumer schemes etc. Vadilal has one of the
widest ranges of consumer schemes in the industry. More sales is generated through new
product developments, schemes and lucrative dealer margins.
Network: Plant - C&F Distributor Dealers Consumers

With our 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. Ice cream can be
purchased in big tubs and surrounds from supermarkets/grocery stores, in smaller
quantities from ice cream shops, convenience stores, and milk bars, and in individual
serves from small carts or even at public events and places

Plants:
Ahmedabad
Pundhra, Gujarat and
Bareilly, UP
Above three plants are located in geographically favorable areas with ultra-modern
production facilities. It is our quality traditions and stringent norms only due to which our
plants are accredited with worlds most trusted quality standards like ISO 22000:2005,
ISO 9001:2000 and BRC Global Standard - Food: Issue 4

Distribution Network/ C& F agents:

The reason for having strong distribution and dealer network is due to the lucrative
margin and returns that Vadilal provides to them. Vadilal provides them deep freezers for
storage of ice-creams, Display sing broads, POP, etc. promotional material that helps for
in boosting business.

PRESENT STATURE

We are one of the leading manufacturers of Ice Cream in India with the brand
name Vadilal since 1920. Vadilal Group is also engaged in Process Foods, Real Estate
& Constructions, and Chemicals & Super Specialty Gases & Forex Business. Vadilal
Industries is the flagship company of the Group having primary interest in Ice Cream and
Processed Foods. Vadilal enjoys one fourth of Indian Ice-Cream market share. Own
largest cold chain strengthens the distribution network across the country.

The mission that inspires Vadilal 17,000 employees, including over 900 managers is to
add vitality to life The turnover of the Group is expected to go up from Rs 200crore year
in 2006.Q7 to Rs 300 crore in die next two years.

Vadilal expanding Food Processing capacities


Ahmedabad, July 23 Food processing and ice-cream major Vadilal Industries Ltd is
expanding its capacities and is in talks with leading retailers, including Reliance, to
supply frozen food in a big way at their outlets across the country .

The company, making exclusively vegetarian frozen and processed food, exported
its 55 products worth Rs 25 crore last fiscal mainly to the US, Europe, the Gulf, Australia
and New Zealand, which is projected to increase to Rs 40 crore this year "We are

focusing mainly on food processing and talking to seven or eight supermarket chains,
including Reliance and Big Bazaar, for bulk supply through their outlets to the tune of Rs
15 crore in the next 2 years," Mr. Rajesh Gandhi, Managing Director, told Business Line.

Vadilal's food processing plant at Dharampur in Gujarat currently manufactures


30 varieties of frozen and preserved vegetables like pea, 15 varieties of ready-to-serve
curried vegetables like palak paneer and dal makhani and 10 varieties of frozen fruits Set
up in 1990, the plant's ongoing expansion project, to be completed by December 2007,
would increase its capacity from the existing 8,000 tones to about] 3,000 tons per annum,
he added.
The company, whose mainstay has been ice-cream, is also expanding its
capacities at its Bareilly (Uttar Pradesh) and Pundhra (Gujarat) plants at a cost of Rs 15
crore Its first phase of expansion will be complete in two months and the second phase
will be taken up by March next year at an investment of another Rs 10 crore. This would
increase its production capacity from the current 150 lakh liters to 250 lakh liters per day,
Mr. Gandhi said.
Besides, Vadilal is planning to expand its ice-cream parlor chain, Happiness, from
the existing] 00 outlets to 250 across the country in the next three years

CHAPTER:-4

ACHIEVEMENTS
FAMUS ICE CREAMS
ORGNISATION STRUCTURE AT VADILAL
FINANCIAL DATA

ACHIEVEMENTS
In an attempt to tap the growing market for ice-creams and processed foods, Vadilal
Industries plans to double its manufacturing capacity at its Ahmedabad, Pundhra and
Bareilly plants. The company expects to complete expansion by May this year.

Talking to Business Standard about the expansion plans, managing director, Rajesh
Gandhi said, We will be doubling our ice-cream plants capacity at all the locations. We
will also be setting up a new ice-cream plant in Kolkata by the end of the year.

According to Devanshu Gandhi, Co-MD, Vadilal Industries, the current capacity of the
ice-cream plants is around 1.3 lakh liters per day which would be increased to 2.6 lakh
liters per day. The doubling of capacity would require an investment of Rs 20 crore. The
initial capacity of the new plant at Kolkata would be around 50,000 liters per day, added
Gandhi.

Gandhi also mentioned that the company will be investing around Rs 12-15 crore for
doubling the processed food plants capacity at Valsad. The company expects a turnover
of Rs 50 crore from the Valsad plant by next year.

Currently the turnover from processed food business is around Rs 30-35 crore. From the
ice-cream plants, Vadilal is expecting a rise in turnover from current Rs 140 crore to Rs
200 crore by next year.

With the booming retail market in the country and especially in Gujarat, Vadilal is
planning to introduce specially designed carry home packs of ice-cream for retail
customers.

