POJECT REPORT
ON
MANPOWER PLANNING
AT RAMDEV MASALA
BHAVANAGAR UNIVERSITY.
BHAVANAGAR
2006-2009
1
PREFACE
The main purpose of practical training is to gain knowledge of and study about
the organization. To become sharper in the field of management, one needs both
practical as well as academic knowledge
During this training period, student can get a chance to meet the senior
executive and learn something from their experience. Practical studies prove to
be very important and necessary as it helps a student to enter into practical field
and get an idea about the exact position of an entrepreneur.
2
ACKNOWLEDGEMENTS
Last but not the least, we would also like to thanks all the respondents for giving
us their precious time and relevant information and experience, we require which
this project would have been a different story.
3
INDEX
PREFACE 2
AKNOWLEDGMENT 3
EXECUYIVE SUMMARY 6
- Company History 8
- Phases of development 9
-2.4 Training 17
4
CHAPTER~3 (RESEARCH METHODOLOGY) 22
CHAPTER~ 5 FINDINGS 47
- CONCLUSION, SUGGESIONS 50
CHAPTER ~ 7 BIBLIOGRAPHY 55
5
EXECUTIVE SUMMARY
6
CHAPTER -1
INFORMATION ABOUT
INDUSTY
7
RAMDEV HISTORY
India, the Queen of Spices, has always attracted the world with her exotic
masalas. In fact, the connection goes back many centuries. To the time when
travelers like Vasco da Gama and Columbus were still exploring the geography
of the Earth. Even then, the mystique of Indian spices magnetized them to India
and paved the way for a new chapter to be written in the annals of time.
The lure of the unknown', which repeatedly brought visitors to the Spice Land,
was the presence of nature's rich elements in those fresh and highly aromatic
spices. Spelling magic and carrying an enviable aura, they left people
spellbound.
Ramdev has preserved the same values in all our products ever since we
started as a small unit in 1963, in Ahemdabad, India. A small step became a
giant leap in no time. But there was a binding force, a commitment that helped us
keep our promise of purity and freshness in our products for all these years. Our
immense belief in the philosophy of 'reaching a customer's heart through quality'
has enabled us to spread the rich Indian heritage to millions of homes all over the
globe. And that’s our pride. Indian food. The Indian way.
Today Ramdev is a very familiar name in Gujarat as well as in other States of the
country.
8
PHASES OF DEVELOPMENT
Phase 1
Phase 2
In 1967, he started to offer whole spices like chill, turmeric and coriander seeds
also. He also started selling their own grinned masalas in loose packs.
Phase 3
In 1989, Ramdev Food Products Pvt. Ltd. Was incorporated. At that time they
started selling their spices in boxes and poly pouches. They were the pioneer in
selling the spices in polypouches as they were the first to do that in the country.
Spices such as chili, haldi were introduced in poly pouches.
Phase 4
In 1991, company launched Blended spices i.e. Mixed Masala and then Ready
To Eat i.e. instant Mix in the market.
Phase 5
9
Phase 6
The factory is located at Changodar. This location was ideal because of sales tax
benefit and also due to nearness of the Ahemdabad city.
1. Whole Spices
2. Basic Powder Spices
3. Blended Spices
According to the opinion of Ramdev Basic Powder Spices have the huge market
At present company sells its products in Gujarat and 14 other States of the
country. Southern Region is not catered because these people prefer mainly
homemade masala. All the products except Instant Mix and Blended Spices are
Agmark.
The company has its own Quality Control and Research and Development Lab
where all the ingredients and finished goods have to undergo strict and through
examinations. Due to this reason Ramdev Products have maintained the highest
quality standards.
10
CHAPTER -2
THEORITICAL PART
11
2.1 What is Manpower Planning?
12
2.2 Definition of Man Power Planning
MPP can be defined as the task of assessing and anticipating the skill,
knowledge and labor time requirements of the organization, and initiating
action to fulfill or ‘source” those requirements. Thus, if the organization as
a whole or one of its subsystem is not performing to the benchmark, in other
words, it is declining, it may need to plan a reduction or redeploys its existing
labor force. On the other hand, if it is growing or diversifying, it might need to find
and tap into a source of suitably skilled labor.
