WORKING CAPITAL MANAGEMENT IN Bunge India Private Ltd. Rajpura

Submitted To:Porf. Liza Sethi

Submitted By:Sonali Class – M.B.A 2nd

Roll no. 3

INTRODUCTION Company being established as BUNGE FOUNDS BUNGE & CO. IN AMSTERDAM in

1818, The Netherlands, as an import/export trading firm, Bunge will maintain a prominent

role in world grain markets.

In 1935 , Bunge builds it first major grain handling facility in Midway, MN, and becomes

an originator of grain in NORTH AMERICA.

In 1967 , Bunge expands at Destrehan by building its first US Soybean processing plant.

In 2007, Bunge purchases its first sugarcane mill in brazil and forms a fertilizer joint

venture in Morocco.

BUNGE PRODUCTS

VISION AND MISSION The company aims at successfully meeting the varied needs of the Indian consumers. The Company has continuously Endeavored to bring new products to the Indian Consumer the Company stayed close to its roots nature and it has been a platform for its success for several years.

Mission Statement The mission statement of Bunge India Pvt Ltd. Rajpura is ‘’To produce and sell goods and service to achieve the highest return on sales in the Industry to total satisfaction of customers , employees and Share holders in that order.

 Quality Rajpura Branch of Bunge India Pvt Ltd ltd has a good Quality control system together with Research and Development which is comparable to its best in the Industry. It is to the Credit of its good Quality Control system and efficient R and D Department, that Bunge India Pvt Ltd, Rajpura has been honoured and awarded .’’The American International Quality Certificate And Gold Medal.’’ 

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RESEARCH METHODOLOGYFOCUS AND OBJECTIVES OF PROJECT

Focus of my study is to highlight the significance of human Resource with following

objectives:-

Human beings are complex in nature with potential to grow This resource is creative

and has the ability to contribute in further in the cause of human lives.

The organization require to demonstrate due concern to Recruit & select required talent

for the organizational progress

I was briefed by very guide Shri R.K. Kalia G.M. (HR & Adm) He highlighted

salient aspects of human Resource management & importance of proper

Recruitment & selection of employees for overall growth of the

organization. He concerned numerous aspects related to recruitment &

selection like the importance, policy, manpower planning, process,

objectives & various options available to recruit the requisite talent.

APPROACH OR METHODOLOGY

COMPANY PROFILE 

IN 23 June 2003, US-based agribusiness and food company Bunge

 has announced that it has signed a memorandum of understanding

with Hindustan Lever to acquire the Indian consumer goods firm’s

edible oils and fats businesses based in Bangalore, India.

In 22 Sep. 2003, US agribusiness giant Bunge has announced that its

Indian subsidiary, Gee Pee Ceval Proteins and Investment, has

acquired the India-based assets of Prestige Foods.

In 15 Oct. 2004, US agribusiness Bunge is to invest between

US$100m and $200m in India over the next five years, its Indian

subsidiary has said.

In 21 Dec. 2011, US agribusiness giant Bunge is set to

buy the edible oils and fats business of India's Amrit Banaspati.

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RESEARCH METHODOLOGY Data Collection Methods

Primary Data:

For primary data collection, we collect information by making questionnaire, direct interview, public opinion etc.

Secondary Data

Chandigarh market profile, various sectors wholesaler & Retailer studies are important sources of secondary data.

Sampling Size

The sample size of my project is limited to 50 people only.

Sampling Design

Data has been presented with the help of pie charts & column charts.

LIMITATIONS OF THE STUDY

Short span of time: The main limitation is the availability of time. Due to short span of time, some inaccuracy may have occurred.

Biasness on the part of respondents: Some respondents were not ready to reveal the true information.

Inaccurate access: Due to short span of time it was not possible to access all employees as factory is wide.

Some were not interested in filling the questionnaires and they did not give back the questionnaires.

WHAT IS PERFORMANCE APPRAISAL

Performance Appraisal is defined as the process of assessing the performance and progress of an employee or a group of employees on a given job and his/ their potential for futur development . It consists of all formal procedures used in working organizations and potential of employees. According to flippo, “Performance Appraisal is the systematic periodic and an important rating of an employees excellence in matters pertaining to his present job and his potential for a better job”.

1.Performance Appraisal is a process.

2.It is the systematic examination of the strengths and weakness of an employee in terms of his job.

3.It is scientific and objective study . Formal procedures are used in the study.

4.It is an ongoing and continuous process where in the evaluations are arranged periodically according to a definite plan.

OBJECTIVES

Work- Related Objectives• To improve efficiency • To carry out job evaluation.

Carreer Development Objectives• To plan promotion transfers lay offs etc. of the employees.• To plan career goals.

Organizational Objectives• To serve as a basis for promotion or demotion.• To serve as a basis for planning suitable training and development

programmers.

Performance Appraisal Process

Establishing Standards

Communicating Standards to employees

Measuring Actual Performance

Comparing Actual with Standards

Discussing Reports with Employees

Taking Corrective Action

LIMITATIONS

1.Leniency or Strictness

2.Psychological Blocks

3.Miscellaneous Biases

4.Faulty Assumptions

METHOD

BIBLIO-GRAPHY

www.google.comwww.yahoo.comProjects.com http://en.wikipedia.org/wiki http://www.managament help.org/http://naukrihub.com./ html. + (Project)