The format of retail is usually not suitable for products like ice-cream, therefore we are
planning to introduce carry home packs of ice-cream specially designed for this format,
said Gandhi. Vadilal has an overall market share of 25 per cent in the ice-cream segment
in the country and 55 per cent in Gujarat.

FAMOUS ICE CRME BRANDS OF VADILAL1. CHOCAOBAR ( CANDY )


2. KESAR PISTA KULFI
3. KEWRA KULFI
4. MANGO JUICY
5. ORANGE JUICY
6. R.BADAM KULFI
7. R.PISTA, KULFI
8. CHOCOCREAMBAR
9. CHOCOCREAM CHOCOLATE
10. NUTTY CHOCOBAR
11. VANILLA
12. BUTTER SCOH
13. VANILLA GOLD
14. BADAM UTSAB
15. PISTA ANJEER
16. MOCA
17. PINEPLE ELACHI
18. SUPER KAJU
19. PIPE STRAW
20. PINAPLE MAGIC
21. ORANGE MAGIC
22. MATKA KULFI

ORGANISATION STRUCTURE AT VADILAL(BAREILLY)


FACTORY MANAGER
SANJEEV GUPTA

CLS PLANT TP PLANT UTILITY/ ENGG. QUALITY COMMERCIAL HR DEP


Prod.mgr.

Prod.mgr

Factory eng

Quality

Comm.mgr

HR mg

MGR
AKHILESH YADAV ANKIT JAIN

8 officer

6 officer

P JAGADISH

5 officer

SATISH DESPANDE PROMOD JAIN DINESH SINGH

4 officer

6 officer

4 officer

workmen
136

workmen

workmen

102

workmen

staff

workmen

FINANCIAL DATA

Vadilal Industries Limited Key Data:


Ticker:

519156

Country:

INDIA

Exchanges:

BOM

Major Industry:

Food & Beverages

Sub Industry:

Miscellaneous Food

2010 Sales

1,315,318,000
(Year Ending Jan 2011).

Employees:

811

Currency:

Indian Rupees

Market Cap:

379,156,450

Fiscal Yr Ends:

March

Shares Outstanding:

7,187,800

Share Type:

Ordinary

Closely Held Shares:

1,240,871

CHAPTER:-5
FINANCIAL STATEMENT
SOURCES

INTRODUCTIQN TO FINANCIAL STATEMENT

Once the required number and kind of human resources are determined the Mgmt. has to
find the places where required human resources are available and also find the means of
attracting them towards the organization before selecting suitable candidates for jobs. All
process is generally known as recruitment. Some people use the term 'recruitment for
employment'. These two are not one and the same recruitment is only one of the steps in
the entire employment for process. These two terms are not one and the same either,
Technically speaking the function of recruitment precedes the selection function and it
includes only finding developing the sources of prospective employees and 'attracting
them to apply for jobs in an organization whereas the selection is the process of finding
out the most suitable candidate to the job out of the candidates attracted (i.e. recruited).

Recruitment forms the first stage in the process, which' continues with selection
and ceases with the placement of the candidate. It is the next step in the procurement
function the first being the manpower planning recruitment makes it possible to acquire
the number and types of people necessary to ensure the continued operation of the
organization. Recruiting is the discovering of potential applicants for actual or
anticipated' organizational vacancies. In other words; it is a "linking activity" bringing
Together those with jobs and those seeking jobs.

As Yoder and others point out "Recruitment is a process to discover the sources of
manpower to meet the requirements of the, staffing schedule and to employ the effective

measures for attracting that manpower in adequate numbers to facilitate effective


selection of an efficient working force. Accordingly the purpose of recruitment is to
locate sources of manpower to meet job recruitment & job specifications.

According to Flippo "Financial Statement is a process of searching for


prospective employees and stimulating and encouraging them to apply for jobs in an
organization."

OBJECTIVES OF FINANCIAL STATEMENT

1. To attract people with multi-dimensional skills and experiences that suits the
present and future organizational strategies.
2. To induct outsiders with a new perspective to lead the company.
3. To infuse the fresh blood at all levels of organization
4. To develop an organizational culture that attracts competent people to the
company.
5. To search or hunt head pouch people whose skill fit the companies values
6. To devise methodologies for assessing psychological traits
7. To seek out non-conventional development grounds of talent.
8. To search for talent globally and not just within the company.
9. To design entry pays that competes on quality but not on quantum.
10. To anticipate and find people for positions that does not exist yet.

FACTORS AFFECTING FINANCIAL STATEMENT

All organizations, whether large or small do engage in recruiting activity, though not the
same extent. This differs with1. The size of the organization.

2. The employment conditions in the community where the organization is located.


3. The effects of past recruiting efforts which show the organization ability to locate
and keep good performing people.
4. Working conditions & salary and benefit packages offered by the organization,
this may influence turnover and necessitate future recruiting.
5. The rate of growth of organization.
6. The level of seasonality of operations and future expansion and production
programs. .
7. Cultural, economic and legal factors etc.

SOURCES QF FINANCIAL STATEMENT


Before an organization activity begins recruiting applicants should consider the most
likely source of the type of employee it needs. Some companies try to develop new
sources, while most only try to tackle the existing sources they have. These sources
accordingly may be termed as internal and external.