13
2.3 RECRUITMENT AND SELECTION
As mentioned earlier that manpower policy is entirely need based. And any
need felt by the department head is communicated to the personnel head who
tries to source and help in identifying and choosing right candidate.
1 Sources of Recruitment
1. Through Advertisement
2. Present Employees
Present employees are an important source of filling vacancies. This source
offers many advantages like higher motivation, less training needs, Less
administration for interview, etc. It is even more important at RAMDEV because
this is only major motivational contributor apart from monetary towards.
14
But according to the personnel manager it is difficult to find managers for new
openings from in-house because most of the employees are hardly 4 – 5 years
old. But still at RAMDEV preference for recruitment is from in-house only.
3. Word of Mouth
RAMDEV gets its factory workers from contractors only. And this is the main
reason that there is no strikes or lockouts in the factory, according to the
Personnel Manager. There is no union at factory because contractors are fully
responsible for providing the workers with temporary and permanent employees.
They are also responsible for the absenteeism problems.
5. Other Sources
15
Selection Method
16
2.4 TRAINING
Job fit is important performance on the job. It is also source of motivation. Every
job ahs its unique requirement. Choosing a suitable candidate is just The first
step in fulfilling the job requirement. Training is important to give insight about the
intricacies of the job and matching the skills with job requirement.
At RAMDEV only fresh candidate are given training and there is no
Developmental training for those who have been promoted. Any training required
for developing particular skills for requirement of the job is imparted out of the
organization by suitable organization involved in inculcation of particular skill in
trainees. No training system is there for the manager level employee except that
there is a acclimatization system included in induction procedure where the new
recruits are taken all over the organization to make them familiar with different
persons in the organization.
The following is the broad area of training imparted to employees at RAMDEV.
Training in particular skill only to check level staff e.g. in typing, reception
work, computer training etc. this training is mostly carried outside the
premises of RAMDEV.
17
RAMDEV does not have any employee development in place to enhance
intellectual and emotional abilities needed to handle greater responsibility
through formal or informal means, which is one of the limitations of the
Human Resources Management at RAMDEV.
18
2.6 Need / Importance of Man Power Planning
To face the challenges the business is facing due to turbulent and hostile
environmental forces (e.g. technology, social, economic and political upheaval)
impinging on single one of them. Although planning has always been an
essential process of management, increased emphasis on HRP becomes
especially critical when organizations consider mergers, relocation of plants,
downsizing, or the closing of operating facilities.
19
To face Rapid Technological Changes. The myriad changes in production
technologies, marketing methods and management techniques have been
extensive and rapid. Their effect has been profound on job contents and job
contexts. These changes cause problems relating to redundancies, retraining
and redeployment. All these suggest the need to plan manpower needs
intensively and systematically.
To know the cost of manpower if there is a new project is being taken up,
example: in cases of expansions or a new factory, one would naturally requires
more human resources, hence a budgetary allocation can be made in advance
for this upcoming corporate strategic move.
To assist in productivity bargaining. For example, if a firm is going fully
automated, it can negotiate for lesser workers as required for the same amount
of the job by using the manpower predictions regarding the same. It can offer
higher incentives to smoothen the process of voluntary layoffs.
20
To assess accommodation requirements. We may have a question, how that
can be related to HRP? A good HRP can assist in solving many problems of the
firm, from day to day ones to very strategic ones, too. For example: an
organization decides to establish its production center in a remote area, an
accurate HR plan can help it to decide how many people will be required there,
and thus start the process of establishing a township for them in advance. The
physical facilities such as canteen, school, medical help, etc., can also be
planned in advance.
21
CHAPTER-3
RESEARCH
METHODOLOGY
22
3.1 RESEARCH METHODOLOGY
In short the research for knowledge through objective and systematic method
of finding solution to a problem is research. The systematic approach
concerning generalization and the formulation of theory is also research.
23
3.2 RESEARCH DESIGN;
The analysis contains the data, which are provided by the respondents. The
method, which I used to collect the data, is by the questionnaire that is my
primary data and as secondary data I used the magazines, and Internet
websites.