INTERNAL SOURCES.

Internal sources includes:-

1. Present permanen1 employees.


2. Present temporary/casual employees.

PRESENT PERMANENT EMPLOYEES:-

Organization consider the candidates form this source for higher level jobs due to (i)
availability of most suitable candidates for jobs relatively or equally to the external
source, (Ii) to meet the trade union demands, (iii) to the policy of the organization to
motivate the present employees.

PRESENT TEMPORARY /CASUAL EMPLOYEES:-

Organizations field this source to fill the vacancies relatively at the lower level wing to
availability of suitable candidates to trade and pressures or in order to motivate the
present job.

EXTERNAL SOURCES

External Sources are those sources, which are outside the organization pursuits,
Organization search for the required candidates from these sources for the following
reasons:1. The suitable candidates with skill, knowledge, talent etc are generally available.
2. Candidates can be selected without any preconceived notion or reservations.
3. Cost of employees can be minimized because employees selected from this source
are generally places in minimum pay scale.
4. Expertise, excellence and experience easily brought to the organization.
5. Human resources mix can be balanced with different background, experience,
skill etc.
6. Latest knowledge skill, innovative or creative talent can also be flowed in to the
organization.
7. Existing will also broadens their personalityLong-run benefit to the organization
in the sense that human resources can be brought.

EXTERNAL SOURCES INCLUDE

1. CAMPUS FINANCIAL STATEMENT .


Different types of organization like industries, business firms, service
organization can get inexperienced candidates of different Types from educational
Institutions like colleges and universities imparting education in Science Commerce,
Arts, Engineering and Technology, Agriculture, Medicine, Mgmt. Studies etc., and
trained candidates indifferent disciplines like Vocational Engineering, Medicine from the
training Institutes like Vocational Training Institutes of state Govt. in various trades,
National Industrial Training Institutes For Engineers etc. Most of the Universities and

Institutes imparting technical education in various disciplines like engineering"


technology, mgmt. and studies provide facilities for campus recruitment. And selection.
They maintain the bio-data and performance required of the candidate organization
seeking to recruit the candidates from this source can directly contact the institutes either
in person by post and stimulate the candidates to apply for Jobs. Most of the organization
using this source performance the function of selection after completing recruitment in
the campus of the institute itself with a view to minimizing time lapse and to securing the
cream before. It is attracted by some other organization.

2. PRIVATE EMPLOYMENT AGENCIES/CONSULTANTS

Public employment agencies or consultants like ABC consultants in India perform the
recruitment functions on behalf of a. client company by charging fee line managers are
relieved from recruitment functions so that they can concentrate on their operational
activities and recruitment functions is entrusted to a private agency or consultants. But
due to limitations of high cost, ineffectiveness in performance, confidential nature of this
function, management sometimes do not depend on this source. How're, these agencies
function effectively in the recruitment of executives? .Hence, they are also called as
Executive search agencies. Most Of the organization depends on this source for highly
socialized positions and executive positions.

3. PUBLIC EMPLOYMENT EXCHANGE

The Govt. set-up public employment exchanges in the country to provide information
about vacancies to the candidates and to help the organization in finding out suitable
candidates. The employment exchange act 1959 makes it obligatory for public sector and
private sector enterprises in India to fill certain types of vacancies though public
employment exchanges. These industries have to depend on public employment
exchanges for the specified vacancies.

4. PROFESSIONAL ORGANIZATIONS

All associations maintain complete bio-date of their members and provide the same to
various organizations on requisition. They also act an exchange between their members
and recruitment firms in exchanging information, clarifying doubts etc. Organization
finds this source more useful to recruit the experienced and professional employees like
executives, managers' engineers.

5- INTERVIEW

Interview Planning
HR will prepare an interview plan based on the interview(s) scheduled. This will contain:

Interview Date,

Time

Place

Tentative Panel Members

The number of confirmed candidates for the interview is updated a day in advance

Conducting Interviews

Recruitment Group will send a mail before the interview to concerned panel
members. The panel members will send an acknowledgement to' HR indicating the
confirmation! Rejection, so that HR can re-structure the panel. HR will then organize the
interview.
The Interview Panel is provided an interview kit, containing the resume of the
candidate and the Interview Rating Form (IRF). At the end of the interview, the
interviewers with their recommendations fill the IRF. The next action plan is developed
Based on the recommendations o-f the panel members. Occasionally further rounds of
interviews and reference checks are done, if required and suggested by the Panel or
Hiring Manager or HR. For selected candidates the recruitment group maps them with
open NHRs. Recruitment Group works with the hiring manager to match these. Hiring
Manager makes the final choice and the decision.

Offer
If required, as mentioned above, HR will perform reference checks for the selected
candidates or arrange for the same with the help of an external agency.