24
3.3 Types of Research
25
3.4 Objectives of the study
The main aim of research is to find out the truth which is hidden and which
has not been discover yet.
26
3.5 Research instrument
Research instrument means in which tools the data are collected. Normally, there
are two types of data, which are
1. Primary data: -
There are many methods of collecting primary data and the main methods
include:
Questionnaires
Interviews
Observation
Case-studies
Schedule method
Telephonic method
27
As far as my research is concern I used primary data collection method of
questionnaire. It is very popular and very easy method to collect the data while in
case of big enquires. It is being adopted by private individuals, research worker,
private and public organizations and even by governments. A questionnaire
consists of a number of questions printed or typed in a definite order on a form or
a set of forms. The questionnaire is send to the responder who are expected to
read and understand the question and write down the reply in the space meant
for the purpose in questioner it self. The respondents have to answer the
question on their own.
28
3.6 Topic of the study
The objective of project was find out effective selection process and to get most
suitable and appropriate person for a particular job.
29
3.9 Limitation of the study
1) Getting the views and opinion of the interviewee (HR Manager) was a
difficult task.
30
CHAPTER - 4
31
4.1.AGE
AGE IN YEARS
70
60
50
40
30 60
20
30
10
10
0
20-30 30-40 40-50
Interpretation:
From the above graph shows that most of the 60% (20-30 Years), 30% (30-
40Years), 10% (40-50Years) respondents are in the age group.
The majority of the respondents are in the age group of 20-30 years.
32
4.2.EDUCATION
EDUCATION
70
60
PERCENTAGE
50
40
30 60
20
30
10
10
0
Graduation Post Graduation Any Other Specified
Interpretation:
From the above graph shows that most of the 30% (Graduation) and 60%
(Post Graduation) 10% (Any Other Specified Degree Like Diploma )
respondents are educated in the organisation.
33
4.3 EXPERENCE
WORK EXPERIENCE
80
70
PERCENTAGE
60
50
40
70
30
20
10 25
0 5
UP TO 5 6-10 YEARS 11-15 YEARS ABOVE 16
YEARS YEARS
Interpretation:
From the above graph shows that most of the 70% respondents are having
work experience of up to 5 years. 30% respondents having work experience
between 6-10 years. 5% respondents having the work experience within 11-
15 years. While 16 years and more do not having work experience in
employee.
34
4.4. Manpower Planning helps to increase in efficiency of business.
10%
Yes
No
90%
Interpretation:
From the above graph that shows that 90% respondents said that ,an power
planning helps to increase in efficiency of business. And remaining 10% said
No. it can not be.
35
100
80
60
Percentage 92
40
20
8
0
Yes No
Interpretation:
By showing the above graph indicates that most of the respondents 92% are
Believe in recruitment process provides qualified and efficient employees.
And very small part said No. that is 8%.
36
88
90
80
70
60
50
Percentage
40
30
20 12
10
0
YES NO
Interpretation:
37
80
70
60
50
Percentage 40 75
30
20
10 20
0 5
Interview Written exam Reference
Interpretation:
By showing the above graph which indicates that 75% respondents said
interview method, 20% respondents by written exam and only 5% by
reference this above respondents are said about selection process.
38
100
80
60
Percentage
40 85
20
15
0
Internal External
Interpretation:
Research of this question shows in above chart that is most of the 85%
respondents said internal sources of recruitment are mostly apply for
motivation of present employee. And 15% said external source.
39
Yes No
20%
80%
Interpretation:
From the above chart that clearly indicates that 80% respondents said that
training programmed helps to increase efficiency, productivity and skill of
Employee. Only 20% respondents said negative.
40
Satisfied with job
80
60
Percentage 40 70
20 30
0
YES NO
Interpretation:
In this question above chart indicates that 70% respondents are satisfied with
his job and 30% respondents said that they do not satisfied with his job.
4.11.Manpower Planning helps to choose the right person for right job.
41
100
80
60
Percentage
90
40
20
10
0
YES NO
Interpretation:
This above chart shows that most of the 90% respondents said YES
Manpower Planning helps to choose the right person for right job. And only
10% respondents said No.