Salary Fitment
The hiring Manager along with the recruitment manager works on the Salary fitment. At
Vadilal the system of role, based compensation fitment is followed.(Refer to guidelines
for Compensation fitment).
The following details are captured in the application to generate the offer:

Ref. Number (Automatically Generated)

Offer Date (Automatically generated)

Personal details like Name and Address

Educational Details

Cost to Company (CTC)

Grade

Relocation, Joining Bonus, if any

NHR against which candidate was interviewed

Approvals from Recruitment group, Hiring manager( s) and Function Heads

HR will send offer of appointment along with the joining date and details of documents
needed for joining. It will also follow up with the candidate for joining and provide
necessary assistance or clarify any query before joining. In most cases, even the hiring
manager would stay in touch with the candidate.

Document Control
The test papers, answer sheets (stencil) and commonly used documents by recruitment
team are named as per the following nomenclature.

METHODS OR TECHNIQUES OF FINANCIAL STATEMENT

Recruitment techniques are the means or media by, which mgmt. contracts prospective
employees or provide necessary information or exchanges ideas or stimulate them to
apply for jobs. Mgmt. uses different types of techniques or stimulates internal and
external candidates. Techniques useful to stimulate internal candidates are:1. Promotion
2. Transfer, Techniques useful to stimulate external candidates
3. Present employees.

PROMOTIONS
Most of the internal candidates would be stimulated to take up higher Responsibilities
and express their willingness to be engaged in the higher- Level jobs if mgmt. gives them
the assurance that they will be promoted to the next higher level.

TRANSFERS
Employees will be stimulated to work in the new sections or places if Mgmt. wish to
transfer them to the places of their choice.

RECOMMENDATIONS OF THE PRESENT EMPLOYEES

Mgmt. can contact. Persuade the outsiders to apply for job in the Organizations through
the recommendations present employees, trade union leaders etc.

CHAPTER:-6
FINANCIAL STATEMENT AT VADILAL
SELECTION PROCESS
THEMATIC APPERCEPTION TEST'

Test Papers

VADILAL /REC abc/yy-nn


Where:

VADILAL-Vadilal

REC Recruitment

a -E for Engineering, NE for Non-engineering

b -L for lateral hires and F for Fresher

c -Type of paper (J for Java, C for C++, T for testing, CW for content writer, TW
for technical writer, D for DSP, c-s for stencil (answer sheets))

yy: -year

.nn -version no

These test papers are centrally stored in hr. in common area (vadilalgroup.com) is
controlled documents.
For example: Vadilal/REC/ELC/04-01

FINANCIAL STATEMENT AT VADILAL

FINANCIAL STATEMENT OF WORKMEN


TYPES OF WORKMEN
There are two categories or workmen at VADILAL
Assistant Technical Trainee (ATT) -Unskilled or Semi-skilled
Technical Trainee (TT ) - Skilled
TYPE OF WORKMEN

CATEGORY

ATT
TT

QUALIFICATION
High School SSC

FITTER

2 Yr. ITI Diploma in Fitter Trade

ELECTRICTION

2 Yr. ITI Diploma in Electrical

Trade
INSTRUMENTATION

2 Yr. ITI Diploma in


Instrumentation Trade

CRITERIA FOR SELECTION


The following are the criteria for selection of workmen
1) Educational Qualification:
For the post of Assistant Technician Trainee the qualification should not be below High
School and above SSC and for Technician Trainee it should be ITI with 1 year or 2 years
of experience. Graduates or post graduates are not to be taken.

2) Age:
The age group range is from 26~35 years. The idea behind taking this age group people is
to have more sincere and responsible and mature workforce
PROCESS OF SELECTION
These are the following steps of Selection Process:
1. Greeting List from Employment Exchange
2. Preparation of Call Letters
3. Conduction of Written Examination
4. Correction of copies.
5. Call for interview.
6. Interview Process
7. Verification form Investigation Agency
8. Verification of TAT Sheets

9. Medical Examination

1. GETTING LISTS FROM EMPLOYMENT EXCHANGE NOTIFICATION TO EMPLOYMENT EXCHANGES Under the Employment Exchange Act 1960(section 4), Vadilal notify to various
employment exchanges through FORM-4 which furnish the vacancy notice & rules for
filling up of any vacancies. It sends notification to all the Employment Exchanges
specifying all the details of employment like no. of vacancies, type of vacancy etc.

The Employment Exchange should be asked to send a list of candidates giving name,
address, qualification, and age so that Vadilal can send them call letters.

2. PREPARATION OF CALL LETTERS After getting the list from employment exchange it is segregated trade wise, roll nos.are
allotted and then call letters are prepared specifying time, date and venue of examination.
Call letters are prepared within one week and are dispatched at least 15 days before the
scheduled examination.

3. CONDUCTION OF WRITTEN EXAMINATION:


This is whole process involves following activities:
A. Planning for Examination
B. Preparation of Test Papers
A. PLANNING FOR EXAMINATION

Planning for how, when and where the exam is to be conducted.


A recruitment checklist is prepared which contains the following:
Basic Information Form.
TAT Pictures.
Attendance List.
Question Paper.
Employment Exchange List.
Answer Sheets.
B; PREP ARA TION OF TEST PAPERS
Purpose of exam:
The test is objective to short-list a smaller group of candidates with better
knowledge of the trade/subject. I.Q. expected for the category, and common sense,
and a basic aptitude for the trade/profession.
There are Separate exam papers for ATT and TT. The paper is for 30 minutes. For
Assistant Technician Trainee the paper is divided into 3sections.
SECTION
Mathematics
General Knowledge
View Test
Total

MAX MARKS
10
10
10
30

For Technical the paper is also divided into 3 sections.