42
Satisfied with salary
35%
65%
YES NO
Interpretation:
In this question above chart indicates that 65% respondents are satisfied with
his salary and 35% respondents said that they do not satisfied with his salary.
43
100
80
60
Percentage
40 85
20
15
0
YES NO
Interpretation:
From the above graph 85% respondents said that training program helped me
to develop my career. And 15% said it did not helped me to develop my
career.
44
Candidates are selected
50
40
30
45
20
30
10 15
10
0
Education Experience Personal Skills
characteristics
Interpretation:
By showing above graph we can say that selection of the candidates are on
the basis of 45% respondents said education and qualification, 30% said work
experience.10% on the basis of personal characteristics, and 15% are on the
basis of skills and abilities.
45
CHAPTER ~ 4 FINDINGS
FINDINGS
46
Ramdev Masala is proper and appropriate. Through effective manpower
planning, they can improve their business activity of the organization.
► The most of the employees are satisfied with their job, which is provided by
management, and they feel that the job is proper and related with their
education and qualification. While only some of employees are not satisfied
with their job.
47
► At Ramdev Masala, They get the qualified and appropriate candidate In
required number by their recruitment process. And they give more emphasis
to the fresher for the recruitment.
► In Ramdev Masala Induction process is also very nice. They are doing
warm welcoming of their new employee and they give introduction about the
whole organization to employee. The managers, supervisors and employees
are behaving like friend with the new employee.
The above main facts are found during this research period.
SUGGESTIONS
48
This research study is on manpower planning at Ramdev Masala.
However the manpower planning process of Ramdev Masala is proper but by
putting some improvement they can get more loyalty from their employees and
also by improving the manpower planning, they can get more qualified employee.
In short, there are some improvement are needed in manpower planning process
at Ramdev Masala.
There are some employees who are dissatisfied with their job
because they believe that they have qualification for higher post. Company can
reduce the dissatisfaction if this kind of employees by giving them some authority
and responsibility. Some of employees are also dissatisfied with their salary paid
to them, therefore company can give satisfaction to these employees giving them
extra bonus or benefits to their employees.
CONCLUSION
49
I will like to add in the conclusion about the lesson. I have learned from the
survey on ‘Training’ under the guidance of Dr. Rachana Dhruva.
50
CHAPTER~5
Literature Review
A literature review is a body of text that aims to review the critical points of
current knowledge on a particular topic.
51
Most often associated with science-oriented literature, such as a thesis, the
literature review usually precedes a research proposal, methodology and results
section. Its ultimate goal is to bring the reader up to date with current literature on
a topic and forms the basis for another goal, such as the justification for future
research in the area.
2) Manpower Planning
By Yogesh Ambekar
Published: 9/13/2004
http://www.buzzle.com/editorials/9-12-2004-59200.asp
52
5) Strategic Planning and Business Planning
Free Resource Center: Human Resource
Planning
http://www.work911.com/planningmaster/Human_Resource_Planning/
13-Nov-2008 - 21:01:19
Manpower planning
http://dictionary.bnet.com/definition/manpower+planning.html
Research articles 2008-02-01
White papers 2006-10-05
53
CHAPTER~6
Bibliography
54
Bibliography
BOOKS
► C.R. Kothari, Research Methodology, second edition, Published by. New Age Pvt.
Ltd. Page no. 14, 56, 95, 96, 97, 100, 101.
WEB SITE:
www.ramdev masala.com
http://www.knowledgestormmrp.com
http://en.wikipedia.org/wiki/Nicolas-Joseph_Cugnot
55
ANNEXURE
Questionnaire
56
1. AGE
□ 40-50 years
2.Education
3.Experience:
□ Yes □ No
□ Yes □ No
□ Yes □ No
57
7.Which method is use for selection of candidates.
□ References □ Other
□ Internal □ External
□ Yes □ No
□ Yes □ No
11.Manpower Planning helps to choose the right person for right job.
□ Yes □ No
12.I am satisfied with my salary for my work related qualification and experience
that I have.
58
□ Yes □ No
□ Yes □ No
59