SECTION
Mathematics
Trade Test
View Test
Total

MAX MARKS
10
10
10
30

4. CORRECTION OF COPIES AND PREP ARA TION OF MERIT


For checking the copies a passing criteria is set. A minimum of 2 marks is necessary
for getting into preliminary round of interview.

Person gets rejected if getting marks below this.


5. CALL FOR INTERVIEW.
After correcting the copies a merit list is prepared based on passing criteria.
Candidates are to be called for interview by phone.
6. INTERVIEW PROCESS
The candidates short-listed are called for the interview. The following activities are
conducted during the preliminary interview.
A. BRIEFING Purpose:
To find out unwilling and undesirable candidates
To make willing candidates aware about the company, products, work profile,
shift timings etc.

Procedure:
Chest no. is given to each candidate prior to briefing. Following are the points
communicated to candidates in briefing:
Information about the company and make people understand that Vadilal is not a
Govt. Company nor an MNC
Information about the products manufactured by Vadilal
Give an idea about the nature of the job
Makes it clear that the candidate is taken as a trainee & training period is for 18
months including 6 months of probation
Graduates are not taken.
Remuneration of A TT and TT.
Progression of pay.
No leave is provided during training period.

Provision of quarterly appraisal.


At the end of briefing HR officer announces that all those candidates who are not
interested can leave and the rest can stay back. It forms the crux of the entire briefing
procedure.

B. FILLING UP OF BASIC INFORMATION FORM.


Purpose
To get the background information this will serve as the individuals' personal
record.
Get data which will serve as basis for personal verification by security agency
Determine the "need" for the job.
Look and observe the behavior of the person during filling up process to
understand his intelligence level, ability and willingness to follow instructions,
body language and degree of seriousness.
Procedure:
After briefing the Basic Information Forms are distributed to all. A prescribed application
form is to be filled up by the candidates, attaching a passport size photograph. All the
details of candidate including educational qualification, postal address and permanent
address, family structure, other training details (if any), previous employment history,
name of people for reference, etc..

C. GROUP EXERCISE.
Purpose:

To observe the behavior of the person in group and understand certain basic
attributes of a person. Like team player and leadership qualities.
Procedure:
All candidates are called in-groups.

D. THEMATIC APPERCEPTION TEST (TAT)


This is a psychological test through which certain needs of the person at subConscious level are identified
Purpose:
To identify the psychology of the candidate.
Procedure:
Total six-blurred pictures are shown in this test. Each picture is shown for 15 seconds and
immediate after that 5 minutes are given to write a story inspired by that picture. For
writing stories, a copy of seven blank sheets is given having page nos. First page contains
information like name of candidate, Date of Examination, Chest no., Roll No. and six
separate pages having page nos. to write stories. All these instructions are told before
Commencing the TAT.

E. PRELIMINARY INTERVIEW:
Purpose:
To determine the persons need for the job

To determine whether he fits into the work profile.


To know about the work experience and previous employment history of the
person.

Procedure
After TAT, candidates are called for preliminary interview individually. Personal
interview is taken by a board, which include the Officer of the concerned Department and
the HR officer/Manager.
Filled Basic Information Form of the candidate is provided to write the
Comments by panel members.
After the interview, the comments of the board are taken into consideration to
screen candidate for the final interview.

F. FINAL INTERVIEW:
Purpose:
Verify the findings of preliminary interview.
Decide whether to go with the candidate or to reject him.

Procedure:

After the preliminary interview, the Cluster HR Manager further interviews all the shortlisted candidates and finally the required number of persons is selected.

7. VERIFICA TION FROM INVESTIGATION AGENCY: PROBE


An external investigation agency named "PROBE Intelligence Services" is hired for the
purpose.

Purpose:
To check whether the given information about qualification, family, previous job,
etc. is correct or not
Investigation report helps in taking a decision whether to take a person or not. If
the person gives wrong information or conceals any facts then he is not to be
taken.
Procedure:
Copies of Basic Information Form of short listed candidates are sent to investigation
agency. In investigation report referral checks are also done.
Following are the areas to be checked by investigation agency
Applicants positive Identification
Residential Address
Family Background
Educational History
Health History
Criminal or Civil Record Check

Heavy Drinking or Drug Abuse


Union or Political Affiliations
Compensation or Industrial Dispute
Neighborhood References
After getting investigation report some candidates may get rejected due to any of the
following reasons:

Concealed Educational Facts

Bad record in the local police station

Wrong information About previous employment

Bad report from his neighbors.

Not found medically fit.

REJECTION AFTER REFERENCE CHECK

REASON FOR REJECTIONHere is graph, which shows the trend of rejections after reference check.

8- VERIFICATION OF TAT SHEETS


Tat sheet of finally short listed candidates are sent for psychological test verification.
In Tat, person is checked on positive, neutral and negative drives.

MEDICAL EXAMINATION
PURPOSE:
To check the medical fitness of candidate

Procedure:
After verification of the investigation report and positive recommendation from TAT
results, the decision is taken further to call the candidate for medical examination. The
selected candidate has to undergo medical examination, which is organized by HR
Department. On receiving the Fitness Certificate the candidate can be offered an
appointment letter.

A graph is enclosed to show the trend of rejection after medical


examination

REASONS FOR REJECTION

CALL FOR JOINING

Once a candidate is screened, tested, interviewed, selected and found medically fit, his
file is again taken into consideration and if all information is correct he is supposed to be
called for joining. This time he is called by phone. Before joining offer letter is given to
him.

THEMATIC APPERCEPTION TEST

THEMATIC APPERCEPTION TEST'

The Thematic Apperception Test, or TAT, is a projective measure intended to evaluate a


person's patterns of thought, attitudes, observational capacity, and emotional responses to
ambiguous test materials. In the case of the TAT, the ambiguous materials consists a set
of cards that portray human figures In a variety of settings and situations. The subject is
asked to tell the examiner a story about each card that includes the following elements:
the event shown in the picture; what has led up to it; what the characters in the Picture are
feeling and thinking; and the outcome of the event.
Because the TAT is an example of a projective instrument- that is, it asks the subject to
project his or her habitual patterns of thought and emotional responses onto the pictures
on the cards- many psychologists prefer not to call it a "test," because it implies that there
are "right" and "wrong" answers to the questions. They consider the term "technique" to
be a more accurate description of the TAT and other projective assessments.

PURPOSE
Individual assessments
The TAT is often administered to individuals as part of a battery, or group, of tests
intended to evaluate personality. It is considered to be effective in eliciting information
about a person's view of the world and his or her attitudes toward the self and others. As
people taking the TAT proceed through the various story cards and tell stories about the
pictures, they reveal their expectations of relationships with peers, parents or other
authority figures, subordinates, and possible romantic partners. In addition to assessing
the content of the stories that the subject is telling, the examiner evaluates the subject's
manner, vocal tone, posture, hesitations, and other signs of an emotional response to a
particular story picture. For example, a person who is made anxious by a certain picture

may make comments about the artistic style of the picture, or remark that he or she does
not like the picture; this is a way of avoiding telling a story about it.

The TAT is often used in individual assessments of candidates for employment in fields
requiring a high degree of skill in dealing with other people and/or ability to cope with
high levels of psychological stress- such as law enforcement, military leadership
positions, religious ministry, education, diplomatic service, etc. Although the TAT should
not be used in differential diagnosis of mental disorders, it is often administered to
individuals who have already received a diagnosis m order to match them with the type
of psychotherapy best suited to .their personalities. Lastly the TAT IS sometimes used for
forensic purposes m evaluating the motivations and general attitudes of persons accused
of violent crises. For example the TAT was recently administered to a 24-year-old man In
prison for a series of sexual murders. The results indicated that his attitudes toward other
people are not only outside normal limits but are similar to those of other persons found
guilty of the same type of crime.

The TAT can be given repeatedly to an individual as a way of measuring progress in


psychotherapy or, in some cases, to help the therapist understand why the treatment
seems to be stalled or blocked.

RESEARCH

In addition to its application in individual assessments, the TAT is frequently used for
research into specific aspects of human personality; most often needs for achievement,
fears of failure, hostility and aggression, and interpersonal object relations.. "Object
relations" is a phrase used in psychiatry and psychology to refer to the ways people
internalize their relationships with others and the emotional tone of their relationships.
Research into object relations using the TAT investigates a variety of different topics,
including the extent. to which people are emotionally involved in relationships with
others; their ability to understand the complexities of human relationships; their ability to
distinguish between their viewpoint on a situation and the perspectives of others
involved; their ability to control aggressive impulses; self-esteem issues; and issues of
personal identity. For example, one recent study compared responses to the TAT from a
group of psychiatric inpatients diagnosed with dissociative disorders with responses from
a group of non-dissociative inpatients, in order to investigate some of the controversies
about dissociative identity disorder (formerly called multiple personality disorder).

Precautions

Students in medicine, psychology, or other fields who are learning to administer and
interpret the TAT receive detailed instructions about the number of factors that can
influence a person's responses to the story cards. In general, they are advised to be
conservative in their interpretations, and to err the side of health" rather than of
psychopathology when evaluating a subjects responses. In addition, the 1992 Code of
Ethics of the American Psychological Association requires examiners to be

knowledgeable about cultural and social differences, and to be responsible in interpreting


test result with regard to these differences.

Experts in the use of the TAT recommend obtaining a personal and medical history from
the subject before giving the TAT, in order to have some context for evaluating what
might otherwise appear to be abnormal or unusual responses. For example, frequent
references to death or grief in the stories would not be particularly surprising from a
subject who had recently been bereaved. In addition, the TAT should not be used as the
sole examination in evaluating an individual; it should be combined with other interviews
and tests.

Cultural, Gender, and class issues

The large numbers of research studies that have used the TAT have indicated that cultural,
gender, and class issues must be taken into account when determining whether a specific
response to a story card is "abnormal" strictly speaking, or whether it may be a normal
response from a person in a particular group. For example, the card labeled 6GF shows a
younger woman who is seated turning toward a somewhat older man who is standing
behind her and smoking a pipe. Most male subjects do not react to this picture as
implying aggressiveness, but most female subjects regard it as a very aggressive picture,
with unpleasant overtones of intrusiveness and danger. Many researchers consider the
gender difference in responses to this card as a reflection of the general imbalance in
power between men and women in the larger society.

In the TAT, the test subject (the boy shown here) examines a set of cards that
portray human figures in a variety of settings and situations, and is asked to tell a
story about each card. The story includes the event shown in the picture, preceding
events, emotions and thoughts of those portrayed, and the outcome of the event
shown. The story content and structure are thought to reveal the subject's attitudes,
inner conflicts, and views.

Race is another issue related to the TAT story cards. The original story cards, which were
created in 1935, all involved Caucasian figures. As early as 1949, researchers who were
administering the TAT to African Americans asked whether the race of the figures in the

Cards would influence the subjects' responses. Newer sets of TAT story cards have
introduced figures representing a wider variety of races and ethnic groups. As of 2002,
however, it is not clear whether a subject's ability to identify with the race of the figures
in the story cards improves the results of. A TAT assessment.

MULTIPLICITY OF SCORING SYSTEMS


One precaution required in general assessment of the TAT is the absence of a normative
scoring system for responses. The original scoring system devised in 1943 by Henry
Murray, one of the authors of the TAT, attempted to account for every variable that it
measures. Murray's scoring system is time-consuming and unwieldy, and as a result has
been little used by later interpreters. Other scoring systems have since been introduced

that focus on one or two specific variables-for example, hostility or depression. While
these systems are more practical for clinical use, they lack comprehensiveness. No single
system presently used for scoring the TAT has advised widespread acceptance. The basic
drawback of any scoring system in evaluating responses to the TAT story cards is that
information that is not relevant to that particular system is simply lost.

COMPUTER SCORING

A recent subject of controversy in TAT interpretation concerns the use of computers to


evaluate responses. While computers were used initially only to score tests with simple
yes/no answers, they were soon applied to interpretation of projective measures. A
computerized system for interpreting the Rorschach was devised as early as 1964. As of
2002, there are no computerized systems for evaluating responses to the TAT; however,
users of the TAT should be aware of the controversies in this. field. Computers have two
basic limitations for use with the TAT: the first is that they cannot observe and record the
subject's vocal tone, eye contact, and other aspects of behavior that a human examiner
can note. Second, computers are not adequate for the interpretation of unusual subject
profiles.

DESCRIPTION
The TAT is one of the oldest projective measures in continuous use. It has become the
most popular projective technique among English-speaking psychiatrists and
psychologists, and is better accepted among clinicians than the Rorschach.

HISTORY OF THE TAT


The TAT was first developed in 1935 by Henry Murray, Christiana Morgan, and their
colleagues at the Harvard Psychological Clinic. The early versions of 'the TAT listed
Morgan as the first author, but later versions dropped her name. One of the controversies
surrounding the history of the TAT concerns the long and conflict-ridden extramarital
relationship between Morgan and Murray, and its reinforcement of the prejudices that
existed in the 1930s against women in academic psychology and psychiatry.
It is generally agreed, however, that the basic idea behind the TAT came from one of
Murray's undergraduate students. The student mentioned that her son had spent his time
recuperating from an illness by cutting pictures out of magazines and making up stories
about them. The student wondered whether similar pictures could be used in therapy to
tap into the nature of a patients fantasies.

ADMINISTRATION

The TAT is usually administered to individuals in a quiet room free from interruptions or
distractions. The subject sits at the. edge of ~ table or desk next the examiner. The
examiner shows the subject a series of story cards taken from the full set of 31 TAT
cards. The usual number of cards shown to the subject is between 10 and 14, although
Murray recommended the use of 20 cards, administered in two separate one-hour
sessions with the subject the original 31 cards were divided into three categories, for use

With men only, with women only, or for use with subjects of either sex. Recent practice
has moved away from the use of separate sets of cards for men and women.
The subject is then instructed to tell a story about the picture in each card, with specific
instructions to include a description of the event in the picture, the developments that led
up to the event, the thoughts and feelings of the people in the picture, and the outcome of
the Story. The examiner keeps the cards in a pile face down in front of him or her, gives
them to the subject one at a time, and asks the subject to place each card face down as its
story is completed. Administration of the TAT usually takes about an hour.

RECORDING

Murray's original practice was to take notes by hand on the subject's responses, including
his or her nonverbal behaviors. Research has indicated, however, that a great deal of
significant material is lost when notes are recorded in this way. As a result, some
examiners now use a tape recorder to record subjects' answers. Another option involves
asking the subject to write down his or her answers.

INTERPRETATION

There are two basic approaches to interpreting responses to the TAT, called nomothetic
and idiographic respectively. Nomothetic interpretation .refers to the practice of
establishing norms for answers from subjects m specific age, gender, racial, or
educational level groups and then measuring a given subject responses against those
norms. Idiographic interpretation refers to evaluating the unique features of the subject's
view of the world and relationships. Most psychologists would classify the TAT as better
suited to idiographic than nomothetic interpretation.

In interpreting responses to the TAT, examiners typically focus their attention on one of
three areas: the content of the stories that the subject tells; the feeling or tone of the
stories; or the subject's behaviors apart from responses. These behaviors may include
verbal remarks (for example, comments about feeling stressed by the situation or not
being a good storyteller) as well as nonverbal actions or signs (blushing, stammering,
fidgeting in the chair, difficulties making eye contact with the examiner, etc.) The story
content usually reveals the subject's attitudes, fantasies, wishes, inner conflicts, and view
of the outside world. The story structure typically reflects the subject's feelings,
assumptions about the world, and an underlying attitude of optimism or pessimism.

RESULTS

The results of the TAT must be interpreted in the context of the subject's personal history,
age, sex, level of education, occupation, racial or ethnic identification, first language, and

other characteristics that may be important. "Normal" results are difficult to define in a
complex multicultural society I like the contemporary United States.

CHAPTER:-7
RESEARCH ANALYSIS
FINDING
RECOMONDATION
LIMITATION
QUESTIONAYER
BIBLOGRAPHY

RESEARCH ANALYSIS/OBSERVATION
(LOCATION-LUCKNOW)
LIST OF CANDIDATES FROM EMPLOYMENT EXCHANGE 199

CANDIDATES CALLED-183

REASONS OF REJECTED CANDIDATES

CANDIDATE APPEARED-86
CANDIDATE SELECTED-13

NO OF REJECTED CANDIDATES

REASONS FOR REACTION

(LOCATION- BAREILLY)
LIST OF CANDIDATES FROM EMPLOYMENT EXCHANGE-10
CANDIDATES CALLED-67

REASON FOR REJECTION

CANDIDATES APPEARED-49
CANDIDATES SELECTED-9

CANDIDATE REJECTED-40

FINDINGS

1. More than 50% of staff of Personnel Department is aware of the Recruitment


Procedures & Policies.
2. Company gives more emphasis on external candidates by recruiting 70% of
workmen from Uttarakhand region while 30% from other states.
3. Company prefers same method of Recruitment for Executive Category,
Supervisory Category & for Workmen Category.
4. Most of the employees are satisfied with Recruitment Procedures.
5. Company prefer following modes of Recruitment

Employment exchange

Personal contact

RECOMMENDATIONS

Employment exchange must send the desired profile only so that screening time
and cost of the company is reduced.

The cut-off marks in the screening test can be increased so that those candidates
who are not eligible are rejected at the entry level by which they can further
reduce their cost of hiring.

LIMITATIONS

A small segment of the market has been covered only, so the conclusion cannot
be generalized.

The data collected cannot be free from errors, since some of the respondents
failed to give correct information.

Study accuracy totally based upon the respondents response.

Stipulated short span of time for survey.

FINANCIAL STATEMENT CHECKLIST

1. Getting list from Employment Exchange


2. Preparation of Call Letters
3. Conduction of Written Examination
4. Correction of copies
5. Call for interview
6. Interview process
7. Verification from investigating agency
8. Verification of TAT Sheets
9. Medical Examination

ATT

YES

NO

HSC
SSC
Work Experience
Remarks

TT
FITTER
HSC
SSC
ITI Certificate
Work Experience
Knowledge of drilling, tapping
Knowledge of tools
Knowledge of reading vernier calipers, micrometer, etc.

YES

NO

ELECTRICIAN
Working of switches
Working of AC motor
Knowledge of equipments like voltmeter, etc.
Working Experience
Remarks

Suitable -

Unsuitable-

QUESTIONAYER

1. Name..

2.Address...........................................................................

3.TelNo./Mob.No...

4.Email ID.................................................................

5. Age.

6. Sex(M/F)..

7.Marital Status.

8.No. of Dependents..

9.Qualification...

10.Occupation: Student .. Govt.Service..... Business.


Pvt.Service HouseWife... Other...

11.Annual Income: <1,00,000.

1,00,000-2,00,000...

2,00,000-4,00,000 Above ..

12. Are you associated with any club or social organization?


(Y/N)..................................................................................................

13. Are you interested in earning extra without investment?(Y/N)...

14. Do you know any one who is interested in earning extra throughpart-timework?
(Y/N) ............................................................

15.Are you interested in any of these fields: HUMAN RESOURCE.


FINANCEDEPARTMANTPRODUCTION
DEPARTMANT.QUALITY DEPARTMANT.
16. If you got an opportunity to work with VADILAL companies what would be your
response: ( Y/N )
17. Are you happy with your present level of income (Y/N)....

18. Is any member of your family or yourself is in any kind of part-time work? (Y/N)
...

BIBLIOGRAPHY

Books:
1. Kothari C.R.,Research methodology, New Age international Ltd., First
Edition,1985
2. Gupta C.B.,Human resource management, Himalya publications Ltd.

Websites:

1. www.Vadilalgroup.Com
2. www.Google.Com

4. www.rediff.com